RUDOLPH V. BOONE, JR.

*** ** ********** ***** **** Summit, MO 64064 abgzjp@r.postjobfree.com 816-***-****

Director Labor & Employee Relations – Expert: Labor Relations Enterprise Change Management

PROFESSIONAL EXPERIENCE

HR Executive, City of Baltimore, MD, Department of Public Works 2011 – 2012

Strategic Planning: Partnered with Chief of Staff and Bureau Heads to develop a strategic plan for this $1 Billion utility organization

HR Process Improvement: Developed plan to increase managerial effectiveness utilizing a new online learning platform

Organizational Development: Developed plan to centralize personnel records and consolidate payroll for 3000 employees geographically dispersed across the region estimated to save $1 million

Partnered with Training Division to establish an HR Boot Camp for ongoing professional development for HR personnel

Labor Negotiations: Current leader for Department of Public Works Negotiations Team. Represented City in final step grievance hearings.

Classification and Compensation: Re-engineered job descriptions for senior management in the Water and Waste Water Bureau and recieved local approval for salary increases to help attract and retain utility talent in that Bureau. Increases subject to approval by the Board of Estimates, City of Baltimore

Director, Human Resources, Independence, MO

ALLIANT TECHSYSTEMS, INC., Eden Prarie, MN 2004 – 2010

Employee Relations: Achieved year-over-year improvement in employee satisfaction through enhanced communications and customer service, which contributed to avoiding a $2 million impact when the workforce voted not to unionize

Staffing & Recruitment: Developed and implemented new recruitment process outsourcing (RPO) talent acquisition model that slashed cost-per-hire by 25%, decreased average time-to-fill by 50%, and resulted in savings of over $750,000 in recruitment expenses

Training & Development: Secured two $1million training grants that helped improve safety and quality performance while avoiding the expenditure of $2 million of company funds

Systems & Processes: Automated promotion and transfers of hourly personnel using a proprietary PeopleSoft design resulting in savings of $200,000 per year

Employee Engagement: Developed value sharing compensation plan which helped the organization save over $500,000 through the implementation of employee improvement projects

Compensation: Developed annual salary plan for each year which rewarded top performers and provided little to no increases for marginal performers. Facilitated process to manage low to marginal performers up or out. Developed annual variable compensation plan which tied bonuses for employees to key performance metrics for the business. Rewards drove excellent to outstanding financial performance each year of my tenure

Director, Human Resources, Safety, Health, and Environment, Solon, OH

Director, Associate Services Center, Cleveland, OH

Director, Human Resources, Norcross, GA

POLYONE CORPORATION, Avon Lake, OH 1997 - 2003

HR Shared Services: Saved $2 million by consolidating payroll and benefits plans into a services center

International Business Development: Partnered to start-up operations in China and grow businesses in Mexico and Canada, which contributed about $1.5 million in additional revenue

Succession Planning: Developed company’s first succession plan and identified potential successors for 85% of key leadership positions. Identified gaps to be filled through development or external hire

Compensation & Benefits: Reduced rate of inflation of healthcare costs by 40%. Redesigned benefit plan offerings and implemented employee self-service

Organizational Effectiveness: Reorganized business aligning cost structure to sustainable revenue levels, resulting in closure of five plants and reduction over $10 million in selling, technical, and general administrative expenses

Performance Management & Rewards: Developed new corporate Performance Management process which contributed to double digit profitability growth

North American Human Resources Manager, Pittsburgh, PA

Senior Industrial Relations / Human Resources Consultant, Pittsburgh, PA

Labor Relations Supervisor, Cleveland, OH

ALUMINUM COMPANY OF AMERICA (ALCOA), Pittsburgh, PA 1988 – 1997

Human Resources Information System: Lead team to select and deploy a HRIS solution which saved $2 million

Succession Planning Performance Management: Designed and implemented succession plan and performance management processes for North American Region which contributed to the reduction of overhead expense by over $1.5 million through right-sizing

