Manager Human Resources

James (Jim) W. Porcaro

***** *********** ***** **********, ** 48111 734-***-****

abm4sy@r.postjobfree.com

Objective___________________________________________________________________

__

Seeking a Director of Human Resources position where my 12 years of

progressive HR experience along with my solid education in business and

Human Resources administration will allow me to make an immediate and

valued contribution.

Experience__________________________________________________________________

__

Dart Energy Corporation

Nov. 2007 to February 2010

Dart Energy Corporation is a privately held oil and natural gas exploration

and production company with additional operations in oil well servicing,

hydrocarbon storage, and ethanol production. Dart Energy Corporation is

headquartered in Mason, Michigan and operates 13 subsidiary companies in 11

states.

Vice President, Human Resources (officer), Mason, Michigan

November 2007 to February 2010

Oversight for all corporate Human Resources functions, including: Health,

Safety, and Environmental (HS&E); Staffing; Benefits and Compensation;

Worker's Compensation; DOT Drug Testing; Employee Relations; Organizational

Development and Training. Direct responsibility for: Corporate

Communications; Executive Compensation; Succession Planning; monthly

reporting and updates to the Board of Directors. Member of the Corporate

Executive Committee. Reported directly to the President and CEO.

Supervised three direct reports and a total of ten members of the HR and

Safety departments. Oversight for HR support for 850 employees.

Created a new culture in the HR Department to one of customer

service and business partnership. Instituted HR employee visits to

outlying work locations to get a better understanding of the business.

Initiated an annual "HR Training Summit" for all HR employees with an

emphasis on customer service and communication. Instituted a

quarterly conference call with the office managers from all outlying

locations.

Developed succession strategy plan and process for the 20 key

positions in the company. Was able to implement the succession plan

in three instances.

Led the development of a new annual incentive plan, which paid out

over $5 million in bonuses in 2009. Also created and implemented new

performance review forms and process used company wide.

Responsible for managing layoffs of over 35% of the workforce during

the economic downturn. Principal liaison with Legal Department and

outside counsel to ensure a smooth and defensible process.

Implemented a 10% pay reduction for all salaried employees as

directed by the Board of Directors.

Gave HR guidance for the divestiture of four businesses in multiple

states.

Reorganized the corporate safety function to give direct

accountability of all corporate safety managers to the Corporate

Safety Director. Increased communication through establishing a

monthly safety committee meeting and updating corporate safety

policies. Had oversight for three major environmental remediation

projects (two in Michigan, one in Wyoming).

Ford Motor Company/Visteon Corporation

Mar. 1997 to Nov. 2007

Visteon was a division of Ford Motor Company and became an independent

company in 2000. Visteon's hourly employees remained Ford Motor Company

employees. Collective bargaining and labor relations remained under Ford's

oversight. Visteon was itself a Fortune 200 company when it became

independent from Ford Motor Co.

Sr. Manager, Corporate Human Resources, Visteon Headquarters, Van Buren

Twp, Michigan

June 2005 to November 2007

Global HR Sr. Manager for five Senior Vice Presidents and associated

departments (CIO; Sr. VP-Global Purchasing; VP-Corporate Communications;

General Counsel; and VP of Sales, Marketing, and Aftermarket). Was a

member of the leadership team for each Sr. VP's respective groups. Had

direct tactical responsibility for all compensation, performance

management, talent development and succession planning, staffing and

retention, personnel relations and leadership development for the

respective global organizations. Reported to Vice President of Human

Resources. Worked indirectly with various country HR directors on five

continents. Direct HR support for 800 employees globally.

Leading member of Corporate Global Succession Planning Team.

Facilitated pilot succession plan for the Global Purchasing

Organization (550 employees), which was rolled out to the rest of

Visteon globally within a year.

Member of the Global Performance Management Team. Charged with

revising the global performance review form and process which was used

by 13,000 salaried employees. Developed management training for

giving effective performance reviews.

HR lead for Global Outsourcing/Migration Team. Oversight for HR

aspects of migrating Purchasing and IT work to India, China, and

Mexico, including onsite visits to India, China and Mexico locations.

Oversight for staffing India and China Purchasing and IT operations

with 220 new employees in 2007.

Led a global IT in-sourcing action from IBM back to Visteon IT for

60 global IT employees.

Completed Labor Affairs assignment to negotiate a closure effect

agreement with the IUE-CWA union for a plant closure in Bedford,

Indiana (850 employees) in 2007; was the Visteon representative for a

decertification election at a UAW plant in Sparta, Tennessee in 2007.

Administered independent bonus plan for the Sales, Marketing and

Aftermarket Group.

Plant Sr. Human Resources Manager, Ford/Visteon Tulsa Glass Operations,

Tulsa, Oklahoma

March 2004 to June 2005

Managed entire HR Operations (including Salaried Personnel, Medical,

Safety, Security, Labor Relations). 1.4 million sq. ft. facility and $200

Million in annual revenue. United Auto Workers (UAW) Represented hourly

workforce. Was a member of the plant operating committee. Reported to both

the Plant Manager and Division HR Director. Supervised four direct reports

and 18 total HR, Safety and Medical Department employees. Oversight for HR

support for 800 employees.

Managed onsite Medical Department (one part-time physician and five

nurses)

Responsible for $80,000 annual community donations fund (Visteon

Fund).

Implemented plant-wide work groups and shift handoff meetings, which

dramatically increased awareness of Safety and Quality issues.

Resulted in over 50% decrease in safety incidents.

