Human Resources Manager

Joe Kristoff

**** ******** **** ********, ******** 24441 540-***-****

abmfta@r.postjobfree.com

Summary

A resourceful and innovative human resources executive with expertise

in training and development, organizational development, benefits and

compensation, recruiting, staffing, safety, workers' compensation, and

employee/labor relations. Adept at improvements in pay systems,

safety, and policy. Proficient in curriculum development,

implementation and evaluation. Maintains comprehensive understanding

of business goals and practices, figuring out how they impact others.

Fair in the workplace, according to policy, procedure, and past

practice.

As a strong leader, performs all tasks with honesty, integrity and a

strong work ethic. Possesses the physical, emotional, and

intellectual stamina to see long-term projects to implementation.

Confidently defuses situations and disarms others to improve the

situation. Gathers input and ideas, providing necessary resources.

Uses humor to build bridges with co-workers. Listens and learns,

gaining a clearer picture of a situation. Comfortable coming into new

situations, learning what is going on, and determining how to fit in

and contribute. Consistently identifies opportunities for improvement

and accomplishes objectives.

Key Accomplishments

Organizational Change

0. Key member of staff leadership team and design team responsible for

transformation of traditional command and control production facility

into a team based, high performance organization. Initiated logical work

group communications meetings identifying associate concerns and

addressing them in response to changing culture.

1. Conducted local surveys and used employee focus groups to gain input

leading to revisions of wage structure, attendance policy, building

security, and bumping/shrinking team policy.

2. Trained and counseled new acquisition managers regarding corporate norms

and values.

3. Demonstrated and taught coaching skills throughout the organization to

reinforce the higher performance expectations in new business

environment.

4. Identified need and created system for fair and objective selection of

hourly and exempt internal job postings.

5. Initiated annual hourly employee performance evaluations, training

plans, and improvement plans to improve individual performance in new HPO

environment.

Employee Relations

. Completed two EEOC audits with outcomes of full compliance notices.

6. Initiated and successfully defended new hire testing program resulting

in higher quality new hires. Developed and introduced hourly performance

evaluations.

7. Added no cost employee benefits, including discounted club memberships,

free software training, banking services, and other discounted sales

opportunities for associates.

8. Maintained climate of respect, cooperation, and fair treatment for all

associates while upholding interests of company and associates. Counseled

hourly and exempt associates to resign and successfully defended against

unemployment claims saving $5,000 per year per terminated associate.

9. Prepared strike/work stoppage contingency plans for staff personnel to

assist operations management in meeting contracts. Experienced in

handling grievances and preparing for arbitration. Prepared background

information for national contract negotiations.

10. Initiated use of hourly focus groups to create and introduce

potentially sensitive new/revised policies on attendance control,

building security/identity badges, smoking, performance corrective

action, bumping elimination, and others.

11. Consistently had highest employee assistance program (EAP) utilization

in the company for eight years running. Used mandatory management

referrals to EAP for associates with chronic behavioral problems.

12. Provided employee counseling for improved performance and behavior.

Taught coaching skills to fellow managers and team leaders. Used and

promoted one-to-one interfaces and giving specific feedback to reinforce

higher expectations of new HPO environment.

13. Implemented employee fairness committee, toll-free employee hotline,

and employee appeal process.

14. Actively encouraged and maintained open door policy, upholding

interests of company and associates. Trained staff to respond similarly.

15. Extremely proficient at counseling troubled employees to resignation.

16. Trained and involved staff managers in employee corrective action

procedures. Educated team leaders how to conduct harassment

investigations and how to prepare documentation for recommendations for

termination. Trained and counseled managers and team leaders to create a

culture of respect and dignity for all individuals.

17. Introduced notes to file in perpetuity and witness in an envelope

practices to prevent repeat inappropriate/undesirable employee behavior.

Safety

. Achieved ten-year safety incidence rate improvement trend. Accomplished

a 0.72 rate versus like industry average of 6.9.

18. Accomplished 1,000,000 hours without lost time injury three times and

2,000,000 hours without lost time injury once, rewarding associates

appropriately.

19. Institutionalized workplace ergonomic improvements. Pursued modified

return to work programs and safety incentives, resulting in workers'

compensation costs typically under $6,000 per year. Provided leadership

and direction in the creation of safety culture.

