Human Resources Manager

JAN PETERSON

**** *. ******* ***., **** **

Ontario, CA 91762

909-***-**** Home

909-***-**** Cell

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

HUMAN RESOURCES/SAFETY MANGER

Suzlon Rotor Corporation – Pipestone, MN

November, 2008 – April, 2010

Responsible for all Human Resources functions (Recruiting, Staffing, Benefits Administration, Compensation and Employee Relations) for a manufacturing facility of 400 team members, all non-union.

o This includes policy development, recruiting practices, EEOC compliance, departmental manpower control, employee relations, compensation and benefits, COBRA, safety, training and a comprehensive drug program; (including pre-employment, for cause, accident, incident and random testing). Managed all day-to day operations with a staff of five. (Due to a recent layoff of 50% of our workforce, I now have 3 direct reports).

• Recruited all salaried positions using telephone pre-screening, panel interviewing and job fairs.

• Revamped new hire on-boarding process.

• Managed Workers Compensation, in-plant Safety Programs, safety committee and Safety Training. On-the-job injuries have declined by 85% due to new programs of heightened awareness of safety and correct PPE.

• Attended weekly staff meetings, quarterly budget review and strategic planning sessions.

• Helped to implement Lean practices, value stream maps and overall streamlining of manufacturing process.

• Administered all Human Resource actions and records.

• Prepared detailed budget for HR & Safety departments.

• Prepared and controlled budget for Human Resources and Safety departments.

• Created New Team Member Handbook with clear and concise guidelines.

• Implemented attendance point system and PTO plan.

• Spent time on manufacturing floor to allow accessibility to team members and promote a positive atmosphere.

• Worked with Managers and Supervisors to ensure fair and equitable treatment to all team members to ensure a “union free” environment.

SELF-EMPLOYED

January 3, 2008 to November, 2008

Human Resources Consulting for local companies.

• Preparation of First Affirmative Action Plan for Government Contractor

• Preparation and file audit for OFCCP Audit

• Handbook Review and Update

• Review of Policy and Procedure Manual and UPdate

• Operating Family Contracting Business – AP/AR, Payroll and Tax Preparation

REGIONAL HUMAN RESOURCES MANAGER

Terex Telelect – Watertown, SD

May, 2006 – November, 2007

• Managed the Human Resources functions for manufacturing and installation facilities of 550+ team members in Watertown, SD and a manufacturing facility of 200+ team members in Huron, SD, both non-union.

• Attended weekly staff meetings, quarterly budget review and annual strategic planning sessions for division.

• Coordinated all recruiting strategies – Developed workforce to meet production scheduling by adding 100+ team members within 4 months. Implemented “in-house” Company Job Fairs; radio, TV, and billboard advertisements.

• Created HR objectives to maintain best practices throughout the HR Department.

• Trained management personnel in proper completion of annual Performance Appraisals and union-avoidance.

• Created comprehensive new employee orientation program to include handbook review, sexual harassment training, safety and company production goals.

• Coordinated Performance Management Appraisal and Succession Planning System, including compensation plans and structures. (Success Factors Software)

• Created comprehensive training program (“buddy” system) to provide new team members a go-to person during the first 90 days of employment.

• Train management personnel in fair and equitable treatment of team members, handbook interpretation, and performance management appraisals to maintain a positive work environment.

• Reviewed all Disciplinary and Corrective Action investigations before presented to team members. Participated in meetings if issues progressed.

• Lead investigations to the appropriate resolution and managed conflict resolution.

• Responsible for safety for 750+ team members. Including Workers Compensation and OSHA regulations.

• Support and communicate corporate change management strategies.

• Maintained salaried and hourly turnover at 1.4% for both facilities.

• Developed and updated policies, procedures and Team Member handbook.

• Maintained positive environment by spending time on the shop floor, implementing incentive programs (Employee of the Moment, etc.) and conducting employee communication meetings monthly.

• Conduct annual wage survey and managed/maintained wage matrix and compensation planning.

• Managed all FMLA, AA/EEO and I-9 processes to ensure legal compliance.

• Updated and/or authored job descriptions.

• Initiated in-depth Visible Impact Training for management to enhance management skills.

• Managed Relocation Program

• Directed and lead HR support personnel at both facilities (8).

HUMAN RESOURCES MANAGER

ConAgra Foods – Hastings, NE

June, 2004 – April, 2006

• Managed the Human Resources functions for a meat production facility of 500+ employees in a non-union, tri- lingual (English, Spanish & Vietnamese) environment operating 24/7. Utilized and supervised translators.

• Attended weekly staff meetings and quarterly HR meetings at Corporate Office.

• Personally handled Talent Acquisition at all levels. Handled all relocation and orientation.

