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Human Resources Management

Location:
Seattle, WA, 98101
Posted:
September 28, 2016

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Resume:

LUDWIG ROBERT MÄRZ, SPHR, SHRM-SCP

*****st Ave North, Seattle, WA 98101 425-***-**** acws6i@r.postjobfree.com

Human Resources Professional

A strategic and operational results oriented global HR leader with skills in developing human capital and HR systems to meet business objectives:

Performance Management, Comp. & Benefits

Talent Development, Succession Planning

Employee & Labor Relations

Organizational Development, Workforce Planning

Change Management & Strategic Planning

Conflict Resolution/ Employee Investigations

Professional Accomplishments

HR DIRECTOR/City of Seattle, SPL, SEATTLE 2013-present

Responsible for all Human Resources in a client-focused organization covering 700 employees and 500 volunteers overseeing: compensation, talent management, OD, training & development and change management covering 27 locations.

Restructured corporate wide training with introduction of Cornerstone SaaS learning management system. Developed specific classification-wide training matrix for all classifications. Developed compliance grid and linked classification competencies with employee core-development training plans.

Developed compensation committee and corporate compensation plan to Board, addressing retention issues.

Consolidated two collective bargaining agreements into one addressing better workforce flexibility, scheduling issues and for-cause-testing. Developed joint labor-management facilitation and partnership.

Moved the human resources model from a functionally driven service to a business partnership model eliminating divisional silos, built partnerships and created more accountability within the HR team.

Managed and directed strategic direction for employee involvement and performance management to align people practices with business operations. Led change management program and restructured HR.

Implemented company-wide investigation training and monthly case management to reduce employee relations complaints within the human resources function. Managed all compliance required trainings.

Managed all third party investigations and EEOC complaints.

Managed employee recognition program through a staff committee of 8 members to promote staff recognition and engagement. Structured programs to engage staff, promote work involvement and recognize employee contributions.

DIRECTOR of HUMAN RESOURCES/Consulting 2004-2013

Human Capital consultant, Celanese (Aug. 2011-July 2012)

Human Resources consultant, Expedia (July. 2010-Feb 2011)

Human Capital Consultant (2004-2010)

Responsible for leading global HR projects and best practices in US and Global Fortune 500 companies.

Conducted/handled development of statistical benchmarking to address workforce planning, developed

compensation benchmarking/performance management and HR alignment with business needs.

Developed organizational structure to address employee development and business drivers.

Implemented and lead start-up of facility in Prague. Evaluated labor laws and legislation in Europe operations evaluating consolidation of business operations.

Developed organizational structure, target market strategies, employee performance reviews, individual training plans, product orientation, doubling profits consistently 4 years straight.

Lead start-up of international business in building products through ecommerce and build to specification orders.

ALSTOM ESCA Corporation, SEATTLE, WA 2000-2004

VP of Human Resources, Director of HR Services

Directed human resources and organizational development overseeing electric grid software configuration for BU in India, Europe, SA, US and Canada, covering 850 employees. Overall Corp revenue $23 B

Designed strategic human resource plans for international locations covering staffing, training, performance measurements, employee relations and policies supporting business goals and delivering 100% of target plans.

Developed (STIP) compensation plans to support business strategies; meet annual business targets and retain hi potential employees. Developed performance management plans using SMART to increase project management effectiveness and meet business unit objectives 4 years in a row.

Designed and identified employee training by linking businesses performance to key training measures in each function such as project management, campus recruiting, technical experts and HIPOs, 98 % employee retention rate. Developed succession plan and annual people review process within the US to: retain key performing employees; address organizational issues; address replacements for senior management and develop employee base to increase overall business performance and reduced recruiting costs by 57 %. Conducted satisfaction surveys to drive culture and change management. Conducted exit interviews to provide corporate feedback.

Initiated training covering harassment and discrimination ensuring compliance with all appropriate legislation, zero filings over 12 investigations in 4 years.

Introduced HR metrics in 7 international units through joint steering committee using industry benchmarks and internal measures to drive training objectives and implement HR best practices.

Todd Pacific, Seattle, WA 1996-2000

Director, Human Resources

Managed human resources and organizational development, through a staff of five direct reports, covering 1200 employees in 12 separate unions.

Designed compensation structure and incentive plan to link business objectives with employee/dept. performance.

Developed training structure supporting core competencies in salary supervisory personnel.

Developed project management training with local college to provide consistent operational practices and delivery.

Designed and developed modified duty program, and safety awareness training in line with business objectives resulting in a costs savings of 36 % over one year.

Negotiated new collective bargaining agreement with 12 unions resulting in composite crew language increasing workplace efficiency by 15 plus percent and enabling multi-year Navy contract, adding long-term operations.

Amcast Automotive, Milwaukee, WI 1994-1996

Director, Human Resources

Responsible for all human resources covering a $60 million multi-plant division and O.E.M. supplier to Chrysler, Ford and General Motors.

Utilized group problem solving techniques obtaining employee input in problem identification and participation with developing new production techniques and processes.

Developed hourly & salary employee training material and programs increasing job-specific knowledge through job competencies, establishment of QS 9001 and corporate management training programs.

Re-engineered human resources and initiated corporate communications program, increasing retention by 23%.

Education

BA Economics, University of Western Ontario, London, Ontario, CAN

SHRM-SCP, SPHR Certification

Professional Affiliations

Society for Human Resource Management

Human Capital Institute



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