Ron Wilson

**** **. **** ****, ***. ***, Stockbridge, GA 30281/Cell# 502-***-**** Email: ace0cr@r.postjobfree.com

PROFILE SUMMARY

Dynamic, proactive, “hands-on” and people-driven Human Resources professional with more than 14 years of experience, including seven years

exposure in global, international and corporate level affairs. Proven ability to thrive within a multi-cultural, fast-paced work environment providing

critical support in the development and implementation of HR strategies to achieve business results. Adept in assisting department managers in

analyzing and optimizing workforce performance through organizational change. A trusted company advocate who can effectively balance the needs of

both the individual and the organization. Expertise includes developing human resources departments from ground zero, rebuilding, creating and

implementing programs to improve operations, performing organizational diagnostics, executing executive-level training programs, and administering

all human resource functions to support operations in excess of 600 employees. Knowledge and legal training involving federal and state (emphasis in

AL, FL, GA, KY, NC, SC, VA jurisdictions) employment laws, contracts review, legal documentation and deposition review/trial preparation.

Excellent problem-solving, multi-tasking and communication skills.

AREAS OF EXPERTISE

Human Resources Generalist Affairs Benefits and Compensation Administration

Management Training Presentations & Development Wage and Salary Surveys/Analysis

Organizational Needs Assessment COBRA and 401-K Administration

Problem Solving and Troubleshooting Project Planning and Management

Lean Manufacturing Techniques Union Avoidance

Cost Controls and Benefit Analysis Supervision and Recruitment

Employee Relations and Retention Policy and Development

Dispute Resolution & Conflict Management Employee Engagement & Rewards

PROFESSIONAL EXPERIENCE

SATCOM DIRECT, Satellite Beach, FL Dec. 2012 – July 2013

Human Resources Director

Managed human resource activities to support a globally dispersed employee population of 130 employees. Served as a strategic business partner to a

workforce located in seven countries and 15 different states nationally. Responsible for managing the executive development training programs for

personnel on both a national, and international (Asia, Europe, the Middle East, and Africa) scope.

• Served as a strategic business partner to our international associates and Business Development Managers located in seven different

countries; devised consistent globally aligned remuneration, benefits, relocation/visa sponsorship and compliance practices.

• Aligned local/national HR practices and policies to build international business unit efficiency and control risk exposures.

• Initiated, developed, and implemented an executive training assessment program. Executives increased skills and knowledge by an average of

32% as a result of assessment findings.

• Led team in streamlining of benefits and payroll processes to achieve 37% ($92k), cost reduction through implementation of a new HRIS.

• Managed relocation issues for successful on-boarding of foreign nationals and any accompanying Visa/immigration issues arising during

temporary work assignments in the U.S. or abroad.

DAEHAN SOLUTION GEORGIA, West Point, GA Feb. 2011 – Dec. 2012

Manager of Human Resources & Safety

Designed the Human Resources/Safety Department activities for more than 400 employees’ at a Tier-1 Korean Automotive NVH, JIT supplier to KIA

& Hyundai Motor Manufacturing.

• Introduced workers' compensation cost control and safety training measures along with concepts involving light duty/early return to work

programs; resulting in shorter injury related leaves, improved NCCI exposure ratings and lower employer premium costs; savings in excess

of $90k.

• Designed the first company policy manual, as an Employee Health & Safety Handbook used to assist management in complying with OSHA

safety standards and audits. Identified safety problem areas and constructed corrective action plans and injury rate tracking to reduce liability

claims and eliminate many lost production hours.

• Mediated staff conflicts while clarifying bi-cultural work relationships; resolving communication trouble between departments of

management.

• Ensured consistent, fair and equitable administration of policies and procedures within the HR Department leading the way with a "Do What

We Say, Say What We Do" attitude toward operations standards.

• Earned a reputation as a valuable, cooperative and effective business partner for change by always being: fair, honest and diplomatic in

resolving conflict at appropriate times; and assisting new managers and other staff to properly integrate to company policy and operations.

• Increased employee work engagement and involvement by more than 72% through company sponsored events and gatherings.

• Redesigned and linked all company job descriptions with appropriate job specifications/tasks to reflect the true nature of each position to

guard against future DOL/FMLA/FLSA audits that might produce unfavorable outcomes.

• Assisted legal counsel in authoring persuasive position statements surrounding eight separate EEOC discrimination claims to eventually

result in favorable outcomes for the employer in each case.

