Human Resources Management

Mark D. Scott

**** ********* ***** 219-***-****

Demotte, IN 46310 **********@*****.***

OBJECTIVE

A human resources position in a for-profit company which will allow me to use and continue to develop my expertise and strengths in business and employee relations and prepare me for increasing responsible positions in the human resources field.

SUMMARY

Accomplishments: Years of demonstrated success in human resource-related issues, with operational background drawing on strong problem-solving ability, excellent communications and interpersonal relations skills, and sound business orientation in the logistics, manufacturing and retail environments in both corporate and non-corporate environments managing single-site and multisite locations. Possesses a thorough, overall knowledge in Human Resource Management, with emphasis in recruitment, administration, and communications, including customer service, training/development, labor relations/management, publications, budgets/finance, legal processes, staff services, negotiations, regulatory compliance, and presentations. Exhibits proven expertise in the recruitment, hiring and selection process, with a successful track record in managing all the various aspects of human resources, from benefits and compensation to administration.

EDUCATION

Graduated in 2001: ROLLINS COLLEGE – Winter Park, FL

Master of Arts in Human Resources

Graduated in 1992: NOVA SE UNIVERSITY – Fort Lauderdale, FL

Bachelor of Science in Business Management

Graduated in 1981: VALENCIA COMMUNITY COLLEGE – Orlando, FL

Associates of Arts

PROFESSIONAL EXPERIENCE

2/2008 – 9/2012 – Donaldson Companies Inc (DCI) – Rensselaer, IN

Operations Manager (5/2011 – 9/2012), Human Resources Manager (2/2008 - 4/2011)

Ops Mgr. – Responsible for all aspects of Operations, including execution of inbound freight processes and outbound freight processes for sales volume of approximately $330 million per annum to include the manufacturing production of our parts kit line. Managed facility and vehicle maintenance to insure compliance with preventive maintenance schedules while adhering to respective budget constraints.

• Increased revenue generated per employee from average $1175 per hour to average $1289 per hour.

• Decreased labor cost as a percent of sales from 1.80% ($5.9 million) to 1.60% ($5.3 million).

• Increased International delivery performance from 85% to 92%.

• Increased International container cube utilization 15% ($400K savings).

• Acquisition and Merger team of 3PL to NADC.

HR Mgr. – Responsible for all aspects of Human Resources, including Workforce Planning, Organizational and Development, Employee Health and Safety, Employee Relations, Compensation and Benefits, and Strategic Planning.

• Successfully navigated OFCCP desk audit and site visit with no areas of conciliation.

• Responded and negotiated EEOC inquires.

• Reduced annual employee turnover from 42% to 4.5%.

• Decreased OSHA frequency rate from 8.13% to 3.62% (NAICS industry average 6.5%).

• Decrease LWD frequency from 1.81% to 0%.

• Reduced Workers Compensation annual cost from $325,000 to $11,500.

• Responded and negotiated OSHA inquires.

• Partnered with senior-management for facilitation of Reduction in Force (RIF) of 85 employees.

• Revamped employee policy book to meet federal and or state law while reflecting corporate influence.

• Administered and managed the site Talking Talent succession planning program.

• Analyzed and completed Tier II Report for site as a CESQG.

• ISO14001 Certification Team.

2/2007 - 11/2007 – Lowe’s Companies – Kissimmee, FL

Human Resources Manager

Responsible for all aspects of Human Resources, including Workforce Planning, Learning and Development, Safety, Employee Relations, Compensation and Benefits, and Strategic Planning for a 1.5 million square foot facility with approximately 1100 employees and a HR staff of 10 employees.

Strategic planning partner with corporate and local leaders in a RIF initiative of 205 employees while adhering to the Worker Adjustment and Retraining Notification Act (WARN) and mitigated any risk of organized labor encroachment.

Co-authored Standard Operating Procedures (SOP) for new Performance Improvement Process (PIP) for exempt employees for logistics network implementation.

Successfully monitored and maintained training records for zero errors for internal and external audits setting benchmark for logistics network.

Facilitated corporate management schools.

Initiated and developed a Safety Spot checklist for all power equipment operators, which is being utilized as a network best practice.

Reduced OSHA record able injuries 16% year to year comparison by assessing and targeting identified high risk job skill sets.

Monitor Casualty Claims Report (CCR) on a monthly basis for accuracy and administration of associated cost per each employee. Maintained a 41.45% rate below targeted severity goal of $52,447.84.

Led network of 13 facilities in all aspects of in-house company employee opinion survey with a 95% employee participation rate.

Engaged employees with modified and newly created recognition programs such as monthly Grass roots meetings, Birthday Bash Celebrations, and facility building meetings.

Administered and investigated employee complaints and follow through to resolution with open door and ethics point process.

