Human Resource Plant Manager
Resume:
Jeffrey M. Croff
Monroe, MI 48162
Email: *********@*****.***
SUMMARY OF QUALIFICATIONS
Experienced Human Resource professional with an MBA in Human Resource Management and Industrial Relations. Extensive experience in selection, negotiations, compensation, workers compensation, O.S.H.A., E.E.O., labor law, employment law, labor relations and training.
EDUCATION
Wayne State University MBA Graduate School of Business (Detroit, Michigan)
Human Resource Management and Industrial Relations
Grand Valley State University BBA (Allendale, Michigan)
Major: Human Resource Management
PROFESSIONAL EXPERIENCE
Ford Motor Company, Inc. Flat Rock, MI 2/21 to 7/24
Employee Relations Director
Responsibilities include overseeing a workforce of 1800 hourly and salary employees, directly reporting to the Plant Manager and matrixed to the Manager US Union Affairs. Overall responsibilities: Labor Relations, Compensation, Training and Development, Medical, Communications and Security.
Significant contributions include:
·Successfully negotiated local Collective Bargaining Agreement after not having one for 12 years.
·Resolved hundreds of grievances
·Work closely with the UAW and plant leadership
·Transitioned over 150 skilled and production employees as Stamping Operation ceased
·Complete compensation planning cycles
·Launched implementation of Culture Playbook
·Implemented return to work Covid procedures that allowed plant to operate
·Automated several HR tools to minimize paperwork that increased efficiency and accuracy
·Developed new and inexperienced Labor team
·Integral to launching new model Mustang
·Organizational Development initiatives
·Drove lean implementation transitions
·Developed succession plans
Ford Motor Company, Inc Buffalo, New York 3/12 to 2/21
Human Resource Plant Manager
Responsibilities include overseeing a workforce of 1100 hourly and salary employees, directly reporting to the Plant Manager and matrixed to the Manager US Union Affairs. Overall responsibilities include Labor Relations, Compensation, Training and Development, Medical, Communications and Security.
Significant contributions include:
·Successfully negotiated two local Collective Bargaining Agreements
·Resolved numerous grievances
·Work closely with the UAW leadership and plant
·Hired 500 employees to aid in the launch of F150 work awarded to the plant
·Complete compensation planning cycles
·Launched implementation of Ford Production System
·Reduced Workers Compensation claims and costs by over 15%
·Implemented return to work Covid procedures that allowed plant to operate
·Automated several HR tools to minimize paperwork that increased efficiency and accuracy
Ford Motor Company, Inc Allen Park, MI 10/11 to 3/12
Human Resource Business Partner, I.T.
Responsibilities include overseeing a workforce of 600 global I.T. employees, directly reporting to the Human Resource Director and matrixed to the Executive Vice President of I.T., Overall responsibilities include compensation, discipline, training and development, recruiting and employee relations matters.
Significant contributions include:
·Succession Planning
·Compensation Planning
·Organizational Development
·Performance Management
·Headcount forecasting and control
·Special event coordinator
·Support high level executives
Ford Motor Company, Inc Talbotville, Ontario, Canada 11/09 to 10/11
Human Resource Plant Manager
Responsibilities include overseeing a workforce of 1500 hourly and salary employees, directly reporting to the Plant Manager and matrixed to the Vice President of Human Resources for Ford of Canada. Overall responsibilities include labor relations, compensation, training and development, employee relations matters and facilitating the plant closure.
Significant contributions include:
·Placing numerous hourly and salary personnel at other Ford facilities
·Resolving numerous grievances pertaining to the plant closure
·Work closely with the CAW resolving numerous plant closure issues
·Work with local and Federal branches of the Canadian government resolving closure issues
·Complete compensation planning cycle
·Coordination of manpower that required hiring over 200 hourly and salary employees
Ford Motor Company, Inc., Dearborn, Michigan 3/05 to 11/09
Human Resource Business Partner
Responsibilities include overseeing a workforce of 800 Finance employees, directly reporting to the Human Resource Director and matrixed to the Executive Vice President of Finance, Overall responsibilities include compensation, discipline, training and development, recruiting and employee relations matters.
Significant contributions include:
·Succession Planning
·Compensation Planning
·Organizational Development
·Performance Management
·Headcount forecasting and control
·Special event coordinator
·Support high level executives
Ford Motor Company, Inc., Chicago Heights, Illinois 3/02 to 3/05
Labor Relations Manager
Responsibilities include overseeing a workforce of 1800 employees, reporting directly to the Plant Human Resource Manager. Overall responsibilities include compensation, discipline, training and development, recruiting and employee relations matters.
