BRIAN A. KLOTT

586-***-**** adgy5h@r.postjobfree.com

Sterling Heights, MI 48314 https://www.linkedin.com/in/brianklott/

HUMAN RESOURCES EXECUTIVE LEADER

EXECUTIVE SUMMARY

Human Resources executive with over 20 years of leadership experience. Proven skills in global operations, strategic planning, corporate restructuring, workforce optimization, complex process improvement and technology deployment. Skilled leader that has built high performing teams with accomplishments that include improved engagement and retention, efficient organization structures, new HR delivery models and stronger workforce capability to meet new market challenges.

CORE COMPETENCIES

Leading Teams & People

HR Business Partner

Compensation

Benefits & Wellness

Leadership Development

Organizational Design

HR Information Systems

Talent Management

Labor Relations

Sr. Leadership Coaching

Workforce Optimization

Employee Engagement

Global Operations

Corporate Restructuring

Mergers & Acquisitions

Policy Development

Auto Industry Expertise

Budgets & Financial Control

PROFESSIONAL EXPERIENCE

FIAT CHRYSLER AUTOMOBILES, Auburn Hills, MI 1992-Present

Previously DaimlerChrysler AG & Chrysler Corporation. World’s 7th largest automotive company with $117 billion in revenues on 4.5 million vehicles sold. Major brands include Jeep, Ram, Dodge, Chrysler, Mopar, Alfa Romeo, Maserati & Fiat.

SENIOR HUMAN RESOURCES MANAGER 2013-Present

Lead 5 HR Business Partners to deliver all aspects of the HR value chain to 2,500 Product Development Engineers (annual budget: $1.3 billion research & development budget and $7.5 billion capital). Developed leadership development programs, facilitated employee engagement initiatives, implemented aggressive recruiting actions, and improved attrition in a highly competitive job market.

Designed leadership development program inclusive of classroom and online training, mentoring and development moves for 550 mid and senior managers; 75 are ready now for next level promotion and 150 are ready in 2-4 years.

Facilitated team strategy to identify technical talent gaps associated with future product plans (i.e. electrification) and implement organization changes as well as recruiting and training initiatives.

Identified 60 Global Technical Leads to act as subject matter experts for key competencies across four regions to enhance problem solving, reduce development cycle times, and improve overall quality.

Co-managed Technical Specialist program for 3 organizations that enabled a career path for 125 technical experts based on organizational needs.

Developed succession plans for 45 mid-level manager and above positions. Analyzed results to internal development or external hiring needs.

Created global competency model inclusive of skill matrices and developed frameworks to align and build technical capability for 16,000 engineers in 5 regions.

Headed bi-weekly HR Operations reviews with senior leaders to evaluate key programs and metrics for leadership development, performance management, organizational changes, and open Senior Manager/above positions.

Delivered coaching and open feedback to Leadership at all levels to drive individual & organizational performance.

Led internship, college graduate and high potential (Chrysler Institute of Engineering) recruiting and hiring programs.

Partnered with HR service center colleague to migrate common or infrequent workstreams to a centralized support model.

Led annual cycles including performance management, base salary increase analysis, bonus plans, and individual development objectives.

SENIOR MANAGER – HEALTH CARE, WELLNESS & MEDICAL MANAGEMENT, HUMAN RESOURCES 2009-2013

Managed a team of 6 employees and $600 million health care spend that provides coverage to over 200,000 employees, retirees and dependents.

Established Chrysler’s health and welfare benefits strategy.

Designed competitive benefit programs with costs that were lower than general health care inflation.

Managed U.S. and Canadian health care, pharmacy, dental, vision and wellness programs.

Implemented a Voluntary Employee Benefits Association (VEBA) for legacy UAW and CAW retiree health care obligations.

Commissioner – State of Michigan Certificate of Need Commission (Governors Granholm & Snyder appointment).

SENIOR MANAGER – COMPENSATION & ORGANIZATIONAL EFFECTIVENESS, HUMAN RESOURCES 2005-2009

Managed a team of 9 employees and $4 million budget.

Directed strategy, design, development and deployment of global compensation programs.

Partnered with top leadership on corporate restructuring and workforce optimization initiatives to ensure long-term viability of the company.

Planned and executed a corporate leadership development series for the top 300 leaders of the company.

Developed performance management systems consistent with Daimler and then private equity owner’s objectives.

Instituted change management and employee development programs in accordance with company goals.

MANAGER – HR SYSTEMS & PROCESS INTEGRATION, HUMAN RESOURCES 1999-2005

Managed a team of 24 employees and 50+ IT resources in the strategy, design and deployment of global technology (i.e. PeopleSoft) initiatives for 130,000 salary and UAW hourly employees. Annual budget: $15 million.

Directed post-merger integration efforts to identify HR synergies between Chrysler and Mercedes Benz.

Developed an employee portal to streamline HR and Benefits delivery model.

Introduced workforce analytics to support organizational change and workforce planning/reporting.

Managed process improvement, change management and global data management initiatives.

SENIOR FINANCE SPECIALIST – MINIVAN PLATFORM FINANCE TEAM 1996-1999

HR Information Systems role led to exposure to Activity Based Costing (ABC) team in Finance department.

As a development move, performed ABC analysis at 2 assembly plants (520,000 annual vehicles and $20 billion revenue).

Facilitated cost reduction and waste elimination efforts that yielded $150 cost savings per vehicle ($78 million annually).

TEAM LEADER – HUMAN RESOURCES INFORMATION SYSTEMS 1992-1996

Led a team of 8 business information specialists responsible for core HR information systems (PeopleSoft based).

Co-led 15 systems programmers that fulfilled systems requirements.

FORD MOTOR CREDIT COMPANY, Dearborn, MI and

ELECTRONIC DATA SYSTEMS/GENERAL MOTORS, Auburn Hills, MI

SYSTEMS TECHNOLOGY POSITIONS

Ford – completed systems programming projects that raised $2.5 billion for corporate acquisitions (i.e. Jaguar).

GM – Managed GM data center operations that supported all assembly plants

EDUCATION

University of Detroit Mercy, Detroit, Michigan

MASTER OF BUSINESS ADMINISTRATION

Wayne State University, Detroit, Michigan

BACHELOR OF ARTS, COMPUTER SCIENCE (ENGLISH MINOR)

INTERESTS

Golf

Motorcycling

Running

Skiing in Northern Michigan

Long road trip vacations

Fundraising (Pancreatic Cancer Action Network)

Contact this candidate