Employee Relations Manager

JACK D. KOCKS

Dallas, Texas ***** 972-***-**** (C)

www.linkedin.com/in/jackkockshr ****.*****.**@*****.***

SENIOR HUMAN RESOURCES LEADER

Strategic Human Resources Executive with diverse professional and industry experience in financial services, information technology, software, high-technology manufacturing and defense. A strong business leader, adaptable change agent and high-impact internal consultant/business partner with extensive experience developing HR programs, managing corporate change and restructuring.

PROFESSIONAL EXPERIENCE

CORSICANA BEDDING, LLC (dba Corsicana Mattress Company) – Dallas, TX 2017 - 2019

Vice President, Human Resources

Corsicana Bedding, LLC is a privately held portfolio company of Long Point Capital and a leading manufacturer of private label bedding products operating 13 manufacturing facilities in 10 states located throughout the United States, employing more than 1,200 employees and generating revenues in excess of $400 million.

Hired by the CEO and Board of Directors to restructure the HR function, deploy targeted process improvement to enhance employee engagement and retention, and implement changes to the company’s total reward programs to ensure a strategic alignment with organizational objectives while positioning the company for future growth and acquisitions.

Transformed HR to a more consultative organization by upgrading department talent (corporate and plant) and offering additional value-added employee benefits, services, and programs intended to align more closely to business strategy.

Worked in tandem with the new CIO to restructure and staff the IT organization which included more than 25 hires over a three-month period.

Utilized technology to introduce manager and employee self-service across the organization via the acquisition and implementation of Paycom (HRIS/Payroll), an HR Intranet, and kiosks and monitors used for messaging in all locations.

Converted the company’s traditional 401(k) Plan to a Safe Harbor Plan resulting in favorable discrimination testing and a 12% increase in employee participation in the plan.

Developed and implemented a market-based compensation structure, talent management and acquisition strategies as well as cost containment initiatives for employee benefits saving the organization in excess of $560,000 over a two-year period.

Designed and deployed a competency-based performance management system closely aligned with the company’s strategic organizational objectives and career development initiatives resulting in enhanced employee engagement and retention.

Redesigned the company’s time off programs to include the introduction of a sick time benefit and changes to the corporate and plant vacation plans saving the company an estimated $700,000 in annual savings.

HKI, LLC – Dallas, TX 2014 - 2017

Human Capital Consultant

Consultant providing Human Capital Management solutions to organizations on a project, or interim basis. Practice leader responsible for business development and service delivery for multiple public, private and non-profit clients across diverse industry sectors.

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L-3 COMMUNICATIONS CORPORATION, INC. – New York, NY 2005 – 2014

L-3 Communications is a $12.6 billion prime contractor in the defense and aerospace industry and provides a broad range of communication and electronic systems and products used on military and commercial platforms.

L-3 WARRIOR SYSTEMS – Londonderry, NH/Dallas, TX (2010 – 2014)

Vice President, Human Resources

Full strategic and operational accountability for the development and deployment of HR strategies and leading the people functions for this $590 million sector and world leader in the development and production of advanced night vision, electro-optical technology systems and commercial products for the U.S. military, federal agencies, public safety and sporting communities in addition to international markets. This required heavy emphasis on change leadership, employee relations, compensation and benefits, organization design and effectiveness and talent management in an HR shared services environment. Key member of the leadership team reporting to the Sector President and responsible for domestic and international HR operations.

Played an active leadership role in the integration and consolidation of seven stand-alone divisions located across six states into a single sector consisting of more than 2,400 employees.

Facilitated the ongoing restructuring of operations in response to a changing business climate and customer requirements - realized combined savings in excess of $53 million over a three-year period.

Led the standardization of employee benefits across the sector resulting in savings of $1.3 million.

Introduced an HR shared services model supported by an HR Intranet that facilitated online employee and manager self-service.

Successfully standardized HR processes and programs across the sector including compensation and variable pay plans (bonus and sales incentive plans), talent acquisition, HR guidelines, performance management, employee training and leadership development while enhancing the quality of HR support as well as employee and manager productivity.

Spearheaded the implementation of SAP HR across the sector which included close coordination and communication with the organization’s internal implementation team (HR and IT) and Price Waterhouse Coopers (PWC), L-3’s implementation partner.

Provided coaching and counseling to the sector and division leadership teams and their direct reports including multiple Presidents/GMs on a range of complex HR and business issues.

