Human Resources Resource
Resume:
Phone: 219-***-****
E-mail: **********@***.***
Chandra L. Charlson, SPHR, PHR
|Objective |To obtain a management position with a progressive |
| |company utilizing my extensive human resource, |
| |organizational development, and technical |
| |experience. |
|Professional |Armacell, LLC (09/07 - 4/12) South|
|experience |Holland, IL |
| |Human Resources Manager - Engineered Technical |
| |Foams |
| |Contributing member of the North American Small |
| |Business Team. |
| |Responsible for all aspects of Human Resource |
| |Management. |
| |Accountable for environmental management |
| |activities, including adherence to all |
| |environmental laws. |
| |Responsible for reviewing and approving MSDS prior |
| |to ordering and receiving into the plant. |
| |Responsible for costing product items in SAP and am|
| |the designated Super User of the system. |
| |Active Leader of the Safety Committee and safety |
| |program. |
| |Responsible for employee relations and resolving |
| |issues. |
| |Responsible for the administration of the |
| |Collective Bargaining Agreement. |
| |Active member of the negotiating team responsible |
| |for negotiating collective bargaining unit |
| |agreements. |
| |Facilitation of management training and |
| |development. |
| |Responsible for maintaining legal compliance. |
| |Administer performance evaluation process for |
| |exempt and non-exempt employees. |
| | |
| |FP International (12/05 - 9/07) |
| |Thornton, IL |
| |SR. Human Resources Representative |
| |Responsible for all aspects of Human Resource |
| |Management. |
| |Active Leader of the Safety Committee and safety |
| |program. |
| |Responsible for employee relations and resolving |
| |issues. |
| |Lead union avoidance activities. |
| |Accountable for the development of ISO procedures |
| |and processes for the corporate HR Department. |
| |Develop and deliver management training programs. |
| |Develop and implement recruiting strategies. |
| |Responsible for maintaining legal compliance. |
| |Administer performance evaluation process for |
| |exempt and non-exempt employees. |
| |Develop and administer human resources policies and|
| |procedures. |
| |Responsible for monitoring the work culture and |
| |keeping a pulse on the organization. |
| | |
| | |
| |Viking Engineering Company |
| |Hammond, IN |
| |Human Resources Director (5/04-11/05) - plant |
| |closed down |
| |Functioned as both the Director of Human Resources |
| |and the Plant Superintendent to insure the |
| |appropriate information was transferred from sales |
| |to engineering to the plant floor. |
| |Responsible for all aspects of Human Resource |
| |Management. |
| |Actively involved in the strategic planning of the |
| |organization and the eventual closing of the |
| |facility. |
| |Responsible for insuring all employees received the|
| |proper training required to perform specific |
| |functions at customer job sites. |
| |Responsible for accurate payroll and benefit |
| |processing. |
| |Develop and deliver management training programs. |
| |Responsible for employee relations and resolving |
| |issues. |
| |Develop and implement recruiting strategies. |
| |Responsible for maintaining legal compliance. |
| |Administer performance evaluation process for |
| |exempt and non-exempt employees. |
| |Develop and administer human resources policies and|
| |procedures. |
| |Responsible for governmental and company reporting.|
| | |
| | |
| |The True Blue Company |
| |LaPorte, IN |
| |Human Resources Manager (08/02-4/04) |
| |Responsible for all aspects of Human Resource |
| |Management. |
| |Responsible for the selection and implementation of|
| |a computer based time-keeping system (Kronos). |
| |Responsible for accurate payroll and benefit |
| |processing. |
| |Develop and deliver management training programs. |
| |Responsible for employee relations and resolving |
| |issues. |
| |Responsible for obtaining and maintaining legal |
| |compliance. |
| |Develop and implement a safety and security plan, |
| |including selecting a security system and company |
| |(ADP). |
| |Administer performance evaluation process for |
| |exempt and non-exempt employees. |
| |Develop and administer human resources policies and|
| |procedures. |
| |Responsible for governmental and company reporting.|
| | |
| | |
| |Tech Data Corporation |
| |South Bend, IN |
| |Senior Human Resources Generalist (12/99-8/02) |
| |Responsible for all aspects of Human Resource |
| |Management, including safety. |
| |Develop and deliver management training programs. |
| |Responsible for employee relations and resolving |
| |issues. |
| |Develop and implement recruiting strategies. |
| |Over see the development and operations of Employee|
| |Learning Resource center. |
| |Business partner with the management team. |
| |Responsible for monitoring the work culture and |
| |keeping a pulse on the organization to ensure a |
| |union free environment. |
