Scott Gibby

918-***-**** ac11um@r.postjobfree.com **** E 61st St. Tulsa, OK 74136

Human Resources Department:

I would like to point out in the beginning that the cover letter and resume are very detailed as that is just a part of my nature. A lot of the cover letter and resume focuses on my experience at Explorer due to the fact that this position was the perfect culmination of most of my previous experiences and accomplishments at other companies all at one company. While I am proud of the accomplishments I have had in my career and in particular at Explorer; none of it could have been accomplished without reaching out across departmental lines and the contributions of many. I wore many hats at Explorer Pipeline because of the company’s small size (210 employees), but I was not the only one.

I am very interested in this position within Navistar. I consider myself an accomplished communications professional, especially as it pertains to the manufacturing and energy business, building team participation across departmental lines, with third party regulatory bodies and second/third party contractors. My resume parallels the online job description requirements in so much as having worked with and across groups such as Management, Operations, Integrity, Health - Safety & Environmental, Damage Prevention, Regulatory Compliance, Engineering, IT, Finance, Business Development and Legal to become a more efficient, safe and publicly responsible company. Internal customers can range from executive management and operations, to finance and compliance, to engineering and floor manufacturing throughout the organization. Having experience in the technical fields, the operational arenas and in management gives me a unique skill set to draw on when recruiting and provides a great consulting base for a manufacturing company’s human resources department. Below I have bulleted examples of some of my successes I have had the privilege of developing and/or participating in over my career in recruiting, human resources, employee engagement and employee development.

• My first bullet is to discuss what I believe as important a role a human resources person has. It is the importance of engagement and the relationship development role with the company employees at all levels. Upon my arrival at Explorer there was a 30 year veteran in the benefits role in HR. Joyce knew everyone and everyone knew Joyce. I wanted to develop that relationship in my role and made a commitment to know the names of all 200 employees at Explorer and did. I realize this would be an impossible task at a company this size, but there is no reason not to try. HR should be a welcoming place for employee interaction.

• I changed my career path from Engineering/Operations to Human Resources by starting in the recruiting field. I accumulated experience in this arena so that I could make the next step into human resources with a manufacturing company and then back to the Oil & Gas industry with Explorer Pipeline. My duties as the Sr. HR Representative involved all things associated with a Generalist position. I was heavily involved in recruiting. I believe that my experience in engineering and operations added value in so much that I knew the engineering and technical lingo, so to speak. By knowing the technical job duties contributed greatly to candidate selection and the success we had in improving the work force, especially in the safety, technical, engineering, environmental and operations positions. I have also had great success in recruiting for accounting, finance and business development positions.

• Additional responsibilities were added at Explorer when I had to take over the Director of HR duties for a few months due to a transition period in the position. Added responsibilities happen from time to time and need to be handled seamlessly without disruption within the department. I was directly involved in any office or field conflict resolution issues throughout my role in HR. I truly believe that my knowledge of field operations directly improved relationships between the office and the field with them knowing they now had an “operational go to” at the corporate level, if needed. I was involved in making sure all employee training was documented and that there was a continuous effort in place for employee development.

• Developed training programs with associated SMEs, supervisors and managers that encompassed all things associated with safety and health, public relations, damage prevention, operational safety, maintenance, pipeline inspection of second or third party excavation/construction and compliance. In my HR and Operational role training was presented to every field employee in the field from Clerks, Line Locators, Field Technicians, Operators, HS&Es to Area Managers, in order to bring everyone to a common ground and in line with management expectations. The more persons trained, the more trainers. I believe this across the board training brings about positive changes in work habits and professional workplace behavior. The training also enhanced management’s requests for career and leadership development plans for field employee advancement. This included promotions for those interested in corporate office positions.

• I was responsible for administering the company D&A program in both of my previous Human Resources’ positions. A third party was used in both cases to randomly select employees for testing, which I believed kept the program trustworthy from an employee perspective and for DOT/PHMSA regulatory compliance.

• My experience in both the Human Resources and the Operations side of the business I believe adds value, as mentioned previously, in so much that I know the field operations language and have a working understanding of the skill sets involved in the operations side of a large energy asset. I would hope that this would add value to the existing recruiting and human resources team as a consulting associate, if needed.

I realize that my education may not align with the preferred requirement exactly, but I believe my education plus experience meets the direct requirements called out in the job description, plus the “hands on” component. Thank you for your time in reviewing my cover letter and resume. I look forward to speaking with you soon.

Respectfully, Scott

J. Scott Gibby

2146 E 61st Street Tulsa, Oklahoma 74136

Cell: 918-***-**** E-Mail: ac11um@r.postjobfree.com

Proven experience in Human Resources, Recruiting, Operations, Employee Training and Development, Public Relations, Records Documentation and Retention, Media and Safety supporting internal customers across departmental lines (Business Development, Engineering, Operations, Manufacturing and Legal) along with all third parties/contractors involving safety, operations, process and regulatory issues.

