Human Resources Sales

WALTER F. SCHUMACHER

**** ******* ***** ******: 907-***-****

Cell Phone 907-***-****

Anchorage, AK 99504 Residence: 907-***-****

Email: ****************@*****.***

CAREER SUMMARY

Senior Human Resources Executive with over 25 years of experience in domestic manufacturing, sales, administrative, distribution and transportation environments in multiple industries. Proven record of bottom-line results through the implementation of innovative and cost-effective Human Resources solutions to address business and customer issues. Demonstrated leadership in:

Business Orientation Organizational Excellence Strategic Human Resources

• Mergers

• Reorganizations • Organizational Development

• Diversity Programs

• Performance Management

• Employee Surveys

• Union Avoidance • Employee Relations

• Labor Relations

• Policies and Practices

• Employment and Retention

• Investigations

SELECTED ACCOMPLISHMENTS

• Responsible for establishing and executing of Employee and Labor Relations strategies for several companies.

• HR Officer at incident command center during Gulf Coast spill crisis, BPXA HR Unit Leader for Alaska Incident Management Team.

• Maintained non-union status for 149 locations over a ten year period in the transportation industry.

• Planned and executed three (9) union organizing election campaigns which resulted seven company victories and two withdrawal of petitions.

• Successfully integrated acquisitions organizationally and culturally.

• Extensive one-on-one coaching and counseling at all management levels of an organization.

• Lead several high level investigations using “Terms of Reference” protocols.

• Extensive experience in leading cultural change processes.

• HR lead for the restructuring of the compensation system of transport drivers in various locations from an hourly to a pay per load system resulting in reduced transportation costs by $3 million annually.

• Company chairperson on joint Operations and Maintenance committee which was able to resolve most of the local issues for the 1993 OCAW national contract negotiations so that the refinery was in the position for the first time in its’ history to become the pattern setting refinery for the industry-wide negotiations.

• Introduced grievance mediation processes and reduced the backlog of grievances from approximately 200-250 in 1990 to approximately 18 in 1994.

• Developed an anti-authorization card campaign, which was used successfully to defeat organizing attempts.

• Reduced labor costs and increased management flexibility significantly through collective bargaining.

EXPERIENCE PROFILE

BP Exploration Alaska, Anchorage, AK – 12/08 to Present

Employee and Labor Relations Consultant

Report to the Vice-President, Human Resources for the Regional Unit. Responsible for creation and execution of Employee and Labor Relations strategy for the entire business unit. Spokesperson for the business unit in dealing with local union leadership. Monitors and analyzes employee concerns tracking weak signals and developing plans to rectify. HR lead for the annual employee survey creation, communication plan and analysis of results.

WALTER F. SCHUMACHER

Saia Motor Freight Line, Duluth, GA – 9/99 to 12/08

Director, Human Resources/Employee Relations – Western U.S.

Report to the Vice-President, Human Resources for the Corporation. Comprehensive human resources responsibilities for 6 operating regions throughout the Western U.S. engaged in regional LTL transportation, with over 3,500 employees in more than 65 locations. Strategically managing the HR process through strategic planning including succession planning, manpower planning and finding solutions to problems through creative and effective HR policies and practices. Functional reports included three Regional Human Resources Managers, four Recruiter/Generalists and two Employment Specialists.

UNOCAL CORPORATION – 11/98 to 5/99

Human Resources Manager, Alaska Resources Business Unit

Provided comprehensive human resources support for multiple business units in manufacturing and oil and gas exploration and production. Managed a staff of 6 in Employee Relations, Benefits, Security, Public Relations, and Administration areas.

AMOCO CORPORATION - 5/89 to 11/98

Human Resources Supervisor, Petroleum Products Sector, Marketing Business Group - Retail Business Unit,

Senior Human Resource Representative, Petroleum Products Sector, Marketing Business Group - Sales Operations,

Supervisor Labor Relations, Petroleum Products Sector, Whiting Refinery Business Unit

Human Resource Representative, Corporate Labor Relations Group.

Provided comprehensive human resources and labor relations support to management of a variety of business units and on the corporate level

KEEBLER COMPANY - 5/87 to 4/89

Labor Relations Representative Corporate

Negotiated Labor agreements and handle third stage grievance meetings. Produced and conducted training sessions for the Sales organization on good management practices and Union avoidance. Advised local management on labor relations and disciplinary matters for distribution, manufacturing and sales organizations.

EDUCATION:

University of Wisconsin - Milwaukee, Milwaukee, Wisconsin

Masters of Industrial and Labor Relations - December 1986

Bachelors of Business Administration - May 1983

CAREER EXPERIENCE INCLUDES:

Organizational Design: Design, development and implementation of reorganizations for corporate, division and field locations.

Organizational Development: Succession planning, manpower planning, managerial and supervisory training, selection and development, performance management, productivity improvement programs, employee surveys, and cost reduction programs.

Compensation: Development and implementation of salary and wage structures, guidelines, and increases.

Labor Relations: Contract negotiations (chief spokesman), arbitrations, union de-certifications, union organizing drives, union avoidance programs, grievance handling, contract interpretation, alternative dispute resolution, strike strategies, NLRA, NLRB, discipline and discharge proceedings.

Employment: Recruitment and selection, salaried exempt and nonexempt staffing, hourly skilled staffing.

Diversity Programs: Managed diversity process for several different organizations including training and facilitating Diversity Business Unit Committees.

Employee Relations: Developing union avoidance strategies, design and execution of election campaign strategies, development of employee communications programs, design of employee concern programs leading high level ER investigations and developing overall ER strategies for organizations.

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