Manager Management

Steve R. Sloan

( Madison, Al. ( 256-***-**** ( *****.*****@*******.***

Human Resource Professional

Results-driven, decisive manager with a proven track record in the

development and implementation of successful HR procedures to support

operational effectiveness. Skilled mentor and coach with a hands-on,

positive approach to talent management, policy compliance, and creation of

a positive work environment where employees desire to contribute and excel.

Specific skills include:

HR Manager, North American Lighting (Koito Industries) (March 2010 -

Present)

. Responsible for all HR related activities at a 250 employee non-union

manufacturing facility.

. Lead management team with union avoidance activities.

. Strong emphasis on recruitment, assessment, selection and retention of

qualified employees.

. Developed "on-boarding" process that shares product/process requirements

with potential candidates, and at the same time, assess candidate

qualification to job requirements. Process includes structured

interviews, use of technology to leverage efficient use of limited HR

personnel, work simulation, and ability to follow standardized work.

HR Manager, DELPHI Athens, Al.

(1996 - Feb. 2010)

. Responsible for all HR related activities at a large manufacturing

facility and member of Divisional HR Strategic Business Plan

Deployment process with high value services.

. Utilized value stream mapping to identify human resource process

improvements and standardized work.

. Oversee all HR systems and maintain various control documents.

. Communication of management goals and objectives to all employees.

. Apprise higher level supervision of employee participation and

performance.

. Identify quality standards, internal instructions and work procedures.

. Prepare confidential material for governmental compliance and other

technical employment issues.

. Facilitate employee promotions based on organizational effectiveness.

Identify employees, and positions, with critical skill requirements

and a progression/succession plan to place most qualified candidates.

. Utilized gap assessment, employee feedback, 360 surveys, competency

evaluations, 9 box to identify performance issues and employee

enthusiasm requirements.

. Developed successful team based, pay for knowledge, incentive

compensation policies

. Assist with staffing planning and strategic product portfolio

decisions. Aligned business conditions to HR processes (i.e.; growth

= recruitment and retention, whereas declining revenues = releasing

poor performers and restructuring)

. Recognize leader's who can coach, mentor, teach, and lead by example.

Focus on business priorities with lean & efficient processes. Use

technology for teaching, conducting surveys, and processing

requisitions.

. Monitor and audit key HR metrics (absenteeism, overtime, restricted

duty, turnover, employee satisfaction, etc.) and developed processes

that address root cause corrections.

. Implement HR related Lean Manufacturing initiatives and Performance

Management & Accountability. Value diversity with fully engaged teams,

where everyone's priority is to exceed the customer's expectations.

. Investigate/prepare confidential material for governmental compliance

and technical employment issues.

. Training, Organizational Development, Talent Management, Client

Survey, and Recognition/Rewards. Foster regular information sharing at

all levels of the organization.

HR Planning, GM Atlanta, Ga. (1994 - 1996)

. Developed competitive studies for product allocation. Analyzed

sourcing options for launch of new product. Successfully transitioned

work to a tier two managed facility.

. Developed transitional work center for rehabilitation of employees to

value added work.

Supervisor of Labor Relations, General Motors, Doraville, Georgia

(1990 - 1994)

. Contract, Shop Rule, & Grievance administration. Arbitration

preparation.

. Advised supervisors & management with L/R issues and continuous

improvement activities.

Manufacturing Supervisor, General Motors, Doraville, Georgia (1978

- 1988)

. Direct supervision of 30 - 50 hourly employees with automotive related

assembly operations

. Meet daily production schedules, within given budget, efficiency

target.

. Insure high quality service, customer satisfaction,

. Manage successful safety application and employee involvement

activities.

Bachelor Degree, Industrial Administration, Kettering University (formerly

General Motors Institute of Technology) Flint, Michigan (1978); Green Belt

(Problem Solving) Certification, Dale Carnegie Leadership, Safety/OSHA,

North Alabama SHRM, M.B.O. Thesis; Business Plan Deployment; FMLA, EEO, ADA

training; Proficient in Excel, PowerPoint, and Word

. Talent Mgmt. & Progression Planning

. Policy, Benefit, & Compensation Adm.

. Team Building, Recognition & Reward

. Recruitment & Retention

. Problem Solving & Lean Mfg. Culture

. Communication Systems & Public Relations

. Standardized Work and Performance Reviews

. Legal/Regulatory Compliance & Investigation

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