Human Resources Management

* ******* ***

*** ********** *****

Dunlap, Illinois 61525

H: 309-***-**** C: 309-***-****

E-mail: abia4v@r.postjobfree.com

* ****** *******

Twenty years of progressively responsible and successful Senior Human

Resources Management including V.P. Human Resources and Executive Director

experience. Past positions included all aspects of Human Resources

including: Accounting, Payroll Supervision, Benefits Management (cost and

negotiations), Organizational Development, Management Training, Personnel

Policies and Shop Rules manuals, Salary and Wage Management. This includes

implementation of a competency based salary administration system with

monitoring and indexing. I have managed staff from 2 to 40, including:

Directors, Managers, Supervisors, and clerical staff. The successful Human

Resources Executive looks at how to improve existing employee's through

positive and directed evaluations before termination and expensive hiring

and training. I believe in the value of the human being and how to maximize

their efforts for the company. Experienced in managing union contracts to

assure compliance, and negotiated six contracts with four different union

national organizations.

EDUCATION

Bachelor of Science Bowling Green State University

Masters of Business Administration Purdue University

OTHER TRAINING AND SEMINARS

Adjunct Professor H.R. mgmt. Masters level 2010 Peoria

FMLA changes and issues 2009 Springfield

Legal issues of Workers Compensation (IL) 2007 Peoria

Consultant for Employers Association 2006 Peoria

Worker Compensation Update 2006 Peoria

Employers Association - Human Resource & Law 2006 Peoria

OSHA Update 2006 2005 Chicago

Dealing with the Problem Employee 2003 Peoria

Grievance & Arbitration sponsored by N.L.R.B. 2002 Chicago

Computer Skills: HRIS, MS Word, Excel, Office, and Power Point., Microsoft

office 2010

State of Illinois IDES

2009 - Present

Employee Service Representative

Trained unemployed how to be successful in job search. Changing bad habits,

asking right questions and being prepared. Required to do 2 workshops per

month of people who were on unemployment, they were required to attend. The

workshop consisted of 30 people who were required, having two I trained 60

per month. We were allowed to reach out to the community and do public

service workshops at churches, rescue missions, red cross and other

agencies wishing this service. I did 7 additional workshops per month in

Peoria. This was the most of any other service representative in the entire

Northwest region.

Richard Fox page 2

PROFESSIONAL EXPERIENCE

GPC Inc.

Peoria, Illinois 2007 to 2009

Executive Director.

26 full time employees in a service centered organization with an annual

revenue 3 million and

building program ongoing at 22.6 million.

Reorganized the reporting structure to eliminate wasted time and increased

productivity.

Reduced headcount by 3 consolidated jobs replace with 2 higher level

employees.

Richard Fox, Page 2

Established a budget system that was based on the last 3 years revenue,

held the line on expenses

Report to a board of 12, with monthly meetings.

Replaced resignation with higher level individual.

Worked with Directors, managers and Clerical staff to be able to budget

their areas and hold to their established budgets, Accountability.

Renal Management, LLC

East Peoria, Illinois, 2003 to 2007

Vice President - Human Resources - Nursing home centered dialysis program

start up. Responsible for the total Human Resources function as well as

payroll.

Recruited, screened, selected and hired all staff. Established pay system

and annual review program.

Trained Supervisors in basic supervision techniques, discipline procedures

and customer relations. Some operations were in Chicago and required travel

up to 3 days a week to monitor training progress.

Negotiated and implemented cost effective benefit packages to assure

competitiveness with other Nursing home based dialysis programs.

Developed a standardized Patterned interview program that identified the

highest level of success quotient of staff hiring that would succeed in our

company.

Commended by management for the expeditious development of written

corporate personnel policies.

2 Midwest Kidney Centers

Peoria, Illinois; 1999 to 2003

Director-Human Resources - Responsible for the total HR function including

hiring decisions, policies and procedures, payroll, OSHA and environmental

guidelines, employee and public relations.

Recruited and hired as the company's first ever Human Resources

professional.

Wrote the first personnel manual and developed hiring practices that

allowed unit Supervisors to hire employees within a structured system based

on hours per treatment.

Developed a competency based salary system for all staff and the index

frames to update. Company was sold to larger dialysis company.

Trained all employees in filing worker compensation claims for legitimate

claims, explained fraud and its consequences, 31% reduction in claims, 1st

year.

Richard Fox page 3

Lear Corporation

Janesville, Wisconsin 1996 to2000

Director - Human Resources/Labor Relations - Responsible for the total HR

and Labor Relations function for a plant of 1300 United Auto Workers

employees. This included 38 full time Management staff. The H.R. Labor

staff was 7 which I managed

Resolved favorable a backlog of over 400 grievances, some dating back 5

years.

Developed a favorable working relationship with the Union Local Chairmen to

find to common ground on major labor issues. Met regularly with union

representatives to identify issues before evolving into major problems.

Trained all Supervisors and Management staff on contract language and the

agreement to abide by the contract. This achieved with a culture change

and overcoming resistance by a core group of long term supervisors.

Implemented a light duty work program off site that allowed employees

faster recovery and helped the Company identify abusers of Worker

Compensation program that was out of control. Saved $600K.

Negotiated two labor agreement contracts using Issue based bargaining,

which allowed both sides even input and impact decision-making.

Developed Open door for all staff employees( 250) with confidentiality,

resulted in several Title VII claims not being filed.

Established a position review for all staff positions, to ensure position

is paid market price, if low was raised, if high was froze. Reduced staff

turnover by 9%

ALCOA Building Products

Princeville, Illinois; 1992 to 1996

Manager - Human Resources/Labor Relations - Responsible the human

resources and labor relations function for a plant of 350 ABGW (Aluminum

Brick and Glass Workers) employees along with the management of several HR

professionals and payroll staff of 4. Company was struggling due to work

stoppage related labor issues.

Hired to find ways to reduce work slowdowns and improve labor Relations.

Implemented an immediate program with the union and identifying major work

stoppage related issues and addressed them with management staff to final

resolution.

Trained all front line managers in how to follow the contract, and how to

facilitate the grievance procedure in a spirit of mutual respect and

cooperation.

Implemented an immediate program for all issues not resolved on the floor,

thus avoiding typical anger responses.

Worked with Management staff to change promotion system to be based on

merit not on inherited positions. Within 2 years efficiency up in all

positions measurably.

PERSONAL

Married. Three grown daughters

Homeowner

U.S. Citizen

Past President L.O.W. Board

Enjoy playing basketball, wood working and outdoor activities

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