L-3 ELECTRO-OPTICAL SYSTEMS – Dallas, TX (2008 – 2010)

Director, Human Resources

Assumed the top HR leadership role responsible for leading the development and execution of division-wide HR and payroll strategy following the acquisition of this provider of world-class technology including night vision goggles, weapon sights, driver viewers, image intensification tubes and applied optics products with $190 million in revenues. Reported to the Division President and led an HR and payroll staff of nine in support of 1,200 employees and five high-technology manufacturing operations located in three states.

L-3 INFRARED PRODUCTS – Dallas, TX (2005 – 2008)

Sr. Manager, Human Resources/Director, Human Resources

Provided HR leadership for this newly acquired division with $50 million in revenues and 230 employees engaged in the design, manufacture and delivery of superior, high-performance infrared technology solutions and camera systems for a wide variety of thermal imaging applications. Reported to the Division President with responsibility for HR, payroll and EHS.

PHOENIX GROUP CORPORATION - Dallas, TX 2002 – 2005

A publicly traded management company specializing in finance, acquisitions and information technology.

Senior Human Resources Consultant

Hired by the CIO to develop and manage HR activities and strategies with a specific focus on the consolidation and administrative integration of newly acquired business units.

Directed the integration and consolidation of multiple acquisitions into one cohesive organization. Led corporate M&A integration projects and initiated organizational restructuring that facilitated the sale of assets.

Oversaw the design, pricing and launch of health and welfare benefit plans while reducing employer cost by more than $200,000.

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CELION NETWORKS, INC. - Richardson, TX 2000 - 2002

A private equity start-up created to design, develop, and deploy high capacity optical networking systems for long-haul providers.

Director, Human Resources & Administration

Recruited by Celion founders to create and lead a Human Resources and Administration function while positioning this high-growth organization for an IPO within 24 months.

Key member of management team involved in the development and implementation of a comprehensive business plan credited with securing $45 million in venture capital.

Provided advice and counsel to Celion’s Board of Directors and executive management team on a host of issues relating to the company’s incentive compensation plans, succession and resource planning and organizational development.

DCM SOLUTIONS INC. - Irving, TX 1998 – 2000

A wholly owned subsidiary of NEC Corporation and start-up software and systems (point-of-sale) integration provider to the retail and distribution industries.

Vice President, Human Resources & Administration

Recruited to create and direct the organization’s Human Resources and Administrative infrastructure.

FIRST AMERICAN REAL ESTATE INFORMATION SERVICES, INC. - Dallas, TX 1996 - 1998

A national provider of financial and information services to the real estate industry.

Director of Human Resources

Led a staff of 14 while providing strategic and operational HR leadership to six client groups employing more than 4,000 employees in over 30 multi-state locations.

Restructured HR function to ensure a more strategic alignment of the HR department with organizational objectives while employee base grew by approximately 300% as a result of numerous acquisitions.

Worked closely with the VP of Information Technology on the acquisition of a major loan servicing company in the Dallas area which included a population of 1,200 employees – most of which were IT associates.

Netted more than $1.2 million in savings by restructuring the company's employment process to include behavioral interviewing, drug testing, background checks, a comprehensive onboarding program and management training.

CITIGROUP (formerly The Travelers Group) - Fort Worth, TX 1992 - 1996

The Travelers Group was a $100 billion financial services firm.

Vice President, Human Resources

Senior HR leader responsible for directing and leading the HR operations for four subsidiary organizations employing more than 1,400 employees in multiple locations.

Re-engineered the HR function in support of the divestiture of multiple business units from parent company and IPO.

Designed and installed a new defined contribution plan resulting in an 83% rate of participation, up from 38% thereby satisfying IRC discrimination testing. Designed and received board approval of a supplemental plan for highly compensated personnel.

Oversaw the design, pricing and launch of health and welfare benefit plans, including managed care and indemnity plans. Expanded coverage while reducing employer cost by more than $200,000 annually.

EDUCATION

B.B.A., Behavioral Management/HR, University of Texas at Dallas

Certified in Conflict Resolution & Mediation

PROFESSIONAL ASSOCIATIONS/VOLUNTEER ACTIVITIES

Member, Society for Human Resource Management (National and Dallas)

Past President, Dallas/Fort Worth EMA (SHRM Chapter)

Board of Directors - North Collin County Habitat for Humanity

Consultant - Executives in Action/Catchafire

HR Shared Services Start-Up & IPO/Private Equity Strategic Business Planning

Multi-State/Site Experience Compensation Planning & Analysis Performance Management

HRIS (Paycom, SAP, ADP, Ceridian) Benefit Design & Management Conflict Resolution & Mediation

M&A Integration/Due Diligence Organizational Design/Effectiveness Talent Acquisition & Retention

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