HR Manager/Recruiter

Nicholas C. Montgomery, PHR

**** ******* **** | Upper Arlington, Ohio 43221 | 614-***-**** | *******************@*****.***

Developed and managed human resources infrastructures from the ground up, supporting up to 3,000 associates Human Resources Manager Played a key role in organizational development and effectiveness initiatives for high-growth environments

Recruitment & Onboarding

Training & Development

Compensation Planning

Benefits Administration

Regulatory Compliance

Succession Planning

Employee Relations

Strategic Planning Deliver long-range, strategic focus while managing all human resources concerns, integrating processes and systems following merger and acquisition activities, and supporting vast teams throughout multiple operating units.

Skilled in mapping organizational needs, identifying opportunities for increased effectiveness, and leading migration and implementation initiatives surrounding HRIS, payroll, and benefits systems integration.

Strong academic and professional credentials including a degree in Human Resource Management and designation as a PHR and SAP Super User.

Professional Experience

Bosch Rexroth Corporation Columbus, Ohio | 2007 - June 2011

Human Resources Leader

Recruited to develop a first-time, formal human resources infrastructure for a growing organization with new regulatory guidelines in the U.S. and Canada leveraging past HR experience in a production setting to create the internal controls, policies, procedures, and systems critical to organizational development, effectiveness, and compliance.

Managed all human resources concerns including recruitment and selection, employee relations, benefits and compensation administration, performance management, training and development, regulatory compliance, and HRIS administration. Established and cultivated associate relations, creating an environment with open communication and proactive dialogue regarding continuous performance improvement opportunities. Constructed and negotiated health and welfare plans, meeting organizational needs while ensuring cost-effective benefit options. Conducted research to ensure competitive compensation structures, defining market-driven ranges to fuel recruitment and retention efforts.

Directed recruitment and selection processes to source and retain highly skilled personnel, leading hiring efforts at all levels including searches for the VP of Sales, Controller, and Engineering Manager. Cut time-to-fill in half through focused search processes and inviting only the most qualified candidates to interview.

Cultivated a more flexible and dynamic workforce through development of skill matrices, providing for an increased focus on opportunities for cross-training, knowledge sharing, promotion, and succession planning.

Led the conversion of health and welfare programs on the acquisition of Hägglunds by Bosch Rexroth, migrating HRIS and payroll systems, and training managers on the new performance management component.

Mapped regulatory requirements and instituted the policies and controls to assure compliance including Form 5500 testing and filing with PBGC securing enterprise-wide buy-in for change management directives.

Created an incentive-based performance management system with clearly defined goals and objectives, working with managers to train on the compensation system and performance review process.

The Shelly Company Thornville, Ohio | 2006-2007

Human Resources Director

Established a central human resources department, migrating from a series of decentralized management practices to create unified and consistent policies, procedures, and systems in support of 3,000 employees across 5 locations in Ohio.

Built and led a team of 8 human resources associates in providing diligent support primarily for the 1,500 non-union personnel, taking over HR leadership functions from senior legal counsel who maintained accountability for the 1,500-person labor pool and swiftly enacting the systems needed to achieve compliance. Assessed organizational needs to map compliance requirements, created first-time processes and policies for all areas of HR, and secured the management buy-in critical to go-forward strategies. Continued on page two…

Nicholas C. Montgomery, PHR

614-***-**** | *******************@*****.***

Professional Experience

Continued

The Shelly Company - Human Resources Director, continued…

Gained a reputation as a subject matter expert and ‘go-to’ resource for all generalist concerns, working alongside senior leadership to craft the change management directives to fuel mission and vision achievement.

Chaired and developed the Executive Business Plan team, working with process stakeholders to devise an enterprise-wide plan with regionally driven objectives; educated contributors to fuel goal attainment.

Developed and closely monitored AAP plans to drive compliance, reviewing practices to identify gaps and redundancies, streamlining systems, and establishing strict hiring and performance management practices.

Honda of South Carolina Manufacturing, Inc. Timmonsville, South Carolina | 2003-2005

Human Resources Generalist

Gained broad-based exposure to, and experience in, the full spectrum of generalist concerns while supporting 450 associates in 5 departments for this subsidiary of American Honda and 1,800-employee production environment.

Served as a resource in the interpretation of policies, procedures, and best practices, promoting the Honda Philosophy of respect, trust, and open-mindedness in all management and associate communications. Directed investigations into alleged misconduct, identified root causes, took corrective actions, and advised individuals on procedural compliance to mitigate organizational risk and exposure.

Played a key role in building a temporary labor pool to create a more responsive and cost-effective workforce, affording for the opportunity to expand and contract resources as needed to support production.

Created clearly defined career ladders, progression opportunities, and compensation systems, fueling increased associate engagement, a clearer picture of how employees fit into the enterprise, and a more competitive framework in which to recruit, negotiate with, and retain highly skilled employees.

Drove the achievement of mission-critical goals through implementation and coordination of a performance management and incentive program, providing exempt employees with a pay-for-performance system.

Increased associate morale and the overall perception of fairness in decision making, through development of a procedure for the equitable distribution of promotion opportunities for nonexempt associates.

Education & Credentials

Ohio University, Athens, Ohio – 2003

Bachelor of Arts in Business Administration

Major in Human Resource Management | Minor in Interpersonal Communication

Professional Designation & Affiliations

Professional in Human Resources (PHR)

Society for Human Resource Management (SHRM)

Human Resources Association of Central Ohio (HRACO)

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