Management Human Resources
Resume:
Robert E. Willis
**** ****** ***** ***** ? Two Harbors MN 55616
(H)218-***-****
OBJECTIVE
Seeking a challenging work environment in which 20 years of hands on
management experience in designing, building and managing Human Resource,
Labor and Employee Relations, Training and Development, Safety and Loss
Control Programs and Total Quality Management systems would add strategic
value .
PROFILE
. In depth experience in building and managing Human Resource Processes and
Systems: employee relations, compensation and benefits (designed market
competitive wage, bonus and benefit systems, redesigned 401(k) and
pension plans), strategic human resource staffing and succession
planning, performance management systems, employee and labor relations
dispute resolution, EEO/Diversity/Affirmative Action planning and
resolutions, human resource training and development (designed and
implemented comprehensive leadership, coaching, team building,
supervisory, change management and skill based training programs), human
resource information systems design and implementation, policy and
procedures and administrative systems.
. In depth experience in labor contract administration, managing and
improving labor relations. Was chief labor contract negotiator and was
responsible for managing contract negotiations and grievance resolution
(United Steel Workers, UAW & Grain Millers) - all steps in the grievance
process including grievance arbitration.
. Comprehensive knowledge of employment and labor laws. Known for ethical
behavior and implementing proactive human resource/labor relations
strategies (union relations improvement and union avoidance strategies).
. In depth experience in building and managing health, safety and security
systems - extensive background in strategic safety planning, training and
development, job hazard analysis, ergonomic studies/improvements,
managing workers compensation processes - risk analysis, cost
containment, case management, return to work programs and accident
reduction in the workplace programs.
. Comprehensive background in creating lean organizations. Known for
designing streamlined cost and operationally efficient systems -
administrative, operational and processing systems.
. Strong quantitative analytical skills - strong statistical and financial
analysis skills.
. In depth experience in developing strategic partnerships with key
organization members. Providing value added services, counsel and advice
to all organization members.
WORK EXPERIENCE
June 2008 to April 2010, Northshore Mining
Silver Bay, MN
Area Manager of Safety and Loss Control
Responsible for setting the strategic direction and oversight of Northshore
Mining Company's Safety and Loss Control programs and processes.
R.E. Willis - Work Experience continued:
April 2007 to June 2008 Donaldson Company, Inc
Grinnell, IA
Manager of Safety and Human Resources
Responsible setting the direction and management of Donaldson Company,
Inc's Grinnell Manufacturing Plant's Health, Safety, Human Resources and
Labor Relations processes and
programs.
August 1999 to December 2006 Solvay Pharmaceuticals Inc.
Baudette, MN
Manager of Human Resources
Responsible for providing leadership and hands on Human Resource oversight
and services at the manufacturing facility level. Areas of responsibility
include:
. Performance Management System management - performance appraisals,
coaching, employee development plans etc.
. Employee Relations Management
. Compensation and Benefits system management
. Recruiting/Staffing
. Strategic human resource management - site succession planning
. EEO Compliance - Affirmative Action planning and management,
compliance, investigation and resolution and diversity management
. Human Resource Training and Development - leadership development,
change management, team building and supervisory skills development
. Workers Compensation - Case management
. Health, Safety and Security system management - OSHA Compliance
. Human Resource Records Administration
. Responsible for Baudette Facility's Administrative Services:
Office Supplies, Reception, Clerical Support, Communications
Systems and Mailroom.
March 1999 to August 1999 Bauerly Companies Sauk
Rapids, MN
Human Resource Manager
Responsible for the hands on management of Bauerly Companies' Human
Resource Function: Areas of responsibility included:
. Member of CEO's staff - Responsible for providing CEO and company
leadership with counsel/advice and resolution on all strategic
Human Resource issues
. Employee Relations Management - Responsible for maintaining a union
free company culture
. Staffing/Hiring - Responsible for ensuring that all corporation
staffing needs were strategically planned for (five year planning,
succession planning, skills set, EEO/AA compliance, needs
justification, etc.) and timely and efficiently obtained and
retained the human resources needed
. Compensation and Benefits - System design and management -
management of plans and selection/management of third party
providers
R.E. Willis - Work Experience continued:
. Performance Management System development and management -
succession planning, career development, performance review,
coaching, rewarding performance, etc.
