David E. Janiszewski

** ********* **.

Cathlamet, WA 98612

603-***-**** or email: adriec@r.postjobfree.com

Summary of Qualifications:

Seasoned HR professional with over twenty-five (25) years of Human Resources experience, including numerous years in management and executive management roles, with a strong understanding of facility operations. Extensive experience in business model development and the creation of sound and profitable HR business plans. A high level of expertise in skill set assessment and the creation of corresponding training plans, leading to optimal organizational structuring. Strong negotiation skills within both unionized and non-unionized operations. Very knowledgeable in state and federal laws within a single and/or multi-location (including international) operations. Successful track record in recruitment and retention, utilizing all mediums.

Experience:

Nippon Dynawave Packaging Co. (NDP), A Wholly Owned Subsidiary of Nippon Paper Industries.

Longview, WA (July, 2015 – Present)

NDP is an industry leader in the manufacturing of bleached paperboard used to make cartons and cups for liquids such as milk, juice, coffee and sake, under the brand names Structure-Pak and Structure-Serv. This former Weyerhaeuser mill produces 300,000 metric tons of paperboard annually with $550MM in sales.

Vice President, Human Resources (March, 2019 – Current)

Human Resources Director (September, 2016 – March, 2019)

Human Resources Manager (July, 2015 – September, 2016) w/Weyerhaeuser

Primarily responsible for Human Resources, Labor Relations, Payroll, Benefits, Training & Occupational Health departments. Managing a staff of 7 professionals.

Collaborate regularly with executive leadership to define the organization's long-term mission and goals; identify ways to support this mission through talent management.

Identify key performance indicators for the organization's human resource and talent management functions; assess and propose adjustments based on the organization's success and market competitiveness.

Set a clear vision and communicate objectives for HR department. Define and drive strategic outcomes of the HR function, including business partner support, HR processes and compliance for all business areas.

Key member of organizations senior leadership team, providing counsel to ensure corporate, departmental and individual goals are achieved.

Significantly improved labor relations through employee engagement, resulting in a 98% reduction in union grievances in two years.

Lead completion of corporate conversion and systems integration for Nippon’s acquisition of Liquid packaging from Weyerhaeuser. Accomplished in 60 days.

Establishment of company HR policies, working closely with legal counsel.

Created and continue to manage staffing plan, including company internship and co-op programs.

Developed Succession Plan structure to include, mentoring, stretch assignment and small group activities. Programs are designed to engage and ready future leaders.

Put in place a formal Performance Management and Compensation process, converting into digital platform. This includes creating a job grade & performance-based compensation structure.

Worked with fellow leaders to develop company STI and LTI plans.

Successfully negotiated three collective bargaining agreements avoiding work stoppages.

Manage a $100MM HR & Payroll budget.

Provide coaching and feedback to several Japanese mills on recruiting, using current US mill model.

Alcoa Power Generation, Inc. (APGI), A Division of Alcoa, Global Primary Products, Evansville, IN (August 2011- June 2015)

Alcoa pioneered the aluminum industry over 125 years ago, and today, 60,000 people in 30 countries deliver value-add products made of titanium, nickel and aluminum, and produce best-in-class bauxite, alumina and primary aluminum products.

Human Resources Manager (Multi-unit)

Senior HR Leader in the Energy division, with responsibility for unionized (IBEW & USW), locations in Newburgh Indiana, Alcoa, Tennessee and Badin North Carolina.

Restructured recruiting process across the three locations. Results have been faster acquisition of new talent, a significant reduction in cost and an increase in our diversity staffing percentages.

Developed and successfully implemented structured Employee Development and Succession plans. These programs have increased employee retention and increased our “ready now” pool by 75% over three years. The development program was also a key component in driving down our process discipline errors by 85% or $1.4MM annually.

Spearheaded HR due diligence activities around the sale of our Tennessee Hydro operations. Also, held second chair during successful Effects-barging with the USW.

Lead labor relations representative at the three locations. One of our biggest accomplishments has been that we’ve had NO arbitration cases or NLRB filings during my tenure.

Key member of Alcoa’s global ASE training development team, focusing on “Leading Through Accountability.”

Authored several local policies and provided critical input on new global policies.

Worked collaboratively with Lead Team to improve our Performance Management Process by providing training and coaching on how to create an impactful review and development plan for their staff.

Helped drive Kaizen events to identify costs saving and cost avoidance within the Newburgh facility. This produced 18 ideas totaling just over $2MM savings to the facility.

TRW Automotive, North American Steering, Lafayette, IN (June, 2010 – March, 2011)

TRW North American Steering is a leading tier 1 supplier of commercial and passenger vehicle steering components. These systems consist of steering gears, power steering pumps, pitman arms and other systems critical components, produced using Lean Manufacturing processes and principles.