• Develop organizational talent across departmental lines including both office and field personnel through job performance, supervisory evaluation and OQ training where applicable. Gap analysis to evaluate personnel needs and to improve the organizational layout. Utilize innovative training to make Safety, Damage Prevention, Operations, Integrity and Compliance a part of a companywide effort, especially as it pertains to employee behavioral improvements through inclusion.

• Improve Incident Review and Root Cause Analysis from the Human Resources perspective, especially those incidents involving an OSHA reportable.

• From my entry into Operations, with the outstanding buy-in and collaboration of the field technicians and Area Managers, we took pipeline strikes to zero in one year and dealt with only three bad encroachment actors not following specifications by developing a reputation of compliance. This is not necessarily a human resources or recruiting issue, but it is an example of my ability to work across departments to attain a common company goal and positively affect inclusion among employees. Those who do the work are great contributors to process and safety improvement.

• Analyze and negotiate contracts with third parties associated with business operations such as public relations, recruiting efforts, supplies or drug testing, etc. Contract analyses consist of cost of services, legal matters along with business and ethical expectations.

• Excellent computer skills, written skills, presentation expertise, safety and health training, employee incident investigation, employee conflict resolution and oral communication skills.

SKILLS SUMMARY

Excellent Organizational and Management skills, Recruiting, Onboarding, Conflict Resolution, Employee Retention, HR Software (ADP, Ceridian, UltiPro, PeopleSoft), Media Response, Contract Analysis, Technical Writing, Continuous Improvement of Company Processes and Procedures, Employee Training, Management Reporting, Microsoft Office Products, CPR, AED

EXPERIENCE

DPEC Consulting September 2014 -

Damage Prevention/Public Awareness, Safety and ROW

Facilitate positive change in company Damage Prevention Plans, Public Awareness Efforts, ROW Safety and Compliance. Provide recommendations on employee gap analyses created by operational issues due to operator needs, maintenance requirements and/or line locating burdens.

Editing technical writings as they pertain to process and procedure improvements related to field training, damage prevention training, public awareness plans and continuous improvement. Consulting on the same job duties as I was responsible for as the Damage Prevention Administrator documented below.

Develop and introduce new messaging ideas across the spectrum of Damage Prevention, Public Awareness, Integrity Digs, Hydro-testing, Safety etc. in order to improve overall company continuous improvement to policy.

Recruitment to fill employment gaps due to long running projects or to fill full time positions. Specialize in engineering, right-of-way, environmental, operations and technical positions and all associated support staff.

Explorer Pipeline, Tulsa, Oklahoma (Contract Nov 11, 2005 - May 8, 2006) May 2006 – July 2014

Sr. Human Resources Representative May 2006 – July 2008

Recruiting, interviewing and candidate selection. Hired at 35% minority and 27% female without the use of any third party recruiters during my employ in this position. Placed an emphasis to hire veterans whenever possible.

Traveled to all area offices for interviews, employee relations, OSHA issues and/or area events without limitation.

Responsible for administering the company Drug & Alcohol program. Developed, with the benefits administrator, the company’s ground floor efforts to establish a safety and health program, including a smoking cessation and fitness benefit. Worked in collaboration with the Area Managers and the HS&E group to promote awareness and provide training. Documented the companywide safe driving program and CPR, AED and First Aid certifications. ISNetwork was used as a third party contractor qualification certification source.

Charged with conflict resolution with internal employees, contract employees and/or third party vendors.

Talent management in order to identify high potential employees in the office and in the field. Travel with no personal limitations for interviewing, onboarding, employee/management conflict resolution, training, etc.

Managed all HR-Business Partner responsibilities involved in day to day operations. Built organizational talent.

Work with local governmental officials to improve the company’s brand through community involvement.

Involved in company announcements, news releases, branding and United Way campaigns.

Administered and managed the roll out of the company’s first Employee Performance Review process. At this time the DiSC Profile Assessment was also administered companywide. I have the ability to lead, engage, inspire, influence, and coach personnel when needed for organizational development.

Managed all aspects of the company’s pre-employment requirements. Conducted reference checks, pre-employment background checks, pre-employment drug testing and organized random drug testing procedures.

Administered any required pre-employment aptitude testing for field technicians. Documented results.

Administered all required Department of Labor requirements and notices for employee posting.

Data entry of new employees into the HR/Payroll HRIS and follow up reporting as necessary.

Industry committee member for compensation studies and benefits analyses.

Gathered information and consolidated reports to support the company’s AAP and other 3rd party consultant activities such as employee profiles and supervisory/management training.