20. Trained team leaders/supervisors in accident investigation with

emphasis on root cause identification and elimination.

21. Proven history of workers' compensation costs under $10,000, per year

in organizations of 500 people.

22. Achieved plant safety record four times better than industry average.

23. Managed a $250,000 reduction in workers' compensation cost in 18

months, with a corresponding 24% reduction in the injury incidence rate.

Training and Development

24. Wrote and produced, on time and under budget, a five-part management

development video series targeted to manager level and above.

25. Corrected random approach to training by conducting needs analysis and

pre-testing across the company, allowing rapid development and

implementation of focused training. Demonstrated training benefits by

documenting pre- and post-test scores and reporting decreased operating

cost directly attributable to training.

26. Developed content and led seminars in medical cost containment targeted

to division staff.

27. Reduced costs, accelerated schedule and improved training quality by

subcontracting maintenance training to community colleges getting

programs up and running quickly and yielding savings over $375,000

annually.

28. Supported corporate cost reduction goals by designing a loss control

program that reduced accidents and successfully marketed it externally.

29. Brought in state training grants worth $32,000 in one year. Secured

state funds and resources to produce training videos to address business

improvement needs.

30. Created introduction to mining seminar for staff personnel to learn

needs of operations people. Improved communications and taught staff

where and how profit derived. Built bridges between corporate and

operations.

31. Publicized skills and attributes of my staff, resulting in several

promotions to areas of greater responsibility.

Staffing

32. Introduced team based and behaviorally based interviewing techniques

for both hourly and professional openings.

33. Trained and made use of hourly associates in interviewing hourly and

professional candidates.

34. Conducted college recruiting for professional and co-op positions.

35. Made extensive use of cost saving agency temporary employees to

supplement regular workforce.

36. Applied recruiting experience for a variety of professional positions.

37. Negotiated reduced rates for contingency searches and maintained long-

term relationships with several recruiters.

38. Experienced with on campus recruiting and faculty liaison at major

universities.

39. Created pool of prequalified agency temps cleared for full-time hiring

as soon as openings developed. Negotiated discounts on temp fees after

temps had been on the job for an extended period of time, saving over

$100,000 year.

40. Trained team leaders and hourly associates in behaviorally based

interview techniques and used them in the selection of hourly and

professional candidates.

Experience

NIBCO Incorporated, Stuarts Draft, Virginia

Manager Human Resources, Feb.08 - Present

A lean manufacturing plant of 325 highly engaged employees producing copper

fittings for the flow control industry. HR staff of three exempt

professionals and one non exempt employee. Won President's Award, Associate

Recognition of Excellence for bringing in $92 K in training grants. Secured

additional $20 K grant in 2010.

MOHAWK INDUSTRIES, Waynesboro, Virginia

Manager Human Resources, 2006 - 2008

Revitalized Human Resources function and services. Expanded recruiting

efforts, rebuilt employee relations, and re-established HR as a partner in

the business. Achieved over 1 year worked without a lost time accident.

Conducted employee surveys and started supervisory training. Reduced

turnover 37% in first year.

Hollister Incorporated, Stuarts Draft, Virginia

Manager Human Resources, 1995-2005

Served as an integral member of the staff leadership team and head of human

resources department in an FDA regulated, employee-owned, medical device

manufacturing plant of 500 people. Maintained positive employee relations

in the flagship operation of the company. Led organizational change from a

traditional command and control plant culture to a team based, high

performance environment. Held responsibility for training, safety,

employee relations, policy development and enforcement, affirmative action,

hourly/professional recruiting, and change management.

Additional Experience

Nascote Industries, Nashville, Illinois

Manager Human Resources, 1992-1994

Arch Mineral Corporation, Saint Louis, Missouri

Manager of Employee Development, Human Resources Manager, and

Consultant, 1986-1991

Peabody Coal Company, Saint Louis, Missouri

Supervisor of Industrial Education, Manager of Industrial Education,

1975-1986

Education

Lindenwood University, Saint Charles, Missouri

M.B.A., 1985

Allegheny College and University of Pittsburgh, Meadville and Pittsburgh,

Pennsylvania

M.Ed., Secondary Education, B.S., Earth Sciences, 1973

Personal

Married. One child.

Runner.

Contact this candidate