. Training and Development (diversity, leadership development,
supervisory skills development, employee orientation and skills
development, change management, etc.)
. EEO Officer - Affirmative Action planning and management and
Diversity Management. Achieved State of Minnesota Affirmative
Action Certification
. Budget Development and Management
. Team Development, Management and Facilitation
. Human Resource Information Systems management
. Policies and Procedures - development and implementation
February 1997 to March 1999
Southern Minnesota Sugar Cooperative
Renville, MN
Human Resources Manager
Responsible for the overall hands on management of Southern Minnesota Sugar
Cooperative's Human Resource Function: Areas of responsibility included:
. Member of CEO's staff - Responsible for providing CEO and Sr. VP
Leadership with counsel/advice and resolution on all strategic
Human Resource and Industrial Relations issues
. Industrial Relations Management (with Bakers, Confectionary,
Tobacco Workers and Grain Millers), Chief Labor Negotiator -
Contract negotiations and administration, grievance resolution and
arbitration
. Safety and Health Management - Strategic Planning, accident
prevention and investigations, training, OSHA Compliance Reports
etc.
. Employee Relations Management
. Staffing/Hiring - Responsible for ensuring that all corporation
staffing needs were strategically planned for (five year planning,
succession planning, skills set, EEO/AA compliance, needs
justification, etc.) timely and efficiently obtained and retained
the human resources needed. Ensured that migrant worker program
exceeded INS compliance standards
. Compensation and Benefits - Systems design and management - ensured
all IRS and DOL filings were compiled and timely filed (Union and
Non Union welfare benefits, pension and 401(k) plans), selected and
managed third party providers, RFP, evaluated and selected pension
and 401(k) plan providers - without disruption to employees
communicated and educated employees as to the new plans structure
and process for migrating the plans assets - migrated union and non-
union plan assets to new plans without disruption or complaint
. Performance Management - Aligned performance management system to
support corporate strategic objectives to attract, develop and
retain top talent in industry. Designed, implemented and managed
system - a comprehensive process of planning, coaching,
appraising, developing and rewarding performance
. Workers Compensation Management - Case management, Third party
vendor management, risk and reserve management
. Budget Development Management - 3 million annual budget
R.E. Willis - Work Experience continued:
. Training and Development - Assessed organizational needs, designed,
implemented, directed and managed system (leadership/managerial
skills development, employee skills development, orientation,
cultural change,)
. EEO Officer - Affirmative Action planning and management -
Compliance reporting, Dispute Investigations and Resolutions
. Team Development, Management and Facilitation - Labor Management
Teams, Process and Quality Improvement Teams
. Human Resource Information Systems Design and Management - RFP,
Vendor Evaluation and Implementation and Management of System -
Great Plains Software I-Control HR System
. Development and implementation of all corporate policies and
procedures
1989 to January 1997
Oglebay Norton Taconite Company
Eveleth, MN
Director of Human Resources and Industrial Relations
Responsible for the overall management of Oglebay Norton Taconite Company's
Human Resource and Industrial Relation Functions: Areas of responsibility
include:
. Industrial Relations Management (with United Steelworkers of
America); Chief Labor Negotiator - Contract negotiations and
administration, grievance resolutions and arbitration
. Health, Safety (MSHA) and Environmental Program Management -
accident prevention, investigations, ergonomic reviews, return to
work programs and workers compensation management
. Training and Development - Design, implementation and program
management (planning and managing change, leadership skills,
managerial development, career planning and development, etc.)
. Compensation and Benefits - System design and management - managed
union and non union plans. Managed third party provider relations
. Performance Management - Aligned performance management system to
support corporate strategic objectives to attract and retain top
talent in industry - designed, implemented and managed system -
comprehensive process of planning, coaching, appraising, developing
and rewarding performance
. Staffing/Hiring - Responsible for ensuring that all company
staffing needs were strategically planned for (five year planning,
succession planning, skills set, EEO/AA compliance, needs
justification, etc.) and timely and efficiently obtained and
retained the human resources needed
. Employee Relations Management
. Budget Development and Management
. EEO Officer - Affirmative Action planning/management and Diversity
management - Complaint Investigations and Resolution
. Workers Compensation Management - Case management, Third party
vendor management, risk and reserve management
. Team Development and Management - Labor Management Process and
Quality Improvement Teams.
