Human Resources Manager

MICHAEL A. MOWRER

**** **** ***** ****: 812-***-****

Columbus, IN 47201 Mobile: 812-***-****

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

CAREER SUMMARY

Dynamic and Results-Oriented Human Resources professional with significant manufacturing and staff role experience. Accomplished at uniting others across functions to solve problems that help the business. Experienced in the design and application of team based work systems in union and non-union organizations. Known for developing others and forging respectful relationships at all levels.

HR Generalist, Manager, Leader Union and Non-Union Plants Technical background

Promoting Teamwork Change Management Process Improvement

Organizational Agility Start-up Experience Ramp Down experience

PROFESSIONAL EXPERIENCE

ST. VINCENT HEALTH, Indianapolis, Indiana January 2011- June 2012

System Human Resources Consulting Leader

Report to System Vice President and Chief Organizational Development Officer

15,000 employees, 22 healthcare ministries

Strategic and operational partner with St Vincent Health executive council members and their system executives, directors, managers and associates. Member of the SVH Human Resources Leadership Council, partnering to integrate and administer system-wide workplace initiatives and standards.

ATTC MANUFACTURING INCORPATED, Tell City, Indiana 2009 - 2011

Non Union, Tier 2 supplier to Toyota

Human Resources Manager

Reported to Company President, Member of Executive Committee

Responsible for all aspects of Human Resources - 9 direct reports

Increased Flexible Spending utilization program from 7% to 78%

Defined Healthcare benefits strategy and design that minimized cost and employee relations issues

o Benefits population pool changed from 4000 to 300

Hired 11 salaried employees in 13 months

CUMMINS INCORPORATED, Columbus, IN 1994 – 2009

Director Human Resources - Light Duty Diesel (2007 – 2009)

New business start-up targeted at $1 billion annual sales within three years. Reported to VP Light Duty Diesel.

Defined and aligned Human Resources team and initiatives to meet new business start-up plan.

• Defined metrics, measured results and reported progress to Business leadership team.

- 320 positions within 18 months, exempt, non exempt, all functions

- 20% diversity, 20% Female, 50% less than 5 years of service

• Defined strategy and tactics to implement a High Performance Work System culture.

• Created policies & work rules to support a flexible non union like contract for multiple unions.

• Addressed employee morale & engagement needs by creating committees to encourage ownership and commitment of the new business culture. Committees included: Safety, Special Events, Diversity, Communication & Education, and Community Involvement.

• Business partner in ramping up, in addition to ramping down this new business venture.

Human Resources Director - Staff Support Functions (2006 – 2007)

Staff line HR assignment, reported to HR Executive Director. Member of the HR leadership for the Engine Business whose annual sales was $8.5 billion.

• Supported key business leaders and roles across a variety of business functions

• Supply Chain Management, IT, Finance, Sales & Market Communications, Environmental Management & Light Duty Automotive Application

• Responsible for implementing all aspects of Human Resources Performance Management, Succession Planning, Executive Compensation / rewards, and talent pipeline.

MICHAEL A. MOWRER – PAGE 2

PROFESSIONAL EXPERIENCE (CONTD.)

Human Resources Director (2003 – 2006)

Columbus Mid-Range Engine Plant, 900 employees, two unions; High volume manufacturing facility, sales ~$1 billion per year.

Reported to Plant Manager and Director of HR

• Key player in the planning and implementation of 2004 negotiation process for (2) unions

• Implemented orientation program reducing assimilation of time from >6 months to 1 month

• Completed 4 week 6-Sigma training, used techniques to lead a $153,000 cost reduction project

• Re-engineered and improved temp-to-hire selection and orientation process

• Led staffing of full three shift capacity adding 25 exempt, and 300 non exempt employees

• Participated in global redesign of existing Ethics Hot line

Human Resources Director (1994 – 2003) Jamestown Engine Plant, 850 employees, Non-Union Plant

HR Director (2001 – 2003) Plant Leadership Team reporting to Plant Manager HR Generalist (1994 – 2001)

• Responsible for leading annual non-exempt compensation process to survey local employers, interpret data, make recommendations, communicate decisions

Designed and implemented and maintained non-exempt performance review process

CORNING INCORPORATED, Corning, NY 1985 – 1994

Erwin Manufacturing Complex, Painted Post, NY with 2 Union plants and 1000 employees in Central New York

Central Staff Learning Specialist: Site (multi-plant) focus

• Led a joint union/management approach to Team Development training.

Department Training Coordinator: Plant focus

• Selected & developed subject matter experts to design and deliver on-job training programs.

Manufacturing Section Supervisor: 100 people, 4 salaried shift supervisors, 7 day / 4 shift operations

• Built on shift supervisor experiences through the broader assignment.

Manufacturing Shift Supervisor: 7-day rotating swing shift

• Developed interpersonal, management and technical decision making skills while being held accountable for production, quality, maintenance, and employee relations on a manufacturing line/shift.

EDUCATION

BS Industrial Engineering, Alfred University, 1985

AS Engineering Science, Corning Community College, 1983

CERTIFICATIONS

Cummins certified 6 Sigma Sponsor

Certified Professional in Human Resources (PHR) since 1997

Cummins Diversity Spectrum trainer

DDI - Techniques for an Empowered Workforce system - Master Trainer

Corning TQM - Problem Solving trainer

Corning TQM - Communications and Group Dynamics trainer

BFR - TEAMTOOLS, certified trainer

RELATED TRAINING

6 Sigma, 4 week Training and project

Human Resources and the Law – Cornell Industrial & Labor Relations

Positive Employee Relations – Cornell Industrial & Labor Relations

FMLA training

Internal investigations

Behavior Based interviewing

DuPont STOP safety training

Facilitating Self Managing Teams

Coaching – Gestalt Institute

Failure Mode Effect Analysis (FMEA)

7 step and Kepner Tregoe problem solving techniques

Diversity

PDI – trainer 360 profiler facilitator

Covey - 7 Habits of Highly Effective People & Principle Centered Leadership

DDI - Techniques for an Empowered Workforce modules

MBA courses: Operations Management and Marketing, Training and Organizational Development

Exposure to ASTD, AQP, SHRM and ISPI organizations and conferences.

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