Human Resources Manager

MARK A. GRENKO

**** *********** *****

Iowa City, Iowa 52240

319-***-**** - Home

319-***-**** - Cell

abmoen@r.postjobfree.com

ENERGETIC CREATIVE LEADERSHIP

Senior Professional in Human Resources with over 25 years experience in

increasingly responsible positions. A strong reputation as a creative,

results-oriented executive with ability to organize and implement those

results in a high degree of quality and integrity

SELECTED SKILLS AND ACCOMPLISHMENTS

BUILDING STRONG INTERPERSONAL RELATIONSHIPS

Worked closely with union / management for understanding of new contract

Counseled and trained managers on employee relations issues, resolve

employee grievances.

Created training materials to deliver information of contract

Developed presentation to show legal replacements of contract

Trained managers and union on grievance handling techniques

Develop new business contacts that improve and retain business

Coached managers on results with follow-up meetings

Analyzed and reviewed results to make adjustments as needed

Results: Meeting with management and union officials from the beginning of

a new contract helped settle issues quickly and consistently. No

arbitrations in past seven years and a grievance reduction of 20%

per year since year 1.

COMMUNICATING WITH INDIVIDUALS / GROUPS

Developed consumer driven health care communications for employees

Discussed increased health cost trends

Defined current plan to all employees of funding / self-funding

Encouraged employees to begin to shop for medical services

Explained options with current medical plan

Implemented Disease Management Program

Performed in-depth analysis of usage with clinical audit

Results: Emergency room visits were down 67%. Preventive screening was up

from 12 % to 35%; single source brand dispersing was down 5%;

generic dispensing was up 4.5%; 98 people (20%) of total enrolled in

Disease Management Program.

LEADING PEOPLE

Created a "Culture Committee" within the management ranks at PMX

Created and grew a "culture" at PMX

Discussed culture requirements

Developed internal culture within management ranks

Encouraged diversity within the culture we created and developed

Results: Improved morale and knowledge among managers. Educate managers

and their employees to look for new and improved ways of doing work

that resulted in a more productive and less stressful workplace.

Develop organization to expanded points of view that they had not

been in the past.

SPEAKING IN PUBLIC

Presented Covey and Belgard-Fisher-Raynor Materials for all levels of

employees

Developed planning and organizational skills

Reinforced time management skills

Used facilitation skills

Coordinated public facilities and meeting rooms

Strong verbal and written communication skills

Proficient in Microsoft Office/Windows environment, word processing,

spreadsheets, email and Web-enabled applications

Results: Developed effective presentation of materials in an understanding

and simple manner. Recipients received a rewarding and memorable

experience.

MANAGING PROJECTS

Removed piece-work system at Sheaffer Pen Corporation

Formulated budgets and managed expenses for Human Resources.

Developed modified Hay Evaluation System

Created new relationship with Bargaining Committee

Reduced job categories from over 400 to 14 classifications

Created and implemented Gain Sharing Reward System

Modified contract language necessary to administer new pay system and

classification program

Results: Increased flexibility in work force, no increase in labor cost or

workforce size. Employees remained motivated with new pay systems,

Gain sharing, resulting in improved production outputs.

ADVISING / COORDINATING OPERATIONS AND DETAILS

Brought Human Resources to the table as a strong partner in Senior

Management

Implementation of HR functions through staff. Monitor compliance of

administration to established standards and procedures.

Recruited and hired strong and skilled Human Resources talents

Emphasized integrity and honesty in all functions of HR

Sharpened organization and developed skills or managers

Built strong relationships within all levels

Results: A trusted and successful interaction with senior management

allowed HR to be a major player in all aspects of the organization.

HR was well respected by all levels of management and the bargaining

unit.

PROFESSIONAL EXPERIENCE:

Tutor Doctor, Grenko's Tutoring Services Inc., Iowa City, Iowa

May 2009 to Present

OWNER/EDUCATIONAL CONSULTANT

> Direct and manage day-to-day operations of One-on-One, in home Tutoring

Services.

> Creating marketing & sales opportunities of Tutor Doctor within the

Iowa City area.

> Recruit, match and hire Tutors covering all curriculums of study for

all ages.

> Presently have 70+ tutors with various background and experiences.

> Consult and recommend unique and specific tutoring for students.

> Set-up and development of new tutoring business in Eastern Iowa.

> The leader in providing affordable One-on-One supplementary education

in North America.

KINZE Manufacturing, Inc., Williamsburg, Iowa February 2008

to September 2008

MANAGER, HUMAN RESOURCES

> Managed Human Resources function at Staff level with full

responsibilities of HR, Safety & Health.

