Human Resources Manager

MARK C. VAN LAUWE

**** *. **** ****** **** 563-***-****

Davenport, IA 52807 ********@*******.***

SUMMARY

Senior human resources executive with outstanding record of achieving results in fast paced

environments. Generalist with significant strength in strategy, compensation, benefits, performance

management, recruiting, succession planning, union and non union relations, employee and labor

relations. Demonstrated track record of functional leadership with large results-driven organizations such

as GE, Deere & Co., and Rolls-Royce. Skilled negotiator, problem solver, communicator who achieves

business objectives. Experience with public, private, domestic and multinational companies.

EXPERIENCE

M.Van Lauwe, INC Various contract positions 01/14–Present

Worked in Public and Private Sector performing human resources work.

- Local #25 Plumbers & Pipefitters – Trust Administrator. Direct report to Board of Directors

- City of Bettendorf, Iowa – Perform rewriting of job descriptions for all city employees.

- City of DeWitte, Iowa – Perform wage surveys in preparation for union negotiations.

- City of Silvis, IL – Consult in preparation for negotiations with Maintenance Dept.

HCC, Inc. – Mendota, IL 01/11-04/13

Global Manufacturer of farm implements

(Laid off when new VP of Operations brought in his own people.)

Human Resources Director

Reported to VP of Operations. Responsible for all Human Resources activities for union plant of over 300

employees.

• Wrote salary employee handbook, first handbook in history of facility.

• Reduced grievances by over 40% by working with supervisors and union members.

• Dealt with all insurance vendors and reduced cost by 12%. Introduced new benefits and wellness

program.

• Reduced WC cost by being main point of contact with vendor and Union.

• Installed succession planning for future leadership involving VP’s and Directors.

• Redesigned performance management program for salary employees. All salary evaluations now

done on line. Provided training to all salary employees and managers.

• Built a team for local UAW negotiations. Negotiated labor agreement with local union; six year

contract, settlement costs less than 2.7%, increased employee health benefits contributions.

• Rewrote and introduced over 45 policies for salary and hourly employees.

• Supervised new ADP payroll system and first HRIS. Human Resources driven process.

OYSTAR Packaging Technologies - Davenport, IA 04/08 - 05/10

Global manufacturer of hi-speed machinery for the packaging industry.

(Left when company purchased by R.A.Jones that had their own HR staff.)

Employee Relations Director

Reported to the CFO. Responsible for all Human Resources activities for union plant of over 300

employees.

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• Rewrote salary employee handbook, first update since 1992.

• Reduced grievances by over 50% by working with supervisors and union members.

• Reduced WC cost by being main point of contact with vendor and Union.

• Redesigned performance management program for salary employees. Provided training to all

salary employees and managers.

• Introduced succession planning for all management positions.

• Negotiated labor agreement with local union; settlement costs less than 2.5%.

• Negotiated performance evaluation system for hourly represented employees.

• (Company was purchased by another holding company that had an American headquarters and

did not need the human resources department at our site.)

Exide Technologies - Manchester, IA 05/05 - 03/08

Global business $2.7 billion serving the complex stored energy systems needs of its customers; one of

the world's largest producers, distributors and recyclers of lead-acid batteries.

(Company going through bankruptcy, left for better position.)

Manager, Human Resources

Reported to Plant Manager. Responsible for all Human Resources activities for non-union plant of over

400 employees.

• Rewrote and classified all hourly and salary job descriptions.

• Implemented new HRIS systems for all company locations in the United States.

• Installed succession planning for salary positions.

• Reduced WC costs by working with location nurse and local doctors.

• Interviewed and selected new TPP’s for all health care programs and changed benefits to a PPO

plan for medical, dental and EAP, lowered vendor cost.

• Trained supervisors and managers on state and federal laws, company policies, compliance,

interviewing skills and communications.

We Energies Corporation - Milwaukee, WI 07/02 – 11/04

Largest supplier of energy in Wisconsin; $2.5 billion in sales with 6,000 employees.

