Human Resources Management

Michael Lewandowski Page *

Michael Lewandowski 313-***-**** (Office)

*** **** **** ** 313-***-**** (Mobile)

Bloomfield Hills, MI

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

SENIOR HUMAN RESOURCES LEADER

Human Resources Leadership, Business Partner, Change Management

A proven, hands-on and self-motivated HR executive with a strategic orientation and the ability to identify and execute

change management initiatives. Consistently focused on continuous improvement and establishing best practices within

Human Resources. International human resources experience that includes leading HR teams at U.S. and Canadian

manufacturing locations and the coordination of HR activities in Europe and Asia.

Human Resources Leadership – Demonstrated mature leadership in judgment and counsel to senior leadership. Depth

of experience in coaching and counseling employees at all levels.

Business Partnering Skills – Proven ability to establish outstanding work relationships with Senior Leadership and Line

Management. Demonstrated business acumen. Consistently leveraged relationships in the execution of tactical

operational plans and in the development/implementation of strategic business plans.

Change Management – Proven experience utilizing strategic vision to identify change management opportunities.

Through collaboration with operating management and employees, have demonstrated skill to communicate the necessity

for change, while creating win/win scenarios.

Employee/Labor Relations – Extensive experience managing complex employee and union relations through

relationship building, collaboration, respect, integrity and communication.

EMPLOYMENT HISTORY

SEVERSTAL STEEL INC. LLC

General Manager, Human Resources 2008 – 2010, 2011 to Present

Dearborn, Michigan/Warren, Ohio/Baltimore Maryland

Senior leader responsible for all HR functions (Labor Relations/Employee Relations, Talent Management, Benefits,

Safety, Training, Security, Medical & Workers’ Comp.) at United Steel Worker of America (USW)/United Auto Worker of

America (UAW) represented integrated steel mills of 2500 employees and $2.4 Billion in revenue.

Negotiated innovative collective bargaining agreements which lowered labor costs and shifted costs from a fixed cost basis to

variable cost basis.

Redesigned talent acquisition program which resulted in more efficient, reliable and cost effective recruiting processes.

Lead the development and implementation of talent management initiatives including training & development, personnel planning,

succession planning, performance management & employee engagement

Designed and implemented a variable compensation program for both hourly and salaried employees that linked divisional

operating metrics to employee compensation.

Developed and implemented workforce restructuring initiatives for facilities to meet rapidly changing economic conditions.

Initiated local government outreach efforts building ties to local government administrations.

GOODYEAR TIRE AND RUBBER COMPANY

Human Resources Manager 2010 – 2011

Danville, Virginia

Michael Lewandowski Page 2

Senior leader responsible for all HR functions (Labor Relations/Employee Relations, Talent Management, Safety,

Training, Security, and Medical & Workers’ Comp.) at a United Steel Worker of America (USW) represented Commercial

Tire Manufacturer of 2400 employees and $1.0 Billion in revenue.

Lead plant staffing efforts hiring 500 employees in six months as plant added additional production shift

Initiated plant talent management processes that included weekly personnel and succession planning

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reviews, training and development and executive coaching.

Resourced medical unit to third party administrator.

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VISTEON CORPORATION/AUTOMOTIVE COMPONENTS HOLDINGS INC. LLC

(WHOLLY OWNED SUBSIDIARY OF FORD MOTOR COMPANY)

Senior Human Resources Manager 2003 - 2008

Monroe, Michigan

Responsible for all HR functions (Labor Relations/Employee Relations, Talent Management, Safety, Training, Security,

Medical & Workers’ Comp.) at a United Auto Workers (UAW) represented manufacturing location (Chassis and

Suspension systems) of 2300+ employees and $1.6 Billion in revenue.

Oversaw the successful closure of facility while meeting cost, quality and timing objectives

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Transformed union management relationship into one based on mutual respect and collaborative decision making that resulted in the successful

negotiations of local collective bargaining agreements and Competitive Operating Agreements.

Lead organizational development strategies including Organizational Design, Personnel Development,

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Succession Planning, Compensation Planning and Performance Management with plant personnel.

Developed human resources strategic initiatives that reduced absenteeism (55%), improved health and safety (40%), reduced workers

compensation costs (55%) and enhanced workforce control.

Directed Plant Divestiture effort in sale of business unit (drivelines) and oversaw the transition of business unit to buyer

VISTEON OF CANADA

(FORMERLY FORD ELECTRONICS OF CANADA)

Human Resources Manager 2001 - 2002

Markham, Ontario

Responsible for all HR functions (Labor Relations/Employee Relations, Talent Management, Safety, Training, Security,

Medical Compensation, Benefits and International Service Administration) at the following locations:

Markham Electronics, an International Association of Machinists (IAM) and Canadian Automotive Worker

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(CAW) represented manufacturing location (Automotive Electronics systems) of 1300+ employees and $450

Million in revenue

Visteon of Canada employees in various locations across Canada

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Oversaw the successful closure of facility while beating cost, quality and timing objectives

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Successfully negotiated plant closure collective bargaining agreements with hourly (IAM) and salaried (CAW)

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unions

Developed and implemented a Talent Retention program that eliminated employee turnover and lead change

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management initiatives for workforce trust and respect issues

Directed Plant Divestiture effort in sale of business unit (restraint electronics) and oversaw the transition of business unit to buyer

FORD MOTOR COMPANY/VISTEON CORPORATION

Visteon “spun off” from Ford Motor Company in June 2000

Talent Management Lead 1999 – 2001

Allen Park, Michigan

Michael Lewandowski Page 3

Managed the HR programs for professional employees at a division staff level including succession planning, performance

management, compensation planning and employee relations.

Assisted in the facilitation of two division reorganizations and the organizational transition of the spinoff of the

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Visteon Corporation from Ford Motor Company.

Lead succession planning, executive recruiting, compensation planning and other corporate interfaces for

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locations in the U.S., Canada, France, Germany, Portugal, Spain, Italy, U.K. and Thailand.

FORD MOTOR COMPANY OF CANADA

Supervisor, Organization and Personnel Planning and Training 1997 - 1999

Windsor Operations, Windsor, Ontario

Oversaw the Labor Relations/Employee Relations, Talent Management administration of 5 manufacturing operations

covering 800 salaried personnel and supervised a staff of 8 employees.

Lead local succession planning activities across Site and interfaced with Divisional Management

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Coordinated compensation planning activities local and foreign service employees

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Created and implemented site wide recruitment and selection strategy

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Managed site wide training activities for both hourly and salaried personnel

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Planned and implemented the first Ford of Canada Diversity Council.

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FORD MOTOR COMPANY OF CANADA

Various Positions of increasing responsibility 1989 - 1997

Oakville, Ontario

EDUCATION

Masters of Industrial Relations

Queens University

Bachelor of Arts (Hon.) - Psychology and Economics

University of Western Ontario

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