Manager Human Resources

Robert Burns

**** ****** ****, *****, ******* *3618

Phone: 813-***-****

Qualifications Summary: Senior HR Professional with over 30 years'

experience in all facets of HR management. Primary strengths include

strategy development, employee relations, labor relations, organization

development, talent management, pay for performance compensation system,

business process improvement system, employee engagement.

The Nielsen Company 1997 - Present

The world's premier provider of media viewership and consumer behavior data

to the television industry, consumer goods producers, and major

advertisers.

Senior Human Resources Business Partner

Develop HR strategies and direct the implementation of same; ensure

alignment with business objectives; identify issues and devise solutions;

guide managers to ensure implementation of HR initiatives; resolve employee

issues; mitigate legal risk; union avoidance; simplify HR processes and

ensure transparency; ensure best practices. Supervise one Human Resources

Manager.

Achievements - Measurement Science Business Unit, 1997 to Present:

. Headcount reduction of 400+ and cost savings of $130 million year over

year by outsourcing functions not core to the business.

. Consolidated fragmented functions into a single global business unit,

enabling consistent practices and improving quality.

. Established operational Centers of Innovation (COIs) and Client

Service Executives (CSEs).

. Enabled business growth by effectively upgrading talent utilizing

Emerging Leaders and High Potential programs, assessments, feedback

and development plans.

Achievements - Field Operations Business Unit - 1997 to 2007:

. Headcount reduction of 350+ and cost savings of $67 million year over

year by reorganizing the business unit.

. Improved quality and productivity by guiding operations managers to

implement business process improvements.

. Developed a succession plan incorporating senior management team

positions and hierarchies.

. Enabled business growth by effectively upgrading talent utilizing

Emerging Leaders and High Potential programs, assessments, feedback

and development plans.

. Designed two staff employee bonus programs, one of which was adopted

for corporate wide use.

. Developed and implemented policies and procedures aligned with

corporate values and goals.

. Trained and coached managers on effective people management skills.

. Coached employees on career development and pathing.

. Resolved four major EEO lawsuits.

. Prevented two union organization attempts.

National Prescription Services, Inc., a subsidiary of Merck, Inc. 1991 -

1997

The nation's leading mail order prescription business providing services to

major employers and insurance companies.

Senior Human Resources Manager

Developed, implemented, and managed HR strategies; trained and coached

managers on effective employee relations skills; implemented HR

initiatives; ensured HR alignment with facility business objectives;

managed employee relations; managed labor relations. Supervised the

Training Manager, HR Manager and their direct reports (18 employees).

Achievements:

. Improved operations facility ranking from last place to 2nd ranked

facility in one year. Received the company's Quality Eagle Award.

. Assimilated two new management teams into two facilities.

. Increased productivity and quality in the HR Department by

reorganizing the department.

. Developed and implemented policies and procedures aligned with

corporate values and goals.

. Successfully managed labor relations with four OCAW union locals.

. Talent upgrades using assessments, feedback, and development plans.

. Ensured timely and effective staffing process in a very challenging

environment.

. Reduced Payroll errors through process improvement techniques.

Columbia Gas System, Inc. 1979 - 1991

The nation's largest wholesale and retail natural gas distribution company.

1986 - 1991 Senior Human Resources Manager

Implemented HR initiatives; identified and resolved issues; developed and

implemented HR policies; managed employee and labor relations for

subsidiary companies.

1980 - 1986 Labor Relations Manager

Managed labor relations including union avoidance, contract negotiations,

and arbitration advocacy covering 3500 employees in 7 states.

1980 Safety and Health Manager

Developed and implemented all safety and health programs for 650 field

employees and management team.

1979 - 1980 Personnel Representative engaged in the High Potential

Management Development Program; participated in job rotation among all HR

functions.

Education:

Ohio State University 1974 - 1978

BS in Secondary Education

Widener University 1987 - 1989

Courses toward the MBA degree

Xavier University 1986

Courses toward the MBA degree

Professional Affiliation:

Society for Human Resource Management since 1980

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