David Dexter, PHR

**** ********’s Way S Semmes, AL 36575

Cell 404-***-**** E-mail ad35hs@r.postjobfree.com

DIRECTOR OF HUMAN RESOURCES

A business savvy Human Resources professional with 23 years of progressive Human Resources Management experience which includes: Employee Relations, Compensation / Reward, Training and Development Recruiting, / Selection, Diversity/Inclusion (EEOC/AAP compliance), Health /Safety and Labor Law compliance.

PROFESSIONAL EXPERIENCE

Coastal Growers, LLC. 2021 -

Coastal Growers, LLC is proud to be in Atmore, AL. We are a grower-owned LLC peanut shelling plant owned by local farm families in the southeast.

Human Resources Director

The Human Resource Director oversees the overall strategic direction, planning, coordination, administration, and evaluation of the human resources function at Coastal Growers, LLC located in Atmore, AL. Also responsible for developing and ensuring effective implementation of plans, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations, total rewards (compensation and benefits), and payroll functions.

Key Objectives

Partner with the leadership team to formulate, develop, implement, and evaluate a HR and Talent Management Strategy to achieve the organization’s vision, mission, and goals, and to create value to its stakeholders. Regularly engage in direct communication with the leadership team on key human resources matters.

Oversee recruitment efforts to ensure that the organization is effectively and efficiently sourcing and selecting the right candidates.

Develop and drive talent management strategies to ensure effective staffing alignment with the needs of the business. Create systems to attract talent, identify critical talent needs, develop core competencies and corresponding development opportunities, and engage leadership in succession planning.

Lead the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps.

Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations.

Oversee and manage an effective employee benefit plan coordinating with external vendors for plan design and cost structure that meets the needs of the workforce.

Oversee the 401(k)plan administration including quarterly open enrollments, employee-initiated transactions, facilitate the annual audit, employee engagement/training and coordination of third parties as needed.

Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters, and ensuring HR programs, practices and policies are aligned. Ensure that employee files and records are properly and securely maintained.

Design and implement a competitive compensation system and benefit package to attract and retain staff. Partner with leadership to develop a Total Rewards/Pay philosophy, regularly review compensation and benefits market data, monitor pay practices and proactively address issue, manage benefit broker resources and benefits enrollment process, manage leave administration and payroll functions.

Post Holdings, Inc. (Golden Boy Foods) 2017- 2021

Golden Boy Foods, a subsidiary of Post Holdings, is a leading manufacturer, marketer and distributor of Private Label and branded food products.

Sr. Human Resources Manager

The Senior Regional HR Manager is responsible for serving as a strategic HR partner to Operations leadership in Troy, AL, Fitzgerald, GA, Blaine, WA, Streator, IL & Toronto, Canada developing and coaching Operations management, collaborating in People Planning, and developing and executing staffing plans. This position also facilitates resolution of associate relations issues.

Key Objectives

•Analyze HR Data for business area at the country/regional level, develop and implement solutions that are cost effective within HR and the business.

•Identify talent development needs within business area and work with region to ensure availability of employee development which is aligned to functional and organizational objectives

•Seamless execution of a full range of duties aligned to development of employees to ensure their performance meets and/or exceeds both business and personal goals/objectives, i.e., coaching and mentoring, onboarding, performance management, and HR service delivery

•Support implementation for any human resources related initiatives within business area, at the country/regional level Support of global HR processes for designated client group, e.g., salary planning, performance management, etc.

•Provide management coaching to build leadership capabilities and to address and resolve issues Coach and influence as a fully integrated team member in country/regional level business unit management.

•Participate in senior management country/regional level meetings and strategic planning activity Mentor other HR colleagues and/or act as an advisor or coach as a Subject Matter Expert Initiate and contribute to country/regional level projects or process improvement initiatives

•Act as SME for specific global processes, systems and for specific local areas within the team

•Communicate changes/development in operational HR Policy procedures within business area; and oversee local compliance with law and regulations; may coordinate activities within a team or across region.

AM/NS Calvert 2014 - 2017

A joint venture between ArcelorMittal & Nippon Steel & Sumitomo Metal Corporation; state-of-the-art steel processing facility (1600 employees)

Sr. Human Resources Manager

Provide advice and guidance to employees and managers on HR programs and processes; Communicate and manage Talent Acquisition needs. This includes the administration and interpretation of HR policies creation and implementation of an annual recruitment plan, overseeing disciplinary processes (including investigations and discipline hearings), conducting pay and classification studies, and managing pay plan administration.

Key Objectives

•Manage Talent Acquisition Process Exempt and non-exempt hiring process, externally and internally

•Coordinate temporary and contracting processes

•Create, communicate, train and interpret policies and procedures that support Talent Acquisition and Development

•Support/Partner with all HR functions and all internal customer departments to ensure successful Talent Development

•The Senior Manager, Employee Relations, played a pivotal role in fostering a positive and productive work environment by overseeing employee relations matters

• Ensured fair and consistent application of policies and procedures, promoting a culture of open communication, and resolving workplace conflicts

•Worked closely with the EVP, Employee Relations, to implement strategies that enhance employee engagement and maintain a healthy organizational culture

•Partnered with the EVP, Employee Relations to establish and implement strategic and tactical components of the Employee Relations Center of Excellence

•Be the main contact for employee relations matters, offering guidance on performance improvement, and termination processes for level VP and below, maintaining a fair and consistent approach

•Lead and manage employee relations initiatives, ensuring compliance with company policies and legal requirements

Newell Rubbermaid 2010 – 2014

Newell Rubbermaid is a 22,000 employee, $5.8B consumer goods manufacturer.