Human Resources Manager (Multi-unit)

A functional member of the senior leadership team and change agent, leading the human resources function for two unionized manufacturing facilities (UAW), with three (3) direct reports. A Labor Relations Specialist, HR Generalist and our H&S Supervisor.

Immediately began opening lines of communication with union council, thus reducing grievance numbers by 74% and avoiding arbitration.

Working closely with each Manager to drive ways to enhance departmental efficiencies.

Initiated ongoing training sessions for frontline supervisors, to assist them in finding new ways to get optimal performance from their departments.

Created new internal organizational structure, utilizing current roles to establish functional teams with common production and quality goals.

Rebuilt on-boarding process into a consistent and true orientation with the goal of setting up new hires for success.

Working with the entire organization to establish a systemic approach to safety. Utilizing ongoing BBS training and continual review.

A participating member of several organizational development teams.

Put in place a structured staffing process with numerous measurable.

Obtained Six Sigma Green Belt certification.

Care Giver for Parent, Nashua, NH (January, 2008 – April, 2010)

Primary care giver for terminally ill father.

Autodesk, Manchester, NH (July 2007 –January 2008)

Autodesk is the world’s leader in the creation of software used in manufacturing, engineering, architecture, construction and other product design arenas.

Human Resources Business Partner (Contractor)

Primarily focusing on providing HR support and coverage to multiple facilities and divisions.

Continued Execution of multi-divisional compensation analysis, identifying departmental and divisional equity issues. Work with Managers, Directors and VPs on addressing these issues and adjusting compensation, thus strengthening employee retention.

Executed and formalized new hire orientation and on boarding process. Submitted numerous ideas and suggestions to corporate for implementation. Also conduct these orientations.

Researched and made recommendations on how to add localized enhancements to the current corporation health and wellness program.

Handle all employee relations issues through resolution for localized employees of 4 divisions.

Continuous work on acquisition due diligence and integration.

Spearhead campus recruiting efforts and helped design & drive internship program.

AirTemp, Inc., Dallas, TX (October, 2000 – July, 2007)

AirTemp was the world’s sole manufacturer and supplier of temperature controlled cargo container solutions. Servicing the Airlines, Pharmaceuticals, Biotech and Food and Beverage industries, with annual sales of $400MM.

Human Resources Director, Americas

Responsible for all human resources in our 3 unionized manufacturing facilities (USW & IAMAW) and sales/leasing operations within Canada, US, Central and South America.

Took lead on employee relations issues, including handling all grievances. Represented the company in arbitration hearings.

Also responsible for the development of numerous global policies.

Negotiated five (5) collective bargaining agreements (First Chair), implementing production standards missing from first agreement. This resulted in significant increases in product quality and leaner manufacturing.

Developed compensation plan, along with a company wide bonus structure.

Charged with development of global performance management plan.

Responsible for all recruitment efforts, including developing an international staffing plan.

Created global training program for manufacturing and administrative operations.

Assisted company president with opening new facilities in several countries.

Worked closely with operations to improve productivity through operational and quality training.

Spearheaded safety program and remained as the gatekeeper for each facility (3 in total).

M&A - Executed seven (7) acquisitions, five (5) domestic and two (2) international.

Mettler-Toledo Process Analytical, Inc., Woburn, MA (June, 1995 – October, 2000)

Mettler-Toledo is a global industry leader in the manufacturing of hi-tech measurement devices used in the Medical, Biotech, Pharmaceutical and Food industries. These devices are used to measure pH, dissolved oxygen, turbidity and conductivity, with annual Global revenues of $500MM. ISO-9001 Certified

Human Resources Manager

Charged with completely reorganizing the company’s infrastructure, preparing for

tremendous growth. (This was accomplished in less than six (6) months)

Redesigned the entire benefits program. Total organizational cost savings of $180k annually.

Developed a comprehensive company-wide training program. (Resulting in a significant increase in productivity and product quality).

Completely restructured Divisional policies and procedures to fit the needs of the changed organization.

Spearheaded union avoidance, providing training and turning away efforts to organize U.S. manufacturing operations in 1996 & 1999.

Introduced and implemented Kaizen process management program to our manufacturing operations.

Full cycle control of all talent acquisition campaigns.

Development and implementation of performance review program tied directly to compensation.

Earlier Employment Experience:

The Martin Brower Co., Ayer, MA (June, 1990 – May, 1995)

Multi-Unit Human Resource Manager

Education:

Griffin College, Seattle, WA.

Bachelor of Science, Business Management, 1990

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