Plant Manager Resources

Darrell B. Davis

**** ****** ***** ***** ********, MI 48116 419-***-**** *************@*****.***

CAREER SUMMARY

Human Resources and Safety professional with extensive experience partnering with leadership to influence employees towards achievement of organizational goals in a variety of sectors, including union, non-union and corporate environments. Regional perspective in developing comprehensive programs systems and strategies. Honest and sincere team player works effectively within all levels of an organization. Naturally leads by example and consistently displays integrity, respect, and loyalty. Expertise includes:

Labor and Employee Relations

Recruiting and Retention

Training and Development

Compensation and Benefits

Incentive Programs

Lean Manufacturing and 5s

Environmental and Safety

HRIS Applications

Employment Law

Executive Coaching

PROFESSIONAL EXPERIENCE

NEAPCO HOLDINGS; Drivelines Division 2022 - Present

A tier-one multi-million-dollar manufacturer of driveshalf, halfshalf, propshalfs and differentials for GM, Ford and Stellantis.

Human Resources Director

Report directly to the Vice President, Global Human Resources and indirectly to the Vice President, Operations, accountable for plant and corporate HR and Safety activities for one union and two non-union facilities located in North America, with employee levels of 1000 employees and 3 direct reports.

Analyzed workforce key performance indicators to achieve business objectives, and coached leadership on implementing corrective actions and best practices for different locations.

Promote and plan diversity and inclusion programs and events for the manfacturing committees, employees, and Detroit area.

Negotiated and ratified 2023 UAW-Neapco local contract negotiations.

Designed and implemented learning, talent development programs for sucession planning and employee competencies.

Continually assessed safety, environmental, workman’s compensation processes and implemented innovative cost effective solutions to increase organizational financial effectiveness with $700k cost reduction.

North America and Global shared service HR team, including interviewing, hiring, training and retention to establish and advance policies and programs for the effective management of the organization's people resources.

PUREM by EBERSPÄCHER; Exhaust Technology Division 2018 - 2022

A tier-one multi-billion provider of exhaust, vehicle heaters and bus air conditioning systems

Sr. Human Resources Manager

Report directly to the Vice President, Operations, and indirectly to the Vice President, Human Resources, accountable for plant and corporate HR and Safety activities for one union facility located in North America, with employee levels of 800 employees and 4 direct reports.

Initiated organizational restructuring. Reduced staffing excess and instituted training programs to meet compliance regulations. Engaged, negotiated, and administered a new union contract, and subsequent union contract negotiations.

Introduced a 5-week 5 module leadership development program for supervisors, as well as an alternate program for union and non-union employees; the programs covered team building, management tactics, presentation skills and problem solving.

Analyzed existing recruiting/sourcing/selection processes and developed more efficient processes to improve quality of candidate selection and produce retention results to improve business efficiencies and recruiting costs.

Improved onboarding and orientation programs for new employees and supervisors to develop more knowledgeable and effective team members.

Improved internal Human Resources initiatives by conducting and evaluating employee survey feedback.

Introduced proactive employee relations and communications programs to resolve previous labor and management issues, restoring the credibility and employee-centric focus of the Human Resources organization.

Improved productivity and employee satisfaction by launching a monthly newsletter, conducting focus team meetings, and implementing other incentive programs.

Updated the company salary and hourly employee handbooks to ensure compliance.

Provided guidance and coaching to executives, management, and supervisors regarding company policies, employment regulations, performance management, disciplinary, and corrective actions.

Led Behavior-based observation program in alignment with defined leading indicators.

INALFA ROOF SYSTEMS; North America Headquarters 2010 – 2018

A tier-one multi-million provider of vehicle roof systems for cars and trucks

Human Resources and Environmental Health / Safety Manager

Report directly to the Vice President, Human Resources, and indirectly to the Vice President, Operations, accountable for plant and corporate Human Resources and Safety activities for two union and two non-union facilities located in North America, with employment levels of 500 employees and 4 direct reports.

Provided leadership, direction and expertise for the Human Resources functions, including performance management, salary planning/reward management, succession planning, talent management, employee relations, employee compensation, employee engagement, recruitment, and selection.

Assure the selection and hiring of a skilled and diverse workforce, by promoting from within and recruiting in appropriate markets, assisting managers to assess and select qualified candidates, conducting background investigations and effective onboarding processes.

Delivered daily, weekly, monthly, and quarterly Human Resources Key Performance Indicator (KPI) reports to all levels of the organization.

Reviewed, selected, and administered cost-effective employee benefit programs.

Reviewed and administered market-competitive compensation programs and made recommendations to management.

With input from departmental management, assessed and determined training needs, and facilitated training programs, increasing skills, and enhanced positive behaviors in the work force.

Fostered positive employee relations by recommending and organizing programs to improve communication and by implementing programs to recognize service and contribution.

Established and oversaw the Labor Strategy, Contingency Planning, Grievance Dispute Resolution, and arbitration activities at all union locations.

Lead the company's initiatives, ensuring employee job satisfaction and productivity through communication, career development planning, plant improvement teams, and workplace climate design.

Provided counseling regarding performance management initiatives and developed and implemented employee development and succession planning processes.

Prepared employee separation notices, conducted exit interviews, and reviewed and addressed feedback.

Management representative for Safety and 5S systems, policy development, implementation, training, and administration.

Assessed safety hazards and risks by surveying environmental, operational, and occupational conditions.

Created the company safety program for the organization, including the mission statement and philosophy.

Implemented OHSAS 18001 at all North America facilities.

Conducted 8-hour and 40-hour OSHA hazardous waste operations and emergency response training courses.