Labor Relations: As Chief Spokesperson, negotiated three labor agreements that reduced restrictive work practices, held total hourly employee costs to less than standard cost of living index, and created stability through long term contracts. Negotiations team member on 11 other agreements

Organizational Restructuring - Saved $1 million by eliminating two levels of management and consolidating remote offices

EDUCATION / CERTIFICATIONS

Master of Science, Human Resources Management, GONZAGA UNIVERSITY, Spokane, WA 1980

Bachelor of Science (cum laude), NORTH CAROLINA A&T UNIVERSITY, Greensboro, NC 1974

Senior Professional in Human Resources (SPHR) 2009

MILITARY SERVICE

UNITED STATES ARMY, Commissioned Officer and Reservist, Honorably Discharged 1988

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Competency Summary – Rudolph Boone – Human Resources Business Partner

Human Capital Strategic Planning: Aligned people initiatives with strategic business objectives to insure that we have the right people, with the right skills, at the right time. The result was clear priorities, and development of our future leaders and key individual contributors. Held semi-annual “talking talent reviews” to identify talent for a high-potential watch list. Also performed workforce planning to insure that we have the right craft-people trained in anticipation of future retirements and other attrition. Changed compensation strategy so that we would insure that we were able recruit and retain “A” players. Developed a HR Scorecard to keep key metrics visible with the senior leadership team and took action, as required, for areas that could adversely impact business results

Human Resources Information Systems: Led team to select and deploy a HRIS solution which saved $2 million; led team which developed and implemented an integrated promotion and transfer system which interfaced with the PeopleSoft HRIS system

Mergers and Acquisition: Directed integration activities pursuant to the merger of M. A. Hanna Corporation with GEON Corporation, which led to standardized systems, policies and procedures

International Business Development: Partnered to start-up operations in China and grow businesses in Mexico, China and Canada, which contributed about $1.5 million in additional revenue

Talent Acquisition: Reduced cost-per-hire by 25% and time-to-fill by 50%, while improving quality of hire, by developing and deploying a hybrid recruitment process

Performance management / Compensation and Rewards: Increased rate of completion of performance reviews to 95% from approximately 40% in my first year as Director of Human Resources at PolyOne Corporation to drive double digit revenue growth. Administered hourly wage system, salary merit plans, variable compensation plans in order to drive outstanding business execution and results. The business achieved outstanding or stretch results each year while I was with ATK

Organizational effectiveness: Instituted an enhanced Job Instruction training program to improve safety, quality and productivity results

Labor Relations: Negotiated the first five (5) year agreement within Alcoa, which allowed the business to operate for an extended term without the risk of interruption due to contract disputes. Successfully negotiated over 10 agreements that met or exceeded company bargaining objectives. Recognized as expert in labor relations, dispute resolution, arbitration, unemployment and workers compensation hearings

Skills training and development: Secured two $1M training grants that helped to reduce total case incident rate (TCIR) by 20% and boosted plant quality rating by 5% at ATK

Policy Development and Deployment: Formed a cross-functional policy review board to insure that all HR policies and procedures with compliant with the law and that they met the needs of the business. Developed two (2) employee handbooks during my tenure at ATK

Ethics: Served a co-chair of the company Ethics Committee to insure that we were consistent with established values. Avoided approximately $1 million of litigation expenses through transparent communications

Employee Engagement: Achieved 35% improvement in employee engagement through the deployment of a value sharing metric that incentivized Kaizen projects completed per employee. This contributed to the establishment of a continuous improvement culture and to a “No” vote from the majority of the employees during a union organizing campaign. This avoided a potential $2 million impact to the business. Maximized morale and productivity of employees and managers through communications, coaching on performance, change management, and employee relations at ATK and PolyOne. Applied Lean / Six Sigma methodology to make key HR metrics visible to all employees. Personally conducted weekly plant visits (GEMBA Walks) to build rapport with employees.

Strategic Communications: Provided transparent communications with the workforce at ATK through the development of an “Ask Leadership” forum, Town Hall meetings, Newsletter, as well as internal website. This helped to build a culture of trust and transparency

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