Human Resources, VP Director Manager

HUMAN RESOURCES LEADERSHIP PROFILE

Proven success in corporate HR, interim leadership and management consulting to lead organizations through successful transformations to become well-positioned in meeting changing global market demands. Reputation for applying fundamental philosophies of organization development, change management and performance improvement across diverse manufacturing-driven corporations undergoing growth, diversification, downturn and transition.

• Business Partner & Change Agent: understand key business drivers and the intuition to match human assets with proactive operating processes to create a “win-win” combination for business success. Create, refine and align HR strategies to corporate business plans, vision and performance goals.

• Team Builder & Labor Specialist: lead functionally, culturally diverse teams through problem solving to action and improvement. PHR, Self-Directed Team Trainer, certified in labor arbitration and employee relations law.

• HR Generalist: excel in the recruitment, employee relations, mergers & acquisition, strategic planning, performance management, lean manufacturing, organizational restructuring, and succession planning. Stay current on the latest trends in compensation, benefits and incentives, tied directly to top and bottom-line business performance.

CAREER HISTORY

HUMAN RESOURCES MANAGER (CHRO) – KINZE MANUFACTURING, INC., Williamsburg, IA 2008 – 2011

650 non-union employee privately held company and largest agricultural equipment manufacturer in North America.

Appointed the corporation’s Chief of Human Resources to establish the vision, strategies and initiatives to position the business as an employer of choice. Created a world-class model and introduced progressive organizational and people development initiatives. Direct a 9-member staff and served as a member of the senior leadership team and executive advisory council. Report to the Chief Operating Officer.

• Designed and executed a comprehensive employee-management communications strategy with emphasis on labor law education, management training, and ongoing coaching to ensure adherence corporate policies and industry standards.

Virtually eliminated potential labor disputes through direct involvement in disciplinary actions and terminations, including in-depth documentation and going forward actions.

Delineated clear union avoidance platform based on competitive market practices and complete with employee incentives, recognition and loyalty programs to maintain an open environment.

• Led the corporate initiative to identify underlying issues, create risk avoidance solutions, and implement tools to proactively manage the workplace environment, health and safety.

Reduced workers compensation claims from $1M+ in 2008 to > $200K, and cut 900+ lost time days to >100 days.

• Defined the corporate philosophies and models for performance-based compensation, succession planning and career pathing to sustain a multi-year history of professional and management bench strength development.

Piloted a successful succession plan among 20 engineers, and positioned to roll out across the enterprise.

• Expanded the corporate reputation as a well-respected industry leader and increased market awareness through alliances and relationships with universities, trade associations and other regional/community groups.

DIRECTOR OF HUMAN RESOURCES – ROCKFORD PRODUCTS, Rockford, IL 2003 – 2007

$110M, 650+ non-union employee, 3-plant cold forming technology manufacturer and employee owned company.

Hired as a business partner providing the President and top executives with insights and solutions in support of corporate strategies and objectives. Concurrently rebuilt the HR organization after failed outsourcing initiative, restored credibility with management and employees, and positioned the function as a value-added business partner and services provider.

• Leveraged lean principles to establish cost-effective recruitment, compensation/bene¬fits, performance management, employee relations, intellectual property, union avoidance, safety and workers compensation programs.

Rebuilt a safety and risk management program, resulting in reducing worker compensation claim costs from $850K to $190K in 2.5 years, claim activity by 60%, and litigation activity by 80%.

Stabilized self-insured medical and pharmaceutical costs below the norm despite escalating industry costs.

• Placed management, technical and professional talent faster while sav¬ing $400K annually by bringing recruitment in-house. Designed a corporate compensation strategy and aligned wages and salaries with market values.

Outlined the 1st comprehensive performance evaluation, career development and succession plan for 100 employees.

