William Pop's Location
Port Neches, Texas, United States, United States
William Pop's Contact Details
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About William Pop
Effective leadership skills. Results oriented leader in all Human Resources aspects, union and non-union environments, union avoidance in high-tech diverse Fortune 500 manufacturing industries: Fine Chemicals, Intermediates and Performance Materials, Pharmaceuticals, Plastics, Industrial Rubber Products and Tires, Heavy Major Manufacturing, Transportation Construction and Ship-Building Industries. Record of building, leading, and creating competitive advantage. Trusted advisor, confidant and consensus builder.Experience set of strategic execution applying good business principles to employee relations issues and human resources processes. Creates a human resources organization that is clearly an integral part of the business. Hands-on experience in day to day labor relations in leading edge manufacturing processes, continuous process improvement, quality systems and cost reduction to move the business forward. Proven HR generalist experience demonstrated in developing programs positively impacting organizational effectiveness, change management, succession planning, talent management. Policies contribute to growth and bottom-line profitability. Collective Bargaining Agreements: Proven record as Chief Spokesman for numerous labor relations negotiations: partial plant closures and sales of assets. Labor Relations Successful Presentation of arbitration cases, NLRB, and EEOC responses. Bargained with: URW, USW, IAM, IBT, Local Craft Unions PWA, and Distillery Workers Union.Lean Manufacturing: Certified Lean Six Sigma Green Belt with expertise in human resource function, policy development, strategic planning, best practices, clear level of success in employee recruitment/retention programs, development, talent management, performance/succession planning management, validated testing, training, safety, wage/salary compensation, gain-sharing, benefits, affirmative action and diversity, drug testing, conflict resolution and mediation, team building, legal compliance, outplacement, relocation.Specialties: Lean Transformation and Deployment, Transactional Process Improvement, Organization Development, Strategic HR Planning/Design, Communications, Turnaround, Labor/Employee Relations, Self Directed Work Teams, Legal HR Aspects, Staffing, Compensation Design/Implementation. Union Negotiation, Mediation, Arbitration, Change Agent, Creates Cohesive/Efficient Organization, Behavioral Competency Design, Acquisition /Integrations, Business Partnering, Cost Budget Analysis, Chief Spokesman, SDWT
William Pop's Current Company Details
Indorama Ventures: Integrated Oxides & Derivatives, Indorama Ventures Pcl
Senior Human Resources Business Partner at IVL Indorama Ventures Integrated Oxides and Derivatives, Indorama Ventures PCL, now known as Indorama Ventures: Indovinya
Port Neches, TX, US
William Pop Work Experience Details
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Indorama Ventures: Integrated Oxides & Derivatives, Indorama Ventures PclPort Neches, Tx, Us
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Senior Human Resources Business Partner, Indorama Ventures, Port Neches, TexasIndorama Ventures: Integrated Oxides & Derivatives, Indorama Ventures Pcl Jan 2020 - PresentProvides Strategic SR HR Leadership and People Operations for Indorama Ventures PCL, Port Neches, a large 600 employee site on the US Gulf Coast at Port Neches, Texas, by a formerly owned Huntsman Performance Materials.• Managed the site HR function through the transition from Huntsman to the new company, Indorama. supporting approximately 600 associates with the management team to ensure a safe, highly productive, and positive working environment.• Completed Transition Agreements with the site's Four Bargaining Units to enable this asset and employee transfer.• Manage the Grievance and Arbitration Provisions of the site's Four Bargaining Units, recognition processes, grievance resolution, arbitrations, and collective bargaining.• Administers the sites alcohol and drug program including random and for cause testing.• Build and maintain strong working relationships with all levels of management, site associates, HR partners within the division and throughout all Businesses and Functions (Corporate HR, Centers of Expertise, Legal, etc.)
