MICHAEL D. BROWN

aca998@r.postjobfree.com **76 Norwood Grosse Pointe Woods, MI 48236 313-***-****

QUALIFICATION HIGHLIGHTS

Performance & Leadership Compensation In House Legal Counsel

Development Collective Bargaining Litigation Case Management

Organizational Development Arbitration Legal Risk Management

Recruiting, Hiring, & Retention Employment & Labor Law Workplace Investigations

A Human Resources executive, attorney, and strong leader

with excellent cross-functional industry experience.

Understands complex business organizations and resolves

complicated problems. Has proven experience leading

large scale projects at Fortune 500 companies, mid-size

firms and start-ups. Possesses excellent written and verbal

communication skills.

PROFESSIONAL EXPERIENCE

Chrysler Group LLC, Auburn Hills, MI - World Headquarters

Manager, HR Business Partner – Sales and Ram Brand October 2013 – Present

Responsible for managing all aspects of HR for Chrysler Sales and Ram Brand, comprising 9 Business Centers across the

Unites States, and Corporate Sales operations.

Manager, HR Business Partner - Product Development March 2012 - September 2013

Responsible for managing all aspects of HR for Interior and Electrical Engineering Design and Release, Advance Concepts

and Engineering, Vehicle Integration, and Regulatory Affairs comprising 2,500 engineers within the U.S. and Mexico.

Managed large scale hiring initiative of 600 engineers over a six month period, representing 30% organization growth

and competency development of in-house engineering design and integration functional areas. Responsibilities

included the development and execution of recruiting, interviewing and onboarding strategies.

Increased diversity hiring with 45% of new hires in 2013 comprising ethnic and gender diverse candidates.

Led strategic insourcing plan to establish an Electrical wiring organization within Systems & Components Engineering

with the objective of improving performance in meeting vehicle program milestones and strengthening engineering

design integrity.

Implemented organizational redesign of Vehicle Integration and Regulatory Affairs departments, resulting in the

establishment of career paths to grow and retain critical talent, enable a deeper level of engagement of key

engineering members throughout all stages of vehicle programs, and improve managerial controls over large

organizations.

Collaborated with senior management to fully integrate the company’s Performance and Leadership Management

(PLM) process into the culture of the Product Development organization at every level. The PLM process is a multi-

dimensional process which focuses heavily on identifying and developing future leaders through formal leadership

evaluation and development, succession planning, and performance calibration.

Additional core HR responsibilities included executing corporate compensation strategies, executing technical

competency development of engineers in Mexico and APAC regional offices, harmonizing HR processes across NAFTA,

EMEA, LATAM, and APAC regions, and deployment of Chrysler’s redesigned Technical Career Program within Product

Development.

Chrysler Group LLC, MI

Human Resources Manager, Warren Truck Assembly Plant June 2010 – March 2012

Complete responsibility for all of HR functions at the Warren Truck Assembly Plant (WTAP) comprising 2,800 union -

represented and non-union employees and producing annual revenues of $2B.

Managed a team of 12 direct reports in areas of talent management, labor relations, people development & training,

safety, security, and medical services.

Appointed People Development Pillar Lead responsible for implementing World Class Manufacturing (WCM) . As PD

Pillar Lead responsibilities included developing and implementing plant-wide training system to increase technical and

leadership competencies of “white collar” workers, and job skills for “blue collar” workers. Results included 85% gap

closure for competencies and skills within one year period. Completed 2 WCM audit cycles as PD Pillar Lead resulting

in WTAP moving from 4th quartile to 2nd quartile ranking amount 26 Chrysler manufacturing plants.

Responsible for plant-wide communications. Results included developing and implementing a “20 minute weekly

team meeting” initiative in an effort to improve workforce communication and deploy formal training strategy a part

of WCM. This initiative resulted in $360K savings (i.e. Major Kaizen) as a result of increased vehicle production, and

earned distinction as a corporate best practice.

Led Chrysler WTAP management team in collective bargaining process three separate United Auto Workers Unions

(UAW) bargaining units.

Increased diversity hiring with 33% of salaried new hires in 2011 comprising ethnic and gender diverse candidates.

Led Chrysler WTAP to 1st place ranking (out of 26 manufacturing facilities) executing Skilled Trades Rationalization,

resulting in the consolidation of 27 job classifications to 2 (i.e. Mechanical and Electrical).

