Audie Swegman

Human Resource Manager, Team Relations

Tyler, AL 36785

ac4yl9@r.postjobfree.com - 334-***-****

Willing to relocate: Anywhere

Authorized to work in the US for any employer

WORK EXPERIENCE

Human Resource Manager, Team Relations

Hyundai Motor Manufacturing Alabama - Montgomery, AL - 2003-01 - 2018-03

Core Competencies:

Expert in Human Resource Management with a proven track record

Human Resources – Organization Development, Employment, Benefits, Governmental Compliance, Performance Management/Change Management

Labor Relations – Strategic Planning, Policy Development and Implementation, Labor and Employment Law, Employee Involvement Programs, Union Avoidance, Investigations

Training – Training Development and Implementation for both exempt and non-exempt

Safety – OSHA Requirements, Development and Implementation of a Comprehensive Safety Programs Management Strengths

Conceptual Thinker: Entered a Korean “Greenfield Startup” with no HR structural plan. I developed the HR structure based on experience, the Korean’s core philosophy of family and what I conceptualized as the long term goal. I developed all of the companies policies, a culture based on communications and mutual trust.

Analytical: I have the ability to take complex situations and resolve them by dissecting the key components in order to reach a sound resolution.

Results-oriented: I have the ability to identify potential pitfalls and develop plans for implementation resulting in positive outcomes.

Personable: It is my belief that what people want is to be heard, my ability to not only listen, but to hear what people are really saying allows me to relate to them. This ability cause’s people to feel that what they say is important, thus eliminating the walls that are put up resulting in trust.

Team Player: I have worked with Japanese and Korean cultures. All three cultures have different business acumen. I have leaned how to communicate the differences, in both written form and verbally in order to reach compromise.

Professional Experience

Hyundai Motor Manufacturing Alabama – Montgomery, Alabama 1/2003 – 3/8/2018 Human Resource Manager, Team Relations

Conduct Analysis Review Team

Beginning July 17, 2017, I was assigned the responsibility of developing and implementing an investigations team. The new Team of investigators will investigate all EEO violations, Workplace Violence situations, FMLA fraud, Medical leave fraud and all serious misconduct violations. Developing this specialized investigation team will reduce the company's liability as well as insure all Team Members are treated fairly. Supplier Support and Strategic Planning

Developed and implemented the Supplier Support Team. The focus is to insure all Tier 1 suppliers develop and maintain solid HR programs and create a positive work culture. This program has resulted in direct saving to our company by reducing litigation, OSHA findings, and eliminating union organizing. Any cost increase by the Tier 1 supplier ultimately raises our cost and affects the customer. In early 2014, I traveled to the Hyundai facilities in Brazil and India to provide a training seminar to the suppliers Employee Relations Departments on how implement the Supplier Support Program and educate them on the advantages to the organization. During these visits, I also presented the Supplier Support concept to all Tier I suppliers. The Supplier Support Team is responsible for coaching and reviewing:

• Policy a procedures compliance with all State and Federal laws

• Safety compliance

• Work environment and overall structure

• Employee relations strategy

• Compensation and Benefits

• Insuring Suppliers have a comprehensive Union-free Strategic Plan

• Union-free Training

• Performing Yearly Vulnerability Audits

Strategic Planning

I developed the companies Union-Free Strategic Plan. Since the company's inception I have been responsible for union avoidance. Over the last 12 years the UAW has tried to develop a campaign on three occasions and was unsuccessful in gaining support from our hourly employees. On both attempts the UAW organizers gave up their attempts after 3 to 4 weeks.

• Developed a Labor Committee that consists of the executive management team that meets monthly to discuss current issues, future plans, and provide updates on the unions activates. All major company decisions are discussed and decided in the Labor Meeting

• Provide quarterly union-free training quarterly to all members of management

• Developed a role-play training module simulating a union drive that has been provided to all members of management, supplier management and all new members of management.

• Monitor all union activities, NLRB, and governmental decisions that could negatively impact the company's union-free status.