Emergency Responder as a company representative for humanitarian efforts during crisis situations.

Operations Analyst (Public Awareness/Damage Prevention/ ROW Safety) Promotion

Reported on Central Control Technician pipeline operations concerning volumes and malfunction issues associated with the efficient operations of the pipeline through SCADA.

Manage the company One Call Ticket Management process for the pipeline system and trained on the interpretation of One Call tickets for improvement in line locating and overall ROW safety. Incident investigation. Analyzed ticket information and ROW activity to identify High Consequence Areas (HCAs).

Trained all field personnel (Technicians, HS&Es, ROW Techs, Area Managers) on all issues associated with the Public Awareness Plan, Damage Prevention Efforts, Regulatory Compliance and Safety. Involved in all regulatory audits and best practices associated with the above and responded to any field issues as well. Trained on inspection compliance for second/third party pipeline projects. Travel as required with no limitations.

Analyzed One Call Ticket volumes to evaluate manpower demands and locales throughout the pipeline system.

Stay connected with internal and external colleagues to discuss and/or review new best practices ideas.

MOC Leader and SME on all processes and procedures involving safety, operations, and ROW.

Responded by phone, in person and/or email to all issues regarding third party breach of promise on the ROW or operational issues. Incident investigation for any third party strikes, In Line Inspections (ILI) or pig run anomalies.

Managed the right-of-way clearing and aerial patrol duties for the company. Analyzed and renegotiated all contracts associated with the aforementioned ROW and Patrol. The negotiations not only dealt with the cost of services, but more importantly ethical follow through on promised services and the addition of more stringent safety responsibilities. Represented the company on all issues associated with a regulatory audit both in the field and office pertaining to ROW maintenance and Aerial Patrols.

Damage Prevention Administrator (Operations/Public Awareness/Safety/ROW)

Continued all duties detailed in the last two positions; excepting right-of-way clearing and aerial patrol.

Delivered presentations and joined industry panels at conferences held by PHMSA and API about safety, compliance, pipeline integrity, damage prevention and public awareness. Management presentations as well.

Trained on how to properly report issues associated with field events to avoid possible legal liabilities.

API RP 1162 sub-committee work on industry message on Public Awareness through a third party PR group.

Introduced and co-chaired a Best Practice submission concerning line locating to the CGA BP committee

Sub-committee member for API to plan Damage Prevention Workshops and create a nationwide ad campaign for Safety, Damage Prevention and Public Awareness alongside those in the industry, both gas and liquids.

Air-X-Changers, Catoosa, Oklahoma September 2004 – July 2005

Sr. Human Resources Representative

Revamped the company’s recruiting and hiring procedures to further reduce legal exposure and improve the overall departmental employment process. Onboarding including new hire orientation and payroll.

During the first three months of the new system 70 shop personnel were hired allowing AXC to meet production needs and setting precedent for future market share.

Worked directly with supervisors and managers to educate and enforce safe work practices. Review safety processes and procedures and update training presentations as needed to provide the safest work environment possible. Created a rewards program to encourage employees to submit safety and environmental issues.

Worked with supervisors and managers in all processes and procedures involved in the improvement of the company business model by including the best in Six Sigma, Kaizan, Kanban and JIT philosophies.

Enhanced the caliber of candidates to help the company reach increased production due to record setting sales.

The results of these recruiting efforts were that normal company shop production, in terms of monies, done in one quarter was now being done in one month. This resulted in record setting shop production, company profits, bonuses and most importantly a larger market share with AXC’s ability to meet growing sales projections.

Recruited Exempt personnel without the use of third party headhunters resulting in approximately $70,000 savings in third party fees.

Responsible for revision, implementation and enforcement of company “Policy and Procedures” and the “Code of Conduct/Employee Handbook”. With this responsibility of enforcement also comes the responsibility that each employee should be respected and appreciated for team contributions as well as individual contributions.

Introduced an open door policy for employees so that problems could be solved before morale was negatively affected, especially non-management morale. This policy along with effective and constructive dialogue with employees averted problems involving employee evaluations, favoritism and racial issues.

Effectively implemented the company’s EEO/AA plans. Raised overall company minority employment from 21% to 28%. Placed an emphasis on hiring veterans whenever possible and in line with employment law.

Conducted reference checks, pre-employment background checks, pre-employment drug testing and organized random drug testing procedures. Set up and documented any employee training necessary for job performance.

MSC, Inc., Tulsa, Oklahoma March 2001 – August 2004

General Manager – Recruiting Business

Consulted with management on employee selection and employee retention problems.

Advise on company recruiting and hiring procedures to help eliminate legal exposure of co-employment.

EDUCATION

Tulsa Community College, AS Engineering; Including Economics and Business Law

St. Gregory’s University, BS Business Administration w/ HR minor, pursuing

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