Human Resources Manager

ALLEN C. STONE

**** *. ***** **** • Ludington, Michigan 49431

231-***-****• *************@*****.***

HUMAN RESOURCES MANAGER / DIRECTOR

Highly-motivated team leader with extensive experience supporting consistently strong business growth through hands-on employee training, innovative streamlining efforts, and close communication with personnel at all levels. Proficient managing/directing in matrix organizations at both union and non-union sites. Passionately committed to discovering and overcoming operational roadblocks and inefficiencies through intensive analysis of business processes. Adept recruiting employees with high potential, providing hands-on training and coaching, and developing robust performance metrics. Key contributor and collaborative leader with demonstrated expertise reducing overhead expenses while raising production output.

Employee Relations • Training & Development • Executive Coaching & Counseling • Communication

Career & Workforce Development • Performance Management • Continuous Improvement

Process Improvement • Compliance • Recruitment • Behavioral Interviewing • On-boarding Programs

PROFESSIONAL EXPERIENCE

LITTLE RIVER BAND OF OTTAWA INDIANS GOVERNMENT • Manistee, Michigan • 2010-2012

Controls government operations of tribe, with 1,300 employees across 3 branches of government.

Human Resources Director

Spearheaded revitalization of HR program, working to stabilize and regain trust in HR, rewriting HR policies, revamping compensation and performance system, implementing management and employee training system, and introducing safety, health, ergonomics, wellness and worker’s compensation process. Coordinated 3-member team including HR Generalist, Benefits Specialist, and HR Secretary and developed/implemented new process for recruitment, interviewing, on-boarding and retention. Handled grievance interpretation, management, and legal compliance representation in court cases.

Key Contributions:

• Overhauled Benefits program with new vendors, and designed/implemented new compensation and grading process with new job descriptions, organizational chart and department alignment.

• Delivered compensation studies with comparisons to market.

• Achieved 75% employee participation in wellness initiatives resulting in 700lbs lost over 2 years and acquiring $40K in grants for diabetes prevention.

• Improved efficiency by 80% by introducing first paperless employee record system in Tribal Country.

• Earned first award in Tribal Country U.S. Indian Health Services for government operations safety program, installing first Tribal Safety and Ergonomics handbook.

• Reduced grievances by 75% in first year through employee surveys and problem resolution efforts, generating $150K in court cost savings on account of resolving issues at 3rd step.

• Established over 900 new improvement initiatives for all 28 departments and trained 100% of employees, creating and implementing new performance “Goal” driven management process.

CARMEUSE NORTH AMERICA (Formerly ON Minerals Oglebay Norton)

Pittsburg, Pennsylvania • 2006-2009

Top 10 limestone and mineral processing company, with 1,800 employees at 6 union/2 non-union sites.

Divisional Human Resources Director Great Lakes Division

Directed critical preparations of company operations throughout due diligence process to align with Carmeuse Corporate culture. Coordinated extensive range of efforts for each site, including hiring HR representative, installing new payroll system and safety management system, producing HR handbook for each site, and negotiating and rewriting union contracts. Produced training plans for hourly employees, wrote new job descriptions, installed new performance management system, conducted performance reviews, and introduced new Management/Leadership training program. Implemented digital video as part of recruitment and orientation program on-boarding process.

ALLEN C. STONE • Page 2 • *************@*****.***

Divisional Human Resources Director Great Lakes Division, Continued,

Key Contributions:

• Boosted efficiency by 65% in first year by facilitating and implementing lean-manufacturing process improvement program, first-ever mining efficiency initiative led by empowered employees.

• Reduced absentee issues by 80% and saved $240K+ in lost wages and replacement issues by implementing a no-fault absentee and discipline program.

• Improved employee relations and reduced grievance issues by 75% by designing and facilitating a leadership and management training program.

• Aligned union compensation with performance output by introducing pay for skill program, and reduced number of job descriptions from 243 down to 24 at 1 site.

• Retained 93% of staff at all sites throughout complex merger and acquisition process by involving HR in all aspects of process.

• Earned Chairman’s award for improved safety at 6 sites, saving over $300K in worker’s compensation costs and cost avoidance of over $50,000 in prevention initiatives.

