Human Resources professional

THOMAS GUSTAFSON

**** ********* ***** ********, ******** 23233 804-***-**** **********@***.***

MANAGER OF HUMAN RESOURCES

Labor Relations / Change Management / Training, Coaching & Development / Retention

Process Improvements / Employee Relations / Multi-Site Management / Recruiting

I am a Human Resources professional who drove employment improvements for Fortune 500 organizations in the retail, transportation, and manufacturing industries. Up-grading employee retention, increasing cost effectiveness, lowering safety incidents, and avoiding union infiltration earned me executive approval and colleague admiration.

My efforts to rite-size employee count while balancing full and part-time workers generated cost savings and built employee satisfaction. I reduced the number of labor grievances, improved training and developed succession programs. In addition I implemented innovative scheduling, improving production through 24/7 operations.

 Developed and integrated human resources and processes that promoted organizations.

 Established standardized policies and procedures company-wide.

 Implemented and enforced government regulations.

 Turned around troubled and ineffective divisions and organizations.

BA, Marketing, Rider University. Colleagues and management recognized and counted on my expertise in dealing with labor unions. And, I consistently drove initiatives that improved communication and employee relations.

SELECTED ACCOMPLISHMENTS

Designing employee scheduling that meets industry standards for staffing. Marshalls’ ratio of part time to full time employees was out of balance (62% part time to 38% full time). Communicated sense of urgency to improve ratio to district managers. Raised ratio to 73% part time and 27% full time. Improvement provides greater flexibility in scheduling while cutting costs.

Developing training to avoid labor union infiltration. Multiple labor unions attempted to organize locations at Circuit City. Developed and implemented third party avoidance training for all HR professionals and effected locations. Managed outside labor attorneys and third party labor activity. Maintained third-party-free environment during ten year employment at Circuit City.

Establishing expanded schedule while reducing costs. Rubbermaid needed to increase production. Decided to operate on 24/7 schedule without increasing permanent head count. Negotiated contract with employment agency for 90 temporary employees and supervisors. Trained employees at agency cost. Provided operations at a cost lower than other two shifts consisting of permanent employees.

Preparing organization and employees for growth and internal promotions / changes. Circuit City had no plan for staffing in event of growth and expansion. Developed and implemented succession planning tool adopted by distribution division. Saved recruiting costs, orientation expenses and ensured employees trained for promotion. Tool saved $10K in advertising and thousands in other costs.

CAREER HISTORY

Manager of Human Resources, Marshalls, 2007 to present. Lead HR functions for region of 10 districts and 108 stores in five states. Reviewed management succession and development. Handled employee relations issues.

Manager, Human Resources, Ace Hardware, Inc, 2006 to 2006. Managed HR at distribution center with 300 employees. Conducted employee relations, benefits administration, payroll and training.

Manager of Labor Relations, Circuit City Stores, Inc., 1994 to 2005. Led HR support for service and distribution divisions, including grand openings, employment actions, employee relations and training. Supported 620 stores as well as all labor relations. Managed seven staff and $2M budget.

Human Resources Manager of Manufacturing, Rubbermaid Commercial Products Inc, 1990 to 1994. Managed employee relations, benefits, and training for all employees. Managed three staff and $500K budget.

Other positions: Manager of Driver Relations, Roadway Package System, Inc. Division Personnel Manager, Dan River, Inc.

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