Responsible for safety (OHSAS 18001), environmental (ISO 14001), and quality (TS 16949) audits, and overall compliance.

Managed all workers compensation claims and Return-to-Work programs for the U.S. locations, which included monitoring and tracking all costs related to work related injuries. Maintained federal and state legislation as it pertained to safety best practices. Partnered with local managers and union representatives to review injury trends, resolutions, and program successes.

Assisted in company events and programs, such as service awards luncheons, holiday luncheons, picnics, HRA - biometrics screening, health fairs, etc.

DANA CORPORATION; Heavy Duty Division 2008 – 2010

A tier-one multi-billion-dollar manufacturer of driveshaft components for military and semi-trucks.

Lead Human Resources Business Partner

Reported directly to Director, Global Human Resources, and indirectly to the Director, Operations; accountable for Human Resources activities for one non-union and one union plant, with employment levels of 600 employees and 6 direct reports.

Negotiated union agreement, saving over $185K, transitioning from incentive to flat rate pay facility.

Negotiated plant rules and drug free workplace for hourly workforce resulting in a Workers’ Compensation cost reduction.

Reduced Workers’ Compensation claims costs by $800K by developing and implementing a return-to-work program.

Re-opened UAW contract to achieve concessions and flexibility in attendance policy. Decreased casual absentee percentage by approximately 50% with vigilant FMLA management and improved call-in process.

Developed and implemented a new employee orientation program and accurate job descriptions.

Developed and implemented strategic plan to reduce salaried headcount by 38% to meet volume and cost reduction requirements utilizing lean manufacturing initiatives and consolidation of job classifications.

Implemented plant initiatives which significantly improved safety, product delivery, productivity, and quality.

Performed all HR aspects to support the salaried employees in both the technical center and plant with employee relations/investigations, merit/ bonus planning, hiring/on-boarding, succession planning, management development, and rolling out company initiatives.

GENTEK CORPORATION; GT Technologies Division 2004 – 2008

A tier one and two multi-million-dollar manufacturer of precision-engineered components for automotive and heavy diesel systems.

Sr. Human Resources and Environmental Health / Safety Manager 2007 – 2008

Reported directly to the Chief Administrative Officer, and indirectly to the Vice President, Operations; accountable for Human Resources and EH&S activities for four non-union and union plants located in the US and Brazil, with employment level of 500 employees and 3 direct reports.

Management representative for ISO 14001 and 5S systems, policy development, implementation, training, and administration.

Conducted OSHA inspections, legal/corporate compliance audits, and Safety/Environmental training with 95% success rate.

Delivered Human Resources/Safety Key Performance Indicator (KPI) reports monthly and made quarterly presentations to domestic and international senior staff.

Achieved benchmark levels in OSHA TCIR of 1.41% from 8.82% and OSHA Total Loss Rate of .32% from 3.74%.

Saved $480K by researching health insurance providers and facilitating transition from HMO to PPO plan model.

Increased employee satisfaction by 20%. Researched, designed, and obtained management commitment to implement staff development programs for training, continuing education and community relations.

Developed and evaluated the health and wellness programs to help meet the company’s goals.

Delivered comprehensive monthly health promotion programs to all the employees.

Human Resources Manager 2004 – 2007

Reported directly to the Vice President, Human Resources, and indirectly to the Plant Manager; accountable for activities for two non-union and union plants, with employment levels of 300 employees and 2 direct reports.

Recruited at all levels, from executive to administrative personnel, within a timely and cost-effective manner.

Managed a two-thirds majority defeat of UAW campaign; designated six months later as the company’s ‘Best Place to Work’.

Served as Chief Spokesperson regarding contract UAW agreement wages, language, and fringe benefit issues. Ratified 3 and 4-year contracts, meeting company cost saving objectives of $185K.

Managed Human Resources support for business acquisitions, relocations, plant closures, and start-ups. Negotiated union agreement that provided a closure budget saving of $250K.

Coordinated outsourcing of benefit administration (FMLA, W/C and Disability) resulting in significant savings.

Represented Company at termination arbitrations and unemployment hearings.

Researched, selected and managed new HRIS software for both hourly and salary payroll and attendance.

TI GROUP AUTOMOTIVE SYSTEMS; Bundy Division 2000 – 2004

A tier one multi-billion-dollar manufacturer of copper plating and multi-layer plastic tubes for brakes, fuels and air applications.

Human Resources Manager 2002 – 2004

Assistant Human Resources Manager 2000 – 2002

EDUCATION

MSA, Major: Human Resources; Central Michigan University: Mount Pleasant, MI

BA, Majors: Sociology and Liberal Arts; Hillsdale College: Hillsdale, MI

Diploma, General Studies; Milford High School: Highland, MI

PROFESSIONAL CERTIFICATIONS AND AFFILIATIONS

Certified Workers' Compensation Professional

Certified Six Sigma Green Belt

Certified Human Resources Manager

Certified Labor Relations Leader

Licensed Health and Safety Specialist

Certified Environmental Specialist

SHRM and LAHRA member

Leadership Development Certification

OSHA Certification 503

Corporate Wellness Coach Certification

Personal Trainer Certification

Nutrition and Wellness Consultant Certification

5s subject matter expert

Cambridge Who’s Who – Lifetime Member

SYSTEMS SOFTWARE

Microsoft Office, Windows, Lotus Notes, Word Perfect, Outlook, AS400, ADP, Kronos, Ceridian, UltiPro, Citrix, WES system, Cyborg, WorkPlace, Systemlink, ABRA, PeopleSoft, Mac Pages, SAP, Maxhire, Numbers, PLEX and Keynote.

Contact this candidate