Human Resources Customer Service
Resume:
JEFF SMITH
SAYREVILLE, NJ **872
***********@***.***
PROFILE
Highly visible, accessible Human Resources Manager/Director with vast experience in the recruitment and
development of personnel, and management of HR strategies and programs. Committed to attracting and
retaining the best employees. Advanced expertise in Recruiting, Due Diligence/Acquisitions, Training,
Benefits, Compensation, Organizational Development, Unions/Avoidance, AAP, EEO, Safety and Payroll.
Stull Technologies, Inc., Somerset, NJ 2007-2009
W orld class, ISO compliant, 24x7, plastic closure manufacturer with $40 million in sales. (Position eliminated
during RIF.)
Director Human Resources – Implemented cost-effective policies and programs and improved HR
efficiencies. Managed Recruiting, Compensation, Benefits, Safety, Payroll and Training.
Secured $88k state training grant used to cross train hourly employees on machine operation and
salaried employees on efficiencies that increased job knowledge.
Revamped performance review process by introducing weighted average annual program to more
accurately gage employee performance and compensate accordingly.
Developed salary ranges and job descriptions for all positions, assuring FLSA adherence.
Increased retention by 28% in first six months by instituting temp-to-perm hiring program.
Kept increase in medical premiums minimal, 5%, through successful carrier negotiation.
Developed communication and conducted open benefits enrollment meetings.
Reduced overtime by estimated $60k annually by assuring eliminating vacation and sick time as hours
worked in overtime calculation.
Researched and instituted new ADP Payroll/HRIS package which enhanced record keeping and reporting
capabilities.
Managed succession program that provided mentoring for top-performing employees to replace long-term
employees who retired.
Re-instituted Safety Committee and met with Workers’ Compensation carrier to discuss trainings to avoid
redundant injuries. Implemented random drug testing program for all employees.
Rockwell Transportation and Warehousing Services, Inc., Perkasie, PA 2004-2007
Top transportation freight broker that doubled revenue in three years to $80 million due to rapid growth
and acquisition. Company had six locations on East Coast, including three warehouses. (Company sold
to Freightquote and position eliminated.)
Director Human Resources – Developed long-term strategy, managed recruitment, compensation,
performance management, benefits, training, labor law compliance and payroll.
Implemented pre-employment testing (Predictive Index, Myers Briggs) that effectively identified
candidates for sales and management-level positions.
Editor-In-Chief of company newsletter that highlighted top customers and cited employees for outstanding
performance.
Conducted HR due diligence for acquisition and potential acquisitions. Interviewed senior-level
management employees of companies to be acquired, and made recommendations on their
responsibilities and compensation packages with Rockwell.
Developed and instituted training programs for Supervisors to become more effective leaders, decrease
absenteeism, resolve conflicts, and prevent harassment.
Decreased annual turnover from 45 to 22%, the result of pre-employment personality testing, extensive
orientation, and constant reinforcement of job basics.
Filed weekly payroll. Selected new ADP Payroll/HRIS package and changed payroll frequency resulting
in $26k savings in first year.
Led extensive search to replace traditional medical insurance program with more cost effective programs
keeping increase in premiums under 8% annually. Conducted open enrollments.
Effectively integrated compensation, benefits, and HR policies for companies acquired by Rockwell.
Instituted bonus plans for sales force, based on loads and profit, and for AP Department, based on days
sales outstanding.
Severn Trent Water Purification and Pipeline Services, Colmar, PA 2000-2004
British-owned, ISO compliant manufacturer of large-scale water filtration and disinfection products with 800
employees in three plants and annual sales of $600 million.
Division Director Human Resources – Main focuses were hiring, development, training and
empowerment of Management Team, and reducing turnover.
Negotiated contracts with Plumbers and Pipefitters union for 150 employees. including mandatory post-
accident drug testing and increased cost-sharing for medical and dental benefits.
Lowered Workers' Compensation time off by 25% through aggressive emphasis on returning to work on
limited duty.
Reduced turnover by 18% among blue-collar positions by developing pre-employment
competency testing for candidates.
Instituted 360 degree feedback for managers and supervisors resulting in more open communication and
training needs.
Worked extensively with Managers to develop successors for key positions, reducing the need to hire
externally by 20%.
Wrote Affirmative Action Program and developed communication and compliance.
Chaired committee to replace 401(k) record keeper so employees would have increased access via
Internet to funds.
Created bonus programs for employees’ recommendations that would streamline processes.
Developed health and welfare benefits programs allocating flat dollar amount set by parent company.
Suburban Cable TV, Oaks, PA 1995-2000
The nation’s 11 largest cable television provider with 1.1 million customers and 2,500 employees in
12 locations in PA, NJ and DE. (Company sold to Comcast and position eliminated.)
Manager Human Resources – Main focuses were start-up of total Human Resources function for
cable television and holding companies, integration of programs after acquisitions, and migration of
the Customer Service function to a Call Center.
Staffed start-up 500 employee 24 x 7 Customer Service Call Center within 12-month time frame.
Conducted job fairs, developed New Hire Referral Program, and trained supervisors on
interviewing/hiring techniques.
Assured smooth acquisitions of cable companies through due diligence and assuring Human
Resources visibility.
Negotiated and administered contracts with IBEW and CWA unions and prevented further penetration
through continuous visibility and effective managerial training.
Monitored expenses for employee welfare benefits. Proposed and replaced tradition medical plan
with managed care program resulting in savings in excess of $600,000 in first year, and increases of
less than 6% in subsequent years. Changed 401(k) record keepers, added investment options,
increased account access through Internet, and communicated changes.
Instituted salary ranges for exempt and non-exempt positions to assure competitiveness within cable
television industry.
Implemented common review performance date to enable managers to more accurately adhere to
budgeted increases.
1988-1994
Huls America, Inc., Piscataway, NJ
Specialty chemical manufacturer with large union population in five plants and 500 employees.
Human Resources/Benefits Administrator– Managed pension/401(k), health and welfare benefits,
and administered contracts for 150 union employees. Screened candidates for hourly positions and
chaired Safety Committee.
EDUCATION
Bachelor of Science in Business Administration, Saint John’s University, New York
MEMBERSHIP
SHRM
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