MARK A. ZAK

***** ********* **. ****: 440-***-****

Chagrin Falls, Ohio 44023 Email: abj463@r.postjobfree.com

SUMMARY:

Human Resources professional with 18 years of broad generalist experience

in manufacturing settings creating and maintaining engaged union free

workforces, leading organizational development, organizational change,

talent management, talent acquisition and safety.

EDUCATION: PROFESSIONAL DEVELOPMENT:

BBA, Human Resource Management Lominger Career Architect

Certification '06

The University of Toledo '92 Union Free Privilege

Certification '07

Master of Business Administration Lean Mastery Certification '09

Kent State University '03

EXPERIENCE:

Johnsonite, Middlefield, Ohio

04/09 - Pres.

Johnsonite is a $225 million producer of flooring and molding products for

the commercial market. Johnsonite is a division of Tarkett, which employs

8600 employees and has 28 production sites globally.

Manager of Human Resources

Report to the VP of Human Resources, VP of Manufacturing, and VP of

Customer Experience. Oversee 1 HR and 1 Safety professional and all HR and

Safety related budgeting responsibilities. Responsible for a non-union

rubber flooring plant and a 250k square foot non-union distribution center.

. Led core policy standardization project across all Tarkett NA sites with

goal of developing consistent practices across sites that were acquired.

. Led 2009 employee engagement survey process for three separate sites.

Implemented key actions that resulted in exceeding 30% improvement goal.

. For 2010 employee engagement survey, received "Best Site Participation

Award" (based on 60 sites) and highest employee engagement score across

all sites.

. Led team to revise attendance bonus system that equated to $50k savings.

. Created and implemented drug and alcohol policy and introduced "on-site"

drug and alcohol testing.

. Created and provided respectful workplace training to all Associates.

. Led a continuous improvement Kaizen that resulted in $100k of savings.

. Implemented "Improvement Coaching Process" (form of constructive

corrective action) at 2 facilities.

. Developed and introduced the facilities first Affirmative Action Plan.

. Implemented hiring profile process to improve selection and retention of

associates.

Charter Steel, Cuyahoga Heights, Ohio 12/02 - 11/08

Charter Steel is a $750 million non-union private steel producer that

manufactures steel for the automotive industry. Charter Steel is a

division of Charter Manufacturing, which employs 1200 employees and has 8

facilities within the U.S.

Human Resource & Safety Manager- OH & MI

Reported to the Division Human Resource and Safety Manager. Oversaw and

directed 3 HR & 3 Safety professionals and all budgets related to salary,

employee welfare and training. Lead Human Resource and Safety functional

areas at 2 separate and rapidly expanding Ohio locations and 1 Michigan

location with areas of accountability as follows:

. Designed and implemented "4C" Employee Relations strategy to drive

positive employee relations that provided and maintained an engaged and

union free work environment. Results achieved include union free, low

turnover, highest site engagement survey results and highest employee

referral volume.

. Developed and executed staffing strategy to meet business plan growth of

300% over 5 years. This resulted in hiring exceptional talent with

minimal voluntary turnover (6%), increased operational capacity, and

continued improvement in operational costs, efficiencies and

productivity.

. Implemented strategic HR union avoidance plan to maintain union free

status.

. Implemented 5-year/4-phase organizational development learning strategy

to increase overall capability through culture, core enterprise wide

foundations, technical strength and supervisor competency enrichment.

. Achieved a 70% recordable rate reduction through implementation of

dynamic safety programs.

. Improved organizational capability using Career Architect development

process, performance improvement plans, situational and leadership

coaching.

. Led monthly management team building workshops utilizing "The 5

Dysfunctions of a Team".

. Assessed consistency, reviewed grades and position profiles, participated

in wage survey process, presentations, and recommendations to management

to further Charter's leadership within industry.

. Participated on and organized numerous teams, including Project

Specialist team and Melt Shop Start Up Team as part of our continuous

improvement through involvement approach to running a business.

. Led organizational development initiatives utilizing succession planning,

workforce planning, talent acquisition, talent management, Project

Specialist deployment, and Hourly "High Po" enrichment.

. Developed "target talent profiling" process to increase effectiveness of

external candidate selection.

. Led talent redeployment/acquisition for TOW facility closure, Fostoria

processing plant expansion, Detroit processing plant acquisition and Melt

Shop Start Up.

. Created a "Involvement is Essential" philosophy which lead to a 45%

increase in process improvement team mandates, 60% team participation

rate, and employee referral rate increase of 200%.

. Designed, developed and delivered training on sexual harassment,

performance appraisal & union avoidance

. All of which contributed to business bottom line results that included

52% increase in operations productivity, 35% decrease in scrap, 45%

decrease in controllable costs and 8% increase in on time delivery.

Saint-Gobain Performance Plastics, Aurora, Ohio 11/98-11/02

Saint-Gobain is a $30 billion manufacturer of glass, building materials,

and engineered components. Performance Plastics is a division of Saint-

Gobain and has 30 facilities within the U.S. The Aurora facility has 220

non-union employees and performs hose/tube extrusion, as well as, tube

thermoforming.

Human Resources Manager

Reported directly to the Plant Manager as a strategic business partner and

employee advocate setting up business plans & HR initiatives. Supervised an

HR Administrative support and a Human Resources Generalist.

. Fostered a positive union free work environment through communication, a

strong presence on the shop floor, consistent application of

policy/procedure, and a continual effort to "make tomorrow better than

today."

. Developed and implemented an hourly performance management program.

. Designed, developed and delivered training on sexual harassment,

performance appraisal & union avoidance

. Developed pay progression system, and analyzed pay structure annually to

ensured pay ranges met strategic objectives. Performed salary planning

and designed management and hourly bonus plans.

. Managed merit and employee welfare budgets, benefits and workers

compensation.

. Facilitated the closing and consolidation of one plant into two separate

facilities.

. Wrote policies/procedures and introduced an employee handbook. Reduced

absenteeism 30% and tardiness 60% by introducing an attendance and

tardiness policy.

. Designed and implemented key safety programs that helped the plant

achieve 0 recordables in 2001 and 2 recordables in 2002. Plant achieved

Safety Diamond Award in 2001.

Tridelta Industries, Inc., Mentor, Ohio 6/94-11/98

Tridelta was a 500 employee $50 million non-union manufacturer of printed

circuit boards, pressure controls for the gas furnace & leisure water

markets.

Human Resources Generalist

Reported directly to the HR Manager as the #2 Senior HR representative of

the company.

. Counseled supervisors and managers on all aspects of human resources and

policy/procedure consistency.

. Spearheaded team of managers that designed and implemented new

performance review for 350 hourly.

. Evaluated training needs and coordinated outside training programs for

supervisors and managers. Provided in-house training to supervisors and

managers.

. Provided counsel to the President regarding managers and supervisors

strengths and weaknesses, wage issues and employee relations climate

assessment.

. Recruited and assessed candidates for salaried and hourly openings.

Hercules Tire And Rubber Co., Findlay, Ohio 9/92-6/94

Hercules was a 250 employer $50 million non-union manufacturing facility

that produced commercial tires for the aftermarket automotive market and

retread rubber for the tractor trailer market.

Human Resource Generalist/Trainer

. Developed and implemented WordPerfect 5.1 and 20/20

spreadsheet training programs.

. Administered benefits plans and programs and monitored

insurance check disbursements and billing.

. Researched employment laws to provide input on

policies, practices and employee relation situations.

The Employers' Association Of Toledo, Toledo, Ohio 2/92-6/92

Human Resource Intern

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