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Senior Hr Business Partner, Huntsman Performance Materials, Port Neches, TxHuntsman Corporation Nov 2015 - Jan 2020The Woodlands, Tx, UsStrategic & Tactical SR HR Leadership and People Operations at Huntsman's Largest Manufacturing site. Heavy Emphasis on Labor Relations (4 Unions), Negotiations, salaried & hourly staffing, training & development, employee relations, performance management, retention, compensation, new employee orientation, development, succession planning, compensation & benefits.• Managed Human Resource function, support 600–700 associates with the management team to ensure a safe, highly productive, engaged, positive working environment.• Actively Assure HR Deliverables support business strategy & goals throughout transformational Partnering with Site's Management Team.• Manage effective labor relations process for a harmonious work climate for all associates through regular union & management meetings, recognition processes, grievance resolution, arbitrations, & collective bargaining.• Ensure & Manage accurate, timely administration for payroll, timekeeping, benefits, medical leaves, and all health & wellness programs, drug screenings, return to work screenings, with appropriate record keeping & retention & privacy guidelines with Site EHS Department.• Build & maintain strong working relationships in all levels of management, site associates, HR partners within the division & throughout all Businesses & Functions (Corporate HR, Centers of Expertise, Legal, etc.)• Complete Collective Bargaining with the site's 4 unions on-time and in compliance with all parameters.• Develop Strategies and Tactics to forecast Baby Boomer Retirements with seamless manpower transitions.• Manage a total 552 personal transactions (last 3 years): hires, transfers, promotions, retirements & transitions for cause.• Establish total employment cost model allowing management to project true employment costs when adding new primary head count.• Partnered with SR Leadership Team to save 60 million over two years of focused cost reduction. -
Human Resource Manager, Momentive Performance Materials (Mpm), Friendly, WvMomentive May 2012 - Dec 2015Schenectady, New York, UsProvides Strategic and Tactical HR generalist leadership at this 475 Specialty Chemical Manufacturing site. Heavy Emphasis on Labor Relations, salaried and hourly staffing, retention, compensation and orientation development efforts.• Implemented the sites first temporary out of line of seniority layoff saving 1.2M.• Negotiated a one year contract extension to meet key company strategic financial goals resulting in the only plant in the company out of all company’s union sites able to accomplish this goal.• Led the Validation process of the sites recruitment and selection procedures, validating all aspects of the hiring and selection processes to assure affirmative action compliance.• Led and partnered to hire 70 production operators in a 14 month period to fill vacancies created by retirements and customer demand.• Completed Negotiations resulting in substantial revisions to pension and medical benefit packages.• Led efforts to establish a chemical engineering training program for entry and intermediate level engineers.• Negotiated a special agreement to revitalize instrument mechanic and electrician selection process making them more competitive setting to rest a five year old problem.• Facilitated a written commitment binding both the company and union to work jointly to improve safety.• Led efforts to raise the talent bar resulting in increased organization capabilities and quality of new hires and upgraded staffing efforts with a stronger better workforce in ability and talent.• Identified and Procured State Training Grants in excess of $500K.• Designed and implement an employee friendly early retirement program that enabled management to save 4 million in a dignified way that did not result in involuntary separations. -
Human Resources Manager, Veyance Technologies/Goodyear Epd, Lincoln, NeVeyance Technologies Inc./Goodyear Epd (Now Continental Contitech) Aug 2007 - Apr 2012Hanover, DeProvided HR leadership to transition the plant from Goodyear Engineered products to Veyance Technologies/Goodyear EPD, a new stand alone Company when the Carlyle Group acquired Goodyear EPD, Lincoln, NE in 2007 for 1.5 billion, recently acquired by Continental ContiTech.Built trust as an enthusiastic change leader in a changing culture with collaborative, strong relationship building leadership skills.Proven record of success with change management, creating business alignment and engagement through strategic and tactical partnerships between management and employees. Seeks value and continuous improvement across all facets of human resource administration. Maintains positive orientation towards evaluating processes and activities. Focus on cost effectiveness and simplification of administration. Strong managerial decision making, with input from those impacted by the decision, lays the foundation for key people participation in achieving organizational goals. Develops a culture of visionary thinking in myself and others Leads the HR Team to develop a spirit of partnering for continuous improvement When possible invites others to be a "fresh pair of eyes" on tactical and strategic directions Teams to remove barriers to key change initiatives Builds trust and transparency at all levels of the organizationAccomplishments:• Successfully completed the company's first DOL Affirmative Action Desk Audit.