Reduced cafeteria subsidy by 66% ($200,000) annually. Directly

negotiated subsidy reduction with the UAW.

Established Organization Development Committees (Succession

Planning) for the salaried workforce and piloted a Performance

Improvement Process for underperforming salaried employees, which was

later implemented company wide because of our 75% success rate in

improving employee performance.

Labor Relations Manager, Ford/Visteon Sterling Axle Plant, Sterling

Heights, Michigan

August 2002 to March 2004

Was responsible for the entire labor relations function (grievances,

contract administration, discipline administration, and attendance

enforcement) in a 3.1 million square foot facility with $1.1 Billion in

annual revenue. Reported to Plant HR Sr. Manager. Supervised nine direct

reports. Oversight for all HR support and contract administration for

3,400 UAW represented employees.

Leading member of successful 2003 negotiations team for 2003-07 UAW

Collective Bargaining Agreement. Dramatic improvements in overtime

scheduling rules and employee work flexibility.

Reduced grievance hearing time from over two months down to two

weeks. Reduced outstanding final stage grievances from over 100 to

under ten.

Dramatically improved communication and trust with local union

leadership through open communication and by holding unprecedented

monthly "all hands" meetings with all labor representatives and union

stewards to discuss process improvements.

Salaried Personnel Manager, Ford/Visteon Sterling Axle Plant, Sterling

Heights, Michigan

July 2000 to August 2002

Managed Salaried HR Administration for 420 salaried employees (engineers,

line supervisors, and support employees) in a 3.1 million square foot

facility with $1.1 Billion in annual revenue. Responsibility for all

salaried compensation planning - annual Salaried Payroll of $26.7 Million.

Reported to Plant HR Sr. Manager. Supervised two direct reports.

Oversight for the onsite medical facility (one full-time physician

and eight full-time nurses)

Successfully hired over 90 salaried employees (engineers and

supervisors) within a six month period. Maintained turnover of newly

hired employees to under 5%.

Managed rollout of sweeping changes to the compensation system and

performance review process for salaried employees (from Ford Motor

Company to Visteon Corporation processes and policy).

Oversight for all employee relations investigations and responses to

litigation/EEOC charges

Labor Relations Representative, Ford College Graduate (FCG) Program,

Connersville, Indiana

October 1999 to July 2000

Afternoon shift labor relations representative in a 1.8 million square foot

facility with $750 million in annual revenue. Responsibility for

attendance, first stage grievance hearings, and discipline for 1,000

employees. Reported to the Labor Relations Manager.

Member of successful Contract Negotiations team for 2000-04 IUE

Collective Bargaining Agreement for 2700 IUE represented hourly

employees.

Salaried Personnel Representative, Ford College Graduate (FCG) Program,

Connersville, Indiana

March 1998 to October 1999

Responsible for salaried HR support for four customer groups (225

employees) in a 1.8 million square foot facility with $750 million in

annual revenue and 450 salaried employees. Administered annual compensation

planning for all 450 salaried employees - Payroll of $27.3 Million.

Reported to the Salaried Personnel Manager.

Developed engineering recruiting program (participated in 13 career

fairs in six states).

Developed and managed intern and engineering co-op programs - 21

interns, six co-ops annually.

Completed 1998 Affirmative Action Plan.

Human Resources Intern Organization and Personnel Planning, Electronics

Technical Center, Dearborn, Michigan

May 1997 to August 1997

Developed a job posting process and intranet website for the Ford

Automotive Components Division, provided administrative support for the

division Organization Development Committees (succession planning),

conducted personnel relations investigations for corporate credit card

misuse issues. Reported to Electronics Division HR Manager.

At the completion of the internship, I received a full-time job

offer to become a participant in the Ford College Graduate (FCG)

Program upon graduation from my Master's degree program. The FCG

Program is a rotational management development program for select

accomplished MBA graduates.

Novell, Inc/WordPerfect Corporation (security services later outsourced

through Pinkerton, Inc)

Nov. 1994 to Jul. 1996

WordPerfect Corporation was a software development company that was later

purchased by Novell, Inc., a network software company. During this time,

the security services group was outsourced to Pinkerton, Inc. I was

retained by Pinkerton and continued in the same capacity as supervisor. I

held this job while attending undergraduate school full time.

Security Services Supervisor

November 1994 - July 1996

Responsible for directly supervising eight security guards, two security

control center operators, and ten security receptionists. Administered

performance management programs, pay increase recommendations, scheduling,

and personnel relations issues. Reported to the Corporate Security

Director while part of Novell and the Site Security Director while with

Pinkerton.

Awarded the "Novell Distinguished Service Award" which was given

throughout Novell for active employees who had achieved high scores on

performance reviews and were nominated for the award by the department

head.

Education___________________________________________________________________

__

M.S., Human Resource Management (MBA with emphasis in Human Resource

Management)

Purdue University, Krannert Graduate School of Management, West Lafayette,

Indiana

May 1998

GPA: 3.80/4.0

President, Society for Human Resource Management, Purdue University

Chapter, 1997-98.

Krannert Graduate School of Management Dean's List every semester.

Held graduate assistantship positions both years of the full-time

program.

B.S., Business Management with emphasis in Organizational Behavior, Cum

Laude

Brigham Young University, Marriott School of Management, Provo, Utah

April 1996

GPA: 3.79/4.0

Graduated with Phi Kappa Phi Honors (chosen from top 10% of class).

Recipient of Leadership and Academic Merit Scholarships.

Worked full time during entire undergraduate schooling. Graduated

in less than 3.5 years.

Contact this candidate