Christopher S. Logan

**** ***** **** ****** ****, Ohio 44224 v 216-***-**** v

abhos1@r.postjobfree.com

Human resources leader with a proven ability to develop and manage human

resource practices supporting the achievement of corporate business

objectives. Developed a track record for increasing organizational

effectiveness and delivering exceptional performance results by utilizing

the following competencies:

Talent Acquisition & Retention Employee Relations

Compensation & Job Evaluation Change Management

Career Development & Succession Planning Organizational Training and

Development

Union contracts and negotiations Benefit Design and Administration

Education

Malone College Professional in

Human Resources (PHR)

Master of Business Administration

Ohio University

Major: B.A. Organizational Communication/ Human Resources

Minor: Business Administration

Professional Experience

Associated Materials August

2010-Present

Director, Human Resources

As Human Resources Director, I have responsibility for 114 distribution

centers and all corporate personnel

. Implemented immediate programs including progressive discipline,

performance review programs, performance improvement processes and

performance and potential benchmarking

. Developed a succession planning process including an in-depth

mentoring program and performance/potential analysis

. Contracted with ADP to automate the payroll process throughout the

field and distribution centers

. Streamlined the hiring process and recruited 50 new Sales

Representatives

. Negotiated concessionary Teamsters union contracts in New York,

Minneapolis and St. Louis

AkzoNobel- North America Decorative Paints October

2007-August 2010

Director, Human Resources

As Human Resources Director, I had responsibility for 9 manufacturing

facilities, 8 distribution centers and functional support of HSE, Customer

Service, Procurement and Technical Services in a matrix environment

. Streamlined HR processes, developed cultures and aggressively led human

resources to become a value-added resource that can contribute to the

overall organizational advancement

. Developed and led the Sr. and mid-level leadership teams in high

impact, off-site team events to define the team expectations, transform

the culture and develop a new approach to the team behaviors

. Incorporated a consistent Human Resources approach to policies,

procedures and expectations for all functions

. Redesigned pay structures and overtime reporting structure with a cost

savings annually at $3 million

. Negotiated two no-cost contracts in Puerto Rico and Reading, PA.

Conducted effects bargaining for a 100 employee distribution center and

150 employee manufacturing facility during plant closure

. Successfully held off a union organizing campaign and lead a union

avoidance training program

. Implemented a long-term, part-time workforce in all North American

sites to increase flexibility and offset high wage and benefit costs

. Designed a performance based culture comprehensive program consisting

of performance management, career progression and incentive programs

Shiloh Industries, Inc January 2002-

October 2007

Human Resources Manager-Plant and Corporate Services

. Creation and implementation of change-management concepts to introduce

a "One Company Mentality" that merged best practices or corporate

policies and cultures resulting in improved systems, employee relations

and Divisional development

. Lead negotiator for all plant contract negotiations, closures and WARN

notifications

. Developed an HRIS employee self-service program to give employees the

ability to make personnel changes, view policies and complete open

enrollment on-line

. Developed an Corporate Recruiting strategy which included the purchase

and installation of an ATS (Applicant Tracking System), candidate

sourcing and talent acquisition methods

. Created Corporate benefit programs and implemented Health Savings

Accounts to reduce employee benefit inflation

. Human Resource Manager for two divisions totaling 600 employees

. Led a six sigma project that restructured the hourly pay structure to

include alignment of position and pay grades to realign cost structures

. Led a six sigma project that redesigned the training system Corporate-

wide to comply with TS16949 and drove cultural change by developing

comprehensive competency-based program

. Sourced and launched a corporate-wide wellness program

The Timken Company

Organizational Advancement Analyst January

2001 to November 2001

. Researched and coordinated initiatives to aggressively reduce the

inflation and costs of active and retired healthcare

. Responsible for overseeing the contingent workforce contracts and co-

employment issues

. Managed overseas assignments, compensation, taxation and developed a

database to organize all position descriptions

. Recreated the Timken internship program including recruiting,

mentoring, performance reviews and retention activities

. Developed the college recruiting process to include more aggressive

methods to recruit top college level talent including internet

recruiting, company branding, diversity and performance measuring tools

. Generalist activities including job evaluations, positions

descriptions, EEO reports, labor relations, organizational and employee

analysis and bonus structuring

Ohio Transformer

Human Resources Generalist July 2000 to

December 2000

. Manager of all human resources functions for manufacturing facilities

in Ohio and Florida

. Analyzed healthcare provider costs and directed an vendor change which

created reductions in overall healthcare costs

. Created systems for tracking employment, attendance, discipline and

safety related issues

Adecco

Permanent Placement Recruiter July

1999 to July 2000

. Recruited, interviewed, performed background checks and placed

candidates into specialized positions

. Interacted with clients through marketing efforts to develop

relationships and educate them on salary trends and unemployment

statistics

Colfor Manufacturing, Inc.

Human Resources Coordinator June 1997 to

July 1999

. Human resources leader responsible for a 325 employee non-union

manufacturing facility

. Directed employee communication activities, Kaizen and continuous

improvement activities

. New hire screening, selection, orientation and safety training

. Created corporate wide training and related QS-9000 procedures and

union avoidance and union organizing campaigns

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