Joseph T. Carello
Your recent advertisement expressed the need for a seasoned Human Resources professional. As the enclosed resume reveals, I am seeking a career-oriented, challenging position that will utilize my background and the following qualifications:
More than thirty years of generalist Human Resources experience,
Experience in a management capacity for Human Resources, and
Bachelor of Arts degree in Public Administration.
My most significant experience in Human Resources Management has been in a Total Quality Management atmosphere with emphasis on Organizational Development. The company went through a very successful restructuring and subsequent downsizing effort. My team complimented this undertaking by re-engineering the delivery and structure of Human Resources services. The culmination of this effort resulted in:
58% reduction in cycle time,
$3.3 million cost savings, and
50% reduction in staff.
My present and past position as Regional Director of Human Resources and previous assignments as Human Resources Manager/Employment, Supervisor Employment/Employee Relations, and Senior Personnel Administrator provide additional areas of experience. This includes: labor/employee relations; union avoidance; training; compensation system design; benefits administration; manpower planning and recruitment; diversity programs (EEO/AA); implementation of Human Resources Information Systems (HRIS); outplacement; employee morale programs; DFM training; Six-Sigma training; ISO 9000 training and safety programs.
This letter and the enclosed resume provide a brief summary of my background and experience. I am convinced that I can positively contribute to the needs of your organization. Should you agree, I would look forward to an opportunity to meet with you for a more detailed discussion.
Joseph T. Carello
Joseph T. Carello
12382 Walnut St., Conneaut Lake, PA 16316: 870-***-****; e-mail: email@example.com
REGIONAL DIRECTOR OF HUMAN RESOURCES, PA AREA
NEI 2012 – Present
Responsibilities include the management of 4 separate divisions in Pennsylvania. This includes Labor/Employee relations, in addition to the normal generalist duties associated with the Human Resources function.
Successfully assisted in the negotiations with the USW
Implemented a statewide benefits program
Normalized policies/procedures in the PA region
HUMAN RESOURCE DIRECTOR
Arez - LLC, Crossett, AR 2010 - 2012
Responsibilities include the normal generalist duties associated with plant operations and the added responsibilities related to corporate functions. This position also includes the Plant Safety responsibilities.
There were 0 OSHA recordable accidents
HUMAN RESOURCE MANAGER
Bemis Company, Inc., Crossett, AR 2007 - 2010
Responsibilities include Labor Relations for a represented workforce in addition to the generalist duties normally associated with a Human Resources Manager position. This position reports directly to the Corporate Human Resources Department as well as the Plant Manager. Responsibility for Safety is also included in the responsibilities.
Assisted in completion of contract negotiations with the USS
Over 800 days without an OSHA recordable accident
HUMAN RESOURCE MANAGER
Hendrickson International, Mitchell, SD 2004 – 2007
Responsibilities for this position include generalist duties normally associated with a Human Resources Manager position and has a strong emphasis on Employee Relations. This position reports directly to the Plant Manager and is considered a member of the senior management team for the facility. The responsibility for Safety is also included in this position.
Reduced HRD operating costs by 25%.
Developed New Hire Orientation training for the new hires.
Achieved OSHA VPP Star status
Joseph T. Carello Continued…
HUMAN RESOURCES MANAGER 1998 - 2004
American Standard Inc., Trane Company, AireSystems, Fort Smith, AR
Responsibilities in this position were all of the typical areas associated with a Human Resources generalist position reporting to the General Manager of a non-union sheet metal manufacturing facility. The responsibilities for Safety and Security were also linked with this position as well as the budgetary considerations for each
Published a New Employee Handbook.
Created an Affirmative Action Plan.
HUMAN RESOURCE MANAGER, EMPLOYMENT 1990 - 1998
Westinghouse Hanford Company, Richland, WA
Responsible for departmental budget and supervision of an exempt and non-exempt staff. Established a computer-based job posting system. Directed and implemented all recruitment/staffing strategies to meet or exceed EEO/diversity objectives. Developed and conducted new manager training and new hire orientation. Responsibilities also included employee relations/labor relations.
Achieved annual cost reductions of $500,000 through process improvement.
Re-engineered business process to reduce cycle time by 58% utilizing TQM.
Implemented a HR strategic plan to navigate organizational change.
H. R. SUPERVISOR, EMPLOYMENT/EMPLOYEE RELATIONS 1982 - 1990
Westinghouse Naval Reactors Facility, Idaho Falls, ID
Responsible for counseling managers in employee/labor relations matters, including disciplinary actions. Established key recruiting strategies integrated with manpower planning and community relations. Conducted job analysis and administered compensation system. SIGNIFICANT ACCOMPLISHMENTS
Established a non-exempt seniority policy and employee handbook.
Designed and implemented a recruiting/employment system.
Improved acceptance-to-offer ratio by 30% and reduced attrition by 25%.
SENIOR PERSONNEL ADMINISTRATOR 1977 - 1982
Westinghouse Bettis, Pittsburgh, PA
Human Resource generalist responsibilities, with assignments in all HR areas. Conducted job analysis and designed nonexempt compensation system. Coordinated an involuntary reduction in force of 750 employees, and administered benefits program for laid off employees.
B. A. Public Administration, University of Pittsburgh, 1979
A. S. General Studies, CCAC, 1975
Human Relations Law Program Certificate, Management Training Inc.