• Achieved “Best Practices” award for HR implementation throughout SAP installment.

• Earned recognition for best contract and pay for performance program by Longshoreman’s Union in Cleveland.

GREAT LAKES CASTINGS LLC • Ludington, Michigan • 2005-2006

280 employees at 2 sites, 1 union and 1 non-union.

Human Resources Director

Managed broad array of HR functions, including HR administration, policy compliance, union contract management, and HR process improvement. Handled recruiting, training, and retention issues. Provided management coaching, served as liaison between labor and management, managed benefits and compensation, conducted performance reviews, ensured safety compliance, oversaw ergonomic and worker’s compensation concerns, and maintained environmental compliance.

Key Contributions:

• Reduced safety related injuries by 75% and generated savings of $150K in worker’s compensation by establishing first-ever Job Safety Analysis for both plants.

• Reduced scrap by 70% and improved production costs by 50% by installing a Visual Lean Manufacturing system utilizing video media and signage in collaboration with site supervisors.

• Reduced grievance issues by 80%, improving employee relations between managers and employees by implementing problem solving complaint process utilizing focus group techniques.

FAURECIA AUTOMOTIVE SEATING G6 PONTIAC SEATING PLANT

Auburn Hills, Michigan • 2003-2005

Major seating design and assembly Tier-1 automotive supplier, with 350 personnel on site.

Human Resources Manager / Launch Team Manager Greenfield Site

Led ground-up selection and training of employee team, utilizing 5-member staff to handle recruitment, payroll, training, safety and compliance. Provided hands-on training on shop floor, management training and orientation, payroll management, introduction of time and attendance system, and negotiation and implementation of Union (UAW) contract. Facilitated robust safety compliance elements throughout design and running of plant operations. Handled all media and customer requirements throughout launch period.

Key Contributions:

• Created and introduced behavioral-based recruitment process and ergonomics efficiency model for all employees.

• Implemented first-ever “all employee” hands-on training program in which all personnel received training regarding seat construction on assembly line.

ALLEN C. STONE

• Page 3 •

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

Human Resources Manager / Launch Team Manager, Key Contributions, Continued,

• Ensured highly competent and well-trained employees by introducing 36-hour soft-skill manufacturing training program, including team skills, problem solving, employee empowerment and communication enhancement.

• Enabled higher skill attainment and enhanced physical health among employees by creating “Ergoworks,” an exercise warm-up and cross-training program that included “Pay-for-knowledge” aspect enabling higher pay.

• Facilitated greater employee satisfaction and shared knowledge by implementing “Cool Work Place” program in partnership with volunteers.

• Earned Chairman Award from General motors in recognition of best 1st time product launch in company history.

• Achieved 0 lost time injuries during first year of operation and new plant launches.

• Earned recognition for rapid development of employees through creation of hands-on off line training pilot area.

Additional experience includes: Senior HR Career and Management Consultant (The Transition Team) • Human Resources Director, Human Resources Manager, Total Quality Management Facilitator (Automotive Products USA, Inc).

EDUCATION

Master of Science in Administration

Human Resources Administration & Business Administration

Central Michigan University • Mt. Pleasant, Michigan

Bachelor of Arts in Psychology & Sociology

University of Michigan • Ann Arbor / Dearborn, Michigan

Associate of Arts in Liberal Arts/Business

Schoolcraft College • Livonia, Michigan

Professional Negotiation Certification in Management & Human Resources

JFK School of Government • Harvard Law School • Cambridge, Massachusetts

ADDITIONAL DEVELOPMENT

Certification in OSHA Safety Auditing & Management

Professional Human Resources Certification (PHR) Society Human Resources

Certified in Human Resources Practices National Human Resources Network

Certified Legal Adjudicator Falmouth Institute Native American

Certified Supervisory and Management Trainer

U.S. Navy Veteran

PROFESSIONAL AFFILIATIONS

Master Masons Cedar Lodge 60 • Society of Human Resources Association

Ludington Area Human Resources Consortium • Optimist International

COMPUTER SKILLS

Microsoft Office Suite • SAP • Ceridian HRIS System & Payroll

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