> Policy and procedure development and implementation.

> Responsible for all recruiting and hiring, introduced new procedures

and for hiring structure, recruiting and tracking techniques.

> Increased production staff by 60+ employees within 45 days.

> Implemented Employee Referral program

> Implemented new Salary Wage Grade development, implementation and

procedure program.

> Created job-leveling process to enhance greater growth opportunities

within positions.

McLeodUSA, Cedar Rapids, IA January 2007 to

February 2008

DIRECTOR, HUMAN RESOURCES

> Executive position responsible for implementing new and creative

processes in a highly autonomous environment.

> In-depth experience in Initial Public Offering (IPO) preparation and

Mergers and Acquisitions.

> Oversee all recruiting, particularly sales and management positions.

Responsible for increasing sales force by 75%, end of year goal,

completed August '07. (198 to 269)

> Lead Human Resources Business Partners in legal and policy procedures.

> Oversee policy implementation, and enforcement update of employee

handbook.

> Implemented first Employee Service Award Program. Developing Peer-to

Peer Recognition program.

> Development and Implementation of Results Only Work Environment.

> Development of Employee Engagement survey process.

> Developed methods to reduce employee churn to new low of less than 20%.

Goal of reducing turnover in sales to less than 8%

> Development of Peer-to Peer Recognition program.

PMX Industries, Inc., Cedar Rapids, IA August 1998

to January 2007

DIRECTOR, HUMAN RESOURCES

> Executive position containing full leadership responsibilities with

results-oriented approach.

> Work with individuals on resolving organizational issues and with

employees in dealing with job-related problems.

> Chief Negotiator in U.A.W. labor contract in 2001& 2006 - coming out of

strike in 2001 with $2.5 million savings over life of contract and

employee health care costs share of 15% per year. Completed 2006

contract negotiations with a projected $15 million savings, 2 -year

wage freeze and increased cost share for employee health care.

> Created and implemented organizational structure change on plant floor

creating more efficient operations while increasing flexibility and

decreasing labor needs.

> Refined and administered the company's compensation, benefits, payroll,

employer 401(k), Gain sharing and Excess Deferral plans ensuring

compliance, accuracy, and effectiveness.

> Oversee implementation of ISO 9001:2000 training procedures and

competencies.

> Ensure legal compliance with various government laws and regulations

covering the areas of labor relations, OSHA, EEOC, ERISA, safety, wage

& hour and worker's compensation.

> Introduced new hiring standards reducing turnover to less than 4%.

PURethane Incorporated, West Branch, IA March 1994

to July 1998

HUMAN RESOURCES MANAGER

> Management and development of Human Resources function and

responsibilities, including safety, environmental and health.

> Originating human resources practices and objectives that provided a

balanced program.

> Reduced employee turnover from 180% to less than 5%, and cut recruiting

cost by 75%.

> Developed multilingual program to meet needs of Hispanic and Vietnamese

workforces.

> Developed and implemented an absenteeism program, reducing absenteeism

to less than 2%.Completed QS9000 Internal Auditor Program.

Dynamic Development Systems, Iowa City, IA August 1992

to March 1994

HUMAN RESOURCES CONSULTANT / PRESIDENT

> Team Leader & Member Training in High Performance Work Systems

> Development & training, researching all necessary levels of

organizations to determine needs, to create and develop instructional

material.

Rockwell International, Graphic Systems Division, Cedar Rapids, IA April

1991 to August 1992 HUMAN RESOURCE SPECIALIST

> Developed in-house safety training programs raising safety awareness

and reducing accidents. Worked with bargaining committee members on day-

to-day labor relations and long-term planning and training issues.

H. P. Smith, James River Corporation, Iowa City, IA January

1990 to April 1991

HUMAN RESOURCES MANAGER

> Start-up, including design and organization of human resources

department: Developed, administered, facilitated, and participated on

employee involvement teams in high performance work systems.

Sheaffer Pen Company, Fort Madison, IA February 1988

to January 1990 PERSONNEL MANAGER / LABOR RELATIONS

> Automated affirmative action and EEOC activities resulting in a 2/3rds

reduction in recording, reporting, and materials produced -Leader of

Human Resources automation team to implement HRIS system.

> Quality circle facilitator and trainer.

TAMKO Asphalt Products, Inc., Joplin, MO June

1985 to January 1988

ASSISTANT PERSONNEL MANAGER / SAFETY COORDINATOR

EDUCATION:

Senior Professional in Human Resources, SPHR Certification - May 1997

B.A.; Communications with emphasis in Business Management - May 1985

Central College, Pella, Iowa

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