Manager Human Resources

Jeffrey E. Deaton, JD

**** ********** ***** *********: 317-***-****

Avon, IN 46123 Cellular: 317-***-****

abl8z8@r.postjobfree.com

Director / Senior-Level Human Resource Executive

Background encompasses over 15 years of executive level Human Resource

management specializing in change-agency settings. In-depth experience and

expertise in labor and employee relations, training, labor contract

administration, policy development, legal compliance, change management,

recruiting, operational consulting, strategic planning, benefit

administration and team building. Strong focus on conflict resolution

processes, performance management, and cross-function managerial

participation. Strategic thinker and team builder with outstanding ability

to be firm, fair, and consistent in the application of company policies and

procedures, while assisting the company to achieve operational excellence.

Strategic Human Resource Management Competencies

. Turnaround Leadership

> EEO, ADA, FMLA monitoring and compliance

> Strategic hourly and salary recruiting

> Performance management

> Continuous improvement champion

> Legal compliance

> Conflict resolution

> Accountability champion

Professional Experience

LEP Special Fasteners, Inc. - Frankfort, IN ? 2007 to 2009

Director - Human Resources

Executive staff-level human resource director for this industrial fastener

manufacturer with $50 million in annual sales. Hired to provide senior

level leadership to struggling company that had recently been purchased by

Italian ownership group attempting to establish their first manufacturing

facility in North America. Severe cash flow and profitability issues

existed and the USW had recently organized the manufacturing plant and

distribution center. Labor negations were six months old upon arrival.

Directed strategic recruiting efforts for both salary and hourly

associates. Counseled all levels of management in areas of performance

management, disciplinary reviews, legal compliance, employee relations,

company communications, community relations, and corporate affairs.

Supervised 3 direct reports in the areas of general administration,

benefits administration, and safety.

Results:

V Decertified union prior to vote on final contract proposal.

V Implemented e-time system resulting in elimination of manual time

cards.

V Implemented a new Human Resource Information System that, combined

with the new e-time system, allowed HR to assume the duties of all

payroll functions from the Finance Department. This in turn reduced

salary headcount and increased efficiency, accuracy, and consistency

of all HRIS and payroll activities.

V Aggressively shopped company healthcare plan and included a high

deductible plan/option with an attached medical saving account

enabling company to easily absorb minimal (<2%) cost increase for the

second year in a row.

V Dismissed former 401K plan administrator and replaced with new carrier

that reduced plan expense by 1% while providing greater service and

fund management.

(Reason for Leaving: Position was eliminated due to dramatic downturn in

economy.)

Jeffrey E. Deaton? Page 2

Vitran Express -

Indianapolis, IN ? 2006 - 2007

Vice President - Human Resources & Risk Management

Joined this $688 million in sales per year LTL trucking firm as Vice

President of Human Resource and Risk Management. Vitran Express operates

over 25 service centers in over 15 states throughout the North, Midwest,

and Western regions of the US. Inherited numerous legal matters of EEO

content in IN, IL, KY, TN, and OH. Was responsible for directing benefit

administration across the entire system, including open enrollment, as well

as 401(k) fund management. Was also responsible for directing training and

safety programs throughout the system with safety personnel assigned in the

field and assigned by region.

Led the company's union avoidance campaign across the system. Was the point-

person in conducting employee meetings to discuss areas of concern, and led

efforts in problem solving to prevent future organization attempts. Was

able to successfully resolve numerous EEO related claims through the use of

mediation in IL, and TN. Was the sole company representative in these

matters. Developed a system-wide disciplinary log to track said matters in

order to bring a more formal approach to performance management across such

a large territory.

Results:

V Prevented the IBT from organizing targeted service centers in IL, IN,

WI, OH, KY, MI, MO, and TN.

V Assisted legal staff in training all service center managers in union

avoidance protocol.

V Formally recorded all documented disciplinary measures taken across

the system and kept it up-to-date on a monthly basis. This provided

corporate office with critical information when evaluating the

performance of each service center.

V Directed all safety reviews that were the result in driver and/or dock

worker error. These reviews were conducted by phone with the employee,

his/her manager, and HR. This led to increased communication among

service center personnel, and more consistent application of the

company's policies and procedures.

