Human Resources Resource
Resume:
DWAYNE M. NEWCOM
*** ******* ***** ***** *********: (248)
Rochester, MI 48307
Cell: 412-***-****
abl9o6@r.postjobfree.com
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Executive Summary
Senior Executive with global leadership experience managing strategic human
resource vision across multiple and diverse organizations with
responsibility for key processes including organizational development,
health/welfare, compensation, retirement, talent acquisition and
employee/labor relations.
o Innovative leader with twenty-five years experience at corporate,
divisional and operational levels
o Hands-on leadership experience in the consumer products, industrial and
automotive industries
o Significant experience designing and integrating human resource business
support structures
Excellent leadership, communication and organizational effectiveness
skills. Direct experience in progressive organizational concepts including
high performance teams, employee engagement, talent acquisition,
performance/succession management, executive compensation and lean
manufacturing.
Experience and Accomplishments
PITTSBURGH GLASS WORKS, LLC, Pittsburgh, PA 2010 -
Present
A $1.0 billion private equity, global automotive glass and consumer
services organization and former operating division of PPG Industries. The
company consists of more than one hundred thirty (130) manufacturing and
distribution locations with approximately four thousand (4000) associates.
Corporate Director - Human Resources
Global Headquarters, Pittsburgh, PA
Corporate position with human resources business support accountability
across entire organization. Directly responsible for leading and enhancing
human resources for all OEM, ARG and Manufacturing /Service organizations.
Key process responsibilities include organizational development,
performance management, succession planning, labor relations, talent
acquisition and corporate communications.
. Created and implemented PEOPLE Team Strategic Council.
. Created and cascading Performance Management and Succession Planning
programs.
. Developed and institutionalized labor relations strategic processes
across business segments.
. Coordinate PGW Corporate HR Communication processes and CEO related
communications.
TRIMAS CORPORATION, Bloomfield Hills, MI 2001- 2008
A $1.2 billion high-end, diversified, specialty niche consumer/ industrial
products conglomerate and former private equity entity. The organization
consisted of fifteen (15) market leading companies with seventy (70)
locations and five thousand (5000) employees.
Vice-President, Human Resources
Global Headquarters, Bloomfield Hills, MI
Corporate Officer and Executive Team member responsible for
global human resource strategies.
Original business partner that created and implemented
initial corporate-wide human resources support
structure, recruited/developed executive leadership team and
initiated PEOPLE Team Strategic Council.
. Member of Executive Team that developed and implemented a strategic
plan leading to the successful Initial Public Offering (IPO) of
TriMas Corporation.
. Responsible for the initial design and implementation of global
executive compensation programs while interacting as management
liaison with the Board of Directors.
. Designed and implemented consumerism health care and defined
contribution retirement plans resulting in $3.4 M in initial savings
and $1.0 M annual ongoing savings.
. Established talent acquisition and employee on boarding program
resulting in a 31% reduction in leadership attrition rate.
. Championed Employee Engagement Program that resulted in an average
14% productivity improvement within pilot facilities.
. Reduced human resources litigation and legal costs by 42%.
. Reduced EH&S and Workers Compensation costs $1.4M
. Institutionalized executive leadership, talent acquisition, employee
engagement, performance management and succession planning programs
across organization.
. Supported the establishment of China/Thailand sourcing
and manufacturing operations.
. Led human resource due diligence and integration
efforts for new business acquisitions/divestitures.
. Developed labor relations strategy pertaining to the
implementation and administration of a national
Neutrality Agreement with the United Steelworkers of
America.
. Created and implemented a union-free strategy resulting in the
withdrawal of union recognition at three North American
manufacturing facilities.
DANA CORPORATION, Toledo, OH 1998-2001
A $13.5 billion global automotive components manufacturer and supplier.
Operations included more than three hundred (300) manufacturing, research
and development locations with eighty-six thousand (86,000) employees
worldwide.