AHEAD HUMAN RESOURCES & BUSINESS SOLUTIONS, Viera, FL Dec. 2006 – Feb. 2011

Human Resources Consultant

Self-employed human resources and business advisor providing a wide array of consulting services to small retail and manufacturing business startups.

• Partnered with management to develop internal communications and promote organizational, personnel and employee awareness training on

topics such as departmental HR audits, current procedures, benefits, and policies.

• Counseled businesses on community/public relations, benefits and compensation design, and employee relations initiatives.

• Conducted a broad array of General HR Control audits for regulatory compliance, contract management of HR

outsourcing vendors, on-boarding and termination procedures, harassment and discrimination training, background and

reference checking, drug and alcohol testing procedures, implementing new HRIS programs, designing employee health/safety manuals,

constructing and revising employee handbooks and/or company policy manuals.

GREENWOOD DEVELOPMENT CORPORATION, Hilton Head Island, S.C. Nov. 2004 – Aug. 2006

Human Resource Supervisor

Spearheaded a full spectrum of day-to-day human resources activities for a bi-cultural workforce of more than 500 employees at an award-winning real

estate development firm constructing “high end” residential homes, as well as managing world class golf resort vacation/leisure destinations.

• Acting Director of Human Resources during the Director's absences. Served as counsel to Executive Staff on ad-hoc HR issues.

• Developed weekly/monthly/annual HR metric benchmarking reports for regular review by all Executive Committee members.

• Mitigated and negotiated existing noncompliant DOL issues on behalf of the company to save $20k in fines and penalties.

• Managed a variety of staff training programs to ensure workforce skills aligned to corporate and regional specific goals for multiple locations

throughout the Carolina Seaboard, Georgia, and Florida.

LINCOLN MANUFACTURING, USA, Stanford, KY Dec. 1999 – Nov. 2004

Human Resources Manager

Established and designed all human resources functions for 125 employee Japanese owned Tier-2 start-up; producing automotive stamping and metal

fabricated parts for Honda Motors. Introduced HRIS system for improved management of company data and recordkeeping.

• Integrated many redundant departmental processes and decreased waste saving more than $300k in Operations expense in first year.

• Modified a comprehensive benefits program in order to control and lower employer and employee premiums while maintaining the

"richness" of the overall benefits bundle.

• Launched a sexual harassment/hostile work environment-training program for both Japanese and American managers, which addressed

bicultural workplace nuances and language difficulties between the two groups.

• Introduced a HRIS system that decreased organization payroll costs by more than $11k per month.

• Initiated successful Union Avoidance “best practices” training program for supervisors and managers.

• Developed and a successful union avoidance campaign through company sponsored employee participation and involvement.

• Reduced turnover rate by 31% and number of probation hires by half.

EDUCATION

J.D., Law, Concentration: Labor/Employment/Dispute Resolution, Attended Feb. 2007 - Dec. 2009

Appalachian School of Law, Grundy, VA - Attained 2L Status, Degree Incomplete

M.B.A., Human Resources Management/Aviation Management, 2005

Embry-Riddle Aeronautical University, Daytona Beach, FL

M.A., Human Resource Development/Employee Relations, 1998

Webster University, St. Louis, MO

B.S., Sociology/Business, 1992

Drury University, Springfield, MO

CERTIFICATIONS, AFFILIATIONS, SEMINARS, SOFTWARE

• Senior Professional Human Resources (SPHR) through Human Resources Certification Institute (HRCI), and Society for Human Resources

Management (SHRM) January 2011 – October 2015

• Global Professional Human Resources (GPHR), HRCI and SHRM December 2010 – October 2015

• Professional Human Resources (PHR), HRCI and SHRM May 2003 – June 2012

• Experienced with Lean Manufacturing & TQM to include: Kanban, JIT Material/Product Management, 3J/5S, QS-9000, ISO-900; Qualified

TS16949 Quality Auditor

• Software: BNA, BLR, CCH-HRM, PeopleSoft, Great Plains, Sage, SABRE/Flica, CRM, Flight-Tracker, Sharepoint, Org-Plus

• Knowledge of many timekeeping/payroll HRIS products: SAP, Kronos, Peachtree: Possess multiple ADP certifications

• Westlaw, Lexis/Nexis, Legal Research Training & Certification; proficiency with most online legal research topics/tools

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