THOMAS E. EMIG

**** ***** *** * 215-***-****

Crystal, MN 55422 abn8dk@r.postjobfree.com

SUMMARY

Strategic, proactive Human Resources Executive with a strong background in manufacturing in small and medium sized organizations, with domestic and international locations. HR Business partner with operations experience focused on developing, aligning, and implementing HR systems to meet business goals. Proven ability to use Lean processes and problem solving tools to streamline the HR function and resolve cultural issues. Outstanding talent development and training skills for all employee levels. Results oriented professional with experience in small, medium and Fortune 500 companies.

Expertise Includes:

• M&A/Integration

• Lean/Continuous Improvement champion

• Operations Experience Leadership & Talent Management

• Organization Development

• Individual Coaching/Team Training and Development

• Managing Multi Site & Global locations

• Cultural Transformation

PROFESSIONAL EXPERIENCE

PARKER HANNIFIN CORPORATION, Cleveland, OH 2006 - 2012

Parker Hannifin ($12B) is the world's leading diversified manufacturer of motion and control

technologies.

Area Human Resources Director

Parker Hannifin Corporation - Fluid Connector Group (FCG), Cleveland, OH 2008 – Aug 2012

Leader of the Human Resources function for 3 manufacturing divisions and the Parker distribution network, with 34

locations, 2,700 employees, and $1.5B combined revenue.

• As part of cultural change co-championed implementation of High Performance Teams (HPT) for the FCG.

Trained and led HPT development across US, Mexico, and Germany resulting in initial return of increased

productivity by up to 75%, and initial cost savings of over $250,000, in the first year.

• Implemented new safety programs which combined employee engagement, lean problem solving, visual

management and employee recognition programs resulting in 66% accident reduction, and a 92% reduction in

location Worker’s Compensation costs.

• Successfully led Strategic Workforce Planning, addressing succession planning and key vacancies due to

anticipated retirement of up to 40% of employees. Developed alternatives to support organic growth including

targeted talent selection and talent management initiatives.

• Led the HR integration and organizational redesign of $30 million acquisition at the Industrial Hose Division

saving the Division over $500,000 annually.

Quick Coupling Division, Minneapolis, MN 2006 – 2008

A $150 million division of Parker Hannifin with 5 locations and over 700 employees.

Division Human Resources Manager

Key areas of responsibility included: employee relations, safety, recruitment, training, talent development, and

wellness programs. Reported to the Area Human Resources Manager

• Developed an HR vision and strategy in alignment with the division’s long term strategic goals, restructuring

the HR department from a decentralized administrative function to a focused collaborative business partner.

• Implemented Wellness metrics for all Quick Coupling locations improving employee health and wellness and

reducing medical costs. Employee participation in wellness activities reached 90%.

• Led Talent Review and Succession Process within the business; process became roadmap to upgrade key

management talent in Marketing, R&D, Operations, and Quality and Lean. Development plans put in place for

all potential successors, hi-potentials and key individual contributors.

• Member of the acquisition and integration team of a $7 million company, key to the division’s strategic

expansion.

• Created a corporate best practice by developing and implementing ongoing Plant HR Customer satisfaction

surveys. Program was incorporated into the company’s Union Avoidance toolkit.

THOMAS E. EMIG 215-***-**** 2

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WETHERILL ASSOCIATES, INC., Royersford, PA 2004 – 2005

A $200 million private company, manufacturer and distributor in the automotive aftermarket.

Director of Human Resources

Led the Human Resources function at 18 locations worldwide. Responsibilities included: employee relations,

benefits, payroll, compensation, recruitment, and workers’ compensation administration. Reported to the CEO.

• Negotiated medical benefit plan changes preserving current level of employee benefits and cost, saving

the company $700,000 annually, a 31% savings.

• Restructured Human Resources Department to increase efficiency by, eliminating non-valued added tasks

and outsourcing routine benefit administration.

• Implemented new talent assessment structure aligned with company philosophy and strategic goals.

• Worked closely with the executive team to develop a strategy for expansion of operations in India and the

Netherlands

PENN ENGINEERING & MANUFACTURING CORP., Danboro, PA 1980 - 2004

A $230 million NYSE (PNN), ISO and QS9001 certified, global manufacturer and distributor of self-clinching

fasteners and electric motors. Top 200 small companies in the U.S. – Forbes magazine. Reported to the CFO.

