Human Resources Manager
Resume:
David Jones
Centerville, Georgia 31028
********@*******.***
Seasoned professional with 25 + years in Human Resources who is experienced in both start-up and
shut-down operations,
Experienced Regional Human Resources Manager in both union and non-union environments.
Work Experience
Sr. HR Business Partner
Weyerhaeuser - Arkansas/Oklahoma
April 2022 to Present
Sr, HRBP for one union and one non union facility
Weyerhaeuser is an integrated manufacturer of wood products from timberlands to assorted manufactured wood products.
Title: Senior HRBP of two state of the art saw mills located in Dierks Arkansas (union) and Idabel Oklahoma. Total employees of mills from 325 to 350 hourly and salaried associates manufacturing dimensional lumber.
Responsibilities: Full service HR representative in charge of recruiting, on boarding, benefit enrollment, policy awareness and interacting with management to assign new employees to specific job duties. Liaison between union and management in unionized plant and point of contact in non union facility. Handled disciplinary matters for both facilities and insured that policies were administered fairly and according to company guidelines. Directed employees to correct source for issues involving benefits, payroll and retirement. Counselled employees on problems both relating to work and personal situations. Worked with upper management and corporate staff to determine succession plan and what needed to be done to keep pipelines staffed for future needs. Liaison between local civic and school organizations to represent Weyerhaeuser as great corporate citizen.
Sr. HR Manager Corporate
Georgia Transformer - Rincon, GA
September 2013 to April 2022
Georgia Transformer is part of Virginia Transformer Company which operates 4 manufacturing facilities
across the US and Mexico. This location is .5 million square feet with 310 - 315 employees. (2 shifts)
Title: Sr. HR Manager Corp. for company manufacturing transformers for the electrical generating
industry. Work force consist of engineering, sales, and manufacturing staff.
Primary Responsibilities: Include interpretation and enforcement of company policies, compliance with regulatory requirements, change management, benefits, liaison between hourly work force and management and recruitment and on boarding of both manufacturing and professional employees. Promoted to Sr. HR Manager Corp. responsible for HR
function for 3 other manufacturing facilities.
HR Manager
Great Dane Trailers - Statesboro, GA
August 2011 to August 2013
Great Dane is known as the Cadillac of trailer manufacturing. Startup facility (.75 million square feet),
employing 800 employees in 3 shift operation. Manufactured refrigerated trailers for perishable goods.
Title: HR Manager for start-up operation for new facility.
Primary Responsibilities: Hiring start-up
personnel-both exempt and non-exempt staff establishing Human Resource and safety requirements
for the operation. Initiate culture change to improve employee understanding of company goals and
programs to determine and address employee concerns. Developing succession plans, establishing
safety guidelines and supervising all aspects of employee safety. Serving as a liaison between employees
and management, ensuring that procedural issues are handled fairly and consistently. Managing a staff of
payroll, benefits, and safety employees meeting with production employees on regularly scheduled basis
to discern attitudes and values to change plant culture for increased productivity and better employee
relations.
Virginia location is unionized.
HR and Safety Manager
Temple Inland Container - Scranton, PA
June 2009 to July 2011
Corrugated box manufacturing plant (.3 million square feet) with 282 (2 Shifts) employees in Binghamton
and 75 in Scranton PA.
Primary Responsibilities: Converted Human Resources function from that of a clerical position to
meaningful member of the management team. Established HR Manager’s role as primary source for
information and assistance for employee concerns
Strived to open lines of communication between management and union to better enhance the success
of the plant Reduced grievances filed from an average of 10 -15 per year to one in 2009 and to zero
in 2010, 2011.
Plant HR/Regional HR Manager
Smurfit Stone Container Corp. - Latta, SC
February 2000 to May 2009
Corrugated Box manufacturing facility (.65 million square feet) employing 325.(2 shifts)
Primary Responsibilities: Promoted to Regional Human Resources Manager in charge of 14 locations on
East Coast. The initial role was to change the culture of plant personnel by instilling a sense of urgency and
the value of business. Duties were primarily those of trouble- shooting problems (personnel, safety, legal)
that could not be handled at a local level. The establishment of a trusting relationship with production
workers and to serve as contact for employee concerns. Ultimately, I served as the closing HR Manager
for the closure of 18/143 of the corporation’s nationwide locations as well as initiating an d conducting
Supervisory Training for the company’s 1000 first line supervisors. Rewrote and enforced policies for
attendance, benefits, disciplinary, and grievance processes. Conducted training as required by company
and government agencies
(OSHA, OFCCP, EEOC) to affected employees Served as the person responsible for hiring, orientation,
and training of employees Represented company and location in legal matters involving employment
concerns Worked to lower complaint level by opening lines of communication between management and
hourly workforce by use of round table discussions.
Initiated and maintained several programs (employee of month, roundtable, newsletter, suggestion
box, safety teams) to improve moral, performance and safety Implemented programs which reduced
absenteeism by 60%.Enforced disciplinary procedures to insure consistency and fairness Served as
negotiator for benefit programs (401K, health, dental, disability)
Served as regional safety officer and supervisor of Human Resource Managers of other manufacturing
facilities to insure that plants met all federal and state requirements involving employment and safety
regulations
Director of Personnel
Amital Spinning Corp. - New Bern, NC
June 1987 to January 2000
Company was manufacturer of acrylic yarn used in garment industry. 650 employees in .8 million square
feet facility (4 shift continual operation)
Served as the Director of Personnel for a start- up textile company that was a joint American/Italian
venture. This involved hiring of both salaried and hourly employees for a seven day a week and 24hour
a day operation. Also, served as the Director of Personnel for two other plant acquisitions with 400 employees.
Served as the manager responsible for recruiting, interviewing, hiring, and orientation of new employees
Rewrote HR policies to reflect changes in personnel law Represented company in legal concerns
involving unemployment, Workman’s Compensation, discrimination, and EEOC complaints Expedited
communication process between employees and Management Conducted on site hearing testing and
evaluations Coordinated employee recognition programs including employee of month, anniversaries,
safety awards, round table discussions, and annual employee picnic Wrote monthly newsletters to update
employees on the state of the company Chaired American Yarn Spinner’s Association Safety Committee
Received several rebates from Workman’s Compensation carrier for excellent safety record.
Education
Bachelor's in Business Administration
Francis Marion University - Florence, SC
September 1982 to May 1985
Skills
• Human Resources Management
• Change Management
• Workers' Compensation
• Employee Orientation
• Recruiting
• Benefits Administration
• HR Sourcing
• Performance Management
• PeopleSoft
• Office Management
• Conflict Management
• Management
• Talent Acquisition
• Project Management
• Kronos
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