Human Resources Manager

Michael W. Wolf

**** ***** **** *****, ******, MO 63026

Home: 636-***-**** • Cell: 314-***-****

E-Mail: abl9wy@r.postjobfree.com

Human Resources Executive

Manufacturing /High- Tech Industries

Strategic HR executive and proactive business partner with significant experience guiding the development of

performance-driven and customer-focused organizations. Provide vision and counsel to steer organizations in start-up,

growth, and turnaround phases. Work effectively in business environments that maintain a balanced concern for

customer satisfaction, profitability, and employees. Record of influencing productivity, profitability and reaching goals

through development of work cultures that emphasize performance and execution. Additional strengths in:

• • •

Labor/Employee Relations Resume data mining Leadership Coaching

• • •

Talent Management Six Sigma Green Belt Employee

• • Communications

Topgrading Compensation / Benefit

• Workforce Planning Tools

• Administration

Departmental Budgeting

• •

Recruitment/ Selection Workplace Safety & Health

• Labor Law

• Strategy Development

Professional Experience

Alliant Techsystems Incorporated, 1/2006 Present

Parent company is an $4B manufacturer of advanced weapons and space products

Tactical Systems Division, Fenton, MO – 4/2009 to present

Tactical Systems Division is a 4/1/09 acquisition of Eagle Industries with sales of $100M and 2,500 employees in US,

Puerto Rico and Dominican Republic.

Human Resources Director

Requested to successfully lead HR acquisition integration plan to transition Eagle Industries from a privately held

company to a wholly owned subsidiary of Alliant Techsystems.

• Conducted key talent evaluation across the Division, identifying strengths and gaps and counseled General

Manager on needed changes to increase organizational effectiveness.

• Delivered behavioral interviewing tools based on Lominger Interview Architect principles.

• Established performance review process to link and align Division and individual employee goals.

• Established wage progression schedules, salary structures and benefit plans based on affordability and

capability of attracting and retaining talent.

• Realigned HR resources in Puerto Rico locations to improve responsiveness to internal customers while

lowering costs.

• Consolidated to one payroll processing vendor while adding a robust HRIS tool

• Conducted training needs assessment, developed talent learning roadmap and assembled a “toolbox” of

resources for leadership development

• Responsible for monitoring Division Balanced Scorecard progress.

Energetic Systems Division, Radford VA – 1/2006 – 3/2009

Energetic Division recorded sales of $250M with 1,350 employees located in Radford, VA ..

Human Resources Director

Recruited to “reinvent” the Human Resources organization and develop into a world-class service provider.

Responsible for developing and implementing the division HR strategy and operational plans by linking human capital

requirements to business objectives. Direct functions through 7 direct reports. Report to the Division Vice President and

General Manager.

• Transitioned HR from functional specialist silos to generalists with broad responsibilities. Engaged executive

team in developing strategic HR and Talent Management Plans ensuring linkage and alignment to organization

objectives. Radford VA

Michael W. Wolf Page 2

Home: 636-***-**** • Cell: 314-***-****• E-Mail: abl9wy@r.postjobfree.com

• Improved talent acquisition business process including a reduction in time to fill for technical and professional

positions from 87 to 54 days; implemented cutting edge workforce planning tools from Orcaeyes.com and

InfoGist resume data mining analytics Radford VA

• Chief Negotiator and architect of collective bargaining agreements aligning Division with the rest of the non-

union Group operations. on medical, dental, retirement, 401k match, retiree life, and retiree medical with wage

increases under 3% in each year of the agreement with the United Steelworkers local. Radford, VA

PARKER HANNIFIN CORPORATION, Lexington KY • 1999 2005

Parent company is an $8B manufacturer of motion and control products. O-Ring Division recorded sales of

$175M.

Area Human Resources Manager

Provided HR leadership to more than 1,900 employees located throughout 6 (union/non-union) locations in the US,

Mexico and Canada. Managed HR strategic direction and execution for all Division policies, practices and programs

and spearheaded efforts to meet metric-based goals. Reported to the VP, Human Resources – Seal Group. Managed a

$600K budget.

• Led HR acquisition doubling size of division. Provided leadership/ guidance regarding employment issues

leading to improved employee relations- reduction of grievances from 100+ per year to 5 or less.

• Championed Division talent management and succession planning process. Results included promotion of

individuals placed in highest talent pool that completed assigned training and development actions.

• Introduced performance planning tool aligning individual objectives with Division goals, strategy deployment,

and improvement priorities.

SONY CORPORATION of AMERICA • 1989 1999

Based in New York City, Sony Corporation of America is the U.S. subsidiary of Sony Corp., headquartered in

Tokyo. Sony is a leading manufacturer of audio, video, communications, and information technology products

for consumers and professionals.

Human Resources Manager - American Video Glass Company, Mt. Pleasant, PA (1997 1999)

Promoted to lead HR function for 500+ employees including Employee Relations, Compensation Plan Development,

and areas of Environmental, and Safety and Health. Managed a $500K budget and held staff accountability for 3 direct

reports. Reported to the President of American Video Glass with dotted line to the Senior Executive Vice President for

HR Sony Electronics.

• Developed and implemented successful metric driven gain-sharing plan contributing to a 5% average

improvement on measured goals during first year,

• Guided safety, health, and environmental programs resulting in injury rates 15% below industry averages and

zero environmental incidents.

• Volunteered to champion the formation of a Six Sigma program recognized by corporate for results and

structure.

• Designed communication program around joint venture operation (50-50 Sony-Corning Management) with 0

union organizing attempts and 60+% survey satisfaction.

• Managed creation of a team and technical skill-based career development program achieving a flexible

workforce.

Human Resources Manager - Digital Audio Disc Corporation, Terre Haute, IN (1989 1997)

Provided overall direction for staffing using targeted selection, compensation program based on the

Hay Job Evaluation Method, and union-free employee-relations strategy for 1,400 employees.

Provided leadership to a 4-member staff with annual budget of $500K. Reported to the Vice

President of HR.

• Managed recruitment process during two significant ramp ups. Initiatives resulted in the employee headcount

increase from 450 to 1,400.

• Reduced absenteeism to less than 2% annually through modification of attendance policy.

• Implemented customized hourly production in-house testing program measuring applicant cognitive and

psychomotor skills. Efforts resulted in a consistent education level at grade 12+.

• “Hands-on” union free activities resulted in zero union attempts

Michael W. Wolf Page 3

Home: 636-***-**** • Cell: 314-***-****• E-Mail: abl9wy@r.postjobfree.com

Human Resources Specialist (1989 1991)

EMERSON ELECTRIC COMPANY, Eaton OH • 1988 1989

Distribution site for power transmission equipment with 130 employees

Human Resources Manager

Recruited based on ability to effectively communicate with employees, and promote and maintain a union-free

environment. Coordinated plant’s Human Resources function for 130 employees and 2 satellite distribution

operations located in Nevada and Georgia. Reported to the Division HR Manager.

• Introduced a cafeteria plan / managed care medical program resulting in first employee medical choice plan and 10% lower

employee cost share.

• Reduced recordable accident rate 66% and worker’ compensation costs 35% through implementing ergonomic/lifting

program.

LANDIS & GYR METERING, Lafayette, IN • 1984 1988

Employee Relations Representative

Selected to lead employee relations initiatives recruiting and interviewing exempt professionals, administering

compensation programs and responding to first step union grievances.

Education

Bachelor of Science Public and Environmental Affairs • 1984

Indiana University, Bloomington Indiana

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