Human Resources

Dean R. Hilderhoff

**** ******* ****, ******, ** 30019

770-***-**** (Home) 770-***-**** (Cell)

**************@*********.***

www.linkedin.com/in/dean1206

Executive Leadership Operational Leadership Employee & Labor Relations

Human Resources executive with the ability to adapt to multiple environments, with experience in manufacturing, software development, telecommunications, retail, and homebuilding. Exceptional skills in strategic management, supervision and motivation of personnel. Recognized for being a team leader, possessing initiative, determination, and creativity. Special strengths in Operations, Employee & Labor Relations, coaching and development.

Senior level Human Resources experience

Strategic Partner with key initiative of development of personnel

Communication excellence with all employee levels

Over 23 years of Human Resources in a management role

Experience with Union & Non-Union Environment (Union Avoidance)

Lean Manufacturing experience

Experience in an ISO and Sarbanes environment.

EXPERIENCE

Ashton Woods Homes, Roswell, GA 2010-2011

Sr. Director of Human Resources

Top Human Resources leader for a National Homebuilder with $500m in revenue in 10 cities. In this role, duties include but are not limited to Strategic Management, Leadership Development and responsible for all other HR functions such as Benefits, Payroll, and Safety and Compensation management.

Source Broadband Services (Formerly C-COR Network Services) Atlanta, GA 2006-2010

Director of Human Resources 2007-2010

Responsible for the Human Resources function for the entire corporation of a Technical Services corporation. C-COR/Source specializes in Cable/Fiber/Telecom Software development, hardware manufacturing, and Construction and Tech Ops delivery Services to the large Broadband/Telecom companies including but not limited to Comcast, Time Warner, Direct TV, AT&T, Verizon, Cox Communications. Daily oversight of all HR functions, Payroll, Safety, and interaction with Senior Management for successful operations.

Director of Human Resources(C-COR Network Services) 2006-2007

Pulte Homes Atlanta, GA 2003-2006

Recruiter 2005- 2006

Retained recruiter/trainer for Pulte Homes via Recruiter Academy. Responsible for all efforts for $3B Area for Pulte –Florida with positions at all levels with concentration of upper and executive management.

Area Director of Human Resources 2003-2005

Responsible for multi-state Area for Fortune 200 Company with revenues over $11Billion. Division consisted of $3Billion in revenues. In this role part of an HR executive team that directed and coordinated the efforts for the Human Resources function. Heavy concentration in Recruitment and Selection of key positions within 11 city Area, developing strategies and processes as well facilitating training for Employee Development, Succession Planning, and Performance Management. Initiated internal Leadership Development program, resulting in less external hires, saving company over $4M in direct recruiting costs. Other key initiatives include but are not limited to Training (Design and Facilitation), Organization review and design, and Cultural assessment.

Rubbermaid (Division of Newell-Rubbermaid) Jackson, MO 2002 - 2003

Divisional Director of Human Resources

Responsible for multi-site $600M divisional Human Resources department within the Rubbermaid Home Products Group which is part of a Fortune 300 $7.5 billion company. Human Resources duties included but not limited to Employee Relations, Performance Review/Succession Planning, Compensation & Benefits, Training, Legal Consultation, Labor Law, Systems (Cyborg HRIS, Payroll, and time management) for over 2000 employee multi-state division including intercontinental site. Also manage Safety and Risk Management.

Trinity Industries Pittsburgh, Pennsylvania 1995 - 2001

Director of Human Resources

Multi-site corporate responsibilities directing the Human Resources depts. of a $200M division of a $3B corporation. Proactive Strategic Partner with Sr. Management capable of self directing HR analysis/metrics thus resulting in change for the better of the organization, thus meeting the overall business plan. Self-directed, Influenced, and advised Sr. Executives on critical issues affecting the divisional needs. HR Staff consisted of 9 senior exempt direct reports with a total HR staff of in the division. Continued career development of Sr. Executives and HR Staff using Talent Management System based on core competencies of position and organizational needs. Union Labor experience with multiple unions. Duties include the handling of grievances, NLRB charges, collective bargaining and negotiations. Avoided unionization campaigns resulting in substantial savings to the company and the stability of the future.

Organized and Development Talent Management System used to select, recruit, and retain talented individuals of high level to the organization. System chosen used competencies aligned with position and company objectives.

Giant Eagle, Altoona, PA 1989-1994

HR Manager

Overseen all aspect of Human Resources/Payroll & Safety in a large retail environment

EDUCATION

Master of Arts in Industrial & Labor Relations 1998

Indiana University of Pennsylvania (Indiana, Pennsylvania)

Major Courses: Employment Psychology, Employment and Labor Law, and Discrimination.

Bachelor of Science in Business Management 1988

University of Pittsburgh (Pittsburgh, Pennsylvania)

HR Emphasis: Human Resource Management, Recruitment & Selection, Administrative Behavior, Collective Bargaining.

Contact this candidate