Human Resources Professional

David T. Zimmer

**** ***** ***, ******, ******** 48176

734-***-****, ***********@*******.***

EXECUTIVE SUMMARY

Strategic and goal-focused human resources professional with over 20 years of leadership experience supporting diverse organizations. Experienced in union and non-union settings, large and small organizations, high growth and turnaround settings where challenging human capital issues exist. Innovative and dynamic individual who designs and implements high impact human capital solutions. Exceptional track record of delivering human capital solutions that improved organizational performance and employee satisfaction while reducing the total cost of operations at the same time.

AREAS OF EXPERTISE

Employee Relations • Labor Relations • Contract Negotiations • Safety Administration and Risk Management • Total Rewards Design and Administration • Talent Management and Strategic Staffing • Strategic Planning • Mergers, Acquisitions and Divestitures • Business Systems Analysis • Cost & Performance Management • Change Management • Organizational Design • Organizational Development • Organizational Communication

PROFESSIONAL EXPERIENCE

PRINCIPAL CONSULTANT

HUMAN CAPITAL PARTNERS, Ann Arbor Michigan 2009 – present

Provide consultative expertise to diverse clients. Delivering total compensation solutions, labor relations strategies, start up and product transfer human capital plans, designing and managing service center implementations, comprehensive human capital and overall organizational strategy, large scale and small scale organizational design, change management and program implementation

Key Accomplishments:

Leader of detailed organizational design team for global HR shared services organization for $ 8 billion dollar multinational consulting firm

Restructured 500 bargained for workforce, negotiated 3 contracts and successfully implemented 20% reduction in cost of operations with no layoffs or reduction in service levels. Increased cash reserve level reversing 10 year decline in financial performance

Designed multi-factor annual variable sales compensation program for 200 employee national inside and outside workforce

Designed multi-divisional employee retention and employee transfer plan for national manufacturing company

DIRECTOR, PRACTICE LEADERSHIP: WORKFORCE ANALYTICS

THOMSON REUTERS, Ann Arbor Michigan 2008

An Entrepreneurial opportunity to develop workforce analytic solutions for the workforce planning market

Key Accomplishments:

Evaluated new solution concepts and conducted opportunity analysis

Created business plans and new solutions consistent with direction of strategic plans

SENIOR HUMAN CAPITAL CONSULTANT

DELOITTE CONSULTING, LLP, Detroit, Michigan 2007 – 2008

2nd largest HR consultancy in the world with revenues in excess of $1.5 billion

Provided consultative expertise to diverse clients regarding internal organizational development and change management challenges. Focus on large-scale initiatives associated with mergers/acquisitions, strategic analysis of human resources functions, technology migrations, reengineering, and organizational redesign

Key Accomplishments:

Worked with major non-profit organization to create development strategy, funding approach and implementation plan to create multi-county early learning literacy program for lower class families in the greater Detroit community

Member of multiple proposal development teams charged with designing large scale change programs associated with:

ointroduction of global talent management program

oglobal ERP implementation for SAP, Oracle and PeopleSoft solutions

oretention strategy for global merger of Fortune 100 organizations and

oredesign of national supply chain system for multinational corporation

REGIONAL HR DIRECTOR/SENIOR CONSULTANT TO THE CHANCELLOR 2000 - 2007

UNIVERSITY OF MICHIGAN

Direct management of five exempt staff. Responsible for divisional, regional and institutional matters. Work included HR operational activities, performance consulting activities and strategic planning and coordination activities

Key Accomplishments:

Principal architect of restructured classification system for 18,500 employee organization

Designed and implemented the restructuring of a Information Technology Division of major health care system, reducing cost of operations by 20% while increasing level of service throughout the system

Propelled 20% improvement in new student enrollment in 1 year by designing and assisting in development of revised recruitment approach for undergraduate students

Restructured human resources function by devising payroll service center, integrating human resources and affirmative action activities, and simplifying administrative processes

Recipient of national award for outstanding recruiting program for information technology professionals

