PAUL SANGER

**** *. ***** ******

West Allis, WI 53227

414-***-****

acuce7@r.postjobfree.com

Summary of Experience

Human Resources professional with a track record of achieving business objectives in corporate and manufacturing environments. Extensive background in employee relations, staffing, performance management, administering collective bargaining agreements, HRIS, training, arbitration, diversity, and managing safety programs.

2013 to QuadGraphics, Pewaukee Wisconsin

2016

Human Resources Manager: Responsible for leading the Human Resource function

ensuring responsive and value added services to all employees.

2010 to

2013

Maysteel, LLC, Allenton, Wisconsin

A provider of high quality custom metal enclosures for a variety of applications.

Human Resources Manager: Fully accountable to direct human resource activities and responsibilities. Partner with facility management and business unit leadership to maintain a high performing, highly satisfied work force focused on quality, cost, delivery and safety. Support an atmosphere of continuous improvement throughout the facility.

Negotiated new three year collective bargaining agreement. Result: Realized a $900,000 annual savings during the term of the agreement.

Outsourced FMLA administration. Result: Produced first year savings of $145,000.

Implemented multiple safety and worker’s compensation controls. Result: Achieved a premium reduction of $461,000.

1994 to

2010

Briggs & Stratton Corporation, Wauwatosa, Wisconsin

World’s largest producer of air-cooled gasoline engines for outdoor power equipment with annual sales of $2.1 billion.

2007

to

2010

Human Resources Manager – Engine Power Products Group: Responsible for managing the Human Resources function for 855 employees. Departments included: Engineering, R&D, Manufacturing, Logistics, Purchasing and the DSCS Division.

Negotiated and implemented alternative work schedules in 3 departments within a 1,100,000 sq. ft. facility. Result: Realized a $222,715 reduction in energy costs and labor savings of $335,577.

Negotiated and assisted the Plant Manager with the implementation of a Productivity Reward Program for the DSCS Division. Result: Generated annual savings of $100,000. Union employees received weekly productivity reward payouts.

Named to one of the Corporate Ceridian Design teams, focused on designing and implementing an HR system solution. The team learned Source Link, cleaned up system mapping issues, standardized HR policy/practices and worked with end users to understand their system/information needs. Result: Implemented on time with projected savings of $2,000,000.

Met staffing requirements and supported company’s commitment to diversity, affirmative action and co-op program. Result: Recruited and hired 38 salaried employees in one year, including 3 women and 2 graduating co-ops into engineering, designer and technician positions.

Selected for Human Resources Metrics Team. Performance metrics were developed for absenteeism, cost per hire, time to fill, cost of temporary services, wage rates and reasons for termination. Result: Implemented metrics in 2010.

Collaborated with directors and managers to review the promotion process for engine technicians, determined that a consistent and documented procedure was required.

Result: Implemented a Technician Review Board.

Re-organized the Engineering Support Department designed to enable product engineers and staffs to provide a focused level of support to regional locations. Result: Hired 4 Platform Lead Engineers and implemented the new organizational structure.

Provided contract interpretation to the operation groups. Fostered and maintained a positive working relationship with union leadership, grievance reps. and hourly employees. Result: Reached agreement on issues without going through the grievance process.

2005

to

2007

Assistant Human Resources Manager – Engine Power Products Group: Responsible to Human Resources Manager for delivery of Human Resources services to 1,600 employees.

Assisted with recruitment and selection of HR Generalists. Result: Provided training and development guidance enabling them to meet customer’s expectations.

Worked with temporary agencies to achieve an improved level of service and generate a cost reduction. Result: Reduced cost of temporary employees by 25%.

Promoted to Human Resources Manager.

1999

to

2005

Human Resources Generalist III/II: Responsible for providing Human Resources support in recruitment, employment, employee/industrial relations, compensation, OD, training and diversity.

Volunteered for the Corporate Diversity Team. Designed and conducted training for employees at corporate and manufacturing locations. Result: Trained 3,200 employees.

Promoted to Assistant Human Resources Manager.

1997

to

1999

Employee Involvement Coordinator: Responsible for directing and coordinating all aspects of the Employee Involvement Initiative designed to enhance job security, productivity and profitability of the Die Cast Components Division.

1994

to

1997

Corporate Safety Engineer: Responsible for managing safety and health programs for the Die Cast Components, Specialty Products and Castings Divisions. The divisions consisted of 1,800 employees.

Developed and revised forklift, aerial lift, asbestos compliance, lockout/tagout, confined space entry, blood borne pathogens and respiratory protection programs.

Result: Implemented the OSHA compliant programs at all locations.

1987

to

1994

Held Safety and Human Resources positions with Chrysler Corporation, Aladdin Engineering and Everbrite Corporation.

Education:

BSE Degree, Occupational Safety Emphasis, University of Wisconsin-Whitewater, 1986

Professional Affiliations:

Society for Human Resource Management (SHRM)

North American Die Cast Association (NADCA) Safety Committee, 1994-1997

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