Beginning October, 2015 the UAW began an initiative to organize the HMMA workforce. Because of the systems put in place we became aware of the activity before the UAW launch an actual campaign. As of July, 2017 a campaign that developed into approximately 350 employees showing interest and attending meetings as dwindled down to approximately 12 active employees involved in the activity. It appears that this activity will end shortly. This was achieved by:

• Immediately implementing a strategy that I had developed in preparation for such activity

• Using a measured offensive approach causing the union to react to us rather than us reacting to the union

• Using our communications tools

• Additional training for supervision

• Vulnerability Analysis

• Early identification and elimination of issues

Human Resources

I was the guiding force in the overall Human Resource structure and company culture for this OEM manufacturer with over 3,000 employees. I developed the Team Relations Department and the union-free strategic plan for a "Greenfield Startup". Managed 12 Team Relations Specialists and 3 Assistant Managers. Responsibilities and Accomplishments:

• Responsible for the Payroll Department during start up for 8 months while recruiting for the open position

• Active participant in all employment, compensation, benefits, safety, security, and PR policy changes or plan changes that directly or indirectly impact the employees or the culture of Hyundai Motor Manufacturing Alabama

• Developed Company Philosophy/Culture

Team Concept

Open Communications Builds Mutual Trust

Inclusivity

Elimination of Hierarchal Barriers

Hyundai Family

• Team Relations Department

The role of Team Relations is to eliminate the need for a union.

True Generalist role

We take the "open-door" to the employees

Conflict Resolution experts

Policy interpretations and training for all levels

• Created an environment in which employees identify with the company's goals through:

Positive management styles

Presidents round tables

5 minute communications meeting before each shift o Cultural experience

100 Team Members are sent to Korea each year to experience the Korean culture as a reward for performance and perfect attendance

• Development of strategy, training, to achieve the organizational goals

• Developed and implemented internal communications programs. These programs eliminate 1 of the top employee survey issues that appear in nearly all surveys. Lack of communication. o 18 communications programs

o CCTV

o Team Advisor – The Team Advisor is issued and read in the five minute communications meeting

• Development of policies and procedures

• Union Awareness training

• Developed an attendance policy that has resulted in a casual absence rate of 1.7% among the lowest in the automotive industry

• Developed the Medical Review Team (MRT). The team meets weekly to review STD, LTD and FMLA cases to insure compliance. This has reduced the number of non-qualifying cases and reducing costs. Subaru-Isuzu Automotive, Inc. – Indianapolis, Indiana 5/1990 – 1/2003 Human Resources Group Leader (Assistant Manager), Team Relation Supervised Associate Relations 12 associate advocates; advised all levels of management for this OEM manufacturer with 2,800 employees. I was responsible for creating a positive working environment in order to foster a union-free environment. We successfully defeated a major union drive by the UAW in 1999. Responsibilities and Accomplishments:

• After taking this promotion, I evaluated the department’s record keeping and statistical analyses. I found that there was no organization to the record keeping and there was no statics being kept on important data. I made the following improvements which resulted in higher productivity and the ability to react to trends and forecast more accurately:

o Transitioned to a paperless record keeping system o Began statistical tracking of

Attendance

Corrective Action

Grievances

Peer Review

Attrition

• Policy and Handbook development

• Active participant in the implementation team of the SAP system

• Active participant in all employment, compensation, benefits, safety, security, and PR policy changes or plan changes that directly or indirectly impact the employees.

• Associate Relations Department

o The role of Associate Relations is to eliminate the need for a union. Thus eliminating a 30% to 40% increase in the overall cost to do business

o True Generalist role

o Policy interpretations and training for all levels Production Group Leader (1992 – 1995)

Team Leader (1991 – 1992)

Production Associate (1990 –1991)

Communication and Positive Management Skills

Developed effective communications and positive management skills through varied training programs:

• Seven Habits of Highly Effective People (Stephen Covey)

• Front Line Leadership (Zinger Miller)

• Quest (Zenger Miller)

• Frontline (Zenger Miller)

• Effective Interaction Skills (DDI)

• Skills for an Empowered Workforce (DDI)

• Situational Leadership I & II (Ken Blanchard)

• Statistical Process Control

• Interaction Management (DDI)

• Analytical Trouble Shooting

• Positive Management (PML)

EDUCATION

Bachelor of Science in Management of Human Resources in Management of Human Resources

Faulkner University - Montgomery, AL

SKILLS

Benefits, Change Management, Employment Law, Human Resources, Strategic Planning ADDITIONAL INFORMATION

Core Competencies:

Expert in Human Resource Management with a proven track record

Human Resources - Organization Development, Employment, Benefits, Governmental Compliance, Performance Management/Change Management

Labor Relations - Strategic Planning, Policy Development and Implementation, Labor and Employment Law, Employee Involvement Programs, Union Avoidance, Investigations

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