Human Resources Manager

JAMES FORDE

**** ******* ***** ***** 651-***-****

Forest Lake, MN 55025 ******@***.***

PROFILE

Human Resources Leader with both union and non-union experience at the

corporate and division level. Expertise includes employee relations,

talent acquisition at all levels, employment law, organizational

development, safety, succession planning, multi-location staff mentoring,

budgeting, compensation, payroll, benefits and strategic communications.

Effective in creating solutions that require excellent leadership and

persuasion skills. Champions initiatives that enhance organizational

performance, including measurements, goal setting and workforce training

plans. Experienced in mergers, acquisitions and divestitures. Specialist in

turnaround situations.

PROFESSIONAL EXPERIENCE

PEOPLE FIRST HR SOLUTIONS

2009-Present

Senior Search Consultant

GIBRALTAR INDUSTRIES

2004-2008

Group Director, Human Resources

HR oversight of multi-location divisions based in MN (USP Structural

Connections), FL (Southeastern Metals Co.) and WI (Appleton Supply Co).

1,100 employees in 14 locations with a staff of 13.

. Introduced competency based Performance Management Systems with focus

on position and job description competencies and recruiting models.

. Developed and implemented training programs featuring on-line skill

sets, proprietary product knowledge with web based delivery,

supervisory leadership development modules, and computer disk topical

training for field sales through new managers and multi-ethnic

manufacturing personnel.

. Planned and executed establishment of new division HQ and dealt with

consolidating departments, ramped up multi-level recruiting efforts

and managed transferring employee issues improving accessibility and

centralizing division management in a new 80 employee office.

. Reduced three-division accident frequency, severity and claims costs

by 55% in a two-year period, followed by continued reduced costs and

frequency trending for the next two-year period.

. Led company response team on work place fatality, dealing with legal

counsels, CAL-OSHA, law enforcement and family of deceased to bring to

conclusion in eighteen months.

. Cleared back log of inherited employment law and compliance cases and

incurred no new issues.

. Provided analysis of turnover data and review of compensation plans

and career path programs resulting in improved retention strategies.

Installed a general employee population quarterly bonus program based

on a percentage of company profits and individual compensation rates,

resulting in improved employee focus on performance and productivity.

ENGINEERED POLYMERS CORP / dba Cookson Plastic Molding America, Mora, MN

2000-2003

Human Resources Manager

Recruited by a "For Sale" $70 million revenue injection and structural foam

molding Plastics Company with cultural, recruiting and staff development

issues. Brought about change through open communication, consistent

management of discipline and root problem analysis. Responsibilities

included facility management. Led a staff of 3 supporting 575 employees.

. Re-established safety goals via company safety program and Workers'

Compensation strategy, resulting in a 67% reduction in accident

frequency, Workers' Compensation losses and a reduced Experience

Modifier over a two-year period.

. Provided visible support to launching of Management Quarterly Review

program as part of concentrated effort that achieved ISO 9000

certification promoting continuing improvement.

JAMES FORDE Page 2 of 2

. Developed and implemented employee skills matrix plans replacing

subjective evaluations for measurement based performance program,

resulting in initial efficiency improvements ranging from 15 - 20%.

DAT Services, Beaverton, OR

1997-2000

Director, Human Resources

Established strategic plans and objectives reporting to COO of a $55

million privately held software freight matching company. Supported 500

employees in 5 locations with a staff of 5.

. Key facilitator of internal restructuring, combining operations and

engineering groups as well as sales and marketing, resulting in

improved coordination, effectiveness and staffing efficiency.

. Spearheaded division review of benefits and compilations of benefits

matrix resulting in overhaul of company benefits, resulting in

improved retention and annual recruitment costs of $300K

. Developed initiative to position the company on "Oregon Business

Magazine" top 100 companies to work for designation. Ranked number 87

in year two.

. Introduced salaried non-exempt pay status initiative, improving

flexibility of sales staff and reducing overtime costs by 70%.

. Led the HR initiative to launch a European business.

. Initiated High Performance Work Teams, performance and employee

empowerment initiatives.

G. HEILEMAN BREWING CO. INC. 1988-1996

Fortune 500 five division organization with 8,000 employees (with unions),

12 breweries, 19 bakeries, 4 snack food organizations, 1 precision metal

plant, and 1 airfreight company.

Director, Human Resources, Portland OR, Seattle, WA (1993-1996)

Managed west coast human resources operations for Portland (Blitz-Weinhard)

and Seattle (Rainier) breweries and California Sales office. Managed

safety and Workers' Compensation compliance, training and documentation.

Reduced accident frequency and experience modifier over a three-year-

period. (Most improved in division.). Supported 700 employees (6 unions)

with a staff of 5.

. Established rapport with labor leaders in two regions to enlist

support for initiatives in hiring, performance evaluations,

progressive discipline, last chance agreements and safety. Prevented

costly and time-consuming litigation involved with grievances,

ultimately improving employee productivity and company credibility.

Participated in United States Brewers and I.B.T. national grievance

committees. Acted as company spokesperson with unions.

. Established succession planning for two locations, identifying

employees with potential and developed career paths via training,

cross training and transfers to key positions within group and

division operations. Reduced turnover 45% and helped focus and

energize future managers.

Corporate Employee Relations Manager, La Crosse, WI (1992-1993)

. Co-chaired effort between corporate operations, human resources,

finance, and legal departments. Planned and presented unified top-

down commitment to safety program in 1992. By 1993, cultural changes

had reduced Workers' Compensation premiums by $1 million.

Corporate Manager, Group Insurance, La Crosse, WI (1988-1992)

EDUCATION

University of Wisconsin - BS

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