Manager Project
Resume:
Keith E. Mitchell Home: (***) ***-
**** *****'s Trail Work: (269) 961-
9240
Portage, MI. 49024
**************@*********.***
Profile
Human Resource Professional with 30 years experience in Recruitment,
Diversity & Inclusion Initiatives, Employee Relations, Government
Compliance (EEO/AA), Employment Litigation, Labor Relations, and HR
Systems Integration. Demonstrated competencies in strategic
planning, project management, HR metrics, statistical analysis and
HR workflow/systems design & implementation.
Selected Accomplishments
Developed a comprehensive Recruiting and Sourcing Strategy to ensure
effective recruitment of diverse candidates in support of company's
D&I initiative. Developed and tracked associated metrics.
Developed comprehensive D&I Strategic Plans, the associated metrics
and successful implementations within company business units.
Designed and implemented an HR Data Warehouse for government
compliance and internal diversity & inclusion reporting.
Completed four SAP Data Warehouse training courses through SAP
Corporate Training.
Developed company's reduction-in-force methodology for tracking
employee selection, and the statistical analysis procedures for
determining potential adverse impact on protected classes.
Served as subject matter expert on SAP Business Warehouse
implementation for the HR function.
Served as project manager for the selection and implementation of an
Applicant Tracking System.
Developed HR compliance infrastructure and administrative processes
for 60 company locations to ensure consistency in meeting AAP/EEO
regulatory requirements.
Proficient in the use of SPSS statistical analysis software, the MS
SQL Server database, and Crystal Reports software.
Career Summary
SR. EEO Specialist, HR Kellogg Company 01/2010 -
Compliance Present
Director, Staffing & Kellogg Company 01/2008 -
Recruiting 01/2010
Global Director, ER, EEO Underwriters Laboratories 09/2006 -
Compliance & Diversity Inc 01/2008
Manager, EEO Compliance & Pactiv Corporation 06/2003 -
Diversity 09/2006
Manager Workforce Diversity Abbott Laboratories, Corp. 06/2000 -
HR 05/2003
Manager Staffing Technology Abbott Laboratories, Corp. 04/1998 -
HR 06/2000
Manager Corp. Test & Abbott Laboratories, Corp. 03/1993 -
Assessment HR 04/1998
Manager Lake County Abbott Laboratories, Corp. 03/1992 -
Employment HR 03/1993
Manager Division Employment Abbott Laboratories, Ross 07/1990 -
Division 03/1992
Personnel Services Manager Ohio Power Company 08/1989 -
07/1990
Human Resources Supervisor Ohio Power Company 06/1987 -
08/1989
Benefits Administrator Ohio Power Company 06/1985 -
06/1987
Personnel Assistant Sr., Ohio Power Company 05/1982 -
Labor Relations 06/1985
Personnel Assistant Ohio Power Company 05/1980 -
05/1982
Education/Associations
Masters of Arts - Industrial Organizational Psychology, Western
Michigan University
Bachelor of Arts - Psychology, Michigan State University
Served on the Equal Employment Advisory Council (EEAC) Board of
Directors from 2006-2009.
Member of National Industry Liaison Group (NILG)
Detailed Career History
SR. EEO Specialist - HR Compliance, Kellogg Company, Battle Creek,
MI (01/2010 to Present) (Previous position eliminated
due to HR re-organization and reduction-in-force)
Provided subject matter expertise to HR professionals and business
unit management in the areas of EEO laws and Affirmative Action
regulations.
Developed company-wide EEO compliance strategy and partnered with
business units to ensure successful implementation and establishment
of goals.
Developed HR metrics and associated methodology for consistent
reporting on D&I key performance indicators to senior management.
Defined SAP data requirements in standardizing and implementing HR
and D&I metrics. Provided reports and metrics to all management
levels.
Managed fact-finding investigations related to internal and external
EEO complaints, charges and litigation. Recommended appropriate
remedies to resolve complaints and charges. Wrote and/or reviewed
company position documents to clearly communicate the facts related
to issues or allegations, and the company's affirmative defense.
Submitted company responses to appropriate Federal and State
agencies.
Worked with internal and external counsel to define defense
strategies, and to prepare company's responses to charges and
lawsuits.
