Human Resources Manager

Fellow Professional:

I am presenting my resume for consideration to become part of a synergistic

organization where I will provide leadership across the breadth of the

Human Resource spectrum.

My background is diverse since I've been employed in large and medium sized

Company's. I've complimented the senior level team from not only the People

side of the business but the Operations side as well. Strengths include

O.D. from the top down, maintaining union free environments, where required

and taking the leadership role in the bargaining process where I've had

unions in place. With this diverse background, I am comfortable in all

types of environments within the workplace.

As an H.R. Generalist, I have been exposed to all aspects of Human

Resources, manufacturing and quality systems. My style of management is one

of total involvement and earning trust and confidence with employees and

servicing their concerns without compromising ethics and Company policy.

I have successfully defeated five union organizing attempts and have been

the chief spokesperson for eleven labor agreements. Eight (8) were with the

UAW and one (1) with the IAM and two (2) with PACE now IAM. My philosophy

is to be fair, firm, and non-confrontational, yet get the job done within

the guidelines mandated by the leadership of the organization.

I pride myself as being a mentor not only for my staff but also for my

peers. One of the primary roles of HR is to ensure that issues, which arise

and culminate in disruption/conflict with normal day-to-day matters, are

addressed in a timely manner and resolved well before incidents turn into

disaster(s). To this end, it is critical that those employees who elect to

be union free receive support from Management.

In many of my assignments as a senior Human Resource leader, I have taken

the lead role in developing and executing strategic initiatives such as

Organizational Development in the sense of building an organization and

subsequently, modifying it to operate without excessive headcount.

Associated with this is the need to have a strong and professional

recruiting strategy in place well before organizational changes take place.

My business philosophy is as follows: As the leader of Human Resource

teams, I've focused on coaching my group to be oriented as a source of

service while providing sage counsel to our peers. Furthermore, it is my

conviction that we must all be a source of knowledge and an active

participant in the decision making process to move an organization forward.

In my current role, as in past senior positions, I have been responsible

for developing budgets and working in concert with our Sales staff, Finance

and Operations professionals to provide a service that is critical in the

day-to-day business.

By drawing upon my leadership, strategic skills, and Human

Resources/Operations acumen, I can and will guide your organization to

similar results. I look forward to your call. Thank you.

I may be reached at 248-***-**** or via email at: abg34q@r.postjobfree.com

Yours truly,

Joseph P. Derderian

Joseph P. Derderian

2428 Lilyfield Drive

Trophy Club, Texas 76262

Cell: 248-***-****

Home: 682-***-****

E-mail: abg34q@r.postjobfree.com

SUMMARY

Senior human resources professional with multi-industry experience

including FORD MOTOR COMPANY, VOLKSWAGEN OF AMERICA, BELL HELICOPTER

TEXTRON, AVIALL, DAYTON WALTHER, MEANS INDUSTRIES, INC., METALDYNE

CORPORATION & RECTICEL INTERIORS LLC

_ Provides leadership and develops the Human Resources function with

continuous improvement as a major goal

_ Builds a positive culture, which respects diversity and values

individuals and teams

_ Helps drive the organizations strategic objectives and decisions

through bold, successful human resources practices

_ Offers diversified background with manufacturing, professional

services, and senior staff level experience.

_ Brings high integrity, people and team sensitivity, and the strong

leadership and influencing skills necessary to positively contribute to

advising senior management and directing the human resources function.

_ Understands the importance of being an individual contributor (lead

by example) while maximizing performance of direct and indirect reports

EXPERIENCE

RECTICEL INTERIORS LLC (July 2006 - June 2011) (a $2.5 mm company that is a

Tier Two to Mercedes USA, JCI & Delphi. Manufactures decorative dashboard

skins and IP's door vehicles and trucks)

< Manages and directs a professional Human Resources Staff of six

professionals covering four plants in North America.

< Manages all legal activity with outside counsel for all functions

within the Company

< Directs all union avoidance actions for all plants

< Develops, authors and implements Corporate Human Resource procedures

for the Company

< Reports to the Managing Director - North America

METALDYNE CORPORATION - New Castle, Indiana -(May, 2005 - July 2006) (a

$510mm company that is a Tier One supplier of chassis and wheel hub

components to the automotive community )

Director, Human Resources

Report to the Vice President of Operations and dotted line to the Vice

President of Human Resources. Total staffing is 890 Hourly unionized

employees (UAW) and 178 Salaried non-union employees

< Supervise and mentor a staff of five (5) Salaried employees in the

disciplines of Employee Relations, Labor Relations, benefits

administration

< Daily interface with the union with a success rate of a reduction of

grievances by 60%

< Chief Company representative with respect to PR outside of the plant

MEANS INDUSTRIES, INC. - Saginaw, Michigan (1995 - 2005) (a $124mm company

that is a tier I & II supplier to the

Automotive community specializing in stampings and value added transmission

components. The parent company is AMSTED a $2 billion Rail and Tier 1 & 2

automotive supplier company)

Corporate Director, Human Resources

Report to the President and responsible for overall human resources for a

market leader in manufacturing, sales & engineering. Revenues are $109

million with four business units and sales worldwide.

