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Manager Human Resources

Madisonville, TN
March 05, 2019

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Curt Bennett

Madisonville, TN, *****, 334-***-****

Human Resource Management

20+ years progressive experience in HR Management within the manufacturing industry. Proven track-record in the following areas: Human Resources, Labor relations, Training Development Implementation, and Safety.

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 Team Relations plan. Developed the TR structure based on experience, the Korean’s core philosophy of family and conceptualization of the long-term goal. Developed new company policies - a culture based on communications and mutual trust.

Analytical: Analyzed production needs and workforce to develop alternative work schedule during economic crisis of 2008, allowing MOBIS to avoid layoffs in the workforce (also avoid union activity), flexibility to respond to changing needs, and team member loyalty.

Results-oriented: Identified potential for litigation regarding FLSA, ADA, EEO, resulting in training the Management team on these for avoidance.

Team Player: Worked with Japanese and Korean cultures in the US. All three cultures have different business acumen. Learned how to communicate the differences, in both written form and verbally.

Professional Experience

Sea Ray – Vonore, TN May 2018 – February 2019

Human Resource Manager

Accountable for leading the Human Resource Department to achieve the recruiting, retention and stabilization of the organizations most valuable assets; people. Responsible for EHS, security, compensation, benefits, payroll, policy development and all other aspects of Human Resources.

Realigned the recruiting and retention initiative to stabilize the labor force improving productivity and quality. Reducing current FTE turnover from 35% for less than one year service.

Developing policies, procedures and systems to bring consistency and stability to an otherwise chaotic organization.

Reinventing the organizations recruiting program.

Established a Safety Plan to help move the safety program forward

Redesign the internal promotion and selection process

MOBIS Alabama – Montgomery, AL 5/2005 – 5/2018

Human Resource Manager, Training Manager, Recruiting Manager, General Affairs, Team Relations

Guiding force in the overall Human Resource structure and company culture for Tier 1 manufacturer with over 1500 employees. Developed the Team Relations Department and the union-free strategic plan for a “Greenfield Startup”. Managed 4 Team Relations Specialists and 3 Generalist and 2 Recruiters.

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.

Developed Company Philosophy/Culture: Team Concept; Open Communications Builds Mutual Trust; Inclusivity; Elimination of Hierarchal Barriers; MOBIS Family.

Developed MOBIS’s union-free program. Only 1 union attempt in 13 years. No interest was ever generated.

Built company culture of Team and Family, reflected in running at 98% efficiency on a daily basis, and providing free lunch when Production Goals were met and efficiency was reached.

Hourly turnover rate below average at 1.5%.

Developed and implemented internal communications programs. Positive feedback received consistently and low attrition rates.

Implemented improved 90 Day probationary program that allowed better metrics on new hires.

Instrumental in changing 401K vendors that was a cost saving to the employees of $50.00 per month. Website usage was improved.

Developed an internal promotion process

Changed interview design to incorporate “value-based” questions

Instrumental in creating the training department, including cross-cultural training for Korean staff and American staff.

Developed succession planning and training for all levels

Subaru-Isuzu Automotive, Inc. – Lafayette, IN 11/1989 – 5/2005

Human Resources Team Relations Rep, Team Relations

Part of a Successful defeat of a major union drive by the UAW in 1999.

Increased productivity and the ability to react to trends and forecast more accurately by:

Gathering information from the workforce and analyzing for improvements

Actively involved with Performance Improvement Program

Assisted with all investigations for ADA, EEOC, Performance

Daily involved with conflict resolution

Policy and procedure expert

Eliminated a 30% to 40% increase in the overall cost to do business by eliminating the need for a union.

Team Relations Rep (1997 – 2005)

Team Leader (1993 – 1997)

Production Associate (1989 –1993)

Education and Training

Bachelor of Science in Management of Human Resources

Indiana Wesleyan, Marion Indiana, 3.6 GPA


Seven Habits of Highly Effective People (Stephen Covey)

Front Line Leadership (Zinger Miller)

Frontline (Zenger Miller)

Effective Interaction Skills (DDI)

Situational Leadership I & II (Ken Blanchard)

Interaction Management (DDI)

Positive Management (PML)



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