Human Resource Manager

Rick Benson PHR

*** ********** *** ********* **, 27530 919-***-****

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

CAREER OVERVIEW

Progressive management experience including multiple roles and growing

responsibilities in various industries and Manufacturing facilities.

. Managed professional HR Departments in organizations up to

900 employees.

. Experienced designing benefit plans, and educating

workforce on consumer driven healthcare.

. Maintaining compliance with all HR regulations and laws

. Expert at maintaining a developing a engaged, efficient

culture

. Have held key roles in transitioning plants to a self-

empowered workforce

. Held position on Advisory Board University of North Texas

Center for Collaboration

. Guest Speaker at Collaboration conference 2 years in a row.

. Board of Directors for United Way Wayne County

PROFESSIONAL WORK EXPERIENCE

Cooper Standard Automotive Goldsboro NC a tier one automotive

supplier with customers BMW, Ford, Chrysler and General motors.

Human Resource Manager May 2014 - Present Salary $135,000 plus 15%

bonus

. Designed new hiring and on-boarding process for hourly employees

. Designed and built new employee file system

. Created new employee relations team to drive engagement.

. Designed and implemented new certified trainer program

. Created new pay system using single point of pay model

Achievements

. Reduce turnover by 50% in 7 months

. Reduced Absenteeism by 40% in 7 months

. Went from 2.5 million loss monthly to $500k monthly income

. Completely changed the culture to an highly engaged, efficient

workforce

Edy's Grand Ice Cream/Nestle USA Fort Wayne, IN; a subsidiary of

Nestle' in the consumer products industry. Producing Ice Cream and

related dairy products for the national market directly to consumers

through a DSD logistics system.

Human Resource Manager 2007 - Present Salary $130,000 plus 15% bonus

. Designed and implemented new hiring/on-boarding system for both

frontline and management

. Lead team to create employee handbook and all related policies

. Designed personnel filing system, including medical, training,

work comp systems

. Created and lead employee relations team, ran monthly roundtable

meetings with Leadership Team and frontline employees.

. Developed succession planning and Performance development

process

Achievements

. Used change management tools to successfully integrate with

Nestle after merger

. Highest participation rate and score for culture survey in

Factory history.

. Fastest fill time at lowest cost in the company for filling all

levels in the plant.

. Staffed a new start up operation with 400 new employees with a

93.96% retention rate in the first 24 months.

. Implemented certified training program and reached 85% certified

operator in 6 months

. Administered AAP and successfully completed OFCCP audit with 0

findings.

ConAgra Foods /Smithfield Foods Peru, IN; publicly traded company in

the foodservice industry. Processing pork bellies into ready to eat

bacon products. Major Customers include Burger King, Arby's, Hardee's,

and Armour

Human Resource Manager II 2006 - 2007 Salary $82,000 plus 20%

bonus

. Responsible for day to day policy questions for all aspects of

Human Resources including work rules, disciplinary methods and

procedures, staffing issues, overtime administration, benefits

administration, legal issues, education and training, employee

activities, raises and reviews, bonuses, general plant direction,

etc

. Maintaining AAP by developing recruiting and hiring policies that

insure a diverse workforce.

Guardian Automotive Products, Inc., Ligonier, IN; privately held

manufacturer of automotive glass generating $90MM in annual plant

sales ($5 billion total). Processes include cutting, grinding,

printing, tempering, laminating, bending and assembling glass. Major

customers include GM, Ford, and DCX.

Human Resource Manager 2002 - 2006 Salary $68,000

Assistant Human Resource Manager, 2001 - 2002

Shift Superintendent, 2000 - 2001

. Responsible for day to day policy questions for all aspects of

Human Resources including work rules, disciplinary methods and

procedures, staffing issues, overtime administration, benefits

administration, legal issues, education and training, employee

activities, raises and reviews, bonuses, general plant direction,

etc.

. Part of the "Employee Empowerment Team" to transition the plant's

employees into self-empowered work teams and World Class

Manufacturing through education, communication and motivation.

. Develop and grow Human Resource employees to advance their skill

sets.

. Participate and encourage the lean manufacturing environment to

reduce costs through the reduction of waste in meetings and in the

office.

. Managed eight professional supervisors responsible for 120 plant

employees.

. Was highest ranking official on the off-shift for this 500,000

square-foot facility with responsibility for all plant decisions.

Achievements

. Reduced employee turnover from 140% annualized to a level of 11% in

two years.

. Reduced recordable safety incidents from 37 in 2001 to 7 in 2003.

(Key member of the team that has gone 3.5 million man-hours without

a lost time accident - a record spanning approximately three

years).

. Reduced number of supervisors required from 32 in 2001 to 18

through the use of lean manufacturing techniques and employee

empowerment and collaborative workforce methods.

. Reduced Human Resource staff from seven to five through lean

manufacturing techniques - while improving department service.

. Wrote and conducted an employee survey to more directly reflect the

needs of employees that are a part of an organization that had met

all the lower-level and mid-level needs.

. Reduced recruiting costs from $20,000 to an average of $1,800 per

person while raising the quality of recruit through the use of non-

traditional tools.

. Received highest employee approval and satisfaction rating of 96%

from a formal survey conducted by Western Carolina Institute.

. Improved shift performance (in four measured areas - Yield,

Throughput, Safety and Quality) from last place in all categories

to either first or second place in all categories in less than two

years.

. Championed the United Way program for the entire facility,

generating a record $55,000 at the Ligonier plant alone.

Allied Signal/Honeywell, Huntington, IN; manufacturer of heavy vehicle

braking systems for the OE and aftermarket manufacturers. Customers

included Caterpillar, Peterbilt, Freightliner, Navistar, Mack and

others. Manufacturing processes included machining, assembly,

warehousing and distribution.

Production Coordinator, 1996 - 2000 $35,000

Material Planner, 1993 - 1996

. Supervised 70 employees in a 200,000 square foot facility.

. Responsible for ISO 9002 and QS 9000 adherence and system

maintenance.

. Responsible for all aspects of production including output,

productivity, training, emergency preparedness and safety.

. Responsible for planning, scheduling and bills of materials for

over 40 product assembly lines.

. Responsible for analyzing and forecasting customer orders and

requirements.

. Ordered and/or expedited all materials to meet production needs.

Achievements:

. Completed Six Sigma green belt project to bar code 96,000 part

numbers that resulted in a $1MM annual savings to the company.

. Improved product line fill rate from 44% to 96% in 1 year.

. Designed, wrote and implemented an employee flextime policy (that

is still used today).

. Designed and implemented training programs for all employees on

Microsoft Office Applications and MRP systems.

EDUCATION ADDITIONAL TRAINING

University of St. Francis - Fort Wayne, IN Certified in Lean

Manufacturing

B.B.A. Business Management, May 2000 Six Sigma Green

Belt

Society of Human Resource Management Total Productive

Manufacturing

PHR, June 2002

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