Human Resources mANAGEMENT

SCOTT A. HADEN

*** ********** *****

Lititz, PA *7543

717-***-**** - cell

*********@***.***

PROFILE

Successful human resources professional with track record of making positive changes in organization’s culture, developing motivated staff, enhancing professionalism, and leading HR operations to an increased organizational effectiveness in the following fields/areas:

Organization Culture Development Team Leadership

Team Development and Management Talent Retention Recruitment Change Management

Performance Management Employee & Labor Relations Succession Planning

Incentives and Compensation Safety, OSHA Compliance & Worker’s Compensation

WORK EXPERIENCE

Human Resources Services Lititz, PA

Consultant August 2018 – Present

Provide advanced, specialized and administrative duties in a designated human resource program or area. Advising clients on the administration of human resources policies and procedures by analyzing a company's current HR programs and recommending solutions.

SS Industries Collegeville, PA

Manager Human Resources November 2016 – August 2018

Establishes and leads the standard recruiting and hiring practices and procedures

Interviews management position candidates; serves as part of the interview team for position finalists.

Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.

Partners with management to communicate Human Resources policies, procedures, & programs,

Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.

Implemented HR Round Table discussions to measure employee satisfaction and employee engagement.

Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees

Conducts investigations when employee complaints or concerns are brought forth.

Monitors and advises managers and supervisors in the progressive discipline system of the company.

Monitors the implementation of a performance improvement process with non-performing employees.

Reviews, guides, and approves management recommendations for employment terminations.

Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.

Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.

Monitors all pay practices and systems for effectiveness and cost containment.

Leads the development of benefit orientations and other benefits training for employees and their families.

Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA),

Responsible for implementing and managing plant safety programs, plant safety committee, training compliance and main contact on any/all OSHA inquiries

Interstate Container Reading, PA

HR Manager December 2015 – June 2016

Daily HR interface with managers/supervisors at all levels to ensure appropriate HR support, service and counsel is provided

Facilitate the staffing process to identify optimal recruiting strategies, ensuring top quality candidates with diverse backgrounds to support business growth and expansion

Ensure regulatory compliance with applicable federal, state, and local requirements related to human resources function, including employment, EEO, ERISA, affirmative action, FMLA, ADA, compensation, benefits, and employee relations

Administer and interpret the collective bargaining agreement; handle all grievances; grievance meetings; and chair monthly Labor-Management Meetings

Daily input of all job changes, hires/terminations into HRIS system

Manage compliance of plant safety programs; chair monthly Safety Committee meeting for 1st & 3rd shift.

Promote Open communications at all levels of the organization engaging with all employees.

Promoted/supported the employee engagement process through instituting two-way feedback building trust in leadership; working with employees in career development, additional pieces of employee engagement include having employees understand their role in the success of the business as well as playing a role in shared decision making.

Coca-Cola Refreshments Needham, MA

Labor Relations Consultant August 2015 – December 2015

Execute labor relations strategy and all field activities within the (4) New England Business Units

Provides support and direction in the areas of contract negotiation, contract administration and positive employee relations

Assist in day-to-day contract administration issues grievance processing and providing interpretive guidance to management supporting the company's positive employee relations efforts

First point of contact at field level for union representatives regarding all issues related to the collective bargaining agreement and the collective bargaining relationship

Execute contract preparation and act in the capacity of lead negotiator or second chair in negotiation of select labor contracts as assigned

Provide coaching and counseling support to local management in the labor relations area.

Execute effective training tools and conduct training for employees and managers in labor relations area

Proactively respond to labor issues, management/labor councils, mediations and arbitrations

Assist in preparation and execution of strike contingency plans - pre-planning, logistics, personnel pool, accounting and payroll, overall communication during work stoppage, etc.

Responsible for managing and tracking grievances utilizing established grievance processes.

Assist in preparing for arbitration proceedings

Conduct investigations and fact finding on employee and labor relations issues

ACProducts, Inc. Thompsontown, PA

Manager Human Resources September 2013 – August 2015

Proactively manage the labor-management relations function including negotiating, interpreting and advising on collective bargaining agreements and managing the claims and discipline processes in close coordination with plant operations management and employees in order to protect company interests and facilitate improvements in employee engagement, operation efficiency, productivity and safety

Foster cross function collaboration with Benefits, HR, Legal, Payroll and Technology to advance tactical and strategic initiatives for the plant location. Facilitate corrective action process and advise all levels of Site management on Performance Management, Human Resource strategy, Employment Law and Resource legislation

Primary Site HR interface with managers/supervisors at all levels to ensure appropriate HR support, service and counsel is provided

Facilitate the staffing process to identify optimal recruiting strategies, ensuring top quality candidates with diverse backgrounds to support business growth and expansion

Ensure regulatory compliance with applicable federal, state, and local requirements related to human resources function, including employment, EEO, ERISA, affirmative action, FMLA, ADA, compensation, benefits, and employee relations

Administer compensation policies, procedures and programs, including wage and salary analysis, industry and area competitiveness, incentive compensation; administer employee benefit programs, seeking a balance between cost effectiveness and industry

Titanium Metals Corporation (TIMET) Morgantown, PA & Vallejo, CA

Manager Human Resources August 2011 – May 2013

Directs all Human Resources functions for TIMET’s Morgantown, PA and Vallejo, CA facilities. A strategic partner responsible in aligning business objectives with employees and management in the business units

Consultant to management on Human Resource related issues. Employee champion and change agent and assesses and anticipates HR-related needs. Responsible for leadership of Site Human Resources activities to support specific business and organizational objectives

