Human Resources Management

Dan Norton

**** ****** ***** ****** / ****** MI *8855 / 734-***-****/

*********@******.***

HIGH-IMPACT HUMAN RESOURCES PROFESSIONAL

Driving strategic HR initiatives to realize bottom line results and enhance

employee engagement in the pursuit of organizational objectives.

Performance-driven professional with 23 years of combined expertise in

Human Resources management, recruiting, corporate and employment laws.

Strategy architect in the development of innovative HR initiatives to

streamline processes and capitalize on organizational growth opportunities.

A creative thinker, problem solver and decision maker who effectively

balances the needs of employees with the mission of the organization.

Strong communication, interpersonal relations, mentoring, negotiation and

organizational skills.

CORE SKILLS & SPECIALTIES

Labor & Employment Law ( Compensation ( Health & Welfare Plans ( Project

Management

Recruiting & Retention ( Benefit Consolidation & Administration ( HR

Compliance

Organizational Development ( Facilities Management ( HRIS/System

Utilization

Performance Management ( Program Development ( Process Improvement

Team Development & Training ( HR Business Partner ( Employee Relations (

Conflict Resolution

ACHIEVEMENTS IN HUMAN RESOURCES

Entered a company undergoing rapid expansion as the first ever HR Director;

lacking in organizational effectiveness, with no established HR practices,

built HR department from the ground up to implement HR standards and

compliance, revamped employee handbook, policies and procedures, job

descriptions and introduced a performance management system.

Reduced overall company benefit costs by 11% after researching and

implementing plan and tier changes; made recommendations that were

accepted, to initiate a 100% employer paid benefit plan for a final savings

of 8%. Included in this expansion of services were Domestic Partner

benefits and an Employee Assistance Program that included dependents of

domestic partners as well.

Restructured recruiting efforts for multiple locations across the country

through the creation of an interview guide, applicant guide and recommended

channels for candidate recruitment; integrated to intranet for easy

accessibility by all directors which streamlined the process and saved 30%

in recruiting costs. Resuscitated struggling organization by reducing

overstaffed workforce by 25%, addressing and resolving compliance issues

and facilitating extensive training programs.

Assisted the Director of HR covering 48 stores and 1400 employees directing

store managers, cyclical high levels of turnover requiring strategic

management and a business ally with hands-on direction.

Over the past 13 years representing all organizations in litigation and

regulatory agency matters resulting in one out of court settlement.

2 - Dan Norton

Human Resources Manager (10/2012 - 8/2013)

Alliant Capital, LLC.

Southfield MI

Leads all Human Resource functions and responsibilities for this $9.2

billion dollar company with multi-state locations. Developed and maintain a

talent management program by establishing a recruiting, testing, and

interviewing program; counseling managers on candidate selection;

conducting and analyzing exit interviews; recommending changes. Prepared

employees for assignments by establishing and conducting, on-boarding,

orientation and training programs. Maintains a pay plan by utilizing ADP

Portal, conducting periodic pay surveys; scheduling and conducting job

evaluations; preparing pay budgets; monitoring and scheduling individual

pay actions; recommending, planning, and implementing pay structure

revisions. Ensures planning, monitoring, and appraisal of employee work

results by training managers to coach and discipline employees; scheduling

management conferences with employees; hearing and resolving employee

grievances; counseling employees and supervisors. Developed and maintain

employee benefits programs and informs employees of benefits by studying

and assessing benefit needs and trends; recommending benefit programs to

management; directing the processing of benefit claims; obtaining and

evaluating benefit contract bids; awarding benefit contracts; designing and

conducting educational programs on benefit programs.

Key contributions:

. Realigned company benefits, reduced costs by 36% without sacrificing

quality of the coverage.

. Developed a talent management program that addressed attracting and

retaining top talent.

. Created the first company employee handbook and internal policies to

be more reflective of the culture which in turn lowered the turn-over

rate by 30%.

. Created a performance review process to ensure employees are measured

and held to the same standards.

. Utilize ADP HRIS Portal for all employee communications, training,

time and attendance, EZ-Labor.