DTE Energy, MI

General Counsel, Labor and Employment April 2008 – June 2010

Provided legal advice and counsel to business unit leadership of Fortune 500 enterprise comprising portfolio of energy

services including production and distribution of gas and electricity, natural gas storage, and commodity trading. Managed

outside legal counsel to provide company with practical and cost-effective legal advice.

Managed or advocated 40 arbitration cases with 75% resulting in favorable outcome for Company (i.e. arbitration

decision or settlement); Implemented continuous improvement initiatives resulting in $250,000 annual savings tied

to reducing administration and outside attorney fees, and grievance liability.

Developed HR policy and procedures for conducting employment background checks and Personnel Risk Assessments

in accordance with North American Electric Reliability Corporation (NERC) to ensure the reliability of the bulk power

system in North America; Established Americans with Disability Act of 1990 (ADA) Review Committee to review

reasonable accommodation requests.

Provided legal advice and counsel, and training on various matters including organizational restructuring, performance

management, EEOC, ADA, FMLA, Sexual Harassment, and NLRB charges, Grievance administration, and union

avoidance and picketing.

Handprint Group, NV

Senior Partner September 2006 – April 2008

Directed Las Vegas office of operations. Consulted start-up and mid-size companies on matters including HR policy and

procedures, business operations, corporate structuring, and debt and equity financing.

Facilitated $2,000,000 debt and equity capital raise for start-up concierge service provider and Software Company.

Developed strategic business plan to secure $1,000,000 credit line to support continuing operation of mid -size

construction company with $60,000,000 in annual revenue.

DaimlerChrysler Corporation

Advanced Degree Development Program August 2000 – September 2006

Corporate Union Relations Sr. Specialist February 2006 – September 2006

Facilitated the development and implementation of competitive labor relations practices and long range planning

strategies for seven North American Powertrain Division facilities comprising 8,000 employees.

Member of three person management bargaining team responsible for negotiating “industry benchmark” collective

bargaining agreement establishing optimal work rules and operational efficiencies.

Company Agent responsible for matters before the National Labor Relations Board (NLRB).

Member of Joint Company-Union Appeal Board with chief responsibility for disposing of grievances at final Step

preceding arbitration.

Labor Relations Supervisor, MI June 2004 – February 2006

Oversight of Labor Relations practices at Mack Avenue Engine Complex comprising two manufacturing facilities.

Served as Management bargaining committee chair during simultaneous negotiations of five (5) separate union

contracts effecting 2,000 workers; Achieved cost neutral financial targets.

Developed, implemented, and provided training on various Company policies and procedures.

Provided advice and counsel to operating management on matters including grievance procedure, outside

contracting, and FMLA.

Investigated various workplace incidents involving sexual harassment, discrimination, and workplace violence.

Human Resources Generalist, MI May 2002 – June 2004

Responsible for administration and application of collective bargaining agreement at 21 Parts Distribution Centers (PDCs)

throughout North America, effecting 3,500 union employees.

Responsible for communication, execution, and tracking of management’s union contract negotiations strategy for all

21 PDCs.

Served as Management bargaining committee co-chair for union contract negotiations covering 1,200 employees.

Provided advice and counsel to operating management on matters including grievance procedure, outside

contracting, and FMLA.

Investigated various workplace incidents involving sexual harassment, discrimination, and workplace violence.

Human Resources Generalist, OH August 2000 – May 2002

Provided HR services to 300 non-union employees including administration of appraisal process, merit planning, and

recruitment and hiring at Toledo Assembly Complex. Also responsible for administration and consistent application of

collective bargaining agreement covering 5,000 union employees.

Key role in execution of 20% reduction in force (RIF) exercise affecting salaried non-union employees; and facilitated

subsequent reorganization.

Developed offers for employment in salaried non-union positions.

Co-developed and facilitated employee new hire orientation

EDUCATION

University of Detroit-Mercy School of Law, MI Juris Doctor, 2000

Michigan State University Bachelor of Arts, 1997

MEMBERSHIPS

State Bar of Michigan since November 2000, Labor & Employment Law Section

UDM Black Law Students Association (BLSA) Alumni

Big Brothers Big Sisters of Metropolitan Detroit

Abundant Care Training Services, Board Member

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