Carl E. Shoemaker, PHR

**** ******* ******, *******, ******** 24019 336-***-****

abms67@r.postjobfree.com

Human Resources Manager/Director

Top-performing HR leader, with more than 12 years experience and a track

record of success at increasing levels of responsibility reengineering

processes and providing support across multiple departments, functions and

locations. Key player in development and implementation of long- and short-

range organizational change initiatives. Strong interpersonal skills and

innate ability to relate to diverse personalities with emphasis on team

leadership and development.

Benefits & Compensation / Change Management / Benchmarking / Communications

/ Conflict Resolution Affirmative Action / Compliance / Manager Development

/ Multi-Site Management / Manufacturing /

Staff Development / Talent Acquisition / Business Plan Development /

Relocation / Coaching

Training & Development / Employee Relations / Vendor Management /

Orientation / Course Development Downsizing / Wage-rate analysis /

Workforce Forecasting / Planning / Job Analysis / Job Competencies

Recruiting / Performance Measurements / Policies & Procedures / Succession

Planning

1 Selected Accomplishments

Overhauled Columbia Forest Products' management training, improving

performances and use of training dollars.

Created six-month training program for newly-promoted supervisors, covering

accounting, legal, HR, etc.

Developed five-year training program outline for managers making more

efficient use of training dollars and improving manager's morale,

confidence, and competence.

Spearheaded plant-wide safety improvement effort reducing OSHA reportable

incidents 78% and workers comp costs 82%.

Began safety/awareness program to change behaviors/attitudes to address

OSHA rate 3 times industry average.

Instituted effective training program for supervisors and employees and

encouraged/supported consistent application of safety discipline.

Researched and executed salaried pay structure bringing compensation in

line with market reducing turnover from over 50% to 15%.

Company had no formal pay structure and was losing vital talent at an

alarming rate. Addressed pay disparity at 2 US locations and convinced

company president to adopt new structure.

Advised key executives on the implementation of the new wage scale for each

department.

Implemented creative safety awareness campaign, reducing OSHA incidents

95%.

Researched status and began an all-out safety awareness campaign; created

newsletter with safety statistics making employees aware of the stakes for

them and the company.

Held face-to-face meetings with employees and performed job safety analysis

on each position.

Exhibited safety material wherever employees congregated.

Turned around plant employee unrest, improving product quality and

production rates and defeating Union entry.

Went to plant floor to determine the main issues.

Addressed employees on a personal basis, forging trusting relationships.

Leveraged experience and personality of new GM to win workforce's trust.

Created different "feel" among employees and pulled off unexpected victory

against Union.

Key team member creating consistent evaluations for Columbia Forest

Products, tying achievements to company goals.

Worked with team of HR professionals in the company, developed a new annual

evaluation process and form for all exempt level employees.

Focused on areas that were clearly tied to the company's overall goals,

receiving adoption by Board. Rolled out to each unit.

Facilitated changes regarding employee issues, reducing turnover 20% and

absenteeism by 40%.

Led a plant-wide, summer-long effort to address underlying challenges,

including pay structure, attendance incentives, supervisory issues, and

lack of relevant training.

Facilitated cross-functional committee to address problems in open forum.

Formulated and implemented viable ideas from committee.

Improved employee morale as indicated in employee satisfaction survey.

Proactively attacked problem of rising healthcare costs by orchestrating 3-

month wellness program to emphasize financial and physical benefits of

exercise.

Studied Best Practices in wellness programs and attended statewide

health/safety meeting.

Generated excitement/interest with fliers, displays and giving "credits"

for miles walked, pounds lost and quitting smoking. About 120 employees

participated.

2 Career History

Virginia Transformer Corp (ISO 9001 Certified), Roanoke, VA 2008 to 2009.

Corporate Manager of Human Resources, North America's largest manufacturer

of custom-designed electric transformers with over 600 employees at

locations in US, Mexico, and India (union and non-union). Concentration in

salaried compensation, coaching, succession planning, staff development,

recruiting technical talent, organizational development and training,

strategic planning.

Columbia Forest Products, 2001 - 2008

Division Human Resources Manager, Columbia Flooring, Danville, VA 2005 to

2008.

Responsibility for management of 1000-employee, 5-site, 5-state

manufacturing operation supporting over $250mm in annual sales for 2nd

largest wood flooring manufacturer in US. 2 direct reports and dotted line

to 5 HR managers.

Plant Human Resources Manager, Columbia Forest Products, Newport, VT 2001

to 2005.

Reporting to the Plant Manager, managed all HR activities at a high-volume,

24-hour, non-union manufacturing operation with over 260 employees for

$60mm hardwood veneer manufacturer. Managed 3 staff.

Design Contempo, Inc., Lisbon, NH 2000 to 2001

Human Resources Manager. Managed small staff and all aspects of HR for a

family-owned, multi-location, non-union manufacturer of case goods

furniture designed for dormitories and military barracks.

Trinity Presbyterian Church, Omaha, NE 1998 to 1999

Executive Assistant. Originally hired to set up and oversee a small staff

and citywide resource center to assist pastors in poorer areas of the

community. Managed minister's library, organized a variety of church

activities, coordinated a region-wide conference for 250 attendees and

authored lessons.

Green Mountain Rifle Barrel, Co., Conway, NH 1995 to 1998

Human Resources, Safety, and Environmental Coordinator, Established HR

function for small firearms manufacturer. Emphasis on safety improvement,

communications, and establishing HR function for recently purchased unit.

USAF, 1980 to 1994

Officer. Planned aircraft missions. Navigated high-speed jet aircraft at

high and low altitude. Trained aircrew members one-on-one and in the

classroom. Prepared to execute war plans and briefed highest-level

executives.

Education & Training

MA, History, State University of New York.

BA, Biology, Rockmont College (now Colorado Christian University).

Continuous HR Management training including OSHA, Worker's Compensations,

etc.,

PHR (Professional in HR)

Registered Corporate Coach

Six of nine courses toward CCP (Certified Compensation Professional)

Computer skills: MS Office, Lotus Notes, HRIS

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