Human Resources Plant

Matt Varble, MBA, SPHR

email: abl71x@r.postjobfree.com

***** ********* **** ******, ** 35613 C:217-***-**** H:256-***-****

Education & Professional Certifications:

. Senior Professional in Human Resources (SPHR) - Certified - May 2007

. Illinois State University - Bloomington, IL., Masters of Business

Administration (MBA) May 2006

. Cornell University - Ithaca, NY., BS, Industrial and Labor Relations &

HR Management (BSILR) May 2000

HR Experience:

International Paper Company 2007 - Present

The world's largest Paper and Forest Products Company, with over 26 billion

dollars in annual sales and 60,000 employees worldwide Ranked #97 on the

Fortune 500 listing.

Mill Human Resources Generalist Courtland, AL Paper Mill (International

Paper Milling Division) 2010-Present

Received a promotion to the IP Courtland Paper Mill Generalist position in

May 2010 as part of the IP Advantage HR Leadership Development Program.

Provide direction for all labor relations & other employee relations

related activities for the largest paper mill in the United States. Support

over 1,200+ unionized employees. Report to the Courtland Paper Mill Human

Resources Director.

. Daily HR activities include but are not limited to Labor Relations

Management, Employee Relations & Engagement, EEO/AAP Compliance,

Organizational Development, and Community Engagement on behalf of the

Company

. Serve as a strategic partner to site Management and directly work with

and advise all Manufacturing Superintendents for their HR needs on a

daily basis.

. Handle daily ER issues (terminations, discipline, escalated issues from

the plant floor, and serve as one of the primary "go to" employee

resources for hourly personnel at the site).

Regional Human Resources Generalist Shelbyville, IL (International Paper

Food-Service Division) 2009-May 2010

Received a promotion to the Food-Service Regional Generalist position in

March 2009 as part of the IP Advantage HR Leadership Development Program.

Provide direction for all human resources related activities for locations

within the IP Food Service Division not possessing a dedicated on-site HR

professional in addition to maintaining all present Senior HR Generalist

responsibilities for the Shelbyville, IL facility. Support over 1,200+

union-free employees among all assigned locations. Report to the Food-

Service Business Unit Human Resources Director and Shelbyville Site Human

Resources Director.

. Received a promotion in March 2009 to Regional HR Generalist position

that includes responsibilities for Ohio, Wisconsin & California

locations in the IP Food-Service Division in addition to maintaining

present Senior HR Generalist responsibilities at the Shelbyville, IL

facility.

. Additional responsibilities include leading multi-faceted HR function

for IP Menomonee Falls, WI Food-Service location.

. Assigned as HR support for EEO/AAP compliance functions for Food-Service

Division including Kenton, OH, Visalia, CA, Shelbyville, IL and

Menomonee Falls, WI locations. Net result: : Eliminated over 1M in

potential legal exposure for division while increasing HR alignment and

consistency across Division for the administration of Employee

relations, workplace drug testing, and disability management.

Human Resources Generalist Shelbyville, IL (International Paper Food-

Service Division) 2007-2009:

Interim site HR Director for the entire IP Shelbyville facility 9/26/08 to

1/5/09

Provide direction for all hourly human resources related activities for

1,000+ employees at the Corporations largest union free facility utilizing

high performance organization philosophies. Reported to the Shelbyville

Site Human Resources Director

. HR Generalist for multi-site large manufacturing location containing a

manufacturing plant, warehouse & distribution center, and printing plant

(Over 1,000 employees total/non-union).

. Manage salaried & all hourly staffing and recruitment. Net result:

Reduced salaried vacancy fulfillment rates to less than 90 days.

. Reduced plant-wide hourly turnover in a 2 year time-span by 54% Net

result: Achieved $387,000 in annual cost reductions.

. Negotiated 3 reductions to temporary staffing contracts (from 46% to

35%) Net result: Over $264,000 in cost reductions.

. Serve as a strategic partner to site Management and directly work with

and advise all Manufacturing Superintendents for their HR needs on a

daily basis.

. Handle daily ER issues (terminations, discipline, escalated issues from

the plant floor, and serve as one of the primary "go to" employee

resources for hourly personnel at the site). Net result: Reduced

absenteeism by 25% and measurably improved employee engagement levels

. Developed intern/student job shadowing program to attract & retain

skilled labor Net result: Developed pool of skilled labor candidates for

employment and was publicly recognized by the Corporation for best

practices in hourly workforce development.

. Served as interim site HR Director (assigned to role from September 2008-

January 2009).

