Human Resources Labor Relations
Resume:
Dave BOSTWICK
Mooresville, IN ***58
*************@*******.***
EXECUTIVE PROFILE
SPHR/PHR/SHRM-SCP * Organizational Resource Experience
Exceptional: FMLA, WC, ADA – PL * Recruiter Specialist (4 Training Seminars)
Strategic Planning * Relationship Building
Employee engaging Relations * Enterprise Resource Planning
Federal, State, and local regulations
PROFESSIONAL EXPERIENCE
Toyota – Manufacturing Division – Parts Manufacturing Division– Franklin, TN, Boston, MA, Denver, CO
Regional Human Resources Director/Labor Relations Director – Boston, MA - Plant
06/12/2006 – 11/22/2024
Essential Responsibilities
Oversee the comprehensive administration of all international and domestic Human Resources functions, spearheading the company’s initiatives to attract and retain a diverse talent pool. Manage multiple national and international plant locations, with complete oversight of Talent Acquisition, including direct reports.
- Develop, implement, and administer corporate structure plans, policies, and procedures.
- Facilitate company-wide strategic planning and contribute to developing departmental goals and objectives.
- Coordinate recruitment efforts for both exempt and non-exempt personnel, as well as temporary workers.
- Manage challenging employee situations, including understaffing, mediating disputes, terminating employees, and enforcing disciplinary procedures.
- Develop and administer company wage and salary structures and compensation policies, including variable pay systems, bonuses, and pay increases.
Direct oversight of the Boston Collective Bargaining Agreement: I can discuss the complete Directing of the Union details. 330 Employees within the Teamsters Union
- Develop and monitor performance evaluation programs, training managers on proper evaluation processes.
- Lead benefits administration efforts.
- Design, direct, and manage an organizational development process that addresses succession planning, workforce development, employee retention, organizational design, and change management.
- Assess training and development needs of the workforce. Design, implement, and monitor training initiatives such as new employee orientation, customer service, management training, and safety as needed.
- Enhance the quality of onboarding programs by planning and conducting new employee orientations that promote a positive outlook toward organizational goals.
- Develop and launch a formal mentoring program.
- Manage employee communication and feedback through various methods, including newsletters, company meetings, employee satisfaction surveys, and focus groups.
Labor Relations Director Duties
Performing a broad range of labor relations activities, including contract interpretations & administration, grievances investigations and resolutions (partnership with Operations Labor Relations), pre-arbitration settlement negotiations, contract negotiations preparation
Conducting and/or collaborating with union and project management in workplace investigations and participating/presenting case findings in a disciplinary review hearing
Partnering with Operations Labor Relations during all Pre-job meetings with Union leaders at both the national and local levels
Working with Human Resources (HR) to respond to unemployment inquiries
Partnering with the payroll team to ensure all Union items are accurately processed, paid, tracked, and reported in a timely fashion and as per the terms of all contracts
Partnering across the organization and with the Parent Companies to manage and administer a broad range of labor relations and other HR activities affecting represented union employees and aimed at furthering the relationship between the union trades and management.
Establishing best practices, policies, and procedures that ensure compliance with federal, state, and local labor laws but also align with all Union contracts
Coaching, advising, and conducting training with project management and site supervisory teams to ensure contract compliance
Maintaining and enhancing positive relations with union officials, company leaders, and employees
Serving as a proactive leader managing positive changes that lead to a high-performing culture of accountability and a strong safety culture
Maintaining awareness of legal, state, and federal agency requirements to ensure compliance and minimize the potential for litigation and/or agency charges
Be a voice of safety compliance and driving a safety-centric culture always and with all leaders, union partners, and employees
Assisting in managing and advising the processing and administration of light-duty work situations for all Union employees
Managing IRA and IPA compliance for Union projects
Yale, Milwaukee, WI
Human Resource Generalist: 6/1991 – 4/1994
Human Resources Manager/Safety: 4/1994 – 5/1998
Director of Human Resources 5/1998 – 6/2001
Regional Director of Human Resources – 6/2001 – 5/2006
Habitat for Humanity – Part-Time – Human Resources Director (Actually worked 40 hours a week)
5/1999 – 6/2003
*Essential Duties: *
- Evaluate, organize, and plan for the recruitment of personnel. Track turnover data for workforce planning and widely publicize job vacancy announcements.
- Review applications, conduct interviews and tests, perform criminal background checks, and refer candidates to appropriate supervisors. Respond to inquiries from job applicants.
- Assist in creating job titles, descriptions, qualifications, performance standards, and expectations.
- Utilize market surveys and Department of Labor statistics to compile wage comparisons.
- Manage the 401(k) program and assist in administering the Employee Compassion Fund.
- Assist and guide employees who feel they have a grievance. Conduct investigations, counsel employees and supervisors, recommend disciplinary processes, and ensure proper documentation for fair and transparent communication.
- Maintain expertise in a broad range of employment and labor laws.
- Ensure that Hyster/Yale’s decisions and actions remain within established legal boundaries and comply with mandated programs. Represent Hyster/Yale in administrative hearings and appeals.
- Oversee the performance appraisal process to assess employee job performance accurately. Manage the appraisal system by tracking employee anniversary dates and notifying supervisors.
- Develop policies related to employee safety, conduct, benefits, and legal issues.
- Instruct employees on company policies and periodically review these policies to ensure they are updated and accurate.
- Inform employees about their benefits, responsibilities, and rights by applicable laws.
- Ensure that training and development programs enhance employee productivity and promote professional and personal growth. Research and develop training programs.
- Develop and maintain records of all personnel actions, oversee terminations, and conduct exit interviews for employees leaving Hyster/Yale. Respond to notices of lawsuits, unemployment requests, and complaints of discrimination.
- Submit employee achievements to local newspapers for recognition. Coordinate charitable events and serve on committees as requested by the President or as opportunities arise to develop skills.
- Manage the safety program.
EDUCATION – CONCORDIA UNIVERSITY– 8/1985 – 6/1991
PORTLAND, OR
MASTER OF SCIENCE: BUSINESS ADMINISTRATION/GENERAL MANAGEMENT; 3.9 G.P. A
UNDERGRAD: CU: HUMAN RESOURCES UNION LABOR STUDIES
SKILLS
Lean Manufacturing Practices, SHRM, SPHR, HRIS, Labor Agreements
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