Human Resources Manager
Resume:
DAN R. BATES, SPHR
Mercury Blvd.
abgpc7@r.postjobfree.com
Murfreesboro, TN 37130
A credible activist, culture and change steward, talent manager,
operational executer, strategy architect who is a passionate, forward
thinking, results focused, high energy, persistent problem solver and
dedicated business ally offering 15 + years of progressive Human Resources
Management work experience in all Human Resource Functional areas in union
and union free work forces.
FEDERAL-MOGUL CORPORATION Smithville, TN 2011 to
Present
Major Supplier to the Automotive Industry and Auto Parts Aftermarket.
Human Resources Manager IV for a 950 employee union free manufacturing
Plant. (3) direct reports. Responsible for all Human Resource and
Security Functions.
. Reduced FMLA use by 30% by revamping FMLA process.
. Cut unplanned absenteeism by 50% by assuming management of absentee
program and by consistent enforcement of program.
. Managed EH& S function. Developed and implemented Safety Program
cutting recordable injuries by 50%.
. Implement light duty return to work policy. Plant achieved over
1,500,000 hours without lost time injury. Settled 7 long term worker's
comp. cases over 1 year old. Started systematic management of worker's
compensation cases.
. Developed and implemented communication program that utilized monthly
all employee meetings; skip level meetings and monthly newsletter.
. Re-energized employee suggestion program that increased employee
engagement.
. Reduced Employee 800# Complaint Calls by 60% by quickly addressing and
resolving employee issues.
. Implemented monthly Supervisor Training program improving supervisor
skills.
. Managed succession planning plan for facility.
. Developed and implemented Employee Relations Plan to ensure union free
status.
. Supported Community outreach with in plant charity drive for local
charity.
. Managed smooth transition of new temporary employee vendor.
. Managed plant headcount in accordance with budget requirements.
. Maintained employee morale and productivity during major downsizing.
ROCK-TENN COMPANY Stevenson, AL
2010 to 2011
2nd Largest Manufacturer of Corrugated Containers in North America.
Formally Smurfit-Stone Corp.
Human Resources Manager II for a 400 employee unionized paper mill (UAW
union). (2) direct reports. Responsible for all Human Resource and Security
Functions.
. Engaged employees by implementing quarterly "all employee" business
information meetings and publishing daily and monthly newsletter.
Implemented use of access TV communication system updated on daily
basis.
. Engaged employees on daily basis by person to person meetings.
. Determined salaried employee competency levels to identify training
and development needs.
. Staffed mill during major addition of salaried exempt and hourly
positions.
. Served on negotiations team for negotiating initial labor contract at
mill.
. Built and maintained good working relationship with the union. No NLRB
charges or work slowdowns or stoppages occurred.
. Championed change in work culture that improved employee engagement;
and open communications at all levels.
. Implemented use of time clocks at mill to ensure accurate payroll and
cut costs.
. Eliminated printed check stubs at mill to cut costs. Implemented
employee kiosks to allow pay stub printing and benefit open
enrollment.
. Revamped Homeland Security Facility Safety Plan to eliminate
unnecessary security provisions, costs and facilitate management of
plan.
GOODMAN CO. L.P. Fayetteville, TN
2005 to 2010
Largest Manufacturer of Residential HVAC products in North America
Director of Human Resources for a 1500 employee unionized manufacturing
plant.
(6) direct reports. Responsible for all Human Resources, security and
payroll functions.
. Revamped FMLA process. Reduced FMLA use by 30%.
. Implemented "Lunch Training Meetings" with supervisors to develop
management skill base. Set up excel, access and power point training
with local vendor to train supervisors and managers.
. Recruited, hired and placed employees at all levels. Managed plant
headcount.
. Drove new hire orientation and basic job skills training to enable new
employee to hit production work pace quickly. Speed improved by 40%.
. Slashed plant turnover form 35% to 12%.
. Slashed casual absenteeism from 2.4% to 1.2%.
. Jump started Union Relations by training supervisors/union stewards
and having all managers at 3rd step grievance meetings. Conducted
joint steward/supervisor relations training.
. Shaped all labor agreement language changes; determined costs for wage
and benefit changes and secured executive approval to proceed prior to
negotiations. .
. Co-Spokes person for successful contract negotiations. Saved $5
million in operating costs. Cut employee movement inside plant by
33%. Implemented random drug test and started a 24/7 work schedule in
press department that reduced OT by 50%.
. Won (10) EEOC Charges and (5) NLRB Charges. Presented and won (4)
arbitration cases and participated in case preparation in (8) more
cases.
. Championed employee communications: with implementation of
quarterly newsletter; and rumor board where employees could ask
questions and management would give answers. Started quarterly all
employee communication meetings.
. Shaped community perception of Company as a # 1 employer by
participating in charity and community events and having open houses.
. Championed employee self service: implemented on line check stubs
and W-2's.
. Drove to bottom line over $500,000 in Federal/State training and
hiring grants.
INTERNATIONAL PAPER Hopkinsville, KY
1998 to 2004
World's Largest Forest Product Company
Human Resources Manager for a 400+-employee, non-union plant. Managed (2)
direct reports. Responsible for total Human Resource, EH & S, payroll and
security functions.
. Conceptualized and implemented a "pay for skills" process that enhanced
employee job skills; increased operational efficiency while reducing
scrap and qualify defects. Energized improved employee relations by
giving employees incentive to learn and earn more money.
. Spearheaded Culture change to get engaged employees: Achieved top 10%
score in company employee engagement survey improving score in each
year as measured by Gallup.
. Slashed work injuries by 50% by creating a Behavior Based Safety
process and establishing, training and empowering Employee Safety
Committee.
. Recruited 250 new employees over an 18-month period. Slashed turnover
by 50%.
. Drove $100k to the bottom line by utilizing federal and state hiring
incentives/grants.
. Oversaw implementation of peer review process. Managed (12) peer review
sessions with each decision agreeing with management actions.
. Maintained union free status by addressing employee relations issue
quickly and by conducting supervisor training.
. Revamped employee communications. Started monthly Plant Manager
meetings.
. Collaborated with plant employees that enabled plant to win "Chairman's
Award" for being the # 1 plant in International Paper out of 670 plants
in 1999.
Education and Certifications
. BSBA Human Resources Management - University of Alabama.
. MBA-(6) credit hours-Northeast Louisiana University
. Certified Senior Professional in Human Resources (SPHR).
. Certified Instructor:
--Behavior Based Safety Process;
--Development Dimensions International
(DDI)
--Demand Flow Manufacturing Instructor
(DFM)
. Certified ISO 9001 Auditor & ISO 144001 Auditor
. Six Sigma Green Belt Certified. Lean Manufacturing & 5S Trained.
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