| |Administer performance evaluation process for |
| |exempt and non-exempt employees. |
| |Develop and administer human resources policies and|
| |procedures. |
| |Responsible for governmental and company reporting.|
| | |
| |Responsible for temporary employment agency |
| |relationship. |
| |Responsible for accurate payroll and benefit |
| |processing. |
| | |
| |Independent Consultant |
| | |
| |Independent Consultant/Program Coordinator |
| |(3/99-12/99) |
| |Provide consultation on process team development. |
| |Provide training programs to support process teams.|
| | |
| |Design competency models, job descriptions, and |
| |associated measurement instruments. |
| |Design supervisory, maintenance, and social skills |
| |training programs. |
| | |
| |1991 - 1999 Magnetics International, Inc. |
| |Burns Harbor, IN |
| |(subsidiary of Inland Steel Industries) |
| | |
| |Prototype Specialist (4/98-2/99) |
| |Continued involvement in Human Resources, |
| |Organizational Development, and Training |
| |activities. |
| |Responsible, as a member of the Leadership Team, |
| |for introducing new products to the international |
| |motor and lighting markets. |
| |Developed standard operating procedures in |
| |accordance with ISO 9001 standards. |
| |Compiled and analyzed data using statistical |
| |techniques resulting in improvements to the |
| |production process. |
| |Human Resources Manager (9/94-4/98) |
| |Responsible for developing the human resource |
| |strategic plan. |
| |Responsible for employee relations. |
| |Responsible for leading efforts to remain a |
| |non-union facility. |
| |Developed programs to attract, motivate and retain |
| |employees. |
| |Provide leadership to the safety committee. |
| |Responsible for employee record keeping and HRIS |
| |system. |
| |Responsible, as a member of the Operations |
| |Leadership Team, for the effectiveness of the iron |
| |oxide business unit. |
| |Responsible for organizational development |
| |activities including team culture, diversity and |
| |employee relations. |
| |Managed all training activities and, when needed, |
| |developed and conducted customized training |
| |programs. |
| |Responsible for the development of and compliance |
| |to human resource policies and procedures. |
| |Involved in the due diligence process for the |
| |acquisition of and sale of a business unit. |
| |Generated job descriptions, wage scales, and |
| |conducted annual wage surveys. |
| |Compiled, analyzed and presented employee |
| |demographic information and employment history to |
| |the company Leadership Team, resulting in changes |
| |to policies and procedures. |
| |Responsible for human resource compliance to ISO |
| |9002 standards. |
| | |
| |Internal Consultant (2/92-9/94) |
| |Designed and implemented a plan to achieve a high |
| |performance workplace. |
| |Provided leadership in the transition from a |
| |traditional work environment to a self-managed |
| |environment. |
| |Provided leadership and coaching to various work |
| |teams and management personnel resulting in |
| |improved working relationships. |
| |Designed and conducted monthly team training |
| |sessions focusing on the skills needed to be an |
| |effective team member. |
| | |
| |Operating Technician (4/91-2/92) |
| |Responsible, as a member of an Operating Team, for |
| |the production of iron based powders for the |
| |magnetic industry. |
| |Recommended ergonomic changes for the manufacturing|
| |facility. |
| |An active member of committees including the |
| |diversity focus group, safety committee, facility |
| |council, and peer review council. |
|Education |May 1994 Purdue University |
| |Certificate in Human Resources |
| |Completed program while working full time. |
| |December 1990 Purdue University |
| |Bachelor of Science/Organizational Leadership |
| |December 1988 Purdue University |
| |Associate in Applied Science/Organizational |
| |Leadership and Industrial Engineering |
| |May 1988 Purdue University |
| |Associate of Arts/General Business |
| | |
| |Certified as a Human Resource Professional (SPHR |
| |and PHR) |
| |Certified DDI Targeted Selection user |
| |Techniques of Lean Manufacturing |
| |Certified Zenger Miller Facilitator |
|Additional |Computer skills: Word, Excel, Power Point, Human |
|skills/training |Resource databases: ABRA, Peoplesoft and Ceridian, |
| |Kronos, Timeware, and SAP |
| |Business Law and Advanced Business Law Seminars |
| | |
| |Certified to conduct OJT (on-the-job training) |
| | |
| | |
| | |
| | |
| |Senior Professional in Human Resources |
| |Certification (SPHR) |
| | |
| |Professional in Human Resources Certification (PHR)|
| | |
| | |
|Professional |Society of Human Resource Management (SHRM) |
|Memberships | |
| |National Safety Council (NSC) |
| | |
| |Former Member of the Illinois Management |
| |Association |
| | |
| | |
| |Travel, Golf, and Softball |
| | |
|Interests & | |
|Activities | |
| | |
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