• Obtained and renewed Federal Trade Adjustment Act benefits for employees whose jobs were transferred to Mexico.• Established and installed Team Based Self Directed Work Groups to enable a transition from Supervisors to Leadhands.• Completed Transition Negotiations, installed new HRIS and payroll systems.• Reduced Grievances from an average of 65 per year to 3 per year.• Reduced Job Classifications from 135 to six separate labor grades.Subquently,Veyance Techonologies Inc/Goodyear EPD was acquired by Continental ContiTech. -
Human Resources Manager, The Goodyear Tire And Rubber Co. Lincoln Epd, Lincoln, NeThe Goodyear Tire & Rubber Company Sep 2005 - Dec 2007Akron, Oh, UsThe million square foot facility housed 20 different businesses manned by 785 Union Employees. The facility also was a regional salaried center with Global It, Power Transmission Product Research and Development, and Division Wide Customer Service functions in addition to site manufacturing operations. Altogether the plant employed 1,000 employees.Innovative Partnering and Leadership for 20 different businesses within the facility, development of staff and client base, employee and labor relations, compensation and benefit structural design, recruiting and staffing strategies, change management models, affirmative action and equal employment opportunity programs. plans, acquisitions and integrations strategy, organizational competency development/design, foundational business sense strategy, employee and corporate communications, negotiation and administration of collective bargaining agreements, master and supplemental, charitable and Company-sponsored promotional events, strategic HR planning for more than 75 exempt and 800 non-exempt employees, extensive lean manufacturing (Green Belt Certified), compensation and benefit design, performance management process, change management design, business unit communication, organizational design, safety, workers’ compensation, security and strategic HR planning, succession planning, relocation, co-op programs.With a staff of 18, responsible for HR , Safety, Medical, Security and industrial Engineering functions, and personally responsible for Labor Relations.• Completed Master Agreement Negotiations and managed a work stoppage of four months.• Completed Local Supplemental Negotiations for the Lincoln Plant.• Reduced Job Classifications from 135 to 62• Successfully closed 6 EEO charges that had been pending, all in favor of the company.• Achieved the historical best plant safety record. -
Vice President, Employee Relations, Jeffboat, Llc, An Acl Co., Jeffersonville, InJeffboat Llc 1998 - 2005Jeffersonville, In, UsA 1,110-employee site manufacturing a complete line of barges and towboats for inland waterway transportation companies whose employees are represented by the Teamsters Union. As Vice President, Employee Relations—reported to the Division President. With a staff team of 25, headship for labor relations, medical, training and development, payroll and security functions. As an Officer of the Company, managed the development of staff and client base, employee and labor relations, compensation and benefit structural design, recruiting and staffing strategies, change management models, plans, acquisitions and integrations strategy, organizational competency development/design, foundational business sense strategy, employee and corporate communications, negotiation and administration of collective bargaining agreements, union organizing (Employee Free Choice), charitable and Company-sponsored promotional events, strategic HR planning for more than 1600 exempt and non-exempt employees at multiple locations as well as 16 vessels, lean manufacturing (Green Belt Certified), compensation and benefit design, performance management process, change management design, business unit communication, organizational design, safety, workers’ compensation, security and strategic HR planning for 1200 unionized non-exempt and 200 exempt employees through acquisition.• Doubled Targeted Income.• Implemented random drug testing Program, a key factor in a 27% reduction in OSHA recordable rate.• Led a communications and education effort that reduced grievances by 60%.• Partnered to successfully defend EEOC charges, unfair labor practice charges.• Negotiated volume related drug testing pricing saving $30,000 annually.• Developed and implemented an automated gate entry and exit system saving over $200,000 annually.• Upgrade the Effectiveness of the Human Resource Function; Develop HR Leaders/Successors.• Established a total employment cost model. -