Managed OFCCP compliance audits, the annual AAP development cycle,
and all Department of Labor reporting requirements. Served as the
company's principle representative for all contact with the EEOC and
OFCCP.
Provided subject matter expertise to assess risk and potential
adverse impact related to re-organizations and
reductions-in-force decisions.
Director, Staffing & Recruiting - Kellogg Company, Battle Creek, MI
(01/2008 to 01/2010)
Provided strategic direction in the development and implementation
of company's recruiting and sourcing strategy, including diversity &
inclusion initiatives related to talent acquisition.
Directed Staffing Department of eight (8) employees in providing
professional, non-exempt and field sales recruiting for U.S.
headquarters and field operations.
Directed nationwide professional recruiting events, college
relations and career fair events.
Managed relationships with Recruitment Process Outsource (RPO)
vendor and professional recruitment agencies (contingent and
retained). Successfully completed RFP process to consolidate vendors
and standardize contractual terms in order to deliver significant
cost savings.
Responsible for providing staffing-related services for organization
of 20,000 U.S. based employees. Department recruits and hires
approximately 4,000 employees per year.
Director, Global Employee Relations, EEO Compliance & Diversity -
Underwriters Laboratories, Northbrook, IL. (09/2006 to 01/2008)
Responsible for coordinating and directing all global employee
relations, compliance and diversity programs. Responsible for
oversight of employee relations' policies throughout the
organization.
Responsible for maintaining a positive employee relations climate by
working with all levels of the organization to coach, counsel and
guide employees. Developed processes, programs, training
communications, etc. to aid management in maintaining a positive
work environment.
Assisted in resolving manager/employee issues by investigating
complaints, evaluating findings and recommending courses of action.
Provided strategic and tactical advise/counsel on a wide range of
management and workplace issues (terminations and performance
improvement issues).
Provided strategic leadership and direction for the development and
corporate-wide implementation of the company's compliance strategy.
This included Department of Labor regulations, European Union Equal
Treatment Directives, and country specific EEO-related laws (were
the company has a presence). Provided subject matter expertise and
guidance to management on significant issues with legal and public
relations implications.
Provided oversight and managed fact-finding investigations related
to internal and external complaints, EEO charges and litigation.
Provided direction to field staff in completing thorough
investigations. Recommended appropriate remedies to resolve
complaints and charges.
Provided oversight for all OFCCP compliance audits, the annual AAP
development cycle, and completion of all Department of Labor
reporting requirements. Served as the company's principle
representative for contact with the EEOC, the OFCCP and other
governmental agencies on employment-related matters. Interacted with
outside local council within each country to ensure the company is
in compliance with local country laws and directives.
Developed, implemented and monitored organization-wide programs and
initiatives on diversity & inclusion to increase employee awareness,
and to integrate the concepts within company culture.
Manager, EEO Compliance & Diversity - Pactiv Corporation, Lake
Forest, IL. (06/2003 to 09/2006)
Advised HR staff and senior management on appropriate interventions
to address employee relations and EEO related issues.
Provided subject matter expertise to HR professionals and business
unit management in the areas of EEO laws, Affirmative Action
regulations, Employee Relations policies and practices, FMLA and ADA
regulations.
Developed company-wide Diversity & Inclusion strategy and partnered
with business units to ensure establishment of goals and successful
implementation.
Developed HR metrics and associated methodology for consistent
reporting to senior management and the Board of Directors.
Managed fact-finding investigations related to internal and external
complaints, EEO charges and litigation. Recommended appropriate
remedies to resolve complaints or charges. Wrote and/or reviewed
company position documents to clearly communicate the facts related
to particular issues and the company's affirmative defense.
Submitted company responses to appropriate Federal and State
agencies.
Reviewed HR staff recommendations relative to disciplinary action
involving employee violations of Company policies and procedures.
Provided risk assessments when members of a protected class were
impacted.
Investigated and managed all high-risk employment-related complaints
and EEOC charges. Worked with internal and external counsel to
develop defense strategies, and to prepare responses to charges and
lawsuits.
Managed all OFCCP compliance audits, the annual AAP development
cycle, and completing all Department of Labor reporting
requirements. Served as the company's principle representative for
all contact with the EEOC and OFCCP.
