Resources Manager Human

ROBERT EISBART

**** ******* ***** **. ac563h@r.postjobfree.com

White Marsh, MD 21162 C 410-***-****

A high energy, Manager, with broad HR/ER/LR experience; Skilled in

promoting organizational change; Experienced in meeting business

objectives by improving employee productivity and engagement;

With a proven ability to identify opportunities and solve problems.

PROFESSIONAL EXPERIENCE

Project Human Resources & Security Manager Chugach Alaska Corp. (WCFS) 2014- 2017

Federal Contractor; Union and Non-union Maintenance, Construction, Sub Contracting for Government Customer operating in a Top Secret Environment. 650 Employees.

Sr. HR role, providing leadership and oversight for all HR, LR, ER, Recruitment, OD, Security, Compliance and related issues for a Federal Contractor supplying services to maintain and develop a 1MM sq. ft business campus.

Manage Exempt, Non-Exempt, SCA, and DBA compensation, Wage Rates, Employee Performance, Benefits, etc.

Supervise a team of 6 HR professionals.

Sr. Human Resources Manager – Pennsylvania Mfg Sites OSRAM Sylvania 2012- 2014

Union and Non-union; Multi-site Manufacturer of Sylvania traditional lighting product for NA. 900 Employees

Sr. HR role, providing HR Leadership & oversight for all HR, LR, ER, and related issues for the organization’s Pennsylvania Manufacturing sites, producing components and finished lighting products for NAFTA sales.

Manage performance, compensation, and development processes.

Supervise HR, Health, Environmental and Safety Staff for all locations.

Division Human Resources Manager Alcore Division, MC Gill Corp. 2011-2012

Non-union. Multi-site Manufacturer of aerospace material.

Sr. HR role providing HR Leadership & oversight for all HR and ER issues including Recruitment, Compensation, Benefits, OD, Union Avoidance, Safety, Worker Compensation, and Compliance.

Provide HR Support for AS9100 quality standards, Lean manufacturing initiatives, and Continuous Improvement.

Develop collaborative relations with the Leadership team, Engineering, R&D, Production, and Administration.

Supervise Payroll, HR, and Administrative Staff.

Project Human Resources Manager IAP World Services 2010-2011

Union, Single site. Federal contractor (Facility construction and maintenance).

Sr. HR role providing HR Leadership & oversight for all HR and ER issues including Staffing, Compensation, Benefits, Safety, Worker Compensation, Performance Management, Training & OD, and Compliance.

Supervise Payroll and Administrative Staff.

Regional Human Resources Manager Publishers Circulation Fulfillment 2008-2010

Non-union. Multi-Site/Six-state region. Distributor of published materials.

Sr. HR role providing HR Leadership & oversight for all HR and ER issues including Staffing, Compensation, Performance Management, Training & OD, Union Avoidance, Safety, Worker Compensation, and Compliance. Provide counsel to Managers and employees on issues of performance, employment, human capital and HR law.

Supervise HR, and Administrative Staff.

Division Human Resources Manager Ring & Seal Division, Kaydon Corp 2003-2008

Union. Multi-site/Multi-state manufacturer of engineered metal products.

Sr. HR role providing HR Leadership & oversight for all HR, LR and ER issues including Staffing, Compensation, Performance Management, Safety, Worker Compensation, Benefits administration, Training, OD, and Compliance.

Implement strategies for employee compensation, productivity, etc for start-up manufacturing site.

Develop relationships with the Leadership team, Engineering, R&D, Production, and Administrative groups.

Support ISO 9000 & AS9100 quality standards, SPC, and Lean manufacturing initiatives.

Supervise HR and related staff.

ACHIEVEMENTS:

Productivity & Performance – Rewards, Recognition, Engagement, Performance Improvement

Implemented processes for employee evaluation, goal setting and action planning that linked individual performance expectations to overall organizational goals, assuring all employee activities and organization’s overall goals were congruent.

Created and implemented programs for reward recognition and incentives to encourage partnering, teamwork, efficiency, and continuous improvement; including relevant metrics to track employee participation.

Improved Hourly Employee Attendance by over 5%, saving $400,000, annually by creating an attendance program with automated attendance tracking and employee computer access.

Labor Relations

Participated in over twelve labor negotiations.

