Human Resources Manager

JAMES C. REIMER, SPHR

*** ****** *****, ***** *****, PA 19454

Home: 215-***-****

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Summary: Energetic and creative hands-on HR professional with excellent leadership, problem

solving, communication and computer skills. Experienced in all disciplines of Human

Resource Management, with extensive employee benefits knowledge. Effective business

partner to executive leadership, capitalizing on strong business acumen. Successfully

managed human resources teams through periods of significant growth, downsizing,

merger, Chapter 11 reorganizations and crisis (World Trade Center attacks).

Human Resources Leadership Business Partner Employee Benefits Compensation Employee

Relations Succession Planning Employee Development Training HR Information Systems HR

Metrics Recruiting 401(k) & Pension Administration Strategic Planning Organizational Development

HR Policy

Professional Experience:

SDI, Inc., Bristol, PA 2012 – 2013

SDI partners with some of the best known companies in the United States, Canada and Mexico to maximize

value in their Maintenance, Repair and Operations Supply Chain. $350M in annual revenue; dispersed

workforce of 500 employees

Vice President, Human Resources, 2012 – 2013

Accomplishments:

• Rebuilt neglected Human Resources function by replacing outsourced HR staff with internal staff

• Introduced state-of-the-art recruiting tools enabling SDI’s recruiter to reduce backlog from 47 open

positions to 18 open positions in three month timeframe

• Reinstated performance review process and achieved 98% completion within established timeframe

• Reinstated merit increase process

• Revitalized training function, introducing new tools for distributed learning and job-specific lunch time

seminars

• Introduced safety into the corporate culture by establishing a safety function for the first time in the

company’s recent history

• Bid and selected new 401(k) plan recordkeeper and administrator

• Upgraded payroll and HRIS to a new state-of-the-art solution

• As a member of the Executive Leadership Team, helped guide the direction and the culture of the

organization and act as business partner to the CEO and other executives

• Position was on an interim basis

Constar International, Llc., Philadelphia, PA; 2004 - 2012

A leader in the design and manufacture of PET plastic packaging for the beverage and food industry; $500M

in annual revenue; eleven locations in the United States and Europe; 800 employees

Vice President, Human Resources, 2010 - 2012

Accomplishments:

• Led company through its second Chapter 11 Reorganization in three years as member of the

Executive Team. Helped facilitate the operational changes needed to improve performance and to

drive the company towards profitability.

• Directed the Executive Team through an organizational design process to optimize each

department’s structure and capabilities. This process resulted in a leaner, higher performing

corporate staff and structure.

Resume of JAMES C. REIMER, continued

• Reduced HR budget by 20% in 2011 while maintaining high quality of service and responsiveness.

• Trimmed the size of the corporate HR department by 45% since 2008 by implementing more

efficient work processes and realigning workloads.

• Spearheaded effort to relocate corporate office from Philadelphia to Trevose, PA. The relocation will

save $200k in annual rent and facility costs while providing a prideful workspace for corporate

employees with minimal relocation disruption.

• Assisted EVP of Business Development in increasing the effectiveness of our sales force by

recruiting employees with new skill sets, energy and direction. Saved over $100k in staffing costs

by recruiting new Sales Representatives without the use of a retained or contingent search

company.

• Active member of the Constar Administrative Committee charged with overseeing the administration

and investment of the company’s pension and 401(k) plans.

• Effectively managed corporate and field HR personnel.

Director, Human Resources and Benefits, 2008 - 2010

Accomplishments:

• Responsible for all areas of corporate HR including recruiting, benefits, compensation and employee

relations.

• Led project to evaluate Constar’s hourly wage structure between locations and against market.

Realigned compensation and position responsibilities to bring pay practices in line with competitors

and local markets. Project generated $1.2 million in annual savings.

• Developed a unique approach to employee performance management that replaces traditional

performance reviews and provides meaningful feedback to the employee and the supervisor. This

new approach resulted in annual savings of $25k by eliminating a computer-based performance

appraisal system.