Significant contributions include:
·Resolved numerous 3rd stage grievances
·Implemented new salary orientation program
·Successfully recruited numerous positions
·Oversaw 2.4-million-dollar training program supporting new vehicle launch
·Implemented new salary training program
·Directly supervised 7 full time employees
·Was a member of local negotiations team that successfully negotiated local contract
Ford Motor Company, Inc., Detroit, Michigan 1/01 to 3/02
Administration Manager
Responsibilities include overseeing a work force of 90 employees, reporting directly to the Associate Director of Joint Programs. Overall responsibilities include all compensation, discipline, benefits, workers compensation, recruiting, and employee relations matters.
Significant contributions include:
·Successfully negotiated new labor agreement in October 2001
·Was member of UAW-Ford Joint convention services team
·Successfully recruited numerous positions
·Implemented Employee Involvement teams at the UAW-Ford National Program Center
·Was involved in planning the UAW-Ford Joint Explorer Rally in Washington D.C.
·Set up a medical department for the National Program Center
·Handled grievances of the OPEIU represented employees
·Selected guest speakers for the 2002 National Joint Conference
·Organized the company picnic and hosted the annual Freedom Festival Fireworks
·Worked with the City of Detroit coordinating Hart Plaza Festivals
Webasto Sunroof, Inc., Livonia, Michigan 5/99 to 12/00
Human Resource Manager-Responsibilities include overseeing a work force of 275 employees, reporting directly to the Vice President of Human Resources. Overall responsibilities include all compensation, discipline, benefits, workers compensation, recruiting, and employee relation matters. Non-union environment
Significant contributions include:
·Negotiated new benefits package with new carrier
·Was member of human resource team that rewrote employee handbook
·Successfully recruited numerous positions from entry lever to the plant manager
·Member of the safety, fairness and ergonomic committee
·Trained supervisors on proper disciplinary procedures
·Reduced turnover by 8%
·Reduced absenteeism by 6%
·Lowered workers compensation premiums by 12% by instituting return to work policy
·Raise the employees’ satisfaction rating by 30% in one year (anonymous employee survey)
·Successfully facilitated internal grievance hearings
Helped company successfully defeat a union campaign
Valley Recreation Products, Bay City, Michigan 2/98 to 4/99
Human Resource/Safety/Environmental Director (plants closed April 30, 1999)
Responsibilities include overseeing a multi-plant work force of 275 employees covering plants in Michigan, Illinois and Minnesota, reporting directly to the CEO. Overall responsibilities include all labor relations issues including grievances, arbitration and collective bargaining matters, handling of worker’s compensation, all 5500 filings, handling all EECO issues and all safety and environmental issues.
Significant contributions include:
·Instrumental in switching health insurance coverage for employees from self-funded to fully insured at all locations with a savings to the company of over $30,00 per year
·Completion of state required air quality reports
·Supervise a staff of seven employees
·Reduced worker’s compensation cost by 20%
·Negotiated effects bargaining agreement
·Drafted new hourly and salary severance packages
·Drafted new employee handbook for hourly and salary personnel
·Drafted new attendance program that reduced absenteeism by 12%
·Member of the merger transition team of Valley-Dynamo
·Coordinated out-placement of displaced workers
·Successfully represented company in two Department of Labor audits
Teledyne Advanced Materials, Howell, Michigan 1/95 to 1/98
Human Resource Manager
Responsibilities include overseeing a plant workforce of 150 non-union employees. Under matrix management, I reported directly to the Vice President of Human Resources and the Plant Manager. Overall responsibilities include developing and administering compensation plans, personnel planning, recruiting and selection, developing and implementing affirmative actions plans, establishing safety responsibilities and training, administering payroll and benefit plans and responding to workers compensation claims.
Significant contributions include:
·Designed and developed compensation pay matrix
·Designed and implemented new discipline program
·Taught seminars on proper discipline procedures for all supervisory personnel to protect against wrongful discharge
·Designed and implemented minority mentoring program
·Work closely with Michigan Jobs Commission regarding hiring and training for displaced workers
·Designed and implemented a hearing conservation program
·Represented the company during OSHA and Department of Labor Affirmative Action audits
·Represented the company at various functions, i.e. Focus: HOPE, Livingston County Chamber of Commerce
COMPUTER SKILLS
Windows, Microsoft office, PowerPoint, Webex
ACTIVITIES AND ORGANIZATIONS
Previous member of the Board of the Machinist Training Institute for Focus: Hope, responsible for the curriculum of student/trainees of this minority based program.
Grand Valley State University football team, recipient of athletic scholarship
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