Leandro C. Pena

*** ****** ***** ************** ** 828-***-**** acym8c@r.postjobfree.com

Human Resources Manager / Director

Certified Professional in Human Resources (SPHR) with additional CHRP certification in London Ontario Canada. 13-year HR career distinguished by commended performance and proven results.

Extensive background in HR Mgmt affairs, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development and legal compliance.

Demonstrated success in negotiating win-win compromises, developing teambuilding programs, and writing personnel manuals, corporate policies, job descriptions and management reports.

HR Skills

HR Department Startup

Employment Law

FMLA/ADA/EEO/WC

Mediation & Advocacy

HRIS Technologies, SAP

Work Force Mgmt

6 Sigma Certified / Lean

People Soft

Kronos Certified

Staff Recruitment & Retention

Manpower Planning

Employee Relations

Alternative Dispute Resolution (ADR)

Benefits Administration

HR Program/Project Management

Organizational Development

Orientation & On-Boarding

Training & Development

Performance Management

Organizational Development

HR Policies & Procedures

Affirmative Action & EEO

Talent Quest, Talent Mgmt. System, Workday

Professional Experience

BORGWARNER. Arden NC (Non Union) 1200 Employees. 2013 to Current.

BorgWarner Turbos is a public manufacture of turbos for CV and pc markets. Arden is a 350 million dollar plant within a 2.5 billion dollar division within an 8 billion dollar company.

Director Human Resources

As the director human Resources for BorgWarner Turbos I am responsible for the day-to-day delivery of all professional HR services. I support the Asheville management team, PTC team, GSM in all HR initiatives, which include assessing the business needs of our external as well as our internal customers. I am Involved In developing and reorganizing our org structure. I am responsible for adapting HR policies, processes, procedures and services throughout our plant.

Key Results:

Work with leadership and developed people strategy to align with current business needs and conditions.

Implement and execute various employee initiatives and practices such as recruitment strategies, talent, development, performance mgmt., re-org, compensation, benefits, and diversity programs.

Executed global HR initiatives, while at the same time established timing of implementation that was more beneficial to plant needs.

Counseled, guided and supported supervisors, managers, directors and vice presidents.

Established people metrics that aligned with turbo division.

Established a HPWO business partner organization that meets the needs of various departments.

Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.

Updated employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information. 1-year process that included buy in and flawless launch on all levels of employment.

Revised job descriptions across all levels and 30+ categories. “shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position. Worked with management on all levels to insure accuracy.

Introduced company’s first formal performance review program, creating a flexible and well-received tool that was later adopted at other sites.

MERITOR. Belvidere IL (Union), Morristown TN (Non Union), Fletcher NC and Forest City NC (Non Union) 1400 Employees

Meritor is a public company that provides top quality axels and other components for trucking, CV markets and the military. Fletcher/Forest city is 600 million dollar plant within a 4.5 billion dollar company.

HR Manager Belvidere IL (200 EE’s) 2009, Promoted to HR Manager Morristown TN (325 EE’s) 2009-2012, Promoted to HR Regional Manager Fletcher NC (600 EE’s), 2012 to 2013

As the regional human resource manager for the Carolina enterprise, I was responsible for the day-to-day delivery of all professional HR services. I support the director of HR in all HR initiatives, which include assessing the business needs of our external as well as our internal customers.

Key Results:

Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.

Foster a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch’s employee-retention rate of 89% within an industry where high turnover is the norm.

Participate and present in regional meetings including staff meetings, business operations reviews, strategic planning sessions and employee forums and meetings.

Provide executive coaching and counseling for division directors and managers including conflict resolution, business operations and development/succession planning.

Manage organizational changed initiatives in corporation with corporate HR and business leaders.

Negotiate approximately 18 salary offers and half of sign-on bonuses/relocation packages annually at both the exempt and non-exempt level.

Manage HR team in a high performance work organization method, which enables the team to drive HR initiatives to meet and surpass corporate expectations. Managed performance expectations with reviews, written assessments and constant feedback.

Review and approve all terminations and disciplinary actions, investigations, and employee relation’s decisions managed by plant for consistency, risk and completeness.

Lead and manage the design and delivery of HR programs aligned with business needs based on feedback from both business and employee communications channels.

Support our corporate HR VP in developing and implementing strategic HR goals and projects consistent with business-unit strategic objectives.

Analyze HR metrics and create and implement action plans based on those metrics.