(Left due to forced reduction in force)

Manager, Labor and Employee Relations

Reported to Sr. VP of Employee Relations. Responsible for all Human Resources activities for over 6,000

organized and salary employees. Managed a staff of 19.

• Worked with four national labor unions, six locals. Negotiated two labor agreements involving

combination of contracts due to company merger.

• Developed and implemented a redesign of the HR function, maintained head count but redirected

employees to HR Service Center.

• Negotiated labor agreements with settlements at less than 3.0% total cost increase.

• (Forced reduction in force)

Rolls-Royce Corporation - Indianapolis, IN 08/99 – 09/01

Global $8 billion dollar power systems provider, designing, manufacturing and supporting a range of

products and services for air, sea and land.

(Left due to forced reduction.)

HR Manager, Turbine & Compressor Operations

2/4

Reported to VP of Operations. Responsible for all Human Resources activities for 3,500 organized hourly

employees and 3,500 salary employees. Managed a staff of 4.

• Organized transfer of OBU production structure including SAP, 5 Step, Six Sigma and Kaizan.

• Installed new job classification system – reduced 2700 job classifications to 280.

• Instituted supervisory training for 165 supervisors, resulting in better understanding of Operations

goals and people management.

• Only HR employee trained by Roll-Royce in lean manufacturing.

HR Consultant

M.Van Lauwe, INC. 08/99 – 04/00

Human Resources Executive Contractor

Ball – Foster Glass Container, LLC. - Muncie, IN 09/92 – 07/99

$2.1 billion domestic glass container manufacturer.

(Job transferred to PA and decided to stay in IN.)

Manager, Benefits and Pensions

Reported to VP of Human Resources. Responsible for all employee benefit programs 10,000 salary

and hourly employees in 18 locations.

• Reduced health care costs by $3,000,000 by use of managed care and managed utilization.

• Successfully negotiated health care contracts with five national providers.

• Successfully consolidated 401(k) funds from several companies to one provider.

• Successfully transferred funds and assumed responsibility for all retirees, LTD and PTD

employees from prior parent companies.

Manager, Labor Relations and Litigation

Reported to VP of Human Resources. Responsible for all activities involving labor relations

and litigation for 9 locations and 6,000 employees.

• Successfully negotiated national contracts with five unions.

• Company advocate for numerous arbitrations involving contract language, discharge and

benefits.

• Successfully presented Company position in numerous EEOC charges concerning discrimination,

alleged ADA violations and FMLA charges.

• Co-Chairman for QIP+ program driving quality commitment and empowerment to all employees.

GE Appliances 12/87 - 09/92

Manager, Union/Salary Relations - Bloomington, IN

Provided leadership in the management of labor relations. Included daily administration of labor

agreements, spokesperson during local negotiations, liaison between shop operations and

union leadership. Negotiated local contract with largest IBEW local in all of GE.

• Reduced Workers’ Compensation cost by $750,000 in two years.

3/4

• Worked extensively with teams for the production area insuring compliance with union contracts

and company objectives.

• Installed new hiring, probation and orientation procedures. Retention of newly hired employees

increased to over 90%.

Manager, Hourly and Nonexempt Compensation – Louisville, K

Responsible for administration of nonexempt and hourly compensation practices related to rates of pay,

salary, hiring, recall, layoff and rebalance of workforce.

Additional:

Direct report to Vice-President of Range Manufacturing to provide relation’s support to employees

working in Mexico, Great Britain and Holland. Worked with corporate headquarters General Electric to

obtain visas, housing, and tax shelters and worked with expatriates.

Deere & CO. 08/74-05/87

Held various positions in production supervision, industrial engineering and corporate human resources

department. Performed wage compensation audits worldwide.

EDUCATION

BA Economics & Finance, Augustana College

MA Labor & Industrial Relations, St. Francis University

Certified Employee Benefits Specialist 2000

Certified Compensation Professional 2005

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