Director - Human Resources
Coupled Products Division, Rochester Hills, MI
Responsible for the strategic human resource processes for CPD locations
worldwide. Operations included manufacturing and research/development
locations in North America and Europe with sales of $400 million and four
thousand (4000) employees.
. Created PeopleSystems Team responsible for the development and
implementation of a three (3) year Global Human Resources Strategic
Plan. Chief spokesperson for Collective Bargaining Agreements.
. Restructured the human resources functional group into a focused
matrix organization providing support for the North American and
European groups. Reduced HR organizational costs by 21%.
. Reduced Worker's Compensation costs by 17%.
. Designed, developed and implemented progressive succession planning
process and arbitration training program ultimately utilized as
training model throughout Dana.
. Integrated internal and external legal resources resulting in the
elimination of thirty-two (32) legal cases with estimated savings of
more than $3.5 million.
CLOROX COMPANY, Oakland, CA 1996-1998
A $5 billion global manufacturer and distributor of consumer products. Key
brands included Clorox, Kingsford, Fresh Step, Black Flag, Armor All,
Hidden Valley Ranch, KC Masterpiece, Formula 409, Glad Bags and BRITA.
Director - Human Resources
Kingsford Manufacturing Company, Louisville, KY
Responsible for human resources activities for all Kingsford - North
American locations including seven (7) manufacturing locations and division
headquarters with revenues of approximately $350 million.
. Successfully led the Kingsford Leadership Team initiative relative
to developing employee involvement programs prior to the
implementation of high performance teams.
. Integrated Kingsford - Human Resources into the Clorox
organizational matrix infrastructure.
. Created and institutionalized union-free strategic platform.
. Successfully negotiated Collective Bargaining Agreements integrating
division strategies while exceeding/meeting financial targets.
FEDERAL MOGUL CORPORATION, Southfield, MI 1985-1996
A $2 billion global automotive components manufacturer. Operations
included twenty-nine (29) manufacturing, seventy (70) distribution and one
hundred twenty-five (125) retail locations worldwide.
Manager - Human Resources
Worldwide Aftermarket Organization, Jacksonville, AL (1994-1996)
Responsible for the human resource activities involving worldwide
distribution center and support for forty-six (46) service centers.
. Implemented KAN-BAN and constraint management processes.
. Redesigned compensation structure of all-salaried worldwide
distribution facility to enable the implementation of performance-
based compensation.
. Led successful effort relative to elimination of significant
diversity issues.
Division Human Resources Manager
Lighting, Electrical and Fuel Division, Logansport, IN (1992-1994)
Responsible for division human resources strategy for North American
manufacturing locations
employing one thousand-two hundred (1200) associates.
. Coordinated and led human resources team responsible for the
development and deployment of an integration strategy for the
consolidation of separate manufacturing divisions.
. Designed and deployed "Union-Free" communications program.
. Chartered first "Work Family" concept with United Steelworkers of
America.
Human Resources Manager
Lighting Components, Leiters Ford, IN (1988-1992)
Responsible for human resources for newly acquired lighting products
manufacturing facility.
. Designed union-free strategies including goal based compensation
system ultimately utilized in other Federal Mogul locations.
. Created team-based manufacturing organizational model recognized by
Federal-Mogul.
. Led human resource efforts in the successful consolidation and
transition of product lines from additionally acquired facilities to
the team-based Indiana location.
. Spent one year as Manufacturing Manger via Cross-Training Program.
Human Resources Team Leader
Huck Aerospace, Carson, CA (1985-1988)
Responsible for coordinating the development of human resource processes
for Federal Mogul's first all salaried, team based cellular manufacturing
operation.
. Led team responsible for the development and implementation of team-
based "cross-training" associate education/skill training programs.
. Established initial recommendation for cross-functional compensation
system.
. Provided HR support for second manufacturing facility with 300
associates.
Education
Bachelor of Science in Business Administration (1983)
Bowling Green State University, Bowling Green, OH
Major: Human Resources Management and Organizational Development
Cornell University - Labor Relations Program (1996)
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