Director of Human Resources (8/2005 - 10/2012)

University of Michigan Credit Union

Ann Arbor, MI

Realigned the company culture to reflect current employment policies and

procedures. Utilized metrics to analyze wage and salary data to determine

competitive compensation strategy and policy to ensure the recruitment,

development, and retention of employees. Effectively work with all levels

of the organization from front line staff, senior leadership and board of

directors. Researched insurance coverage and pension options to insure

highest quality of benefits available. Maintain benefits outline, provide

orientation and negotiate all benefit plans. Work with department managers

to prepare personnel forecasts in order to project employment needs and

compensation budgets. Write policy regarding employment, compensation,

benefits and ensure company adheres to Fair Labor Standards Act, Workman's

Compensation, Occupational Health and Safety Act, Americans with

Disabilities Act, and other Federal, State, and local regulations. Consult

with legal counsel to ensure policies comply with federal and state law and

to obtain advice and guidance on employment issues originating from

individual work situations or work environment. Develop and maintain HRIS

that meets management needs including records maintenance, the timely

conduct of performance appraisals by managers, statistical information on

employment trends. Developed and implemented a talent management program

that attracted top talent which aided in changing the credit union culture.

On-boarding and orientation was overhauled to make it an experience for new

hires from day one.

Key contributions:

. Reduced costs by 38% with regard to benefits by keeping Medical/ Rx

with one provider without sacrificing quality of the coverage. Created

a Pandemic Plan and Policy which will allow the Credit Union to

continue to operate as normal in a crisis situation.

. Created and implemented a talent management program, which increased

our ROI by 33%, that attracted and retained top talent and aided in

changing the culture of the credit union.

. Created Wellness and Employee Recognition Programs which lowered

missed days of work by an average of 33% the first year and 54% the

second year and raised employee moral for recognizing top performers.

3 - Dan Norton

Human Resources Manager (6/2000 - 07/2005)

LK Metrology Systems, Inc. {Tier One Automotive Supplier}

Brighton, MI

Managed payroll administration for 75 employees in multi-states in the

United States, Canada and China.

Reported directly to the CEO and CFO of the company. Prepared and processed

new hires, employee benefits (including the 401K plan), COBRA, STD/LTD,

FMLA for the United States. Also managed Canadian benefits for our

employees in Canada. Extensive knowledge and responsibility for OSHA/MIOSHA

regulations. Responsible for auditing the organization to ensure we

maintained our certification in ISO/IEC 17025, ISO 14001 and QS 9001.

Developed a talent management program to attract top talent in our

industry. Employee relations, which includes advising/counseling employees

as well as managers. Developed, implemented and managed the Employee

Wellness Program

Actively participated in community relations for the organization.

Key contributions:

. Researched, proposed and implemented new health care provider with

annual savings of $138K over a two year time period. Strategic

planning and budgeting.

. Developed, implemented and administered a Health and Safety procedure

for the organization with a goal of zero on-the-job injuries.

Administering, developing, and conducting training programs.

. Created talent management program to attract and retain top talent

within the industry.

Wage and Benefit Specialist (2/1995 - 12/1999)

ABC Appliance, Inc {World Headquarters}

Pontiac, MI

Coordinated wage and insurance benefits for over 1500 regular full-time

employees. Responsible for reporting Workers Compensation claims in several

states. Effectively maintained, enrolled and distributed 401K/Profit Shares

to appropriate personnel; both active and retired. Reviewed and audited

employee performance evaluations and terminations. Effectively ensured that

Labor Law Standards were accurately practiced throughout the organization

by utilizing nine different publications.

Human Resources Coordinator (2/1993 - 12/1994)

Athlone Equipment Sales Corporation

Brighton, MI

Human Resources Coordinator (5/1990 - 1/1993)

Herman's Sporting Goods

Flint, MI

EDUCATION

Northern Michigan University - Marquette Michigan

Bachelor of Science

Major: Political Science/Pre-Law

Minor: Public Relations

AFFILIATIONS

Active member with SHRM {Society of Human Resource Managers}

Licensed Realtor in the State of Michigan {M.A.R. & N.A.R.}

Notary Public

SEMINARS AND OTHER TRAINING

Butzel Long (Attorneys at Law) Annual Employment Law Seminar & Conference

2005 - Present

. FMLA . Diversity Training . EEOC . DOL . NLRB . Recruiting

Trends & Issues

. How to deal with problem EE's . Exempt vs Non-Exempt EE's

Society of Human Resource Managers {SHRM}

2011

. 2011 Annual Conference and Exposition in Las Vegas, NV

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