Human Resources Manager

G. STEVEN EIDSON

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

White House, TN 37188

Home: 615-***-****

Cell: 931-***-****

SUMMARY OF QUALIFICATIONS

Human Resource Professional with many years of experience in all facets of

Human Resource management and manufacturing. Areas of expertise include

the following:

. Recruiting . Orientation . Benefits Sourcing and Management

. Union Avoidance . Wage & Salary Administration .

Organizational Development

. Safety . Performance Management . Human Capital Plan

Development

. Budgeting . Strategic Planning . Lean Manufacturing /

5S

. Quality . Environmental Management . Training

. Plant Start Up . Multi Plant Experience . Multiple Databases

Knowledge

2 PROFESSIONAL EXPERIENCE

GUARDIAN INDUSTRIES May 2006 - September 2009

(Formerly SIEGEL-ROBERT, Inc.)

Human Resource Manager

Responsible for all aspects of human resources for a $70MM non-union

Original Equipment (OE) plastics plating manufacturing plant employing 500+

employees. Responsibilities included management of 5 employees in the human

resource department.

. Ensure compliance of state and federal laws regarding employment with

extensive knowledge of applicable employment laws including but not limited

to: FMLA, OSHA, Workers Compensation, Title VII, NLRA, ADEA, ADA, VETS-100,

AAP, EEO-1, FLSA, Equal Pay Act, and HIPAA.

. Responsible for plant safety programs.

. Provide leadership across a wide variety of areas to maximize

organizational effectiveness and performance that includes coaching,

organizational development, compensation, workforce planning,

recruitment, performance management, employee relations, and benefits.

. Implemented Skip Level Meetings to proactively develop, and promote

strong employee trust and open and effective communication between all

associates, their managers and the company.

. Provide compensation-related consultation, through close coordination

with the corporate salary structure, to ensure that competitive, equitable,

and variable compensation and benefits opportunities exist and that sound

and appropriate decisions are made related to people, performance, job

levels and pay to maintain a competitive labor base.

. Participate in Lean Manufacturing improvements including Kaizen events

and 5S teams.

. Perform other special projects as requested by the Plant Manager.

FEDERAL-MOGUL February 1994 - April 2006

Human Resource Manager (Smithville) October 1999 - April 2006

Responsible for all aspects of human resources for a $275MM non-union

Aftermarket and Original Equipment (OE) brake manufacturing plant employing

1,250 employees. Responsibilities included management of 7 employees in the

human resource department.

. Participated on the leadership team that grew the business from $120MM

to $275MM in 4 years

. Led the turn-around efforts that involved cultural and financial

changes including evaluation of key management positions.

. Reduced workers compensation cost from $2.5MM to $750k through case

management, and the establishment of procedures and safety programs.

. Safety programs, including DuPont STOP for Supervision, resulted in

2.75 million hours without a lost time accident and a reduction of

recordable accidents by over 75%.

. Participated on a team that achieved QS9000 and TS-16949 certification

for the Aftermarket group.

. Participated in Lean Manufacturing improvements including Kaizen

events and 5S teams.

. Led a team to evaluate and modify the attendance policy resulting in

less than 3.0% absenteeism.

. Participated in the recruitment of over 500 permanent hourly

employees, 300 temporary hourly employees and 70 salary employees.

. Responsible for compliance to state and federal laws regarding

employment with extensive knowledge of applicable employment laws

including but not limited to: FMLA, OSHA, Workers Compensation, Title

VII, NLRA, ADEA, ADA, FLSA, Equal Pay Act, and HIPAA.

. Successfully prevented unionization attempt in 2001.

. Led Organizational Development program for entire facility including

training, career development, planning as well as creation and

management of the Human Capital Plan.

HUMAN RESOURCES MANAGER (Scottsville) February 1994 - October 1999

Responsible for all aspects of human resources for a $100MM non-union

aftermarket brake manufacturing plant. Responsibilities included the

performance management of 2 employees in human resource department.

. Participated on the team that started the facility through the

consolidation of 3 other facilities and later participated in the

startup of another sister facility.

. Coordinated the recruitment, hiring, training and development of over

450 people in 12 months including all professional and hourly

associates.

. Championed the Safety program including a joint hourly and salary

Safety committee as well as a Safety Award program contributing to the

facility going for one and a half years without a lost time accident.

. Successfully prevented unionization attempts in 1994 and 1995.

. Provided coaching and assisted in development plans for approximately

35 salaried employees, two of which have gone on to be Plant Managers.

. Trained two Cooperative Education intern students.

. Promoted environmental responsibility and was among the team whose

efforts resulted in 4 consecutive Annual Environmental Excellence

Awards from the parent company.

6 O'SULLIVAN CORPORATION October 1989 - February 1994

7 Human Resource Manager

Responsible for all aspects of human resources for this plant startup of a

$75MM non-union Original Equipment (OE) plastics manufacturing plant

employing over 450 employees.

. Generated and established highly effective policies and procedures

including pay for performance/knowledge, orientation, ergonomics, and

succession planning.

. Lead in assessing needs and planning organizational development for the

facility.

. Worked directly with management relative to policy questions and

concerns.

. Handled complaints and grievances by employees and made determination of

final resolution.

. Administered disciplinary procedures in association with policy

guidelines.

. Conducted and participated in wage and salary surveys.

. Developed or re-wrote hourly and salaried job position descriptions.

. Championed the Safety Committee including training in investigative

process and familiarization with OSHA 1910 manufacturing standards.

. Submitted various subjects for monthly meetings for department

supervisors.

. Responsible for the interpretation and compliance of state and federal

laws regarding employment.

. Advised and counseled employees on benefits, including pension, Social

Security, health insurance, disability, etc... (Knowledge, application, and

current standings).

. Reduced workers compensation losses through effective policy

administration and management of claims.

. Coordinated management training in safety, employee evaluations and union

avoidance.

8 AMP INCORPORATED April 1980 - October 1989

9 Personnel Representative

Responsible for all aspects of human resources for a $100MM non-union

manufacture of electronic connectors plant. Responsible for the startup of

four facilities that grew to a total of over 900 employees.

Responsibilities included performance management of six Personnel

Coordinators and two Personnel Assistants.

. Recruited skilled, technical, and professional personnel for this

manufacturer of electrical and electronic connectors and associated

devices.

. Involved in the start up of four facilities.

. Wrote employee handbook and administered policies.

. Conducted investigations of all employee complaints and grievances.

. Responsible for benefits administration.

. Wrote EEO/AA programs for all plant locations.

. Served as a liaison between management and employees.

1 EDUCATION AND TRAINING

. Catawba College - Bachelor of Arts in Psychology & Speech Pathology

. Lean Manufacturing

. Family Medical Leave Act

. Americans with Disabilities

. Fair Labor Standards Act, Interpersonal Skills

. Union Avoidance

. OSHA

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