R.E. Willis - Work Experience continued:
. Development and implementation of all corporate policies and
procedures
Director of Total Quality Management (Oglebay Norton)
Designed, implemented and directed company's Total Quality Management and
Human Resource training and development programs:
. Designed and implemented quality reporting systems: Statistical
analysis, and statistical process control program; conducted
process and product capability studies, conducted Failure Mode
Effects Analysis both process and product analyses, Conducted Gauge
Repeatability and Reproduce Ability studies - Trained and certified
at Ford Motor Company's Rouge Steel Division
. Responsible for Negotiating product quality specification and
expectations with customers - yearly production expectations
. Responsible for directing and managing QS 9000/ISO 9000
certification activities and process
. Designed and implemented TQM policy and procedures manuals in
accordance with QS9000/ISO9000 standards
. Developed and managed Labor/Management teams for quality, process
and productivity improvements - ultimately lead to substantial cost
reductions
. Developed and implemented quality and productivity corrective
action planning and response system - interfaced with customers to
address concerns
. Developed and trained audit teams - conducted internal and external
customer TQM audits
. Designed and implemented Human Resource Training Programs Aligned
with Organization's strategic objectives (leadership,
managerial/supervisory skills, employee skills, change management,
team building, etc.)
1974 to Company Closure 1986
Reserve Mining Company Silver
Bay, MN
Operations/Maintenance Supervisor
. Responsible for providing leadership and supervision for 45
production and maintenance employees per shift - 8 Million Ton
Capacity Plant - 24/7 Work Schedule
. Responsible for receiving and shipping of inventory and products:
Receiving and loading/unloading raw and finished products - Tankers
- Truck and Rail, Coarse Ore Unloading - 32K tons per shift, and
Great Lakes Vessel Loading - 1000 foot 50+K ton Capacity Vessels
. Responsible for managing on shift labor relations - grievance
investigations and resolution
. Steering Committee Member for Labor Management Participation Teams
. Planned and coordinated production/maintenance resources with up
and down stream department supervisors
. On shift safety program oversight - corrective action planning,
training and investigations
R.E. Willis - continued:
. Conducted employee training and skills development - responsible
for transitioning employees' skills and capabilities from a
manually controlled throughput process to operating a Total
Distributive Computer Control System
EDUCATION
. 1990 - 1995 College of St. Scholastica
Duluth, MN
Masters of Arts in Management
Concentration in Human Resource Management
. University of Minnesota
Duluth, MN
Bachelor of Arts in Business Administration
Concentration in Human Resources Management
. April 2004 International Leadership Associates
Cincinnati, OH
Leadership Practices Inventory Trainer/Administrator
. June 2004 The Hay Group Boston,
MA
Emotional Competency Inventory Certified Administrator/
Facilitator
. October 2004 Harvard Law School
Cambridge, MA
Teaching Negotiations in Organizations - Certified
Instructor
. August 2003 Center for Creative Leadership
Colorado Springs, CO
Human Resource Leadership Development Program
. November 2003 Center for Leadership Studies
Raleigh Durham, NC
Situational Leadership Trainer Certification
. November 2003 Myers-Briggs Type Indicator
Gainesville, FL
Center for Applications of Psychological Type
Qualified Administrator
. December 2003 Center for Creative Leadership
Colorado Springs, CO
Coaching for Development Program
. October 2002 Carlson School of Management,
Creating Value Through Strategic Alliances
Minneapolis, MN
. April 2001 Carlson School of Management,
University of Minnesota
Minneapolis, MN
Sr. Executive Human Resource Program
. November 1998 Harvard Law School
Cambridge, MA
Strategic Labor Negotiations Program
PROFESSIONAL MEMBERSHIPS
. Minnesota Safety Association
. American Society for Training and Development
. Society for Human Resources Management
. American Management Association
. American Society for Quality
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