Developed a new long-term planned communication process for disseminating information to employees, including revision of weekly newsletter, pre-work communication scripts, table toppers, integration of bulletin board use, and use of Information Display System (IDS).

Chaired United Way annual campaign drive and increased contributions on a per person basis by 8%.

Led Network with payroll errors and off-cycle reduction with 1 error per 4200 transactions.

Conducted and analyzed annual wage survey to determine and maintain competitive advantage in local market.

Administered successful roll out and implementation of annual health benefits.

11/1983 - 2/2007 – United Parcel Service (UPS) – Orlando, FL

Workforce Planning Supervisor 2003, 2005 to 2007 – Learning and Development Supervisor 2004 – Safety Supervisor 2001 – Operation Supervisor 1999-2000 and 2002 – Service Provider 1987-1999

Responsible for various HR related elements as stated above. Depending on specific job function, I was normally responsible for as many as 1000 employees and a HR staff of 4 employees. And, on special assignments I was responsible for up to 5200 employees.

Assisted operations with recruitment, interviewing, selection, placement of applicants and reference checking.

Monitored impact ratio analysis (IRA) for selection process on a daily basis. Applicant flow to hire was near 2 to 1 ratio, with selection ratio at or near 1.00, and a standard deviation of no more, but less than 1.0, usually near 0.

Reduced overall employee turnover to 30% to lead hub facilities for U.S. domestic hubs and below industry average of 55% employee turnover.

Developed process and maintained Driver Qualifications files (DQF) for both cdl and non-cdl driver positions with 100% accuracy for DOT compliance.

Monitored and executed district American with Disabilities Act (ADA) program to insure corporate compliance.

Implemented roll out of new processing procedures for employees/applicants of new Transportation Safety Authority (TSA) regulations for SIDA and Non-Sida airport sites.

Monitored district general employee training (GETS) programs for compliance. Analyzed training deficiencies and developed program(s) and resources to remedy deficiencies.

Monitored and maintained Management Assessment Promotion Process (MAPP) for both part-time and full-time management candidates. Developed long-term strategy for career development and succession planning.

Monitored annual and semi-annual Quality Performance Review (QPR) compliance.

Facilitated management and non-management schools and training programs.

Monitored and maintained all compliance related safety components for operational department with 100% effectiveness. Integral in developing strategic plans in resolving OSHA and Department of Transportation (DOT) safety regulated issues.

Maintained proper administration for OSHA compliance of hazardous communication, machine guarding and control of hazardous energy-lockout/tagout programs with weekly, monthly, and annual monitoring.

Worked with collective bargaining unit, Teamsters, in a right to work state. Negotiated grievance process with union and non-union employee settlements. Researched, developed and presented successful labor cases on behalf of management at local and panel hearings.

Participated in resolving a bargaining impasse strike related issues of alleged unfair labor practices in a 17 day work stoppage by employees.

Administered and investigated employee complaints and follow through to resolution with employee dispute resolution (EDR) process.

Analyzed, developed, implemented and maintained compensation policies and a pay structure consistent with the organization's strategic objectives.

Monitored and approved annual employee merit compensation program to ensure equitable administration.

Orientate employees with direct and indirect compensation programs.

Monitored and ensured all new hire payroll accuracy with no payroll errors.

Provided service and information enterprise-wide for employees, customers, stakeholders, and the community and business partners.

Developed and interpreted with partners, information related to the general business environment, industry practices and developments for long-term strategic planning and policy making.

MILITARY

1984 to 1991: UNITED STATES AIR FORCE/RESERVES (E-6)

Administration 1984 to 1986 – Force Management Craftsman 1987 to 1991

Screened and interviewed job applicants, conducted new-hire orientations, and planned training programs for new hires. Established, coordinated, conducted, and maintained annual training plans. Analyzed training deficiencies and remedied solutions to deficiencies. Identified, requisitioned, managed and assigned personnel for readiness and contingency teams. Reported and recommended solutions to employee relation issues. Prepared time and attendance records; and reports on terminations, new hires, transfers, performance data and budget expenditures. Aided in budget preparation and control, records control, and special management studies. Revamped record and book keeping related to military regulations. Issued and interpreted operating policies.

CERTIFICATIONS: ISO/TS 16949 Internal Auditor (DCI), Lean Bronze Certification (DCI), 30- Hour Occupational Safety and Health Training Course.

ORGANIZATIONS: North West Indiana Workforce Board – Board of Directors; Society for Human Resource Management (SHRM).

OTHER PROFESSIONAL SKILLS: Microsoft Word, Excel, Net-op, Office Communicator, Access, PeopleNet, Taleo, and also, proficient in industry specific software, including Oracle and PeopleSoft.

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