Manager Human Resources

423-***-**** (hm)

423-***-**** (cell)

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

Chip Harris, MS, SPHR

Objective

Position in Human Resources in a company that values employees and presents room for personal and professional growth.

Experience

2012-Present Goodman Manufacturing Dayton, TN

Human Resources Business Partner

Invited to return to former employer with promotion

Changed workforce from 70% temp to 70% full time based on ROI.

Business partner for Dayton facility: strategic hiring, succession planning, performance improvement plans and culture change.

State of Tennessee training grants $200,000

HR lead on Toyota Production System implementation

Responsible for all Employee Relations issues, investigations, and discipline

Transition planning to relocate Dayton employees or to Texas or transition them to a new employer

2009-2012 Alstom Turbomachines, LLC Chattanooga, TN

Human Resources & Training Manager

Factory Employee Relations (plant expansion from 50-220)

Developed and implemented extensive 2 day new hire orientation program

Set up and received over $4,500,000 in state and local grants

Developed standards for “Technician Training Program” to develop skilled CNC Machinist from technical school

Established “Leadership Tool Kit” management training for European and domestic managers to equip and refresh all on basics of policies and employment law.

Implemented training tracking database (ISO, HR, EHS and job specific training data)

EHS Manager (interim) 6 months - EHS training recognized as corporate “Best practice”

Extensive experience with HRIS systems including SAP, PeopleSoft, Taleo, and Intelex

2003-2009 Goodman Manufacturing Dayton, TN

Human Resources Manager / EHS Manager

Developed employee data base where none existed.

Instrumental in plant expansion (120 – 500- first 6 months)

Extensive recruiting background for professionals, skilled workers, staff managers, etc.

Transition from 14 year “piece rate” to pay by hour based on job skill (2008).

Formalized “Job Bidding” system for hourly employees where none existed.

State of Tennessee training grants - $75,000 in cash.

Developed ISO training tracking tool.

Served dual role as HR / EHS Manager for 2 years.

Set metrics for poorly performing temp agency

Training Developed and Implemented: New Hire Orientation, Supervisor Skills, Discipline, Coaching and Mentoring, Conflict Management, Reducing Turnover, Dignity and Respect, Drug Free Workplace (5% reduction in WC premium)

1996–2003 Duracell Cleveland, TN

Employee Relations Supervisor

Responsible for all aspects of HR in 400 person facility (1/2 of Cleveland Operations)

Program Director for Self Directed Work Teams

Hired 250 people in 1997 as result of expansion (Associates & Professional, Skilled Crafts)

Responsible for all hourly job movement (bidding).

Responsible for all complaint investigation and resolution (grievance).

Developed and Implemented Structured Behavior Based Interviews.

Developed Co-operative Education Program to recruit Engineering talent

Manage Medical Department, Contract Security

1995–1996

Training Specialist

Developed New Hire Orientation, Industrial Mechanic Training Program, DOL Certified Tool and Die Program and Associate of Science Degree Program through Cleveland State (on site)

1992–1995

Supervisor

Supervise 20 Associates

Material Procurement from Vendors

Education

1990–1992 University of Tennessee

Master of Science, Industrial and Organizational Psychology

1986–1990 University of Tennessee

Bachelor of Arts, Psychology

Graduated Cum Laude.

1986 –McCallie School

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