Maintain HR documentation, reports for HR initiatives including recruitment, orientation, compensation and benefits, communication, policies and procedures, performance evaluations.

Successfully managed our upturn by hiring and training 55 new hourly positions in less than 45 days.

Developed community outreach programs with Meritor employees using grant money to help out the surrounding area, including schools, police department, fire departments, etc.

QUINCY COMPRESSOR LLC – QUINCY IL (UNION) 400 Employees

Quincy Compressor is a global leading designer and manufacture of reciprocating and rotary screw air compressors, vacuum pumps and a full line of air treatment components.

HR Manager, 2008 to 2009

Key Results:

Implemented HR metrics and create and implement action plans based on those metrics.

Contract negotiations, implementation, by getting concerns into a proposal, keeping both parties informed, exchanged proposals with union, played the “give and take” game, ratified the contract.

Handled all grievance procedures.

Made changes to health care in contract mid-negotiation.

OWENS CORNING – ROCKFORD IL/TORONTO ONTARIO (UNION & NON UNION)

300 Employees

Owens corning is a public 5.4 Billion dollar company that provides roofing, insulation and components materials. Rockford provides pink foam installation.

HR Manager, 2006 to 2007 Consultant 2007 to 2008 worked in Canada.

As the Human Resource manager I helped implement solutions to increase and maximize employee retention and engagement. I handled all the compensation and benefit needs of the employees.

Key Results:

Consult with chairman, executive director, managerial staff, and supervisors to ensure policy compliance with applicable statutes, rules and regulations and laws.

Delivered diversity initiatives in a multi-national workforce.

Managed the compensation and payroll functions, which included the job analysis, salary administration, employee payroll and personal records sections.

Interface with legal staff in dealing with progressive disciplines and grievances.

Efficiently manage team that focuses on continuous improvement efforts utilizing six sigma, kaizen and lean tools.

Actively involved in coordinating and communication collective agreements for corporation with evidence of highly skilled arbitration.

Advisor to human resources department business development, strategic planning, evaluations, and resource management.

Perform employee and labor relation’s duties, including grievance procedures and preparation for collective bargaining.

Co-developed company’s first-ever standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.

Professional Experience (continued)

BERGSTROM INC Rockford, IL (Non Union) 500 Employees

Bergstrom Inc. a private company that is the leading designer and manufacture of cab climate systems for heavy-duty commercial vehicles, off highway machines and specialty vehicles.

Recruiting, 2005 to 2006

HR Generalist /Safety Leader,

Promoted to fulfill a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records. Co-chaired annual flex-enrollment meetings, resolved conflicts between employees and insurance carriers, coordinated health fairs to promote employee wellness and performed exit interviews.

Key Results:

Worked with training manager to develop new, in-house computer software training courses, saving $8,500 annually in outside training costs.

Provided leadership and mentoring in the areas of personnel, payroll, labor relations, training, affirmative action and separation/termination.

Revised safety manual and initiated OSHA update bulletins, which reduced on the job injuries by 53% and reduced OSHA non-compliance warning by 80%.

Successfully developed and implemented organization’s first comprehensive electronic tool to measure HR performance metrics and quality indicators, providing analytical support to the department heads by preparing & analyzing regularly project related reports such as headcount, compensation, and reduction in force business plans.

Exceeded annual action plan targets for HR; led division in record-breaking improvement in turnover and safety incident reductions.

ETS Rockford IL (Non Union)

Manufacture of high quality tanning beds and Lotions. (No longer in Business)

Regional Generalist 1999 to 2005

Key Results:

Policy interpretation and reinforcement, counseling, termination, evaluation, including appropriate action plans and a proactive approach to potential employee relation’s issues.

Managed company benefits and compensation.

Oversaw performance evaluation & merit increase processes. Conducted annual market competiveness wage surveys and made recommendations to operations for pay/benefit modification.

Increased Operations efficiency in 5 separate locations.

NORTHERN ILLINOIS UNIVERSITY DeKalb IL.

Bachelor in Human Resource Business Management

Activities: Worked concurrently during college as a Human Resource Generalist at ETS and quickly became the Regional HR Generalist for the company.

HR Designations:

CHRP certified Canada’s SPHR

SPHR (senior professional in human resources), 2004

DDI targeted selection interviewing certified.

Kronos, people soft, ADP and Ceridian certified.

Understanding financial concepts

Accelerated sourcing effectiveness.

Supplier negotiations training.

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