Created Bargaining Prep, Managed Strike Preparations, Conducted negotiations, and Managed a 6-week strike event including arranging Security, and a Replacement Worker Pool.

Negotiated CBAs for 3 different companies

Reduced Grievances by 40% and Arbitrations by 90% with several employers.

Never lost an Arbitration

Employee Relations

Handled downsizing situations for various employers. Including WARN events.

Introduced proactive methods to identify, assess, and resolve unreported ER issues, resolving many chronic individual concerns and removing barriers to improved performance.

Introduced Hotline complaint resources, conducted investigations, and developed resolutions for ER issues,

Coached Managers to develop their ER awareness and skills.

Handled all Corrective Actions and related processes.

Relationships – Communication,

Developed strong relationships with Operations and Business groups leading to more consistent management of employees and significant decreases in employee issues and grievances.

Resolved partner relationships with senior business managers and relationship problems among an organization’s functional groups across a business region, improving management’s confidence and integration of HR.

Change Management

Used both qualitative and quantitative metrics to do assessments and gap analysis of HR and organizational performance to identify opportunities for improvement.

Championed changes in plant management structures to facilitate ‘Lowest Level Decision-Making’.

Led programs for developing Employee Engagement and Process Ownership across work groups, decreasing indirect labor costs and saving $90,000 annually for a $40 MM company.

Facilitated ‘Productivity Work Groups’ and Self-Managed Production Teams

Championed and carried out programs of change to compensation, performance management processes, and work assignments including pay for skill and skill based compensation.

Talent Management – Staffing, Training, OD

Developed and managed talent strategy including the recruitment process during a 30% staffing increase, maintaining a <3% vacancy rate.

Hired 30% of hourly workforce while maintaining <3% turnover rate.

Lowered vacant positions to <5% and decreased duration of vacant positions by 75%.

Improved Staffing and Recruitment Databases, enabling the strategic planning and tracking of recruitment efforts.

Implemented Training Programs integrated with schools and utilizing workforce development subsidies, to deveop sources of employees, saving $75,000.

Created and provided training to individuals and groups of up to 100 on topics including: Managing Employees, Effective Hiring, Leadership, Problem Solving, Team Building, Union Avoidance, and various Compliance & Ethics.

Implemented succession planning and preparation as part of employee review processes.

HR Management

Created metrics for Human Resources to effectively measure individual contributor activities and overall department performance.

Implemented HR metrics to identify and target HR opportunities, achievements, and impact.

Established and formalized all Human Resource processes including metrics for a growing manufacturer.

Established and formalized all Human Resource processes including staffing, compensation, and metrics for several manufacturing startup sites.

Provided full range of HR services in over 6 states and Canada and HRIS for sites in England and Germany for medium-size repair centers.

Compensation

Created a Market-based/Skills-based Hourly compensation program, including ranges and rates for all positions.

Saved over $100,000 and improved budgetary planning by revising the Hourly and Salary compensation program.

Created a ‘Pay-for-Skill’ Compensation Program, improving manpower utilization and flexibility and encouraging employee-driven development.

Compliance

Lead responses to OFCCP Audits resulting in no adverse findings.

Acted as Legal Compliance Officer, Company Spokesperson, and Witness for audits, investigations and hearings.

Safety, Worker Compensation

Improved Safety performance by 50% with 0 lost time injuries and under $5000 total claim costs.

Decreased Workers Compensation costs by over 60% with savings of over $500,000 by aggressively managing Worker Compensation claims and developing an effective Return to Work program.

Revised and Managed Safety program.

Handled OSHA and MOSH audit and citation issues.

Established and formalized Safety processes including relevant metrics for a manufacturer.

Won 5 Paperboard Packaging Counsel awards for safety performance.

Saved $1,000,000 and Decreased Worker Compensation costs by over 90% at one employer.

Developed effective Return to Work programs for injured employees.

Saved $500,000 by aggressively managing Workers Compensation claims in multiple states.

Other

Saved $50,000 annually with a Purchasing Cost-Takeout Program.

EDUCATION

Temple University

MBA Industrial Relations & Organizational Behavior

Pennsylvania State University

BS Psychology

ADDITIONAL SKILLS & CERTIFICATIONS

*Active Top Secret/SCI Clearance with Polly *MS Office, ADP, PeopleSoft, Lawson *Certified Zenger-Miller Trainer

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