Bruce Daeger Sphr, Shrm-Scp Email & Phone Number

Goshen, In, Us

As the employer of choice in this region, my client has experienced unusual growth. My experience with several union as well as nonunion organizations provides me with the skills to be part of the support to maintain a nonunion environment. My career focus has primarily been one of strong employee relations and in turn, union avoidance. One of my favorite quotes is from Sir Richard Branson, “Clients do not come first. Employees come first. If you take care of your employees, they will take care of your clients.”

Us

Direct HR efforts of unionized automotive and commercial die casting job shop. As a member of the leadership team, completely redesigned EHS function by creating OSHA programs to bring us into compliance. Enhanced HR leadership to become a partner with the workforce and advocate for all members of the organization. leadership.• Safety policies written and established including Bloodborne, LO/TO, Haz-Com,etc.• Manage injury/illness program to reduce recordables and w/c payouts to zero.• Develop Supervisor training program to enhance employee relations for greater productivity and efficiency.• Reduce unexcused absenteeism from over 10% to 2.5%.

Full accountability for overall plant HR and Safety. Member of executive leadership team to strategically manage the present and future of the organization. Act as a change agent by providing the support and mentoring to implement major changes within the leadership.

Northville, Michigan, Us

*Responsible for all aspects of HR function in automotive braking non-union facility.*Wrote WARN Act procedure to close the facility and move to three other locations (two international). *Developed multi-faceted progression to keep Employees informed as their separation approaches. This includes TAA, COBRA continuation, retention, separation and incentive bonuses. *Appointed to Midlands SHRM Board of Directors as Advisor.*ISO-14001 successful final audit prior to closing. No findings.*Reinforced Employee Handbook adherence. *Accepted EHS responsibilities upon resignation of Coordinator. Reestablished and upgraded OSHA standards to bring us into compliance. Developed Safety Committee with monthly audits.*Assumed IT responsibilities when incumbent was laid off.

Automotive piston supplier to GM-Ford-Chrysler-NissanResponsible for all aspects of HR function in automotive non-union facility. LOA procedure created to maintain contact and morale of employees. Call-Off line initiated for absenteeism. Eased point of use for supervisors. Identified corporate mandates and proposed/approved for reduced procedures. Streamlined onboarding. ISO-14001 initial audit with only one minor finding.

Us

HR Generalist and Labor RelationsGrew unionized aerospace supplier from 185 to 240 employees during first year.  IAM contract negotiations sat as third chair. Initiated Employee Relations program with monthly events. Introduced Harassment Investigation format and procedure.  Developed Habitual Offender portion of Attendance Policy and reduced absenteeism by 50%.  Founded local HR organization in Franklin County area including six counties and 80 HR professionals.

Goshen, In, Us

Joined this non-profit organization as a volunteer to provide logistical and HR support. Also performed miscellaneous Human Resource work for various businesses.

Essen, De

Directed HR operations for five facilities in three states for this automotive/industrial manufacturer supplying Caterpillar, Cummins, Ford, and GM. Managed labor and employee relations at two union and three non-union facilities. Led team of nine direct reports in training, benefits, and security departments. Oversaw successful plant closing agreement at UAW facility.  Maintained union-free environments at remaining facilities. Achieved $200K in annual savings by negotiating changes in health plan to implement cost sharing for all employees in both union and non-union operations. Saved $19K per new hire by modifying recruiting process.

Cz

Administered compensation, benefits, manpower, environmental, safety, wellness, FMLA, ADA, EPA, FLSA, facility security, public, and employee relations for two-plant facility at this $200M automotive engine component manufacturer. Managed $30M payroll and $10M operating budgets, plus team of 10 direct reports. Served as member of Executive Staff. Engineered gainsharing bonuses, instituting such measurable as attendance, safety, and budget items that allowed all employees to earn bonus regardless of position. Saved $50K in annual recruitment costs by utilizing company website for online job applications. Bolstered employee morale through bimonthly employee events, including free admission to area amusement park for annual company picnic. Spearheaded creation of company’s Information Technology department and implemented HRIS. Recognized as safest Aisin subsidiary in North America for five consecutive years due to leading “drill-down” investigations that reduced OSHA recordable rate from 24.2 to less than 1.0. Established company as only organization to complete two consecutive ISO-14001 audits with zero findings according to Underwriters Laboratory. Finished last three semi-annual audits finding-free. Upgraded company’s security system by 600% through hands-on training on variety of “What If” scenarios, including handling bomb threats, injury accidents, fires, and explosions. Fostered positive community relations by mandating HR personnel’s active participation in local civic organizations. Resulted in company gaining community support in face of possible union attacks. Realized $14.5K in annual savings by renegotiating company’s cell phone rate plan. Eliminated eye injuries and $40K in annual costs by implementing program targeting eye safety. Delivered $10K in immediate cost savings by amending company uniform program.

Us

Directed plant and HR operations for small companies in Indiana, Ohio, and Michigan through servant leadership management style that fostered employee success. Led recruitment, hiring, training, and staffing initiatives to comply with Title VII and labor laws. Realized 50% higher productivity with 30% less turnover than client companies’ personnel. Contributed to plant relocation to Mexico by overseeing closure of 245-employee, U.S.-based plant. Ensured OSHA and regulatory compliance by auditing client safety and field records, and recommending improvements.

Mba, Human Resources

Bsba, Business