HR Manager

Provide advice and guidance to employees and managers on HR programs and processes; provides advice and counsel in employee relations situations; coach and/or mediate with employees and managers where needed. Monitor compliance of federal and state laws and recommend/support process and policy improvements in conjunction with company policies. Work collaboratively with all levels of management team on employee relations/performance development and safety issues.

Key Objectives & Achievements

Provide HR leadership and Generalist support for Corporate Distribution. Reporting into a VP of HR.

Business Process Champion for 3 large scale transformative web based implementations within organization:

oSAP/HCM implementation

oWorkforce payroll system implementation

oFHPR (Factory Hourly Performance Review) system implementation.

98% success rate on unemployment hearings

Lowered facility’s incident rate under standard industry at .34%

Led departmental restructure/reorganization for Inventory Control group and Shipping group that reduced 2 associates and realigned 4 others to lower scale positions saving $70K

Led Organization Review Succession Planning process. Implemented monthly developmental plan workshops with leadership team & top talent to improve succession-planning results.

Lead all site recruiting & staffing needs driving selection process to attract top talent

Led resolution of employee issues/investigations/corrective actions and guide managers’ decision making

Yamaha Motor Manufacturing, Newnan, GA 2007 - 2010

Manufacturer of Recreational Vehicles (1500 Employees)

HR Unit Manager Plant’s 2, 3, & 4

Recruited to be a fresh vision to the organization by developing and implementing Human Resources processes for multi-sites. Manage the activities of Selection/Recruiting, Training /Development and the Employee Relations functions to align with the organization’s business objectives.

Key Objectives & Achievements

Advised executive management, supervisors and employees in regards to state and federal labor laws such as: ADA, FMLA, FSLA and HIPPA.

Assist managers in the implementation of succession planning and formulated plan design to meet future organizational strategies for maximizing efficiency.

Developed and implemented Leadership Development Program.

Established and ensured an “Open Door Policy” approach to employee conflict resolutions.

Investigate, resolve and track EEO complaints.

Managed, developed and implemented temporary labor force strategy.

Worked with managers and supervisors in development of compensation pay ranges for exempt and non-exempt employees.

Facilitated training on topics such as Labor Law, Leadership, Diversity, Process Improvement and other requested training.

New Era, Demopolis, AL 2005- 2007

New Era is the exclusive manufacturer and marketer of the official on-field cap worn by every MLB, NHL, & NFL teams (1700 Employees)

HR Manager

Recruited to develop and implement strong employee relations programs to combat potential labor issues. Developed consistent policies and procedures to ensure equitable treatment of employee. Scope of the position included responsibility for the Recruiting, Employee Relations, Compensation/Benefits, Training and Environmental Safety/Health functions of the Company.

Key Objectives & Achievements

Developed key company policies and procedures such as: Job posting and bidding, sexual harassment, progressive discipline, performance appraisal process and labor relations polices.A

Assisted in the development of secession planning for the Company.

Developed key company policies and procedures such as: Job posting and bidding, sexual harassment, progressive discipline, compensation package, performance appraisal process and labor relations polices.

Insured the compliance to all federal and state labor laws and regulations.

Responded to unemployment, EEOC and Workers’ Compensation claims

Responsible for the investigation of and the responding to all labor related complaints and charges against the organization internally and externally.

Maintained and managed the temporary manpower for all manufacturing departments.

Managed the development and implementation of company training programs.

Developed company service and recognition award program.

Advised executive management, supervisors and employees by providing information in the areas of employee relations, performance management, and problem resolution and corrective action.

Insured the proper communication of new and changes to existing policies and procedures.

Facilitated focus groups

Advance Auto Parts Tuscaloosa, AL 2000- 2005

Advance Auto Parts is a leading automotive aftermarket retailer of parts, accessories, batteries, and maintenance items, in the United States, serves both the do-it-yourself and professional installer markets. (51,000 employees)

Regional HR Generalist

Assess current and projected staffing needs for exempt and non-exempt positions. Conduct interviews, drug testing, and reference checks for selected candidates. Provide candidates with information regarding compensation, benefits, policies and procedures, in order to ensure the candidate is well informed. Responded to employee relation issues such as employee complaints, harassment allegations and civil right complaints. Enhance communications and employee involvement with management to foster increased productivity, positive employee relations and good customer service.

Key Objectives & Achievements

Support, train and advised management in appropriate and legal resolution of team member

relations issues.

Responsible for tracking and responding to issues related to Team Member retention.

Compensation and Benefits: Conduct wage surveys within labor market to determine competitive wage rate

Assisted in the development of succession planning for the Company.

Insured the compliance to all federal and state labor laws and regulations.

Responsible for the investigation of and the responding to all labor related complaints and charges against the organization internally and externally.

Advised executive management, supervisors and employees by providing information in the areas of employee relations, performance management, and problem resolution and corrective action.

EDUCATION/PROFESSIONAL CREDENTIALS

Troy University Columbus, GA

M.S. Human Resource Management

Troy University in Montgomery Montgomery, AL

B.S. Business Administration

SHRM National Member Present

Georgia Employers Association (Executive Board Member) Present

Montgomery-SHRM Present

Member of the Newnan Area Employers Committee Present

South Metro Area HR Association (Executive Board Member) Present

Society of Human Resources (SHRM)

Professional Human Resources Certification (PHR) June 2008

References available upon request

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