Philip B. Worrell, MBA

Springboro, Ohio ***** 513-***-****

ad0olz@r.postjobfree.com linkedin.com/in/pbworrell

Human Resources Director

Years of success leading all human resources functions for high-growth organizations

Results-focused, senior-level human resources executive and leader with years of significant experience serving in key positions within the field of human resources management, poised to excel in a Human Resources Director role. Demonstrated expertise in all facets of human resources operations, from sourcing and recruiting, interviewing, selecting, and onboarding new talent to correcting, training, evaluating, and promoting employees. Highly skilled with managing others and possess in-depth knowledge of employment and labor relations law. Proven ability to apply a well-rounded understanding of human resources disciplines to the superior completion of all duties and responsibilities.

Highlights of Expertise

Compensation & Benefit Administration

Collective Bargaining Agreements

Recruitment Procedures & Retention Measures

Safety & Working Conditions

Corrective Measures & Employee Grievances

Performance Appraisals & Evaluations

Hiring, Promotions, & Terminations

Staff Training & Professional Development

Strategic Planning & Change Management

Team Building & Leadership

Career Experience

ProKatchers

Contracted to Kellogg in Cincinnati, Ohio (January 2021 to June 2021)

Hired to provide HR support and training to workforce and front-line leaders to improve employee engagement and communication due to a planned downsizing and layoff at the end of 2021. Additionally, I assumed HR Manager role after she resigned shortly after I started. Also assumed Labor Supervisor role when she went on STD one week later.

Strategic Employee Engagement, LLC, Springboro, Ohio

One-stop shop for all Human Resource best practices

PRESIDENT/CEO (January 2019 to present)

Empowering clients to maximize the engagement of their employees to truly provide a strategic, valuable and sustaining impact in their organization. Specializing in:

Change Management

Compensation, Payroll & Benefits Management

Compliance Assistance

Contract HR Support

Employee/Labor law Compliance

Employee Surveys

Employee Training Programs

Handbook Policy Development

HR Audits

HR Technology

Internal Investigations

Job Descriptions

Staffing

Performance Management

Professional Employer Organization (PEO)

Q Process Outsourcing

Training & Development

Workplace Safety/Workplace Compensation Management

DyStar LP, Cincinnati, Ohio

Devise and suggest program objectives in all areas of human resources and employee relations for DyStar Americas.

HUMAN RESOURCES DIRECTOR, NORTH & CENTRAL AMERICAS (November 2016 to January 2019)

Establish effective methods of employee communication while directly cooperating with facility frontrunners at nine North Central and South American locations. Carry out all operations of human resources, such as staffing, interviews, selection, new-hire onboarding, coaching, safety, performance, labor relations, and contract administration. Coordinate management of benefits and produce HR guidelines, job descriptions, and standard operating processes. Assume further accountability for three non-union plants, US-based corporate office, and offices in South America. Run plant agreement for collective bargaining and set objectives for bargaining while working in close collaboration with senior leadership. Direct and offer general guidance on management of staffing processes and workforce procedures. Explore any concerns regarding HR, such as working conditions, disciplinary actions, and employee grievances. Review all employee performance appraisals and make talent acquisition, promotion, and termination suggestions.

Completely reformed pay grades, pay ranges, and job descriptions for North American operations.

Took company from fully funded to self-funded medical and dental insurance, saving $500K per year.

Assisted with integration of DyStar and Emerald from two, 200-employee companies to one, 400employee company as member of management team.

Offered support for purchase of Emerald Specialties Group by DyStar LP as a key member of Transition Team

Held regular meetings with employees in town halls, toolbox talks and individual meetings on the floor in support of all three shifts.

Held regular meetings with supervisors and managers to discuss policy and/or employee issues

Emerald Performance Materials, Cincinnati, Ohio

Planned, directed, coordinated, and administered Human Resources Department for union and non-union plants.

HUMAN RESOURCES DIRECTOR, EMERALD PERFORMANCE MATERIALS SPECIALTIES GROUP (September 2008 to October 2016)

Designed and executed high-impact approaches to human resources in accordance with organizational goals and targets. Oversaw all aspects of human resources, including recruitment, benefits administration, labor relations, employee relations, safety management, employee training, performance management, and contract administration. Actively contributed as a key member of Specialties Group Strategic Management Team for three company plants. Offered HR group support for 100 unionized hourly, 50 non-unionized hourly, and 125 salaried workers. Conducted due diligence on acquisition and incorporation of $10M competitor as an actively participating member of Acquisition Team. Organized three Charlotte contract negotiations. Applied yearly, merit-based adjustments to pay grades. Created a yearly performance system centered on merit, resulting in improved accountability of hourly workers.

Provided private-equity owners double-digit EBITDA growth for 10 years via involvement in annual strategic planning to align HR and business objectives as member of a 10-person management team.

Carried out regressive contract negotiations in 2010, removing more than $1.5M in labor costs from business.

Successfully defended company in six to 10 EEOC complaints involving age, race, and religious discrimination, as well as in an NLRB charge of unfair labor practice.

Was able to improve employee engagement using employee surveys. Employed change management skills to make changes based on survey results by identifying stakeholders, getting “buy in” from stakeholders and implementing change.

Held regular meetings with employees in town halls, toolbox talks and individual meetings on the floor in support of all three shifts.

Held regular meetings with supervisors and managers to discuss policy and/or employee issues.

Additional Experience

Human Resources Manager, Cincinnati Plant (2007 – 2008) Emerald Performance Materials, Cincinnati, OH

Human Resources Associate (2002 – 2007) Ford Motor Company, Batavia, OH (Also worked weekends in all departments as a supervisor for 4 of the 5 years that I was there.)

Human Resources Consultant (2000 – 2002) Independent Contractor, West Carrollton, OH

Education & Credentials

Master of Business Administration

Thomas More College, Crestview Hills, Kentucky

Bachelor of Arts in Human Resource Management

Antioch University Midwest, Yellow Springs, Ohio

Professional Development

Change Management Certification, Change Guides LLC, Cincinnati, Ohio

Six Sigma Green Belt Certification, Ford Motor Company, Batavia, Ohio

Affiliations

Adjunct Professor, Wright State University, Dayton, Ohio (Labor and Employee Relations)

Adjunct Professor, Cincinnati Christian University, Cincinnati, Ohio (Economics)

Member, Society of Human Resource Management

Member, Greater Cincinnati Human Resources Association

Notary Public

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