Human Resources Manager

Kenneth R. Horton (Spanish Bilingual)

**** *** ***** *****/*******, GA 30213, (C) 404-***-**** **********@*****.***

Human Resources professional with over 20 years experience with global experience. Responsibilities include developing Human Resources business plans, strategic planning, global planning, leadership development, compensation, benefits, succession planning, talent management, performance management, training, union avoidance, employee recognition, while adding value to the company and to the client that we service.

Professional Highlights

Provide strategic Human Resources leadership across the company that ensures uniformed application of policy and procedures creating synergy in complex environments

Developed and implemented companywide performance management and MBO system.

Coached managers to lead their teams to manage performance utilizing KPI systems.

Responsible for all employees related legal matters including EEOC, OSHA, OFCCP, Wage & hour, immigration &DOT.

Passed on-site audits from EEOC, OSHA, Immigration, Wage and Hour and OFCCP.

Rejected multiple union attempts from UAW, Communication Workers of America (CWA) and the Teamsters

Developed and designed benefit programs that met the team members and Company cost expectations.

Pioneered retention model that decreased attrition by 20% at Sewon America, Inc

Reduced labor cost from 12% to 8% of revenue saving Sewon America millions annually.

Successfully defended two wage & hour investigations.

Pioneered succession planning models that resulted in increase bench strength that met growth expectations.

Developed strategies that improved employee satisfaction and morale by 15%.

Successfully launched (8) start-ups facilities within United States, India and Canada.

Troup County Manufacturer of the Year Award 2015.

Director of the Year Award in 2006.

CORE COMPETENCIES:

oTalent Acquisition Strategic Planning

oTraining and development Organizational Development

oEmployee and Labor Relations Succession Planning

oUnion Avoidance Leadership Development

oCompensation Administration Change Management

oBenefit Administration Legal & Regulatory Compliance

PROFESSIONAL EXPERIENCE

Sewon America Manufacturer, Inc. (A Division of Hyundai and KIA Automotive), Lagrange, GA

Corporate Sr. General Manager of HR, Safety, IT, Facility Management, Security & General Administration 2009 - Present.

Lead Human Resources at the North America Corporate Office with over 1100 employees functioning as a Senior General Manager of human resources reporting to the President. Responsible for leading and directing all aspects of HR to include strategic planning, talent acquisition, training, employee & labor relations, compensation and benefits administration, environment health and safety, union avoidance, facility management and Information Technology.

Policy development to ensure all programs and practices related to handling of employees (i.e. legal requirements, hiring, training, promotions, wage & hour, terminations, lay-offs, etc.) are compliant with all federal and state laws.

Developed HR Business plan that lowered accidents 10%, attrition 20% and improved absenteeism 15% annually.

Passed on-site audits from EEOC, OSHA, and Immigration, Wage and Hour and OFCCP audits.

Reduced labor cost from 12% to 8% of revenue saving Sewon America millions annually.

Responsible for all employee related legal matters while partnering with outside legal counsel.

Ensure a positive work environment and employee relations/labor system.

Successfully rejecting multiple union organizing attempts of the United Workers of America (UAW).

Led community relations and public affairs that resulted in receiving Troup County Manufacturer of the Year Award in 2015.

NCI Resources Management (Business Services with Fortune 500 Companies)

Corporate Director of Human Resources (18 Multi-Site Financial Call Center Operations) 2000 – 2009

Regional Human Resources Manager (Multi-Site Financial Call Center Operations) 1999 – 2000

Corporate Human Resources Director with 3000 associates and 18 sites including Canada and India. Responsibility included strategic planning, organizational development, succession planning, talent acquisition, training, employee & labor relations, union avoidance, and compensation and benefits administration.

Partnered with management team at all levels to design NCI’s culture model “Preserving Human Dignity” that facilitated commitment, gave members an organizational identity, and promoted system stability.

Executed Employee Recognition and engagement programs that improved employee satisfaction and morale by 15%.

Directed the talent acquisition, performance management and succession planning processes that resulted in creating bench strength throughout the system to grow the business organically.

Reduced a wage & hour claim projected at over 1 million dollars to 40k in 2006.

Ensured all programs and practices related to handling of employees (i.e. legal, hiring, promotions, terminations, lay-offs, closing facilities, etc.) met all federal and state laws. Thus, resulting in winning summary judgments, victories in wage & hour investigation, successfully passing multiple on-site audits from EEOC and the OFCCP.

Developed and implemented labor relations strategies rejecting the Communication Workers of America organizing attempts.

Selected Director of the Year Award.

Overnite Transportation subsidiary of UPS Freight

District Human Resources Manager (22 Multi-Site S.E. Region Supply Chain) 1997-1999

Responsible for maintaining policies and procedures, recruitment, training, benefits, employee/labor relations, union avoidance strategies and compensation for city delivery drivers, over-the-road drivers, general warehouse associates, forklift operators, mechanics, part clerks, operation managers, assistant managers and terminal managers.

Developed and implemented labor relation systems and strategies to ensure fair and equitable treatment of all employees to remain union free in 17 non-unions of my 22 locations rejecting the Teamsters organizing attempts.

Led one-one-one interviews and round tables visiting all 22 sites four times a year to maintain a pulse of the morale.

Conducted "straw votes" analysis to test the leader’s opinion of pro-company vs. pro-union trends.

Chaired internal “Peer Review” hearing process for labor disputes and grievance proceedings. This process reduced unwanted litigation claims minimizing unfair labor practice claims and legal fees

Burnham Transport Services

Corporate HR Manager (24 Multi-Site Warehouses) 1996-1997

Management of the HR Function at the corporate and field levels to include, recruitment, benefits, employee/labor relations, policies development, compensation for city and over-the road drivers, owner operators, order pullers, loaders, forklift operators, mechanics, and management positions.

Designed owner operator contracts that met IRS standards

Developed driver incentive plans that improved fuel expense and on-time delivery from 92% to 98%.

Designed and implemented internal grievance proceedings that improved employee morale by 30%.

Redesigned the recruitment process that resulted in filling the job orders weekly vs. monthly.

KLLM Transportation Services (Supply Chain)

Regional HR Manager (Multi-Site S.E. Region Supply Chain) 1992-1996

Regional HR Function included policy and procedure development, recruitment, training, employee/labor relations, compensation and benefits for exempt and non-exempt staff.

Responsible for rolling-out corporate human resources initiatives and programs in the region, including: positive employee relations training, performance management, benefits and compensation programs.

Instituted retention model that decreased attrition by 50%.

Redesigned the recruitment process that resulted in filling the job orders weekly vs. monthly.

EDUCATION & CERTIFICATIONS

Masters (concentration in Human Resources) Western Michigan University, Kalamazoo, Michigan

Bachelor of Business Administration Western Michigan University, Kalamazoo, Michigan

Professional of Human Resources Certification (SHRM)

PROFESSIONAL AFFLIATIONS AND BOARD OF DIRECTOR MEMBERSHIPS

Board Member for the Local Chamber of Commerce Board Member for the Local United Way

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