. Recently assigned as HR Lead for 150+ Employee Distribution Center as

part of career development program.

Archer Daniels Midland Corporation - Decatur, IL 2000 -

2007

Archer Daniels Midland Company procures, transports, stores, processes, and

merchandises agricultural commodities and products primarily in the United

States with over 32 billion dollars in annual sales and 27,000 employees

worldwide. Ranked #27 on Fortune 500 listing.

Corporate Employee Relations & EEO Manager 2002- July 2007

Served in a Corporate Staff role for over 5 years with leadership and

strategic responsibilities for all EEO Compliance activities for the

Corporation in the U.S. and Canada in addition to duties of facilitator for

Corporation's Executive Team EEO training. Reported to the Vice President

of Compliance & Employee Relations

. Promoted to newly created position and served in a broad role that acted

as a strategic business partner that directed and consulted on a daily

basis with plant and field HR management on most complex employee

relations issues, internal investigations, charges, fact finding & OFCCP

audits, and training for the U.S. and Canada. Net result: Successfully

assisted in the transition and development of a modern Corporate

Compliance & EEO functions for the Company without any disruption.

. Reorganized, rebuilt, managed, and consulted on all of the organizations

Affirmative Action, EEO Programs & Other Employment Compliance Programs.

Net result: Completely rebuilt all Corporate EEO/AAP programs and

increased protection from liability.

. Strategic planning partner for creation and execution of proper

Corporate HR Employment Compliance Initiatives & Employment Practices

for salaried and hourly personnel.

. Oversaw and managed personnel conducting internal investigations of

management and hourly personnel.

. Advise and managed professional staff that were responsible for

responding to U.S. Department of Labor OFCCP Audits, EEOC, and State

Department of Human Rights charges of employment discrimination. Net

result: Successfully defended the Corporation by receiving a favorable

dismissal of Federal EEOC and State Employment Charges over 93% of the

time. Also received successful dismissals of major Corporate HQ OFCCP

Audit in addition to Canadian Employment Equity Audit.

. Routinely planned, developed, and conducted custom employment & HR

training seminars for ADM Management on topics such as FMLA, ADA, FLSA,

Title VII.

Corporate Labor & Employee Relations Representative 2000-2002

Served in a Corporate Labor Relations Staff role for the Company in the

U.S. and Canada that included Labor Relations and Union Free activities

encompassing over 6,000 Employees and 46 locations. Negotiated 16 Labor

Agreements (first chair), conducted 3 Union Free Campaigns, and

participated in 3 major Company acquisitions in addition to being engaged

with daily Labor Relations activities. Reported to the Vice President of

Labor & Employee Relations.

. Consulted with Executive Management on Labor Relations strategy for

assigned territories, and negotiated local Labor Agreements on-site

throughout the United States and Canada.

. Managed and engaged in all requirements relevant to the Company in

Employee Discipline, 3rd Step Grievances, Arbitration, Mediation, Unfair

Labor Practice/NLRB charges, Plant Closings, Acquisitions. Net result:

Prevented 2 unionization attempts by the IBT, and also led first chair

contract negotiations with CAW and BCT&GM. Stopped BCT&GM union from

negotiating plant employee attendance policies

. Experienced in leading negotiations with 8 different unions (CAW, IBEW,

BCTGM, Teamsters, IAM, PACE, Longshoremen, United Steelworkers)

representing over 40% of ADM's hourly workforce in the U.S. and Canada.

. Successfully negotiated random workplace drug testing and workplace

surveillance into ADM Labor Agreements at resistant locations resulting

in increased safety, accountability, and productivity to manufacturing.

Net result Observed a 20% reduction in OSHA recordable incidents for

assigned division

. Broad exposure to Federal and state labor regulations/practices in a

heavy manufacturing systems and unionized work environment.

General Motors Corporation, Delphi Automotive Systems - Buffalo, NY

1999

Plant Human Resources Generalist (1999 Credit Internship) (Cornell

University Credit Internship)

Served in the Human Resources Department of GM/Delphi Thermal Systems Plant

near Buffalo, NY for the Summer. The facility had over 5,000 unionized

employees and provided an excellent level of exposure to daily HR duties

and responsibilities. Declined an offer of full time employment from GM to

pursue other HR opportunities with ADM.

. Exposure to Lean Manufacturing Concept & Continuous Improvement based

work environment.

. Maintained and executed organizational and employee development training

programs for salaried personnel.

. Team developer of reporting statistical based regressions and yields

measuring effectiveness of salaried employee training.

. Training and execution of QS9000 departmental certification policies and

practices to salaried personnel.

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