Corporate Human Resources Director 2001 - 2004

Led Human Resources for 11 locations worldwide including: Republic of Ireland, Italy, United Kingdom, China,

Singapore, Mexico, and the United States. Responsibilities included: employee relations, health and safety,

environmental compliance, workers’ compensation, training and development, compensation, and recruitment.

• Implemented Corporate University with three educational units and 70 courses.

• Secured training grants of over $100,000 over a 2-year period, preserving and expanding the company’s

training and development programs during business downturn.

• Key member of the due diligence and integration teams for two European acquisitions.

• Partnered with the executive team on the pre-acquisition planning to acquire the Company’s first manufacturing

facility in Europe. Worked closely with the divisional President and local management team to develop and

implement an integration plan including: talent assessment, corporate cultural alignment, legal compliance,

compensation and benefit structure, and employee development. Within 3 years the location grew 50%

expanding the Company’s presence in the European market.

• Developed and implemented an executive and management Succession Planning process. Presented and

received approval of the Executive team and the Board of Directors.

• Achieved a Worker’s Compensation modification rate of .317, the lowest in the Commonwealth of

Pennsylvania for the company’s industrial code, saving the company $175,000 to $400,000 per year.

• Supported the successful restructuring of the company, downsizing 35% of the workforce including the

closure of three facilities. Retained key talent enabling the company to quickly respond to a rebound in

demand.

Manager of Human Resources – Corporate 1988 - 2000

Managed the Human Resources function at all company locations. During this time period the company grew from

4 locations to 10 locations, with employment increasing from 750 employees to 1,700 employees.

• Developed and implemented team training and cultural change programs that resulted in a 59% reduction in

employee turnover, a reduction in scrap from 8% to less than 1% and an increase in productivity of 22 %.

• Worked closely with local and state officials in setting up a Greenfield manufacturing operation.

• Key member of the HRIS software selection and implementation team for the new Cyborg (Accero), HRIS

system enabling more accurate and timely support of the management team.

• In response to domestic labor shortages for key skilled employees led the visa process and recruitment of 25

United Kingdom workers for specialized machining positions in the United States enabling the company to meet

customer demand.

• Coordinated the executive recruitment of new Managing Directors in both Singapore and the United Kingdom.

• Successfully integrated four acquisitions in the United States.

• Led multi location team to develop operator certification/pay for skills programs that resulted in more highly

skilled operators and reduced turnover.

• Initiated and developed successful Business/School partnerships with local school districts, as part of the

Company’s branding strategy in the community.

• Led two successful union avoidance campaigns at two different company locations.

THOMAS E. EMIG 215-***-**** 3

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Supervisor of Human Resources 1987

Led the Human Resources function for three manufacturing facilities and one distribution center. Position focused

on recruitment and employee relations.

Operations positions

Inventory Control Supervisor/Trainer/Safety Specialist – Transition position from Operations to Human

Resources. Responsible for implementing key items of OSHA’s new regulation on Hazardous Substance

communication, including designing, and implementing the required employee communications.

Inventory Control and Shop Floor Data Supervisor – Responsible for supervising 3 employees, and the entry of

all shop floor production data. Responsible for maintaining finished goods accuracy.

Production Planner – Responsible for the planning and inventory control of the Company’s most complex, and

highest profit margin fasteners.

Engineering process documentation specialist – Responsible for initial creation of all product bill of materials

and product routing for the company’s products.

EDUCATION/PROFESSIONAL CERTIFCATION

MBA – Concentration in Human Resources

Temple University, Philadelphia, PA

BS in Education

West Chester University, West Chester, PA

GPHR (current)

HRCI Global Professional in Human Resources certification

TRAINING

Labor Relationships Professional Certification – HR Policy Association – March 2011

Leadership EQ – Advanced Insights/Parker Hannifin Corporation - September, 2010

Lean Boot Camp – Parker Hannifin Corporation – October 2009

HR Leadership Academy – HR Policy Association – July 2008

Finance for Non-Financial Professionals – Parker Hannifin Corporation – March, 2008

PROFESSIONAL AND COMMUNITY AFFILIATIONS

Society of Human Resources Management (SHRM)

Human Resources Certification Institute - Global certification exam question team 2005 - 2009

Lutheran Community at Telford Management Board - Chairman of the Board, 1993-1995, 2002 - 2006

Middle Bucks Institute of Technology Local Advisory Board, 1993 – 2004

American Red Cross – Bucks County Branch - Chairman of the Board, 1999- 2001

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