Human Resources Manager

Bettye hartwell

**** ******* ****** ****** ********, AR 72132 253-***-**** *********@*****.***

summary of qualifications

Certified Professional in Human Resources (PHR) offering a 20-year HR career distinguished by commended performance and proven results.

Extensive background in HR generalist affairs, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, HRIS systems, benefits and compensation, HR records management, HR policies development, safety compliance and legal compliance.

Demonstrated success in negotiating win-win compromises, developing teambuilding programs, maximizing employee engagement and writing personnel manuals, corporate policies, job descriptions and management reports.

Recognized by multiple managers as a professional with a strong work ethic with the highest caliber of integrity.

Areas of experience

HR Department Startup

Employment Law

FMLA/ADA/EEO/WC

Mediation & Arbitration

HRIS Technologies

Recruitment & Retention

Labor/Employee Relations

Personnel Policies & Programs

Benefits Administration

HR Program/Project Management

Strategic Planning

Training & Development

Performance Management

Organizational Development

HR Policies & Procedures

Professional Experience

Evergreen Packaging – Pine Bluff, AR, Pulp and Paper Mill and Container Packaging, 2015- Present

HUMAN RESOURCES MANAGER

Human Resource Manager overseeing an HR department of 2 in support of a 1,000 employee manufacturing plant

Responsible for labor strategy, 1st chair negotiations for three unions and 7 locals, contract administration, and employee relations

Standardized contract language, developed union avoidance training for supervision

Rewrote and updated all human resource policies and directives

Negotiated successfully labor contracts with three different unions

Implemented Competitive Operating Agreements resulting 2 million annual savings.

Launched computerized Attendance Tracking System resulting in 20% improved AWOL rate and consistent discipline

Supervised staff of 3 employees responsible for labor relations, contract administration, staffing, safety medical and ergonomics

Launched Monthly Joint Problem Solving with union and management leadership which reduced grievance to less than five per year

FMC CORPORATTION – Middleport, NY, Agricultural and Health & Minerals, 2012 to 2015

HUMAN RESOURCES MANAGER

Support dual sites located in Middleport, NY, Wyoming, IL and Pennsylvania, PA

Served as first chair for the 2013 successful negotiations

Lead labor relations for and provided direct day to day plant labor relations in a proactive manner, contract administration and interpretation.

Provided guidance on problems/grievances that arise in order to promote sound union/management relations.

Negotiated removal of the pension plan, HMO medical plan and incorporated language for forced overtime.

Reduced grievances and arbitrations by establishing a high-quality union/management relationship.

Collaborated with the employees at the non-union site, by establishing focus groups and keeping employees engaged.

Increased employee satisfaction survey from 45% to 80% with numerous employee engagements activities.

Certified to conduct Civil Treatment training to all employees

Aligned the formulations facilities HR practices with strategic business initiatives.

Worked collaboratively with other Managers and Executives to design and deploy strategies, programs and practices that allow the company to attract "top talent" in a cost effective and timely manner.

Managed the seasonal temp process to ensure healthy pipeline and adequate staffing levels are maintained.

Provided guidance and supported in administering human resources policies and procedures to ensure that employees received fair and reasonable treatment to establish a supportive work environment.

Evaluated and implemented programs for organizational development assuring retention and competitiveness in the job market. Research, recommend, and implement recognition and/or incentive plans and gain approval and support of business unit and Corporate Compensation.

Worked on a variety of special projects related to the human resources discipline and managed implementation of business unit and HR policies and programs. Performed other duties and responsibilities as required or requested.

SIMPSON TACOMA KRAFT Tacoma, WA, Paper and Pulp Mill and Cogeneration Manufacturing

HR Manager, Simpson Tacoma Kraft, LLC, Tacoma, WA 2007 to 2012

Directed, administered and communicated all company policies and human resources functions for the mill both union and non-union environments.

Supervised 8 direct reports (HR administrator, scheduler, security personnel 24-7 manufacturing plant)

Managed all safety programs, drug screening and DOT requirements, and recruited for all hourly and management positions for the entire manufacturing site.

Administered and negotiated all collective bargaining agreements. Investigated and resolved complaints or grievances.

Developed policies, procedures, job classifications and compensation programs, business strategies and prepared strategic scorecard measurements for each business unit.

Prepared and monitored department budget. Supervised and oversaw payroll and scheduling functions and maintain HRIS Payroll System.

Managed, developed, and implemented security and risk management programs.

Aligned policies with organization’s objectives, maximizing employee performance and providing the

catalyst for cultural and organizational changes.

Recruited and retained 90% of current high potentials; ensuring all positions had a positive ROI.

Transitioned to a pay for performance culture utilizing scorecards, quarterly/annual reviews focused on performance and behavior increasing employment engagement and productivity.

Designed and implemented a compensation program correcting internal equity and improving external competitiveness resulting in attracting and retaining a more qualified workforce.

Selected and installed a new HRIS increased accuracy and efficiency of HR reporting.

Negotiated successfully 3 USW contracts and 7 locals, reduced headcount by 30%.

Served as lead for arbitrations, grievances (reduced grievances 80% through employee engagement), and mediations

Mitigated successfully the legal risk of several high profile employee relations cases.

BP-AMOCO-ARCO 1981-2006

Logistics Distribution Manager, BP Arco, Seattle, WA (2004-2006)

Managed exempt supervisors and non-exempt employees of the Logistics Department.

Ensured prompt pickups and safe delivery of gasoline to stations Washington and Oregon.

Provided short/long term range planning for the logistics area in order to meet departmental requirements and client needs.

Structured routes and logistics operations to provide a cost effective and client effective method to pick up specimens.

Developed and maintained effective and efficient communications with all internal and external clients. Managed and trained staff in company policy.

Managed and trained staff in departmental procedures to ensure effective team effort, client satisfaction and compliance with quality standards.

Adhered to departmental and company code and DOT safety local, state, and federal regulations.

Strategic HR Manager, BP, Warrenville, IL (2001-2004)

Aligned human resource contributions to the goals and objectives of the business plan

Implemented activities required to accomplish business plan goals and objectives that must be retained in the organization, and those that could or should be outsourced.

Aligned HR programs and policies with goals and objectives of the business plan, are legally required, or are necessary in view of the organization’s stated values.

Realigned existing HR programs and policies with the goals and objectives of the business plan or eliminated them

Implemented any new HR initiatives required to make the necessary HR contribution to the accomplishment of business goals and objectives.

Decided which functions should continue to be performed within the company or which should be outsourced.

Regional HR Manager, BP Retail, Warrenville, IL (1999-2001)

Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives, new-employee orientation and one-on-one coaching sessions that contributed to sound hiring decisions.

Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.

Reworked new-hire orientation program to include HR information and company resources.

Saved company thousands of dollars every month by reducing reliance on employment agencies. Brought the majority of formerly outsourced recruiting functions in-house to reduce billable hours from 200+ to less than 15 per month.

Sr. HR Advisor, Whiting and Texas City Refineries, BP – Amoco Texas City, TX and Whiting, Indiana (1994- 1999)

Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch’s employee-retention rate of 89% within an industry where high turnover is the norm.

Negotiated union contract served as 1st chair and implemented self-directed work teams.

Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.

Reduced benefits costs by 15% annually through meticulous recordkeeping and ensuring that company did not pay for benefits for which employees were ineligible.

Education & Certifications

UNIVERSITY OF HOUSTON Houston, TX

Bachelor of Arts (BA) in Business Management, 1992

HR Designations:

PHR- IL (Professional in Human Resources with IL state-specific certification), Classes completed, no exam

Civil Treatment Training certified, 2012

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