Area HR Mgr: Labor & Multi-plant experience

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Position
Area HR Mgr: Labor & Multi-plant experience
Location Confidential
Yes
Willing to Relocate
Yes
Industry
Consumer-Packaged-Goods
Function
HUMAN-RESOURCES
Compensation
$100,000 to $200,000

Resume Summary
Seasoned HR professional with labor experience in large manufacturing facilities. Has handled multiple plants across multiple states. Expects and delivers results.

Resume Body      AREA HR MGR: LABOR & MULTI-PLANT EXPERIENCE

PROFILE

SHRM certified Human Resources Professional with a proven track record of handling HR operations in challenging environments. Innovative, self-motivated, and hard working with experience in diffusing highly charged situations. Proven ability to partner effectively and integrate business strategy with HR initiatives to produce results & profitability. Exemplary leadership skills, including managing across an organization and motivating staff to achieve company objectives. Able to effectively communicate and problem solve at all levels within an organization.

KNOWLEDGE AREAS

Team Leadership and Management Multi-plant & Multi-State HR Management Labor/Industrial Relations Regulatory Compliance
Benefit Negotiations and Administration Recruiting, Screening, and Hiring Systems knowledge including SAP & PeopleSoft
Regulatory Compliance Conflict Resolution Project Management


PROFESSIONAL EXPERIENCE AND ACCOMPLISHMENTS

Land O Lakes Area Human Resources Manager 2011-Present
(Multiple facilities, both union and non-union. Union facility- Teamsters)

? Responsible for the Human Resource management of nine plants in four states, including Spencer, WI which is the 2nd largest manufacturing facility in the Land OLakes system.

? Authored a metric based analysis on the current hiring situation and resulting issues which was presented to senior company officers. Created and implemented an action plan based on this analysis in cooperation with corporate resources.

? Overall responsibility for Spencers safety department. Reduction of workers compensation cost from $.69/hr to $.23/hr in 2012. Total incident rate dropped from 9.34 to under 4.70 in 2012.

? Negotiated contract with Teamsters Union that reduced health care costs by 15%.

? Reduced grievance activity by an annualized rate of 22% through 2011 and 2012. Repaired working relationship with union representatives within the Spencer plant.

ConAgra Foods  Lamb Weston Human Resources Manager 2007  2011
(Lamb Weston is a processed frozen potato manufacturer with between 550  650 employees. Union facility - Teamsters)

? Partnered with operations and corporate resources to formulate plans for union contract negotiations. Conducted due diligence and strategy/issue planning that lead to a successful outcome for both the employees and our facility.

? Produced a Superior score on the McDonalds Social Accountability Audit for the American Falls facility.

? Achieved an employee engagement level over 70% for our corporate wellness initiative. This percentage was the best engagement level for a plant within all of ConAgra Foods.

? Analyzed crewing and overtime usage to create on-call staffing procedures that reduced overtime by an average of 1.5% per month. Savings for last fiscal year was over $120,000.

? Established a dialogue with the local Teamsters Union that reduced grievance procedures from 18 in 2007 to 5 for 2008 and 3 in 2009.

? Worked with senior management team on goal creation and delivery plan that included: leadership development, safety, and cost maintenance.

Adjunct Professor, Idaho State University 2009  2010
(Class taught: Industrial Relations. Both at the graduate and undergraduate levels.)

Mission Foods (Subsidiary of the Gruma Corp.) Human Resource Manager 2006-2007
(Mission Foods Corporation is the largest manufacturer of tortilla products in the United States.)

? Reduced turnover by 50% annualized rate in the first five months.

? Key architect in improving business performance by focusing total effort on the Key Performance Indicators. Waste was reduced from 12% to 3%, yields improved 25%, and labor usage variance was reduced significantly.

Roots & Fruits Cooperative Produce Human Resource/Administration Manager 2003-2006
(Co-op food distributor supplying retailers/restaurants with high quality organic produce and specialty food items.)

? Inherited a dysfunctional employee base in a company with flat sales. Worked closely with the President and Board of Directors to launch a complete change management program. Achieved organic growth in revenue from $16 to $28 million over 24 months. Overcame a national competitor (NYSE symbol UNFI) who entered the Minneapolis market and later acquired Roots and Fruits.

? Constructed a comprehensive performance review and reward system for the companys order pickers, and created a communication plan to insure that the standards were continually reinforced. In 120 days, productivity doubled, error rate reduced from 4.5% to less than 1%, and attendance problems decreased.

? Restructured the company benefits program, resulting in $45,000 in annual savings without reduction in coverage. Delivered a 2% increase for the medical insurance benefit renewal for 2004 despite estimates for an 18% increase. Total increase in cost for all benefits to the company was flat, while increasing the companys 401(k) match. In 2005, delivered a 4% decrease for the companys medical renewal.

? Conducted human resources due diligence and integration for two successful acquisitions. Acted as part of the negotiation team during the sale of the company.

Lubrication Technologies, Inc. Human Resource Manager 2001-2003
(Midwests largest distributor, blender, and packager of lubricants, fuels and related fluids.)

? Upon hire, confronted a serious employee relations problem caused by a recent acquisition and resulting layoffs. Instituted a survey process that facilitated dialogue between management and employees. Employee morale markers rose from an overall level of 36% to 57% in 12 months. Employee satisfaction with the work of the Human Resources department rose from 41% to 70% in 12 months.

? Collaborated with the CFO to control liabilities on existing workers compensation cases and prevent new costs from occurring. Reduced workers compensation experience rating from 1.49 to 1.21 in 24 months.

? Restructured the employee benefits program, including health and welfare, time-off and 401(k) plans. These new programs appealed to employees while allowing the company to maintain flat spending.

Keane, Inc. Senior Consultant 1998  2001
(Keane is an IT services firm headquartered in the US with more than 12,000 professionals worldwide.)
? Varied career encompassed HR programs, program management, programming, and client management.
? Managed the administration on two $50 million dollar projects.

United States Army and Army Reserves Non-commissioned Officer 1992  2000
? Honor Graduate from the prestigious Primary Leadership Development Course at Fort Lewis, WA.
? Three time recipient of the Armys Commendation medal for meritorious service.

EDUCATION

Professional in Human Resources Certification  Society for Human Resources Management

MBA - St. Thomas University, Minneapolis, Minnesota 2006
? MBA - Human Resources program, Human Resource Management emphasis.
Masters Certificate in Human Resources achieved as part of the course work. 3.54 GPA.

B.A. Hamline University, St. Paul, Minnesota 1988 - 1992
" International Studies major. Deans List (1989-1992). Graduated Cum Laude (1992)

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Area HR Mgr: Labor & Multi-plant experience

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