Provided subject matter expertise to assess risk and potential
adverse impact related to re-organizations and
reductions-in-force decisions.
Served as subject matter expert on SAP Business Warehouse
implementation for the HR function.
Served as project manager for the selection and implementation of an
Applicant Tracking System.
Developed company's reduction-in-force methodology for tracking
employee selection process and statistical analysis procedures.
Manager, Workforce Diversity - Abbott Laboratories, Abbott Park, IL.
(06/2000 to 05/2003)
Provided guidance to 30 business locations on compliance with
government regulations related to EEO and Affirmative Action Plans
(OFCCP).
Represented company in interaction with the Department of Labor and
other agencies.
Provided guidance and training to business units on establishing and
maintaining employee mentoring programs and diversity/inclusion
initiatives.
Performed employee survey research and developed metrics for
reporting results to senior management and Board of Directors.
Designed and managed the development of an HR data warehouse for
government compliance reporting and HR metrics.
Designed and implemented a diversity/inclusion website.
Developed and hosted an EEO/AAP Compliance seminar for company HR
professionals.
Manager, Staffing Technology - Abbott Laboratories, Abbott Park, IL.
(04/1998 to 06/2000)
Provided strategic direction in the development and enterprise-wide
implementation of internet and intranet based technology, such as
career websites, job posting systems and management of applicant
tracking system (Restrac).
Performed organizational research and statistical analysis to
provide senior management with decision support data and trend
analysis.
Provided functional guidance for company-wide employment testing
program.
Manager, Testing & Assessment - Abbott Laboratories, Abbott Park,
IL. (03/1993 to 04/1998)
Developed an innovative workforce selection and development program.
Managed the validation and implementation of an employment testing
program for the selection of hourly job candidates at 15 company
locations.
Managed the development of Skills Enhancement training for job
applicants and employees who failed employment testing.
Developed and implemented outreach programs for local high schools.
Recruited and managed training course instructors for skills
training program.
Manager, Lake County Employment - Abbott Laboratories, Abbott Park,
IL. (03/1992 to 03/1993)
Managed ten (10) employees in providing non-exempt recruiting
services for corporate headquarters and six (6) divisions.
Managed the administration of temporary agency contracts, new
employee orientation, internal job posting system and student intern
programs.
Provided staffing related services for organization of 15,000
employees.
Manager, Division Employment - Ross Laboratories, Columbus, OH
(07/1990 to 03/1992)
Managed five (5) employees in providing professional and non-exempt
staffing services for division headquarters.
Managed nation-wide recruiting, college relations, and
implementation of affirmative action plans.
Managed student internship programs, employee relocations program
and temporary agency contracts.
Provided staffing related services for organization of 2,000
employees.
Personnel Services Manager - Ohio Power Company, Canton, OH.
(08/1989 to 07/1990)
Managed professional recruiting and college relations program.
Responsible for managing affirmative action program, employee
relations, management development, employee training, and
educational assistance program.
Provided guidance to 12 sites on EEO/AAP compliance, audit support
and employee relations' issues.
Human Resources Supervisor - Ohio Power Company, Canton, OH.
(06/1987 to 08/1989)
Performed generalist duties in the areas of Labor Relations,
Employee Relations, Staffing, College Relations, Compensation &
Benefits, and Workers Compensation.
Administered human resource policies for population of 830 employees
at company headquarters.
Chaired investigation committees for safety related accidents and
incidents.
Benefits Administrator - Ohio Power Company, Canton, OH. (06/1985
to 06/1987)
Administered company benefit programs covering approximately 4,500
employees.
Communicated changes in ERISA, and IRS regulations as they impacted
company policies and employee benefit plans.
Provided functional guidance on benefit plans to senior management
at company headquarters, seven regional offices and five power
plants.
Personnel Assistant Sr., Labor Relations - Ohio Power Company,
Canton, OH. (05/1982 to 06/1985)
Provided guidance to 12 sites on labor relations issues and contract
interpretation.
Performed research and wage rate surveys in preparation for contract
negotiations, grievances and arbitrations.
Managed company-wide program designed to forecast annual staffing
needs, labor costs and to provide data for utility rate increase
requests.
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