Human Resources Performance Management
Resume:
Richard Templeton
Montgomery Al 36106
SR. HUMAN RESOURCES and Business Management Professional
EDUCATION/TRAINING
Attended Auburn University - Personnel Management then transferred and received a
B.S. in Psychology, from Troy State University, Montgomery, AL, after receiving the B.S. I continued taking courses giving me the equivalent of two BS degrees in business and personnel management.
During the Air Force tour I attended community college in Utica, NY and Tacoma WA
I received training certifications in:
Behavioral Interviewing
Front line Leadership
Quality Skills Training
Strategic Competency Development
Certified to teach Career Development
Trained in JIT, Kanban, and Lean Manufacturing Processes
Various OSHA programs –Lead Standard, Air Sampling, Industrial Safety
Various Labor Law seminars and Union Avoidance strategies
Trained in and taught seminars on How to do a Superior Performance Appraisal and Goals Setting
Developed and Implemented Top-down Performance Management Process
Authored “High Performance Employee Manual”
Coordinated Change Management Strategy with guidance from Zinger Miller
Instructed managers and supervisors in strategic use of competencies to meet business goals
Trained in use of HRIS systems including: Ceridian, Peoplesoft, ADP, Oracle, Taleo Applicant Tracking, Registrar Training Package
Competencies and Key Contributions
Experienced Human Resources Director
Experienced Automation and Controls recruiter.
Experienced third party technical and corporate recruiter.
Strategic Organizational Performance Management, design and implementation.
Developed and implemented Organizational Compensation Programs, including career ladders, job descriptons and salary evaluations
Experienced top- down goals planning and monitoring with senior managers. Tiered down goals linked to top management business performance expectations.
Excellent Interpersonal skills, Organizational skills, Problem Solving, Management skills.
Contributing member of executive staff
Advanced Analytical skills/Detail oriented results
Proficient in Microsoft Word, Excel
Create, Implement, and Administer HR Policies, Programs, and Practices
Employee Relations/Coaching/Disciplinary Processes/Issue Resolutions
Recruiting Processes – Complete Cycle
State and Federal compliance and reporting,
Human Resources Information Systems (HRIS)/Payroll
Competency ladders development for total Organization Development
Employee Benefits– Health, Life, Retirement, Analysis skills
20 years in various environments including : manufacturing, telecom, engineering, power industry, technical recruiting
Implemented HRIS systems in several positions
Experienced in Union Avoidance policies, union management activities, grievance, and nonunion management
Experienced in Risk Management, including legal issues,law suites, EEO complaints due mostly to downsizings, business unit legal resolutions,
Responsible for Organizational Safety, and governmental compliance with statues such as OSAH Lead Standard
Companies and organizations I have worked for
Companies and organizations I have worked with either on regular employment assignments or contract assignments
Neptune International Corporation subsidiaries to which I was assigned : From; October 1977 to Aug 86
Neptune Water Meter, Tallassee Al: Personnel Manager
Neptune Group Headquarters Atlanta Group Employee Relations
Bostrom Seating Inc non union plant in Piedmont Al, Human Resources Manager
Bostrom Company headquarters and union plant in Milwaukee, Wi. Corp Human Resources Manager
Yokogawa Industrial Automation, Johnson Yokogawa, Yokogawa Corp. of America Dir Human Resources From :August 1986 to Dec 1998
Anvil Corporation, Statesboro Ga.
Computer Generation Inc., Human Resources and Recruiting Manager From “ Jan 1998 to: Aug 1998
Fairpoint Telecommunications Birmingham Al. Regional Human Resources Mgr. From Mar 1999 to Dec 1999
Integrated Medical Systems
Southern Company
USAF
Alabama State Industrial Relations,
US Civil Service,
National Personnel Recruiting and Consulting
Work EXPERIENCE:
Nov 2007 to 2024 Independent recruiter and consultant, full and parttime often working with a recruiting firm as a contractor. Retired from full time work 2017 due to family needs
Nov 2005 to 2006 The Southern Company, worked In HR position working as a technical recruiter.
May 2003 to Oct 2004: Recruiting and Business Development, Adecco Technical, Birmingham, AL. Worked in small technical recruiting office, working on professional technical positions. Office manager left after I had worked there for a couple of months and the branch’s main customer moved their IT operations {Bell South] to Atlanta, Ga.
Aug 2001 to Oct 2003 - Integrated Medical Systems International, Inc. (IMS), Birmingham, AL, Director, Human Resources
Recruited to IMS to staff and manage a corporate HR department for a small family owned company in the medical equipment repair industry. Responsibilities included all HR related processes. I implemented a new performance management process improved recruiting, and supported installation for an Oracle ERP system. Three years later due to a merger and change in management direction we experienced a drop in cash flow/profitability. This resulted in another downsizing with several executives including myself and my supervisor, the EVP Operations, along with other executive staff members leaving the company.