< Through consensus revamped the operating structure of the company by

presenting a sound organizational development plan

< Provide support to our Sales & Marketing staff in the form of on

sites meetings and hiring key personnel

< Developed succession-planning process and promoted HR best practices

_ Developed compensation analysis for parity within the industry,

resulting in low turnover

< Managed corporate response in three failed unionization attempts at

two nonunion facilities as directed by the President of the Company

< First chair/chief negotiator for eleven labor agreements in

unionized facilities

DAYTON WALTHER - Carrollton, Kentucky (1994 - 1995) (a $180mm company that

was a tier I & II supplier to major U.S and Japanese automotive companies.

Produced machined brake and drive train components as well as foundry

operations. Company no longer exists as Dayton Walther)

Human Resources Manager

Reported to the Plant Manager and was responsible for human resources for a

market leader in a machining center and gray iron foundry with revenues of

$89 million with 500 employees. Acted as labor relations advisor to the

Vice President of Human Resources located in Dayton, Ohio

_ Developed a transitional duty clause in the labor agreement whereby

employees were brought back to productive work

_ Implemented a functional team of hourly and Salaried employees who

met regularly to discuss operating practices

AVIALL - Dallas, Texas (1989 - 1994) (A $400mm company whose primary

business is jet engine overhaul and assembly operations for both fixed wing

and rotary wing aircraft)

Facility Human Resources Manager

Reported to the President and was responsible for human resources for a

world leader in aircraft engine overhaul and repair for fixed and rotary

winged aircraft. Revenues were $400 million with 900 employees across 9

major sites.

_ Supported the consolidation of 20+ independently operating businesses

into one overall integrated company with a common leadership team and

organization structure.

_ Developed and implemented a modern human resources infrastructure

replacing legacy systems and proliferating best practices.

_ Demonstrated a high level of leadership with senior management in

driving a broad range of business initiatives including plant and lab

consolidations, and sales and product strategies.

BELL HELICOPTER - Hurst, Texas (1987 - 1989) (a $3billion organization

with eight facilities in the Arlington/Ft. Worth area. Manufactures rotary

aircraft as well as assembly of the V-22 Osprey)

Senior Labor Relations Representative

Reported to the Director, Labor Relations and was responsible for

company/union relations at three locations (1300 employees) for a world

leader in aerospace. Revenues were $60 Billion with 9,500 employees

worldwide.

_ Developed Supervisory Training programs focusing on resolving

conflicts and grievance prevention

_ Active participant at the bargaining table for hourly and salaried

(union) negotiators

VOLKSWAGEN OF AMERICA - Fort Worth, Texas (1980 - 1987) (a $300mm company

that manufactured automotive components, assembled vehicles and developed

A/C units for Porsche, Audi & VW vehicles. Company no longer exists)

Director of Personnel

Reported to the Sr. Vice President, Human Resources and dotted line to the

Plant Manager was responsible for safety, security and labor relations for

275 employees. Professional relations, compensation, benefits and HRIS for

the sole manufacturer of A/C units for all VW vehicles in the United States

and part of Germany.

_ Implemented compensation plan to provide parity with compensation

Instituted various employee communication and meeting programs. Initial

turnover was at 22%, after implementation, it dropped to approx. 4%

_ Developed a downsizing plan in concert with the O.D. team. Achieved

consensus after many hours of lengthy discussions

_ Aggressively managed benefits costs, reducing waste and

inefficiencies through program design and vendor selection.

FORD MOTOR COMPANY (Prior to 1980) (a $78 billion automotive/components

manufacturer)

Facility Industrial Relations Supervisor (1979 - 1980)

Reported to the Industrial Relations Manager and was responsible for all

activities relating to hourly employee benefits, union relations and

medical/security activities. Held these positions at two different

locations and in two different Divisions of the Company.

Sr. Labor Relations Rep. (1976 -1979)

Reported to the Manager of Industrial Relations at the Research and

Engineering Center. Investigated and resolved all grievances.

Sr. Salaried Personnel Analyst (1973 -1976)

Conducted O/D analysis for manufacturing and non-manufacturing

organizations.

Supervisory Trainer (1971 - 1973)

Trained hourly Supervisor across the United States in Employee/union

relations, disciplinary procedures and grievance handling.

Tool & Die Supervisor (1968 -1971)

Supervised all Tool & Die employees on the 2nd shift at the Dearborn

Stamping Plant.

Journeyman Tool & Die Maker (1964 -1968)

EDUCATION

M.Ed. Guidance & Counseling, Wayne State University

B.S. Industrial Education, Wayne State University

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