• Implemented Applicant Tracking program utilizing MS Access.

• Work closely with management team to ensure fair and equitable treatment of all team members.

• Report to Plant Manager and corporate Human Resources.

• Initiated in-depth New Hire training program utilizing a “buddy” system throughout all areas of the facility to ensure new employees were trained in their native tongue.

• Conducted annual wage survey and maintained compensation matrix.

• Trained management personnel in proper completion of Performance Management Appraisals and union-avoidance.

• Reduced salaried and hourly turnover by training managers and supervisors on “better ways” to interview, legal compliance during interviews and how to properly review an application.

• Updated new employee orientation and employee handbook.

• Oversaw all FMLA, EEOC and I-9 processes. Completed in-depth I-9 audit.

• Completed comprehensive I-9 audit to ensure compliance.

• Updated all job descriptions for hourly and salaried positions.

• Reviewed all Disciplinary and Corrective Actions.

• Managed 2 HR Support.

HUMAN RESOURCES & SAFETY MANAGER

DAIRY FARMERS OF AMERICA - GOLDEN CHEESE CO. OF CALIFORNIA – Corona, CA

July, 2001 to December, 2003

• Managed Human Resources Department of three for Cheese manufacturing facility operating 24/7. Report to Vice President of Operations and Corporate Human Resources.

• Personally handled all recruiting for employees at all levels. Handled relocation program, new hire orientation and safety training.

• Updated and published Employee Handbook and local policies.

• Reduced employee turnover by 46%.

• Reduced recordable injuries by 23%.

• Promoted employee development at all levels by providing coaching, training and educational support.

• Conducted harassment investigations and responded to Governmental (EEOC, OSHA) issues.

• Authored and instituted Random Drug Testing Program.

• Compiled Wage Survey information to enable equitable pay rates and implemented new wage structure throughout facility. Organized detailed job descriptions to fit matrix groups to enable in-house promotions.

• Updated new employee orientation process, including GMP’s (Good Manufacturing Processes), OSHA regulated safety training and Handbook review.

• Closely managed/monitored all workers’ compensation cases. Worked closely with insurance carrier to ensure employees received proper care and were able to return to work. Structured modified duty return to work program.

• Implemented “Employee of the Moment” incentive program.

• Wrote and instituted new IIPP (Injury and Illness Prevention Program) and Affirmative Action Plan.

• Updated Affirmative Action Plan annually.

REGIONAL HUMAN RESOURCES MANAGER

MORGAN CORPORATION - Ehrenberg, AZ

February, 1999 to March, 2001

• Managed all aspects of the Human Resource function for a manufacturing facility of 300+ and a body mounting station in Fontana, California. Worked closely with the local Director of Operations and reported to the Vice President of Human Resources at corporate headquarters.

• Managed H.R. Department of three handling payroll, benefits, safety, workers’ compensation, manpower control, and recruiting.

• Provided plan to Recruit over 150 new employees, at all levels, in a short period of time to prepare for peak production.

• Promoted employee development at all levels by providing coaching, training and educational support.

• Instituted a new Wage Structure utilizing a matrix based on grade level and years of service.

• Developed a new and more comprehensive Hourly Employee Handbook.

• Instituted a complete 16-hour Orientation and Training Program for all newly hired employees.

• Changed the overall atmosphere by instituting an open-door policy and implementing of a “fairness” policy which provided equal treatment of employees.

• Changed performance and salary review process to ensure equal pay for equal positions.

• Ensured management was in compliance with Drug & Alcohol Policy, including pre-employment, random, and accident/incident testing.

• Personally handled all FMLA, Personal Leaves and Unemployment Issues.

• Provided counseling, conflict resolution and excellent communication to employees at all levels.

• Identified over 60 safety related modifications/repairs to help bring facility within OSHA guidelines.

• Instituted Safety and Attendance incentive programs.

DRUG PROGRAM MANAGER

MESA AIRLINES - Phoenix, AZ

July 1998 to January 1999

HUMAN RESOURCES MANAGER

JONES APPAREL GROUP - Lawrenceburg, TN

July, 1997 to July, 1998

July 1996 through July 1997 Relocated to Portland Oregon due to husbands career

HUMAN RESOURCES/SAFETY MANAGER

TIME MFG. - CONDOR DIVISION (Formerly Calavar Corporation) - Waco, TX

July, 1992 to January 10, 1996

• Start-up operation. Created the Human Resources department. Handled all recruiting efforts at all levels. Increased manpower from 135 to 300+ over a 3-year period with unemployment in the area at 4.3% using numerous creative recruiting strategies.

Bachelor of Science – Human Resources Management Associates Degree – Business

Presently studying for SPHR Certification

Software: All Microsoft Office Applications, ADP, Peoplesoft

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