Human Resources Manager

ROBERT E. BUCHANAN

**** ******** **** ******: 440-***-****

Vermilion, Ohio 44089

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

STRATEGIC HUMAN RESOURCES EXECUTIVE

A Business partner focusing on maximizing the people asset

Solution-focused leader with a strong track record of performance in

turnaround and high-paced organizations. Utilize keen analysis, insights

and team approach to drive organization improvements and implementation of

best practices. Superior interpersonal skills, capable of resolving

multiple and complex (organization design and change management,

performance management & talent assessment, recruitment & retention

strategies, labor relations) issues and motivating staff to peak

performance. Broad knowledge of human resources in a variety of sectors

including non-union and union environments; and Fortune 500 companies with

a large number of exempt, non-exempt, and hourly employees. Experience

initiating cost containment strategies resulting in significant savings.

Specific areas of achievement include:

. Managed multiple sites ranging from 850-6000 employees with HR staff of

. 10-20;

. Designed culture change models accounting for improved efficiency,

utilization and employee productivity;

. Initiated large-scale headcount reduction plans accounting for millions

in savings;

. Designed leadership programs to upgrade employee technical and

behavioral skills with employee participation varying from 200-5000;

. Managed union organizing attempt accounting for $5 million savings; and

developed plan to maintain union-free environment;

. Designed talent acquisition pipeline to reduce recruiting cycle times

on average by 70%;

. Negotiated three (3) labor contracts accounting for $8.6 million

savings;

ACADEMIC CREDENTIALS

ADJUNCT PROFESSOR; Tiffin University, Tiffin, Ohio

M.B.A.: Organization Development, Baldwin Wallace College, Berea, Ohio

B.A.: English, The College of Wooster, Wooster, Ohio

PROFESSIONAL EXPERIENCE

charlotte regional visitors authority (CRVA), Charlotte, North Carolina (

2011 - 2014

Tourism & Hospitality entity responsible for bringing events to Charlotte:

five sites; over 2200 employees dependent upon events; and 6 direct

reports.

VP & Chief Human Resources Officer

Challenge: Recruited to build HR department and design infrastructure to

support five Business Units responsible for securing events to generate

positive economic impact for Charlotte.

Action: Partnered with CEO and Board of Trustees to reorganize company and

eliminate business silos; and institute management infrastructure to

support one organization.

Results:

. Designed and staffed a Human Resources department to accommodate client

needs and organization's growth;

. Redefined organization's vision, mission and facilitated transitioning

from decentralized to more centralized structure;

. Designed human resources policies to align or support future culture

characteristics;

. Designed formal compensation system to enhance organization's market

competitiveness;

. Developed 3-year training program to upgrade workforce's behavioral and

technical skills;

. Designed performance management & succession planning process to drive

improved efficiencies and employee accountability.

ROBERT E. BUCHANAN

Mobile: 440-***-**** *********@*****.***

GOODRICH LANDING GEAR dIVISION, Cleveland, Ohio ( 2006 - 2011

Manufacturer of aircraft landing gear: (5) sites: totaling 850 employees:

three non-union & two union sites; 10 direct reports, and a $5 million

budget.

Director, Human Resources: US Operations

Challenge: Provide HR leadership for sites and focus on changing work

climate to embrace the Goodrich "People Philosophy" culture. Contributed

to division turnaround in closing large manufacturing plant and sourcing

product to other sites.

Action: Partnered with VP, Human Resouces in transforming HR from an

administrative role to strategic business partner; and implementing

performance initiatives. Conducted extensive analysis of existing HR

organization and developed business plan to achieve functional excellence:

policies, services and programs.

Results:

. Created business unit technical, behavioral and leadership training

programs to drive high performance culture;

. Managed union organizing attempt accounting for $5 million savings; and

developed plan to maintain union-free environment;

. Designed culture change model to support large scale transformation

aligned with business objectives;

. Designed talent acquisition pipeline that reduced salaried recruiting

time from 90-day average to 42 days;

. Designed plan and strategy to negotiate two (2) labor contracts; plans

yielded $4.2 million savings;

. Orchestrated plan that accounted for 86% grievance workload reduction;

. Instituted operator self-inspection program accounting for $1.2 million

savings.

