Manager Human Resources
Resume:
Dwight W. Kreuter SPHR
Canandaigua, NY 14424
EDUCATION: B.S., Business Administration, Alfred University, 1972
CERTIFICATION: Senior Professional Human Resources, 1996
COMPUTER SKILLS: Daily usage of Word, Excel, Outlook and PowerPoint. Additionally familiar with ADP, Kronos, Paychex, Oracle and other company proprietary programs.
EXPERIENCE:
Human Resources Manager, Bakewise Brands, Inc., Macedon, NY, 3/2010 to Present
Lead HR responsibilities for the Company. (133 ee’s)
Moving the company into compliance with State and Federal laws including HR, safety and other programs
Weekly Executive meetings and related strategic short and long-term planning and development.
Daily involvement encompasses the normal activities associated with a manufacturing HR Manager.
Maintaining non-union employee relations.
Reducing expenses related to turnover, safety/worker’s compensation
Work on one-on-one management training of supervisors and management.
Market HR Manager, Walmart Stores, Inc., Gaylord, MI, 2007 to 2010
Oversee Human Resource related action items and ensure execution.
Train and communicate effectively with approximately 6400 Market Associates to ensure consistent execution of Company policies and practices.
Evaluates efficiency and execution of HR operations during regular Facility (16) visits.
Lead investigations into reported associate issues through resolution.
Strategic management development.with Market Manager.
Utilized superior people skills by bringing the needs of the company and employees together.
Used transferrable skills gained in manufacturing to maintain positive employee relations.
Regional Manager, Human Resources, Silgan Plastics, Inc., Port Clinton, OH 1990 to 2006
Responsible for day-to-day HR management at nine international and domestic union and non-union plastics manufacturing plants. (1700 ee’s)
Strategic employee development with Operations Directors and Plant Managers, U.S and Canada.
Led culture change and integration of acquisitions.
Implemented successful safety programs, controlled worker’s compensation costs and partnered with top management to meet goals and objectives.
Identified need, designed and implemented a Corporate wide environmental program to maintain compliance standards
Defeated eight union campaigns through positive educational efforts.
Supervised 12 HR professionals.
Vice President, Fireland’s Investigative Agency, Inc., Sandusky, OH 1989 to 1990
Managed administration, HR, operations and sales functions. (200 ee’s)
Developed and implemented company policies and procedures.
Developed a accounting program to meet company needs
Worked on the expansion of the business by assisting in the implementation of a money courier division.
Trained employees as needed to respond to customer requirements within specific assignments.
Helped bring about an improved financial stability to the Company.
Director of Personnel, Townsend’s, Inc, Millsboro, DE 1987 to 1989
Managed HR for the Processing plant (1000 ee’s), and Grainery (600 ee’s)
Implement an improved Salary administration program.
Implemented improved employee recruitment and retention efforts which reduced turnover from 225% to 159% in the Processing plant. This reduced cost of turnover and imrpoved quality by $7 million.
Worked on major employee relations training effort of supervisors to assist the retention efforts.
Assisted in the successful defeat of a union campaign in the Arkansas plant.
Assisted in the opening of a new processing plant in Pennsylvania.
Human Resources Manager, Brush-Wellman, Inc., Elmore, OH 1981 to 1987
Responsible for day-to-day HR management at this specialty metals non-union manufacturing plantManaged DOD – Secret and DOE – Top Secret government security programs.
Maintained records and reported to OFCCP for EEO/AAP efforts..
Wrote and updated policies and practices as needed to respond to Company needs.
Managed payroll, benefits administration, job description development and updating, salary administration, salary and hourly recruitment including high-tech eengineers/management. . (750 ee’s)
Reduced turnover through implementation of a specialized interview questionnaire to help define the right fit to company culture.
Human Resources Manager, Glidden Coatings and Resins, Huron, OH, 1980 to 1981
Responsible for day-to-day HR management for the paints and resins manufacturing plants. (160 ee’s)
Maintained non-union employee relations through active on-floor involvement and effective communications.
Provided training for safety and administered the safety program.
Managed payroll, benefits administration, job description development and updating, salary administration, and hourly recruitment.
All salaried environment (exempt and non-exempt) management made for overall improved relations through all jobs.
Assistant Personnel Manager, T.J. Lipton, Albion, NY 1978 to 1980
Responsible for maintaining non-union hourly employee relations. (500 ee’s)
Conduted training of Supervisors in safety and other employee relations topics monthly.
Responsible for management of the facility kitchen operation
Esponsible for management of the facility medical department and nurses.
Conducted hourly payand benefits surveys.
Facilitated all efforts for the major employee functions including picnic and fair, children’s Xmas Party,
Quarter Century Club.
Responsible to attend all funerals for death of emplotyees of their immediate family members.
Prepared the AAP.
Personnel Manager, Canandaigua Wine Company, Inc., Canandaigua, NY, 1972 to 1978
Implemented the Personnel department and maintained non-union employee relations
Developed and administered the safety program, worker’s compensation and development of a handbook,
Prepared policies and procedures as needed to meet the company’s growing needs.
Recruitment for all hourly positions. (145 ee’s)
When first starting with the Company was involved in dispatching, night bottling operations and then managing the overall bottling operations.
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