Manager, Human Resources, Salsbury Chemicals Inc., Charles City, Io, A Cambrex CompanyCambrex Jun 1996 - May 1998East Rutherford, New Jersey, UsAt Charles City, Iowa's 200-employee non-union approved FDA CGMP (Certified Good Manufacturing Practices) site, manufacturing Specialty Chemicals with product lines in Fine Chemicals, Agricultural and Pharmaceutical Intermediates, provided Responsible Leadership for all facets of the human resource function maintaining union free status.• Led activities to maintain non-union status.• Developed and implemented appeals procedure - rules of conduct, coaching and counseling steps.• Researched and designed plant policies changing business emphasis. • Designed new production shift schedules expanding business demands.• Led reorganization of research and development group accentuating a focus on development of new products without sacrificing R&D support for existing products.• Successfully recruited key staff; Safety Director. Plant Engineering, Senior Lab Professionals, Pilot Plant Operations, Senior Scientist, etc.• Developed and implemented job bidding program for exempt and non-exempt salaried position vacancies. -
Human Resources Manager, The Geon Co., Louisville, KyThe Geon Company (Polyone Now Merged With Avient) Jan 1993 - Dec 1996At this 150-employee multi-union PVC and PVC wire and cable compound manufacturing site, created by the decision of BFGoodrich to IPO its billion-dollar Geon Vinyl Division. (Now PolyOne):• Led the process to determine which employees remain with either Geon or BFGoodrich.• Established a total employment cost model that allowed management to project true employment costs when adding new primary head count.• Directed a participative process for implementation of a pay for-performance gain-sharing plan resulting in 864 employee suggestions and productivity improvements of 60%.• Introduced high-performance work team concepts to site management and labor officials resulting in the establishment of a supervisor-less compounding team saving $200,000 annually.• Bargained and implemented third-party administered uniform 26-week pay cycle saving $100,000 annually.• Negotiated and implemented early retirement plan to accommodate reorganization of plant utilities work saving $420,000 annually, a six-month payback.
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Manager, Human Resources, Bfgoodrich, Louisville, KyBfgoodrich Company Jan 1982 - Dec 1993At this 950-employee strategic chemical manufacturing union site of three divisions and 11 business units (a substantial contributor to company revenues of $1 billion), with a staff of 6 and department of 24, Led the BFG Team with HR Leadership for Safety, Security, Medical, labor relations, employee relations, benefits administration, workers compensation, staffing, and policy development.• Developed and aligned strategic needs across 4 labor unions to develop a synergistic approach to cost control measures.• Established a total employment cost model that allowed management to project true employment costs when adding new primary head count.• Teamed with outside counsel to negotiate unit clarification agreement with site's four bargaining units enabling BFGoodrich to IPO its Geon Vinyl division resulting in $800 million to BFGoodrich and establishment of The Geon Company, a separate Fortune 500 firm.
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Union Relations Representative, Bfgoodrich Corporate Headquarters, Akron, OhBfgoodrich (Now United Technologies Corporation) Jan 1981 - Dec 1981Charlotte, Nc, UsServed as the company’s attaché to the Rubber Manufacturers Association to conduct labor relations research for use in master agreement pattern bargaining. Conducted Research as a Representative of the Rubber Manufacturers Association in Preparation for Rubber Industry Pattern Bargaining.• Completed a Bargaining White Paper on Cost-of-Living Adjustments as compensation vs other compensation models like general wage increases.• Recommended using Cola in place of other compensation approaches, which was adopted.• Compared working agreement provisions from the Collective Bargaining Agreements of each of the 5 Rubber Companies. This research led to the first on-time non-Strike Pattern Negotiation Process.• Administrator of the SUB Plan -
Manager, Industrial Relations, Bfgoodrich Chemical Co., Akron, OhBfgoodrich Chemical Company, Akron, Oh (Polyone Now Merged With Avient) Jan 1979 - Dec 1981Managed three direct reports and a staff of eight. Responsible for security, medical, worker's compensation, labor relations, staffing, benefits and compensation.• Led all generalist activities including hiring, firing, discipline, safety and security• Implemented the site's first safety training programs for all employees.• Prepared Pre-Contract Negotiations Research.• Managed the Grievance Procedure reducing a backlog of 1200 grievances down to 150.