NORTHCOAST BEHAVIORAL HEALTHCARE, Northfield, Ohio ( 2004 - 2006

335-bed health care system: (3) state hospital campuses: union & non-

union: 900 employees

Vice President, Human Resources

Challenge: Oversight of the human resources operation with 16 employees.

Contribute to organization's interest in changing culture and improving

employee performance accountability.

Action: Partnereed with CEO and Executive leadership to ensure HR

alignment with business direction; and provide HR visionary and strategic

leadership to three hospital campuses.

Results:

. Developed nursing leadership plan to drive more team building; focused

effort on improved performance management;

. Designed change strategy to shift culture from traditional to high

performance climate;

. Prepared and managed successful JACHO audit.

MEADWESTVACO CORPORATION, Chillicothe, Ohio ( 2002 - 2004

Operating four carbonless paper manufacturing plants: three union and one

non-union employing 1900

Director, Human Resources

Challenge: Oversight of the human resources operation with 20

professionals.; and to lead successful merger.

Action: Engaged by VP/General Manager to lead human resources operation

through a merger.

Results:

. Designed plan, method and executed 21% workforce reduction;

. Restructured HR department to decrease operating expenses, and reduced

grievance workload by 30%.;

. Managed implementation of new benefits program and performance

management system.

ROBERT E. BUCHANAN

Mobile: 440-***-**** *********@*****.***

SUMMA HEALTH SYSTEM, Akron, Ohio ( April 2002 - September 2002

963-bed health care system: four hospitals and one full-service insurance

entity employing 6000 (5500 non-union & 500 union)

Employee & Labor Relations Director::

Challenge: Assignment with oversight of employee and labor relations;

represented hospitals in employment matters, grievance arbitration and

disputes before Ohio Civil Rights Commission, Equal Opportunity Commission,

and National Labor Relations Board.

Action/Results: Provided advice, direction and education to Summa

management relating to disciplinary actions, non-union / union grievances,

human resources policy administration and employee /physician relations

issues.

NORWALK FURNITURE CORPORATION, Norwalk, Ohio ( 1997 - 2001

Manufacturer of household furniture: Operating four plants: two union,

two non-union; 100 franchise stores and employing 1600

VP, Human Resources

Challenge: Lead human resources enterprise to deliver strategic

initiatives necessary in talent development, performance consulting,

organization development, and labor relations.; manage staff of 10 with a

$5 million budget.

Action: Facilitated organization migration to a high performance work

culture. Guided the design and direction of all compensation and benefit

programs; oversaw and developed strategic and operational HR policies and

programs in alignment with business objectives.

Results:

. Spearheaded recruitment and retention strategies, reduced recruitment

time 50% and turnover rate 8%;

. Established on-site medical services operations: improving employee

disability management and attributing to a 10% reduction in

absenteeism; and accounting for $200,000 new revenue stream;

. Eliminated incentive system; reengineered organizational structure,

established new production standards, designed new performance-based

pay program; developed a behavioral and technical skills training

program to cultivate collaborative work environment;

. Negotiated two (2) labor agreements; accounting for $4.4 million below

targeted plan;

. Designed performance management process;

. Managed study and installation of human resources information system

(HRIS).

PRM, Inc. dba Buerkel & Associates, Cleveland, Ohio ( 1989 - 1997

Principal

Provided professional recruitment, human resources consulting and executive

administrative services business. Established revenue stream with such

major firms as GE, Scott Paper, and Allied Signal.

General Electric Company (Lighting and Major Appliance Business) ( 1984 -

1989

Employee Relations Manager & Professional Relations Program Manager

Action/Results:

. Reengineered organizational structure and increased managers' span of

control; achieved a $1.6 million cost reduction;

. Designed strategic plan to change work culture inclusive of training

program: founded "Appliance Park University" with 5000 employee

participation

Contact this candidate