Human Resources Manager

KEVIN RINEHART

*** *** ****** ****, **********, Tennessee 38310

H: 731-***-**** C: 731-***-****

E: ab9m1i@r.postjobfree.com

PROFESSIONAL SUMMARY

HIGH-IMPACT HUMAN RESOURCES MANAGER Driving strategic HR initiatives to

realize bottom line results and enhance employee engagement in the pursuit

of organizational objectives. Performance-driven professional with 18 years

of combined expertise in Human Resources management, recruiting, corporate

and employment laws. 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,

vendor negotiations, and organizational skills.

SKILLS

In-depth knowledge of HR Compliance Employee recruitment

Trained in FMLA/ADA/EEO/WC New employee orientations

Project management Compensation and benefits

MS Office proficient Termination procedures

Knowledgeable in all HR Systems Team building

Employee Relations and Benefits Training and Skill Development

Job Description Development Performance Review

Community Involvement Vendor Negotiations

Affirmative Action Program OSHA Regulations/

Payroll Administration Compliance/Training

Succession Planning/Administration

WORK HISTORY

ISR Group, Inc - Savannah, TN

Director, Human Resources

04/2012 to 04/2013

Manger, Human Resources

03/2008 to 04/2012

Startup and rapid growing company that provided qualified Unmanned Aerial

Vehicle (UAV) employees to meet DoD contracts. ISR Group employed up to 300

employees.

. Built an HR department that was organized and effective, established

HR practices, built HR department from ground up to implement HR

standards and compliance, developed employee policies and procedures,

job descriptions and introduced a performance management system.

. Designed overall company benefit plans and implemented plans; made

recommendations that were accepted by C level management.

. Developed relationships with the state to receive training grant money

in the amount of $100,000.00

. Educated and advised employees on group health plans, voluntary

benefits and 401(k) retirement plans.

. Developed employee database to track employee information, salary

changes, benefit elections, job changes, assignments/job title

history.

. Developed and facilitated all new-hire orientations. Developed an

electronic new hire process that reduced the onboarding time by 50%.

TBEI, Inc - Tishomingo, MS

Regional Human Resources Manager

11/2004 to 03/2008

Established Human Resources Department in a fabrication and welding

manufacturing environment that had been inactive for five (5) years.

. Responsible for the HR function for 250 employees working three (3)

shifts.

. Developed and implemented company policies and procedures.

. Developed and implemented Attendance Policy that reduced employee

absenteeism by 25%.

. Developed and implemented "Pay for Skills" plan that increased

proficiency by increase flexibility of production employees, increased

employee skill level.

. Reduced worker's compensation cost and "on the job" injuries by 30% by

increased attention on safety and developed relationships with

physicians and carrier.

. Trained and mentored supervisors on management skills and labor laws.

. Culture Change Management to be first choice employer in the area.

. Promoted to Regional HR Manager with responsibility for facilities in

Mississippi, Georgia, & Florida.

Garner Automotive - Lexington, TN

Regional Human Resources Manager

05/2002 to 11/2004

Responsible for Employee Relations and Communication for 4 locations and

350 employees in an automotive part manufacturing environment.

. Re-established HR Department that was vacant for over a year.

. Enforced company policies and procedures.

. Facilitated culture change in the plant from unfair treatment to one

of trust and open communication.

. Reduced overall absenteeism by implementing and managing attendance

policy.

. Managed and monitored safety programs and training.

. Reduced "lost time" accident by 25%.

. Developed New Hire Onboarding process which reduced employee turnover

by 20%.

. Provided management and supervisor training on personnel management

and labor laws.

. Recruited, screened, and hired for all locations.

. Maintained personnel and training records on all personnel.

Republic Doors - McKenzie, TN

Human Resources Coordinator

04/2001 to 04/2002

Responsible for Employee Relations and Communication for 400 union and non-

employees in a manufacturing environment.

. Managed the Employee Grievance Program.

. Worked closely with supervisors and union leadership to ensure labor

laws compliance, employee training, company policies and procedures

were administered and managed.

. Coordinated and monitored FMLA records and documentation.

. Responsible for overall safety and workers compensation program for

the facility.

. Responsible for maintaining salary metrics for the plant.

. Responsible for benefits administration and orientation.

Capro, Inc - Selmer, TN

Human Resources/Safety Manager

10/1996 to 12/2000

Startup manufacturing facility, established first Human Resources/Safety

Department for 175 employees manufacturing industrial control cables,

operating three (3) shifts.

. Responsible for developing and managing all company policies and

procedures.

. Developed and implements a "pay for skills" plan for the hourly

production employees.

. Developed, updated, and enforced Safety and Environmental Programs to

comply with OSHA Standards.

. Received high marks during annual safety audit.

. The facility was known as the best plant in the "Capro family" as it

relates to safety and training.

. Responsible for screening, hiring, orientation, safety training on all

new hires.

. Developed, coordinated and participated in Safety Incentives and

Employee Activities.

Transway/Progressive, Inc - Selmer, TN

Human Resources Manager

07/1995 to 10/1996

Hired as first Human Resources Manager for this Professional Employer

Organization (PEO).

. Responsible for Employee Relations and Communication for 250

employees.

. Responsible for Employee Recruiting and Hiring of all Hourly

Employees.

. Developed and Conducted New Hire Orientations.

. Processed payroll for multiple customers accounts.

. Conducting training for customers/clients.

United States Air Force

Chapel Manager- E-5

04/1985 to 05/1995

. Honorable Discharge * Veteran of Desert Storm.

EDUCATION

Bachelor of Science in Organizational Leadership

Graduated 12/2002

Union University - Tennessee

. 3.74 GPA

ACCOMPLISHMENTS

. Experience with start up and rapid expanding companies with lacking in

organizational effectiveness, with no established HR practices,

building HR department from ground up to implement HR standards and

compliance, developed employee policies and procedures, job

descriptions and introduced a performance management system.

. Designed overall company benefit plans and implemented plans and tier

changes; made recommendations that were accepted. Changes included

expanded dental coverage an additional coverage on vision and short

and long term disability.

. Developed relationships with area physicians and worker's compensation

carrier resulted in reduction of lost-time claims by 25%. Developed

and chaired safety committees, working closely with supervisors and

workers reduce on the job injuries by 30%.

. Developed relationships with the state to receive training grant money

in the amount of $100,000.00.

. Developed "pay for skills" plan that increased employee morale and

productivity. The plan provided incentive to employees to learn

additional skills, reduced staffing needs based on increased skills

and flexibility on production floor.

. Developed and managed Attendance Policies that reduced employee

absentee by 25%. Communicated the policy to all employees which

provided guidelines and company expectations.

. Reduced Temporary Staffing cost by 25% by negotiating with vendor and

increased competition.

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