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Training And Communications Supervisor, Bfgoodrich Tire Co., Tuscaloosa, AlBfgoodrich Tire Company (Now Uniroyal Goodrich Tire Unit Of Michelin) Jan 1976 - Jan 1979Clermont-Ferrand, Auvergne-Rhône-Alpes, FrHoned skills as a member of BFGoodrich Organization Development network establishing the Foreman's Institute and implemented the foreman's training institute after which certain foreman could be promoted to higher paying supervisory occupations. • Designed and Developed skill training programs for Tire Builders and Tire Building with the technical department support.• Designed skill training for salaried development programs. • Completed organizational development support.• Completed organizational Development training with Kent State University and became the Leader of Plant Organization Development Activities.• Served in public affairs roles with Associated Industries of Alabama, Greater Tuscaloosa Economic Development Council, and United Way. -
Personnel Assistant, Senior Personnel Assistant, The Bf Goodrich Tuscaloosa Tire Co., Tuscaloosa, AlBfgoodrich Tire Company (Now Uniroyal Goodrich Tire Unit Of Michelin) Jul 1972 - Jan 1976Clermont-Ferrand, Auvergne-Rhône-Alpes, FrConducted Personnel plant staffing activities, contract administration, benefits administration, safety and support.Promoted to Sr Personnel Assistant: 1974 -1976:• Prepared note minutes from local negotiations and assisted the site Personnel Manager with negotiations and Managed the site's craft apprenticeship programs.Personnel Assistant, 1972-1974:• Administered as part of a large tire plant HR Team Holiday Pay, Vacation, Attendance and overtime provisions of the Company Agreement or Company Policies.• Signed Benefit Claims which at that time were prepared for payment locally.• Hired Employees for Manufacturing Positions, including crafts.
William Pop Skills
Talent Management
Succession Planning
Organizational Development
Training
Change Management
Onboarding
Leadership
Team Building
Conflict Resolution
Collective Bargaining
Lean Manufacturing
Arbitration
Legal Compliance
Employee Relations
Performance Management
Acquisition Integration
Mediation
Employee Labor Relations
Human Resource Integration Plans
Lean Sigma
Hr Transformation
Recruitment And Retention
Benefits
Strategic Thinker
Strategic Execution
Training And Development
Conflict Management
Chief Spokesman
Consensus Builder
Develops Hr Leaders And Successors
Lean Transformation And Deployment
Grievance Resolution And Reductions
Union And Non Union High Tech Fortune 500 Manufacturing
Nlrb And Eeoc Responses
Development Dimensions International Facilitator
360 Degree Performance Facilitator
Transactional Process Improvement
Policy Procedure Development
Cost Budget Analysis
Validated Testing And Training
Gain Sharing
Drug Testing
Co Op Programs
Team Leadership
Wage And Salary Compensation
Union Avoidance
Union Negotiations
Self Directed Work Teams
Best Practices
Safety And Drug Testing
Affirmative Action And Diversity
Human Resources
Strategic Planning
Management
Interviewing
William Pop Education Details
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Youngstown State UniversityMarketing And Accounting -
Kent State UniversityOrganization Communications Structured Through Kent State University And Bfgoodrich
Frequently Asked Questions about William Pop
What company does William Pop work for?
William Pop works for Indorama Ventures: Integrated Oxides & Derivatives, Indorama Ventures Pcl
What is William Pop's role at the current company?
William Pop's current role is Senior Human Resources Business Partner at IVL Indorama Ventures Integrated Oxides and Derivatives, Indorama Ventures PCL, now known as Indorama Ventures: Indovinya.
What is William Pop's email address?
William Pop's email address is bi****@****nce.com
What is William Pop's direct phone number?
William Pop's direct phone number is (502)-889*****
What schools did William Pop attend?
William Pop attended Youngstown State University, Kent State University.
What skills is William Pop known for?
William Pop has skills like Talent Management, Succession Planning, Organizational Development, Training, Change Management, Onboarding, Leadership, Team Building, Conflict Resolution, Collective Bargaining, Lean Manufacturing, Arbitration.
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