Administer core HR strategies, policies, and procedures to protect and leverage the interests of the company and its employees. Communicate and interpret policies to facilitate a common understanding, acceptance, and consistent application throughout the organization

Pro-active efforts for our (2) sites remaining union free through positive employee interaction and open communication. Primary Site HR interface with managers/supervisors at all levels to ensure appropriate HR support, service and counsel is provided. Facilitate the staffing process to identify optimal recruiting strategies, ensuring top quality candidates with diverse backgrounds to support business growth and expansion

Ensure regulatory compliance with applicable federal, state, and local requirements related to human resources function, including employment, EEO, ERISA, affirmative action, FMLA, ADA, compensation, benefits, and employee relations

Administer compensation policies, procedures and programs, including wage and salary analysis, industry and area competitiveness, incentive compensation; administer employee benefit programs, seeking a balance between cost effectiveness and industry competitiveness

Facilitate corrective action process and advise all levels of Site management on Performance Management, Human Resource strategy, Employment Law and Resource legislation

DORMA Group North America Reamstown, PA

Manager Human Resources - DES May 2008 – August 2011

Manage (2) manufacturing locations, Lake Bluff, IL and (15) service installation locations on the east coast employing 350 employees

A strategic partner responsible in aligning business objectives with employees and management in designated business units. Serve as a consultant to management on Human Resource related issues. Act as employee champion and change agent and assesses and anticipates HR-related needs. Communicate needs proactively with our Regional HR Team and business management to develop integrated solutions

Formulate partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization

Administer and interpret labor agreement, administer grievance procedures; provide labor relations support during contract negotiations serving as chief spokesperson; liaison between department managers and union representatives; (3) successful labor negotiations, provide advice and counsel to managers and supervisors regarding personnel practices, policy, and employment laws; administer unemployment insurance processes; reviews liability reports and monitors program costs; and recommend policy changes

Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance

Partner with legal department when needed/required. Provide HR Policy guidance and interpretation

DORMA Group North America Reamstown, PA

Group Human Resource Manager - DGNA October 2003 – May 2008

Newly created position within the company. Manage the effective utilization of Human Resources for 8 North American manufacturing/service installation divisions employing 1000 employees

Consolidation of benefits resulting in cost savings to Company

Implementation of wage & salary program and performance review program. Monitor annual performance assessment process tying into budgeted Wage & Salary guidelines

Instituted Succession planning program for all locations. Labor Relations activities including grievance processing, arbitration, and labor negotiations for (3) locations. Strong emphasis on maintaining union free status for (5) locations

Development and administration of company policies/procedures, Employee Handbooks and recruitment of non-exempt/exempt personnel. Monitor workers compensation programs/loss control programs and plant safety/OSHA compliance programs. Monitor annual performance assessment process tying into budgeted Wage & Salary guidelines

Conduct internal training and development programs; Leadership Training, Harassment, Teambuilding, Interviewing etc. for the North America divisions

Delaware Industrial Resource Center Philadelphia, PA

Human Resource Specialist/Consultant January 1999 – June 2003

Formulate and implement Human Resource Services for small to medium size manufacturing companies in the 5 counties of Philadelphia

Services include: Supervisor Training, Wage & Salary programs, performance appraisal processes, formulation of position descriptions, productivity audits, HR compliance audits, safety & loss prevention audits, employee and safety handbook formulation, design recruiting procedures for positions from CEO through hourly employees, psychological assessments on current/proposed employees to match success traits for the position, teambuilding training, corporate objectives process, employee involvement, organizational design, strategic labor analysis, self-funded employee bonus/incentive programs, competitive wage and benefit analysis, worker’s compensation goal establishment and loss control program implementation/monitoring and development of out-counseling procedures

CADMUS COMMUNICATIONS Lancaster, PA

Director Human Resources November 1995 – January 1999

Manage the effective utilization of Human Resources for manufacturing facility employing 350 employees

Labor Relations activities including grievance processing, arbitration, and labor negotiations preparation for (3) labor unions. Implemented Mutual Interest Bargaining Practices with local union committees. Strong emphasis on maintaining union free status for Maintenance and Warehouse Operations

Administer policies/procedures, recruitment of non-exempt/exempt personnel, hourly staffing, and benefits administration

Instituted workers compensation program and plant safety/OSHA compliance programs

Monitor annual performance assessment process tying into budgeted Wage & Salary guidelines

Conduct internal training and development programs. Social and community activities as required

Supervised HR Coordinator & HR Assistant

HARGRO FLEXIBLE PACKAGING Boyertown, PA Manager Human Resources August 1990 - November 1995

Directed the effective utilization of Human Resources for (2) manufacturing locations employing 375 employees

Union relations activities including grievance processing, arbitration, labor negotiations preparation/presentation, NRLB activity. Implemented Mutual Interest Bargaining Practices with local union committees

Strong emphasis on maintaining union free status at (1) manufacturing facility

Institution of policies/procedures, recruitment of hourly, non-exempt and exempt personnel, benefit administration/implementation

Managed and reduced workers compensation costs

Reduced plant accident experience to industry levels. OSHA compliance. Wage & Salary Administration.

Assist VP of HR in Employee Involvement/Quality Improvement Process training, problem solving groups and program administration

Managed successful United Way and other community involvement projects

Supervised HR Coordinator

EDUCATION

NORTHEASTERN UNIVERSITY – Bachelor of Science degree in Business Administration

Management Major with secondary concentration in Human Resources.

REFERENCES Furnished Upon Request

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