• Managed multiple reductions in force and plant closings. Guaranteed compliance with WARN act

requirements. Protected company from employee claims by ensuring that decisions were made

based purely on business factors.

Senior Manager, Benefits Administration, 2004 - 2008

Accomplishments:

• Set up new benefits department after recent IPO. Transitioned welfare and retirement plans from

previous parent company. Reduced dedicated staff by 50% while improving service to Constar’s

employees.

• Implemented UltiPro HRIS/payroll/benefits administration system including on-line benefits open

enrollment process.

• Bid and selected new retirement plan record keeper and administrator and implemented state-of-

the-art retirement plan administration, including streamlined, real-time pension estimate and election

process. Reduced 401(k) plan administrative costs by 28% while improving service and fund

offerings.

• Negotiated contracts with health care provider and insurance providers, reducing overall

administrative plan costs by over $2.1 million (15%) without impacting the quality or value of the

benefits plan to Constar’s employees.

• Redesigned retirement plan by freezing the pension plan and enhancing the 401(k) plan, which will

save the company over $2.5 million over the next five years

• Conducted 5-year benefits strategic plan which is expected to hold company benefits costs flat over

the next five years while not increasing employee costs above prevailing market rates.

Washington Group International, Inc., Princeton, NJ; 1997 to 2004

A single-source provider of planning, engineering design, construction, technical, management, and

operations and maintenance services to public and private sector clients worldwide; $3 billion in annual

revenue; 25,000 employees

Senior Human Resources Manager, Eastern Regional Operations Center, 2002 – 2004

• Led the Princeton Human Resources group supporting the company’s operations in the

eastern half of the United States, including the regional operations center, area offices and field

locations, acting as business partner to senior management of the regional operations center and

the Infrastructure Programs business group.

Resume of JAMES C. REIMER, continued

• Redesigned human resources department from a silo’ed business unit structure to a shared

services organization to support structural changes within the company.

• Developed and implemented a university recruitment and development program which

became the model for the company-wide university recruitment program.

• Managed Business Leadership Review process which includes succession planning and

high potential employee identification and development

Human Resources Manager, Infrastructure Programs Group, 2000 – 2002

• Senior Human Resources professional for division of WGI, supporting geographically

dispersed unit of more than 1,100 employees, including one group of union represented employees.

Acted as business partner to president of the Infrastructure Programs division.

• Served as an active member of various HR and cross-functional leadership teams charged

with integrating the two legacy organizations which merged to form Washington Group International

• Participated in union avoidance campaign and provided support for subsequent union

contract negotiations

• Completed Raytheon Six Sigma training program

• Led Crisis Management Team in response to the terrorist attacks on the World Trade Center,

in which WGI had an office of 160 employees on the 91st floor of WTC 2

Human Resources Generalist, Corporate Human Resources, Philadelphia, PA, 1997 - 2000

• Managed employee benefit programs for all employee groups within the company

• Developed and led International Employee Locator Program to track and contact employees

working internationally

• Executed projects in other Human Resources disciplines such as Compensation, Policies &

Procedures, Training and International Human Resources

• Represented Human Resources on a company-wide Information Technology Strategy Team

The Prudential Insurance Company of America, Horsham, PA; 1989 to 1997

Benefits Consultant/Account Manager, National Account Operations, 1994 - 1997

• Managed and analyzed health, dental, life, and disability benefit plans for large national

clients

• Cultivated key business relationships with large, national clients

Contract Analyst, Group Contract Division, 1989 - 1994

• Analyzed and wrote group health, life, dental and disability insurance contracts, financial

agreements and benefits materials for national clients

• Conducted a training program for new Contract Analysts

Education:

Villanova University, Masters Business Administration

Widener University, B.A. Liberal Arts/Psychology, Management Minor

Villanova University, Certificate in Professional Human Resources Management

Professional Associations, Designations and Awards:

• Senior Professional in Human Resource Management (SPHR), Society for Human

Resource Management

• Member, Society for Human Resource Management

• Beta Gamma Sigma - AACSB Accredited Business School Honor Society

• Fellow, Life Management Institute - earned with distinction

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