Senior HR Professional

HUMAN RESOURCES EXECUTIVE

Employee Relations • Recruiting and Staffing • Training • Payroll • Benefits

 Respected professional with 18+ years of broad HR management experience and specialization in labor relations. Develop and implement successful programs that promote employment assistance and grievance resolution, and ensure regulatory compliance. Consistently make positive impact on employer’s bottom line through insurance policy renewals, workers’ compensation and safety program negotiations. Meet the challenge to upgrade quality and services of HR functions to fulfill business demands. Prioritize tasks and meet deadlines.

Select accomplishments include:

 Reduced workers’ comp claims 70% ($300K) and short-term disability claims 20% ($40K).

 Negotiated contract that saved $850K on medical premiums.

 Decreased departmental payroll $125K annually in each of 2 years.

 Saved $75K annually by restructuring Teamsters compensation.

 Slashed absenteeism 40% and saved $500K in overtime through new attendance policy.

 Reduced workers’ comp premiums $16K annually.

 Effective communicator/listener with exceptional interpersonal aptitude and non-judgmental attitude. Readily build rapport with people from diverse backgrounds and all professional levels, conveying openness, patience and tolerance. Skilled in staff training, development and performance management to meet/exceed operational and financial goals.

 Qualifications in human resources and organizational development functions include:

 Labor/Employee Relations  Benefits Administration  Policies and Procedures

 Strategic Planning  Arbitration/Union Issues  Recruiting/Orientation

 Contract Interpretation  Grievance Investigation  Team Building and Leadership

 Negotiations  Workers’ Compensation  Training/Development

 Budget Management  Claims Administration  Project Management

 Job Classifications  Equal Employment Opportunity (EEO)

 Performance Metrics  Americans with Disabilities Act (ADA)

 Succession Planning  Federal, State, Local HR-related Mandates

 Assessments  Family & Medical Leave Act (FMLA)

 Affirmative Action (AA)  Fair Labor Standards Act (FLSA)

 OSHA Guidelines  Office of Federal Contract Compliance (OFCCP)

EXPERIENCE

Signature Aluminum Corporation – Greenville, Pennsylvania Nov 2006 – Present

CORPORATE DIRECTOR HUMAN RESOURCES

• Oversee and direct labor relations, contract negotiations (5 unions), payroll, security, safety and workers’ compensation functions for 2,000 employees in 5 locations for niche supplier of aluminum products and services. Handle all facets of corporate benefits design and selection.

• Provide direction and guidance for strategic planning, daily HR issues, organizational development and succession planning. Developed and revised policies and job descriptions for newly formed corporation. Manage departmental budgeting and staffing; oversee 3 HR managers.

• Represent company in all legal proceedings with National Labor Relations Board (NLRB), Equal Employment Opportunity Commission (EEOC), Occupational Safety and Health Administration (OSHA), and federal and state Departments of Labor (DOL).

Matthews International Corporation – Pittsburgh, Pennsylvania Mar 2002 – Nov 2006

REGIONAL HUMAN RESOURCES MANAGER

• Provided oversight, support and direction to 6 HR managers of 1,000+ employees in 10+ plants with diverse products and capabilities. Spearheaded job description program and conducted wage program review and job analysis, determining adherence to corporate program at all levels of the organization. Represented company in union activities (e.g., multiple contract negotiations, grievance resolution, union avoidance activities, etc.). Continued on page 2

Matthews International Corporation, continued

• Provided safety program oversight and workers’ compensation management at all plants. Negotiated contracts, resolved grievances and provided general labor relations counsel.

• Led development of HR program at startup of operation in Mexico that encompassed policies, wage program, union negotiations, selection of staff and development of expatriate packages.

• Conducted employee meetings to explain benefits and policy packages during acquisition activities. Executed staff reductions in conjunction with plant closings and mergers of underperforming locations.

St. Paul Homes – Greenville, Pennsylvania May 1997 – Mar 2002

DIRECTOR OF HUMAN RESOURCES

• Directed human resources function for multi-site, 300+ employee, 226-bed, 24x7, long-term care facility. Used multiple recruitment sources to fulfill staffing requirements from executive level to hourly staff. Managed payroll and scheduling; implemented self-directed work teams.

• Originated programs that reduced turnover, cut absenteeism, decreased overtime and improved employee morale. Evaluated employee benefit programs for cost-effectiveness and efficiency. Administered benefit-related claims and requests for changes and additions.

• Monitored employee leave programs for compliance with internal policies as well as state and federal laws. Ensured legal compliance and application of personnel and labor law, wage and hour requirements, and Employee Retirement Income Security Act (ERISA) regulations.

Damascus-Bishop Tube Co. Inc. – Greenville, Pennsylvania Mar 1996 – May 1997

HUMAN RESOURCES / LABOR RELATIONS MANAGER

• Managed HR and labor relations for multi-site, primary metal corporation with union workforce. Represented company in all union-related matters (e.g., discipline, grievance settlements, arbitration cases) and workers’ compensation issues. Interpreted and negotiated contracts. Designed transitional return-to-work program.

• Developed corporate salary and performance appraisal system as well as gain-sharing program. Established company handbook and updated/created policies. Researched and coordinated benefits packages for current employees and retirees.

PennTecQ Incorporated – Greenville, Pennsylvania Feb 1989 – Mar 1996

ADMINISTRATIVE SUPERVISOR

• Oversaw HR function for automotive component manufacturing plant from startup to 150 employees. Wrote company handbook as well as personnel policies and procedures. Served as safety and workers’ compensation officer. Directed payroll, purchasing and logistics.

PROFESSIONAL ASSOCIATIONS / CERTIFICATION

Senior Professional in Human Resources (SPHR) Certification

Society for Human Resource Management (SHRM)

Pittsburgh Human Resources Association

Northwest Pennsylvania Association for Human Resources Managers

Northern Mercer County United Way, Personnel and Campaign Committees

Personnel Consortium for Non-profit Nursing Homes

Insurance Consortium for Non-profit Nursing Homes

EDUCATION / TRAINING

Select Workshop/Seminar Topics:

Quality Process Techniques (Japan) Leadership for Lead Workers

Workers’ Compensation Team Building Skills

Americans With Disabilities Act Leadership Survival Skills

Family and Medical Leave Act Accounting Principles for Non-accounting Personnel

Federal Wage and Hour Laws Staffing and Recruiting Challenges in Health Care

Bachelor of Science, Business Administration, Thiel College – Greenville, Pennsylvania

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