Human Resources Manager
Resume:
BARRY L. WHITE
Hebron, KY *****
E-mail *****.*****@*********.***
Human Resources generalist with a strong background and experience in multi-site/multi-state manufacturing
operations. Solid experience in the development and implementation of Human Resources plans that support
business objectives and maximize employee productivity. Areas of related strength include:
Employee Relations: Management/Employee counseling, policy/procedure development, union avoidance
Employment: Succession planning, talent acquisition, and improved diversity
Compensation /Benefits: Compensation/benefits program design/administration
Compliance: State/Federal Legal Compliance
Training: Needs analysis, program development, delivery and monitoring
Mergers & Acquisitions Acquisition Integration
2001 to Oct
2011 Solo Cup: A 2.0 Billion dollar national manufacture of disposable consumer products with over 13
manufacturing facilities and 5,000 employees.
Director Human Resources Field Operations 2001-2011
Selected Achievements:
• Strong Management/Employee counseling skills.
• Developed and implemented a corporate wide HR Audit program to ensure compliance with state and
federal governmental regulations.
• Introduced Union Free status training to manufacturing facilities
• Union contract negotiations and successful decertification campaign.
• Implemented cost reductions saving over $7,000,000 annually.
• Implemented a national Temporary Service program saving over $2,000,000 the first year.
• Developed and implemented hourly wage programs including rates, ranges, and job titles for distribution
and manufacturing facilities.
• Implemented metric based performance review process for field HR Managers.
2000 to MOORE NORTH AMERICA, Bannockburn, IL
2001 A $2.5 billion company providing organizations with information management products and services
reporting to the Division President
Vice President Human Resources IBSG Division 2001 to 2001
Director Human Resources BCS Division 2000 to 2001
Selected Achievements:
• Implemented sales skills assessment and training process.
• Initiated change in recruiting process to save estimated $75,000 annually.
• Created tracking system to accurately track and identify employee population.
1990 to WALLACE COMPUTER SERVICES, INC., Lisle, Illinois
2000 A $1.5 billion company with over 8,600 employees in 40 locations. Reported to the Vice President
Human Resources
Vice President Employee Relations 1999 to 2000
Director/Vice President Human Resources 1993 to 1999
Manager Employee Relations 1990 to 1993
BARRY L. WHITE Page 2
WALLACE COMPUTER SERVICES INC. (Continued)
Selected Achievements:
• Developed Performance Management Process for Exempt/Non-Exempt Employees.
• Designed a Manpower Development/ Succession Planning Program with critical skill development.
• Developed and implemented a Plant Management Trainee Program.
• Managed the recruiting function for the corporate facility and national sales force of 550 people,
improving retention and reducing training time.
• Implemented a regional recruiting program that allowed Sales Managers to concentrate on revenue
generation while Wallace built a successful college sales recruiting process.
• Maintained union-free status through training programs, HR audit program, relationship building and
developing credibility in addressing management/employee issues.
•Developed a Strategic Human Resources Plan that aligned departmental objectives with Corporate Business
Plans and Goals
• Successfully defeated union organizing attempt.
• Evaluated and implemented an HRIS that automated record keeping and improved Human Resources
processes.
• Successfully integrated the HR function for new acquisition of over 20 locations and implemented new
hourly pay cycle for several new acquisitions saving over $500,000 in a 16-month period.
• Initiated successful corporate wide training of 8,600 employees in Sexual Harassment Prevention and 300
in Managing Diversity.
• Automated the development and maintenance of Affirmative Action Plans for all locations reducing
time/cost in complying with government regulations.
1978 to EMERSON ELECTRIC COMPANY, St. Louis, Missouri
1990 A Fortune 100 highly diversified manufacturing company with sales of over $7 Billion.
Personnel Director, Camco Division 1986 to 1990
Employee Relations Manager, Wiegand Division 1984 to 1986
Personnel Manager, Browning Manufacturing Division 1980 to 1984
Employee Relations Representative, Browning Manufacturing Division 1978 to 1980
Selected Achievements:
• Directed programs to maintain union-free status.
• Successfully defeated union campaign avoiding an election.
• Managed wage/salary and benefit administration.
• Managed Workers’ Compensation cases, OSHA issues, and EEOC charges.
• Developed and implemented comprehensive policies and procedures and provided employee relations
counseling to Managers and Supervisors.
• Created partnership with Harper College to provide on site training covering English as a second
language and math skills to diverse workforce.
• Developed and assessed impact of employee communication efforts.
• Conducted small group talks that resulted in decertification of UAW clerical union.
EDUCATION:
• Masters Degree in Industrial Relations, University of Cincinnati, Cincinnati, OH 1978
• BS in Business Administration, Northern Kentucky University, Highland Heights, KY 1975
ADDITIONAL TRAINING:
• Two-week Executive Human Resources Program, University of Michigan, Ann Arbor, Michigan
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