VICE PRESIDENT OF HUMAN RESOURCES 1998 - 2000

LEVEL ONE COMMUNICATIONS, Sacramento, California

$300M multinational semiconductor manufacturer

Direct management of 15 member management team. Led all aspects of human resources activities for 850 employees located at 4 locations in the United States as well as additional operations in Asia and Europe

Key Accomplishments:

Leader for human resources due diligence activities for $2.2B world-wide business merger

Spearheaded human resources due diligence for 2 $100M acquisitions with 100+ employees

Restructured staffing organization as well as human resources functions; aligned generalists with business units, while retaining core services

Created university model for talent development incorporating technical, managerial, professional and executive development programs for global workforce implementing continuous learning business strategy

Instituted performance-based stock incentive program for 850 employees, including 450 engineers

Spearheaded implementation of web-based human resources tools for world-wide application

REGIONAL HUMAN RESOURCES SERVICES LEADER 1995 – 1998

KAO INFOSYSTEMS COMPANY, Fremont, California

$300M multinational turnkey manufacturer and services provider for software industry

Directed human resources functions for 1,500 employees across 3 locations in 2 states. Supervised 6 personnel

Key Accomplishments:

Leader of regional organizational redesign effort for manufacturing, distribution, service and sales organizations resulting in 200% improvement in operating cost, 100% improvement in revenue and 100% improvement in finished goods quality

Leader for human resources due diligence activities for $500 million acquisition of manufacturing and distribution company with 500+ employees - achieved with 99% 3 year retention rate

Developed and installed gain sharing incentive compensation program for 1500 employees at multiple sites

Redesigned total rewards program resulting in 40% Improvement in annual retention rate, 20% reduction in cost of benefits and improved service levels resulting in multiple company awards for outstanding performance

SENIOR HUMAN RESOURCES MANAGER/Human Resources Manager 1989 - 1995

NATIONAL SEMICONDUCTOR CORPORATION, Santa Clara, California

$2 Billion Global Manufacturer of High Speed Mixed Signal Semiconductor Products

Direct management of one exempt and two non-exempt staff. Responsible for 600 development engineers in multiple product lines located at six locations in the United States and Europe.

Key Accomplishments:

Supported growth of six product lines from $60 million to $400 million

Designed and implemented Core Competency Development program for engineering, marketing and sales support personnel

Recipient of multiple divisional employee satisfaction awards for highest employee satisfaction scores for 3 consecutive years

Member of global redesign and implementation teams for multiple global divisional organizations involving over 18,000 employees and key leader of global hr redesign team involving over 32,000 employees globally

Results:

oachieved improved stock performance from 3 5/8 to 87 per share within 2 years

onamed turnaround company of the year by Fortune magazine

owork highlighted in the book “Profit from Experience: The National Semiconductor Story of Transformation Management” by Gil Amelio and William Simon

ocases studies in successful large scale transformation at the University of Michigan and Stanford University School of Businesses

Other Career Accomplishments include:

Restructured 1200 bargained for workforce, reopened contract and successfully implemented cross functional multi-skilled development program reducing cost of operations by 40%, reducing turnover by 45% and improving service levels to customer by over 75%

Heard and resolved over 5000 grievances, 8 arbitrations, 3 NLRB charges, 30 right of appeal hearings, over 100 EEOC cases and 3 OFCCP compliance reviews

Multiple company safety improvement and company safety performance awards

Member/Leader/Design Team and super user of multiple HRIS/HRMS installations – Oracle, SAP, PeopleSoft, ADP and desktop solutions

ACADEMIC CREDENTIALS

Bachelor of Arts, Organizational & Industrial Psychology/Labor Relations - Michigan State University

PUBLICATIONS

Radically Reengineering the Human Resources Function: The National Semiconductor Model. Published spring 1996, Organizational Development Journal, volume 14, number 1. Co-authors Joe Fiorelli and Eric Longpre

COMMUNITY SERVICE

Trustee – SALINE AREA SCHOOL DISTRICT, BOARD OF EDUCATION 2011 – 2014

Key Accomplishments:

Lead architect of restructured collective bargaining agreements involving multiple unions

o turned near insolvency status to 5% fund balance within 2 years

o no layoffs of support staff, increased teachers staffing levels by 20%

o10% reduction in class size at k-12 levels throughout school district

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