(Reason for Leaving: Job was eliminated due to company merger with PJAX

Trucking in Pittsburgh, PA)

Diamond Chain Company - Indianapolis, IN ? 2005 to 2006

Director - Human Resources

Temporarily led salary and hourly human resource efforts for this

manufacturer of roller chain that was in transition to moving a large

portion of their work to China. Reduced average monthly "recordable"

accidents from 9 to 1. Greatly improved company's relationship with local

union and reduced grievance load that had over 20 grievances in the system

to less than 5. Was able to get HR under budget through the use of

contracted health and safety personnel. Participated in company training at

the University of Chicago, in cooperation with Harvard University, in the

area of strategic business planning.

(Reason for Leaving: Accepted position realizing long term opportunity with

company was limited. I had worked for Diamond's competitor and had advanced

understanding of their product, labor contract, union, and overall

environment. Most of work was being moved to China. Left to pursue

opportunities with better future potential.)

OXford Automotive - Greencastle, IN ? 2003 to 2005

Manager- Human Resources

Joined this turn-around project facility that was in the heavy-duty metal

stamping industry servicing Ford, GM, and Chrysler, as one of six new

directors. Was the only director to remain with the company past the

initial 4 months. Served as chief negotiator for the company at the

bargaining table during contract negotiations with the UAW. Led the

plant's hourly and salary human resource efforts during time of great

financial crises, through bankruptcy, and eventual closure of the facility.

Worked closely with state and federal officials to ensure all employees

were made aware of the status of their employment.

(Reason for Leaving: Company filed bankruptcy and ceased operations.)

ROLLS ROYCE - Indianapolis, IN * 1999 to 2003

Labor Relations Representative (1999-

2000)

Manager - Hourly Administration (2000- 2002)

Salary HR Generalist/Professional (2002 - 2003)

Joined this 3000 employee manufacturing and design facility as a Labor

Relations Representative and was quickly promoted to a manager position.

Later requested to be moved into salary HR position for cross training

purposes. As the Manager of Hourly Administration led dramatic improvement

in recruiting efforts of hourly personnel.

Quickly established rapport with union leadership and was promoted shortly

after being hired in order to focus attention on hourly recruiting efforts

and hourly employee administration. Changed decades-long hiring practice

from one of hiring unqualified family members, to one of hiring the most

qualified machinist talent in central Indiana. New employees needed vary

little training, and front line supervisors were included in the

interviewing process.

Later elected to pursue career development in the salary employment realm,

and was given greater exposure to job classification management,

performance management, holistic management, benefits administration and on-

line recruiting. These measures greatly enhanced my human resource skills

and rounded out my exposure to total HR management.

(Reason for Leaving: Post 9/11 decline in civil aerospace resulted in

possible job elimination. Former manager at Rolls Royce recruited me to

Oxford Automotive to assist with turn-around efforts there.)

REXNORD LINK-BELT / CHAIN DIVISION * Indianapolis, IN

1997 to 1999

Labor Relations

Manager (1997)

Director - Human Resources (1998 - 1999)

Was hired into this manufacturing facility of roller chain to train to

become Director within 2 years. Director of HR resigned 3 months later. Was

immediately promoted to Director of HR. Led all salary and hourly HR

efforts through financial difficulty, including period of time where the

company sued an outside consulting firm for breach of contract.

Participated in legal efforts in the company's lawsuit, including being

called to testify at trial.

Was directly responsible for managing all hourly and salary human resource

functions with a primary emphasis in labor relations, contract / policy

administration, legal compliance, safety, training, benefits, and

recruiting. Established a highly responsive, positive, and professional

relationship with the collective bargaining unit's leadership and front-

line membership. Recruiting efforts were also a primary responsibility in

the wake of high turnover in both salary and hourly employee levels due to

the contentious, and uncertain, work environment.

(Reason for Leaving: Company closed the facility and moved the work to

China.)

Education

Indiana University School of Law- Indianapolis, IN

Degree Awarded: JD

HUNTINGTON COLLEGE - Huntington, IN

Degree Awarded: B. A. History (cum laude)

Awards: National Dean's List (Soph., Jr., Sr.)

"Who's Who Recipient (Sr.)

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