DIRECTOR OF HUMAN RESOURCES – ESTERLINE TECHNOLOGIES, Rockford, IL 1998 – 2003

$500M, 4K-employee diversified holding company with 15 US business units/divisions

HR Executive for Esterline’s W.A. Whitney overseeing a 250-person, non-union automation technology division. Led business transformation from complacency to rapid growth and innovation, upgraded talent, and lowered high turnover and workers comp costs. Appointed to a parent company role in 2002 to establish a comprehensive HR audit process for 15+ US busi¬nesses, and facilitate initiatives in corporate compliance, policy development, management training and M&A integration.

Corporate Change Management & M&A Integration

• Created a benchmarked HR audit program resulting in upgrades/enhancements to business con¬duct and ethics policies, new hire orientation, performance evaluation and management training

• Designed a brand new succession / replacement plan for W.A. Whitney, which was emulated by the corporation.

• Consulted on corporate restructuring plan to create strategic business units and accountability tied to the top / bottom line.

• Leveraged lean thinking and self-directed team concepts to transform a 90+ year old company.

• Facilitated acquisition integration of a 300-employee defense facility, and placed 15 directors/managers over 7 months.

• Supported acquisition due diligence, outlining synergies in merging a 50-employee facility with another operation.

Strategic HR Leadership & Performance Management

• Won employee buy-in for quality, productivity and performance improvements. Achieved $2.5M in cost savings.

• Addressed abysmal safety record, implemented new health/safety programs, and communicated “zero tolerance” for system abuse. Reduced OSHA recordable injuries 75%, number of claims 70%, open claims 80% and costs 95%+.

• Led management / professional staff and skilled labor recruitment to increase headcount 30%, facilitated involuntary exit of 32 employees without legal action and partnered with Big 10 universities in an engineering co-op program.

• Redesigned sales compensation plan during an economic slump that encouraged a hunter and prospecting methodology.

• Sustained 95% hire success rate for 5 years while lowering turnover from 25%+ to 8% (5% below industry norms).

EARLY CAREER 1984 - 1998

Launched career as an HR specialist, Labor Relations Supervisor and HR Manager in divisions of Fortune 500 and diversified corporations, and within production environments with deeply rooted unions and entrenched work cultures.

• Lancaster Colony/Pretty Products, Manager of Human Resources – 1996-1998

Named the top HR Manager in a fast-paced, 950-person union consumer goods division of $1B+ diversified manufacturer. Upgraded programs and services for recruitment, training and staffing.

• Rockwell International, Labor Relations Supervisor – 1995-1996

Fostered positive labor-management climate, and reduced absenteeism and workers compensation costs at a 750-person union facility within Rockwell International’s $500M Automotive Division.

• Sundstrand Aerospace, Human Resources Specialist – 1984-1995

Facilitated the introduction of self-directed work teams and empowered a 250-member labor force into new modes of thinking and decision-making at a pilot plant within Sunstrand Corporation’s Aerospace Division.

HUMAN RESOURCES CONSULTING & LEADERSHIP

STRATEGIC HR ADVISORS / CASTLE EXECUTIVE SEARCH, Rockford, IL 2007 - Present

Management consulting firm serving to public and private companies, government entities and non-profit organizations.

Formed a private venture to serve as an interim leader, business advisor and subject matter expert on human resources, quality management and Lean business. Outlined strategic growth/expansion initiatives, M&A transactions and other programs for clients in aerospace, automotive, defense, equipment, government, insurance, manufacturing and retail.

• Wrote a 5-year business plan for a start-up retailer, comprehensive strategies to drive revenue and profit results.

• Designed comprehensive organizational plans and corporate policies for succession planning, recruitment/retention, compensation and benefits. Coached senior management on effective employee relations and personnel management.

• Led conferences, symposia, and public speaking events, and wrote articles on HR leadership, strategic planning, crisis management and lean manufacturing organizational development, and succession planning for MAPI, SHRM and others.

• Coached privately held firms in human resource practices and established a recruiting practice for professionals and upper level managers since transitioning back to consulting. Appointed a position on the community school district’s budget and finance subcommittee.

EDUCATION

Bachelor of Arts, Jacksonville University, Florida

Certifications in Labor Arbitration and Employment Law

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