March 2000 to January 2001 - FairPoint Communications, Inc., Birmingham, AL, Regional Human Resources Manager
I was recruited to FairPoint participating in a startup of a regional operations center in the telecommunications industry. As part of the startup team for this region, I set up and staffed the HR department with regional recruiters in order to fill an anticipated 350 positions within 18 - 24 months. Included in the startup was the staffing plan for the operation’s center, as well as field operations, order management, sales, and marketing positions extending from North Carolina to Florida. This position was a generalist management position for Regional Human Resources, Administration, and Facilities, with primary emphasis in recruiting, employee relations, compensation, and performance management. After a downturn in the economy and a severe shortage of venture capital, we were directed to implement a major company downsizing resulting in closing my regional operations center along with several other regional operations’ centers resulting in a downsizing of 750 employees.
March 1999 to March 2000 - Computer Generation, Inc., (CGI) Atlanta, GA, Manager
Human Resources & Staffing Joined CGI with a primary goal of maintaining the
Human Resources function with a focus in the recruiting activity for this leading computer software company in the Atlanta area. CGI was one of the oldest and most successful telephone billing software companies in the country with major long term contracts with companies such as Bell South, AT&T and others. Continuing with the basics, I improved recruiting by continuing a shift to focusing on the Internet as the primary source for high-tech talent recruiting. I also participated in recruiting on the
Georgia Tech campus and Alumni member opportunities. This business was purchased and downsized by an English company and I was recruited to Fairpoint Communications as part of a five member start up team.
Aug 1986 to Feb Nov 1999 – Yokogawa Corporation of America: After growing YCA and becoming known as the company of choice in Coweta County, Georgia we merged with several business units of JCI Inc., becoming Johnson Yokogawa Corp., Newnan, GA: over time I was promoted to Director of Human Resources/Legal/Risk.
I joined Yokogawa early on during the company’s expansion of its multiple business units, including: Manufacturing, Industrial Automation, Process Control and Computer Control Systems. The joint venture raised our employee count to over 1000 people most of which were working in Sales, Manufacturing, Service, and Systems Engineering operations in multiple sites nationwide. I provided leadership to a diverse workforce through numerous organizational changes, company downsizings and expansions. With a staff or 10 employees I organized our corporate HR department to function in a process improvement environment. I implemented several new measures to improve HR, Facilities, Safety, Risk, Recruiting, Benefits Administration, Compensation, and Employee Relations. I managed the overall corporate recruiting program which placed approximately 100-200 employees per year. I partnered with various key managers to improve risk issues through a project team headed by my Risk Manager which she termed “Focus on the Solution” to prevent unprofitable or unfavorable delivery and execution of service to our multimillion dollar automation and controls installations. I authored a new employee handbook featuring a comprehensive approach to obtain a High Performance Workplace. I stayed with Yokogawa when it bought out Johnson Controls’ share of the joint venture, thus becoming Yokogawa Industrial Automation, Inc. This included installation of the total benefits’ package, the new Ceridian HRIS for employee payroll and management reporting along with the Global Risk Program for Yokogawa Electric Company in Tokyo, Japan.
Significantly, I brought together key top level VPs and Directors to design and implement a top level tier-down performance management system. This system included monthly goals’ reviews of all key managers including sales, operations, and service, and devising mid course corrections to our annual business plan as needed. Goals were tiered down to each employee. In 1998 our business was merged with another Yokogawa entity with the goal to downsize U.S. manufacturing and expand Advanced Control Systems business in a new facility in Texas. As a result of this corporate political decision our US corporate office and supporting staff members and key managers were downsized after 12 years of very fast paced challenging working conditions. During my 12 years of working with Yokogawa and Johnson Yokogawa I received above average performance reviews each year.
Bostrom Seating Inc., Corporate HR Manager: approximately 4 years 1983 – 1986 Corporate Human Resources Manager. This was a subsidiary of The Signal Companies which had acquired both Bostrom and Neptune International. This was a turnaround and startup combined. I was promoted to this Bostrom acquisition from the Neptune Group HQ in Atlanta, Ga. For Bostrom I worked as Corporate HR manager in Milwaukee, Wisconsin and Piedmont, Alabama. I was instrumental in managing a union plant in Milwaukee and preventing unionization of the southern site plant which had a history of union drives, and interrupted productivity. Also my responsibilities included typical projects associated with HR during a turnaround situation and a major transformation of the southern site into a stand alone successful company. While I can take credit for being a positive catalyst in the turnaround, the good employees of Bostrom really deserve the credit for saving their company.
After both locations became profitable, the business was sold a third time, I resigned along with the company President/ CEO and joined Yokogawa Corporation of America.
Neptune International, a subsidiary of The Signal Companies -5 years 1979 – 1984, worked as a Personnel Manager in Tallassee and later Group Employee Relations Manager in Atlanta, Ga. working with Plant HR executives and other key managers in Atlanta, Ga., Tallassee, Al., Toronto, the UK Neptune plant, Greenwood, South Carolina, and in Lagrange, Ga. Working with the Neptune Group I was trained in manufacturing best practices, helping to manage a 3 shift, 7 day a week manufacturing and engineering company. After several years as Plant HR Manager I was promoted to a new acquisition, Bostrom Seating Inc.
ORGANIZATIONS:
ISA (Instrumentation Society America)
SHRM (various local and national chapters)
ASTD (Atlanta Chapter)
MATHPAPA (Metro Atlanta High Tech Personnel Assoc.)
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