Human Resources Management
Resume:
Canonsburg, PA 15317
********@*********.***
Summary
Progressive, savvy management professional with extensive generalist
experience in implementing human resources functions under budget and
consistent with the company's mission, goals and objectives. Worked in
union and non-union environments with a success track record in union
avoidance, organizational planning, negotiations, employment, employee and
labor relations, developing training programs, benefits
development/administration, and policy writing and implementation.
Creative, self-motivated and outside the bubble thinker, who is a very
resourceful problem solver with the ability to modernize processes to
increase revenue and minimize risk.
Employment Experience
www.contemporaryjazz.com 2006
- 2009
Co-owner, Administrator, Moderator
Provided input to the design layout of the site and conducted quality
assurance testing prior to going live with changes. Handled site area
content administration, which included moderator of the forum, writing
concert and album reviews and conducting interviews with musicians.
Joseph Bruno, LLC
2000 - 2005
Principal Associate
Developed and recommended programs and initiatives to positively influence
financial, customer satisfaction, reliability, productivity, regulatory
compliance and safety performance of associates. Collaborated with
associated enterprises to identify improvement areas, to set performance
metrics and conduct routine monitoring of performance and improvement
progress.
COLLINS & AIKMAN AUTOMOTIVE INTERIOR SYSTEMS 1993 -
1999
Human Resources Manager: St. Joseph Plant, St. Joseph, MI
Human resources leader for a mid-sized injection molding company, serving
the automotive industry. Responsible and accountable for all human
resources functions including employment, compensation, health and safety,
benefits, negotiations, grievance and contract administration (G.M.P.P.U.),
and policy development.
0. Designed and implemented a new health-care/benefits program including
preferred provider organization and cost containment initiatives.
1. Initiated positive employee relations' environment and launched
programs, which promoted employee involvement, e.g., safety incentive
award, newsletter, synchronous organization work cells, and suggestion
program.
2. Authored and implemented an office and managerial handbook, an employee
manual, a formal compensation plan, a performance appraisal process, and
new procedures and forms for employment and safety administration.
3. Opened and successfully achieved ratification of labor agreements eight
months and two months early as co-chief spokesperson. The contracts
negotiated were for four years and three years respectively.
AMERICAN ELECTRIC POWER: Indiana Michigan Power Division
1984 - 1993
Human Resources Manager: Cook Nuclear Plant, Bridgman, MI
Provided leadership for supporting a non-union environment that promoted
employee productivity, participation, and satisfaction consistent with
company goals and objectives in a nuclear power setting. Directed all
aspects of AA/EEO/ADA, grievances, benefit and salary administration,
safety and health, employment, company newsletter, employee recognition,
and succession planning.
Louis J. Bruno Page
2
4. Orchestrated a staffing plan and recruiting campaign to right-size Cook
Plant's employee population to about 1000 and reduce dependence on long
term contract support. The end of this three-year effort reduced the
plant's operating budget by approximately $2 million annually.
5. Implemented a highly interactive training seminar for management to help
them manage employee performance through observations, formal job
performance reviews, planning sessions, guiding and involving their
employees in self-development programs.
6. Authored and implemented a Fitness for Duty Program consisting of:
Employee Assistance Program, Psychological Screening (MMPI-2 and 16-PF),
drug and alcohol policy and procedures, urinalysis lab detection and
breathalyzer, and management training.
7. Investigated and installed an HR-MIS software.
8. Successfully thwarted a unionizing campaign by the International
Brotherhood of Electrical Workers. Established an employee relations
program and training seminar for management to maintain non-union status.
9. Designed and installed a site specific Human Resources Guideline Manual,
a formal system for communicating vacant positions to all site personnel,
and an Emergency Medical Technician Program.
AMERICAN CAN COMPANY 1979 -
1984
Employee Relations Supervisor: R & D Center and Graphics Art Center,
Neenah, WI
Responsible for employee relations at two technological flexible packaging
facilities. Directed compliance of company policies as they related to
AA/EEO, health and safety, flexible benefits, salary administration, non-
union operations, as well as multiple labor agreements (e.g., U.P.I.U. and
G.C.I.U.), and the grievance procedures.
10. Administered recruitment and employment of technical, engineering and
management personnel suited for research and development.
11. Audited and updated job descriptions and specifications through HAY job
evaluation. Established alternate career paths for researchers
preferring the challenge of technical work and research projects as
opposed to managing people.
12. Served on the negotiating committee for labor agreements and handled
grievances up to arbitration.
Employee Relations Coordinator: Butterick Division, Altoona, PA
Developed and implemented affirmative action programs covering
pattern/catalog facilities in two geographical locations. Directly
responsible for preparing for EEO charge activity, two OFCCP audits, and
two labor agreement negotiations.
13. Responsible for advising line management at lower steps in the
grievance procedure and in preparing disciplinary action.
Previous Experience:
Prior to 1979, progressed through various positions - Right to Education
Specialist for the Association for Retarded Citizens, Vocational-Evaluator
Counselor for the Association for the Blind and Handicapped, and Co-owner
of Cottage Audio.
Education and Professional Development
MA Industrial Relations Saint Francis
University, PA
BA Political Science/Business Siena
College, NY
Management Development Program Ohio State
University, OH
Community Leadership Academy Lake Michigan College,
MI
Ongoing management and technical education courses in general financial
management, team building, statistical process control, problem solving
analysis, leadership, ISO-9000, organizational development, job evaluation
[HAY], maintaining a non-union environment, grievance management,
arbitration, and collective bargaining.
LOUIS J. BRUNO
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