Project Manager Human Resources

Senior Human Resources Leader

Michael J. Stevens

** *** ******** ***** **., Rio Rancho, New Mexico, 87124

505-***-**** (H) 336-***-**** (M) Email; ************@*****.***

HR Strategic Business Partner - Talent Management Champion - Organizational

Development - Total Rewards - Employee Relations and Labor Law - Strategy

and Planning - SHRM PHR

Senior Human Resources Director with:

11 years of progressive human resources and leadership A strong focus on

HR as a strategic business partner.

Union and non-union employee relations experience, including union

avoidance.

Progressive talent and organizational development leadership.

An eye towards efficient and targeted total rewards strategies to foster a

high performance culture.

Management level experience in operations, manufacturing, and strategy and

planning.

Values approach to managing the business.

Leadership and influencing styles based on integrity, human dignity,

fairness and compassion, with a disciplined approach to execution.

Work History:

06/2011- 05/2012 - Reynolds American Inc. Dir. HR Strategic Business

Partner

Directs and guides Trade Marketing and Consumer Marketing functions in all

areas of HR with a heavy focus on Talent Management and Organization

Development.

Strengthened marketing's business acumen by partnering with talent

development to deliver new training opportunities and implement a

certification process.

Completed two restructures to align consumer and trade marketing operations

with new business strategies; including creating and evaluating new job

descriptions and salaried benchmarking

Played a pivotal role in training leaders to be coaches, increasing

employee awareness of talent management processes

Partnered with senior leadership to drive increased employee performance,

setting new standards with a balanced focus on quantitative and qualitative

metrics

Strategic member of the Marketing Leadership Team involved in the strategic

planning and SWOT analysis process both as the HR resource as well as

strategic business resource.

Championed employee empowerment and individual development planning

Embedded workforce planning as a leadership imperative

Partnered with Talent Acquisition to improve recruiting processes and

identify top candidates for open positions

02/2010-06/2011 Dir. of Human Resources

Responsible for leading all HR disciplines for a mid-sized national CPG

company with over 500 employees and $500 million in sales, including

manufacturing, trade and consumer marketing, finance, information

management and legal.

Led HR team in multiple locations to improve HR accountability and

credibility within the organization.

Introduced new HR strategies to support the growth model including new

succession planning processes, development, employee relations and total

rewards

Effectively secured key changes to employee bonus and profit sharing plans,

completed transfer of 401K plans to Fidelity.

Transitioned multiple benefits to a single supplier reducing cost and

complexity associated with multiple vendors; implemented employee cost

sharing for benefits.

Implemented new talent and organizational development programs including

new online performance management system and new learning management

system.

Created new strategies to fill expanded sales force. Successfully filled

over 70 positions in 9 months across the country.

Ensured diversity through hiring and promotional processes, and instituting

a panel processes for hiring.

Successfully transitioned HRIS from PeopleSoft to ADP.

Coached and developed HR managers to improve their ability to partner with

key leaders and resolve employee relations issues.

Initiated numerous employee change management communications to ensure

timely dissemination of key HR changes, processes and policies.

04/2009 - 02/2010 Sr. Mgr. Total Rewards

Responsible for compensation and benefits at the corporate level for over

6,000 employees and 10 Billion in annual sales.

Executed annual compensation planning, benchmarking, surveys and functional

job reviews.

Managed benefits plans and vendors for health, disability, life and FMLA

administration. Implemented new fully insured disability plans to reduce

ERISA risk and reduce cost of plans

Established key partnerships with vendors to achieve synergies, streamline

processes, and reduce cost while improving service to employees. Partners

with Aetna, AON, MetLife, KPMG, and

Responsible for international assignments and compensation, including tax

equalization process, and international assignment benchmarking.

Created new international expatriate policy manual to ensure consistency

and fairness for deployed employees

01/2008 - 04/2009 Sr. Manager Strategic Business Partner

Working with senior leaders and the executive team, developed and

implemented new processes and tools to evolve the existing talent

management processes.

Project Manager for implementing new online performance management system

including annual reviews, 360 surveys, individual development plans, and

succession planning.

Project manager for new learning management system implementation and

expansion of e-learning activities

Launched new performance management processes to ensure alignment of

employee goals to company strategies.

Development quality control process for ensuring quality of talent

management process resulting in significant improvement and employee

feedback.

Embedded procedures and guidelines for corporate succession planning

Developed and implemented new evaluation process for hourly manufacturing

employees

Spearheaded process to develop a comprehensive approach to core

competencies by employee level.

Evaluated, changed and implemented numerous HR policies and procedures to

support new Centers of Excellence and Employee Self-Service HR models

01/2006-01/2008 Sr. Manager HR Strategy and Planning RJ Reynolds Tobacco

Reporting to the Executive Vice President of Operations, responsible for

post merger implementation of HR policies and practices, organizational

design, and performance management for operations including supply chain

and manufacturing.

Embedded new goal setting process across operations - top down - hands on

approach to goal alignment

Developed and implemented workforce planning processes linking projected

staffing levels in over 30 different positions to the projected volume

declines to deliver long term alternate staffing solutions including

outsourcing, job enlargement and multi-skilled solutions.

Developed and implemented multiple policies and procedures to further

integrate the merged union and nonunion work forces, addressing overtime,

training and promotions, attendance, and core values

Spearheaded the core verses non-core assessment of operations resulting in

structure, process and staffing changes that delivered over 30 million

dollars in savings.

Developed key insights and strategies that led to a successful union

avoidance campaign.

06/2003 - 12/2005 Sr. Manager Employee Relations Responsibility for labor

and employee relations in manufacturing and operations, four locations, 4

different unions

Established critical partnerships with union leaders to ensure an effective

workforce and drive productivity enhancements through new staffing models,

multi-skill programs, area team concepts, and employee engagement

Successfully negotiated required employee schedule changes, plant closings,

and exit strategies associate with merger resulting in no loss of

production at multiple locations

Spearheaded efforts to engage state and federal resources to assist with

outplacement efforts for merger impacted employees

Streamlined processes and controls relating to FMLA and disability programs

resulting in a significant decrease in employee absenteeism.

Ensured OSHA compliance related to accident investigation and reporting

Managed onsite medical facility and reduced associated cost of leaves and

workers compensation by aggressively addressing accident prevention by

working with an engineering and training approach that created long term

solutions

Successfully defended all third step and arbitrated grievances.

Secured new binding corrective action process.

Led efforts for contract negotiations including research, strategy

development and bargaining.

Other Work History

Sr. Area Manager Manufacturing (2002-2003) Brown and Williamson Tobacco

(Union)

Employee Relations Supervisor (2000-2002) Brown and Williamson Tobacco

(Union)

Area Manager Manufacturing (1997-2000) Brown and Williamson Tobacco

(Union)

Area Production Supervisor (1994-1997) General Motors (Union)

Officer United States Army (1984-2001) (Active and Reserves)

Education

MS in Human Resources (2010-Current) Capella University

BS in Chemistry (1984-1986) Georgia College and University

AS in Science (1982-1984) Georgia Military College

Professional Human Resources Certification -(2007-2010) Society for Human

Resource Managers

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