Mark Dunning's Location
Atlanta Metropolitan Area, United States
Mark Dunning's Contact Details
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About Mark Dunning
Top divisional HR leader with plastic packaging, medical device, and automotive manufacturing experience identifying HR solutions and common lean platforms across multiple business units. Strong expertise in M&A and Joint Venture businesses. CORE COMPETENCIES● Lean HR solutions● Turnarounds, M&A and integrations● Team, vision and strategy alignment● Compensation structure and alignment● Talent management & assessment ● HRIS platform integration● Labor agreement, union requirements● Leadership, training, and employee development
Mark Dunning's Current Company Details
Senior HR Leader
Mark Dunning Work Experience Details
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Director Of Human Resources (Top Divisional Hr Leader)Alpla Werke - Alwin Lehner Gmbh & Co. Kg Apr 2016 - Jan 2023Mcdonough, Georgia, UsaGlobal manufacturer of rigid plastic packaging at 176 locations in 45 countries with 19,000 employees, based in Austria. Top US divisional HR leader for a $700 BU with 1,500 employees at 17 US locations, directly led 12 US HR professionals (recruiting, safety, training, HRIS) and indirectly, 12 plant-level HR Managers.• Top HR counsel for US GM and functional leaders.• Oversaw start-up (sourcing, assessments, selection) of three new manufacturing locations.• Led comp studies to reduce high turnover. Simplified the merit award process. • Automated HR processes and shifted focus to talent – assessments, on-boarding docs, development, and succession.• Transitioned to new HRIS and payroll system (Kronos Workforce Ready) • Introduced automated performance reviews for 2016 merit increases and bonuses, eliminating paper-based processes. Automated on-boarding (new hire documentation) and self-service functionality. • Introduced DDI Success Profiles for candidate assessment and performance reviews along with training structures. Determined definitions of success for each employee group and performance level. • Authorized training of 6 HR Managers as DDI Facilitators of leadership training and Targeted Selection Interview certification. • Mapped required training and resources needed for entire employee life cycle.• Hired three Director-level lean practitioners. • Introduced new relo service – outsourced non-core work, improved professional image among new hires.• Expanded HR skills within team via industry conferences and certifications.• Initiated Succession Planning / High-Potential development reviews.• Consolidated health care and life/disability benefits with one broker, introduced more complete communication package, improved benefits at no cost. • Expanded pay-for-skills comp. • In final 1 year, assumed responsibility for all Shared Services (comp, benefits, payroll, HRIS).• Serve as liaison for visas, media contacts, and legal challenges. -
Senior Director, Human Resources -- Pds (The Tech Group - Top Divisional Hr Leader)West Pharmaceutical Services 2008 - 2015Tempe, ArizonaGlobal provider of drug packaging and delivery solutions with 33 international locations, 6,700 employees and $1.4 billion annual revenue. Responsible for HR functions of $230 million business unit of 1,400 employees, managing eight US HR professionals.• Reduced turnover rates from 28% to 9.6% in 2014 by addressing compensation, benefits and aligning rewards programs with Key Performance Indicators (KPI).• Merged HRIS system, benefits delivery, compensation structure, payroll, performance management and awards program with parent company that reduced turnover costs.• Eliminated costs for media ads and paper product waste designing attendance automation process, recruiting and application process and online new hire document completion through UltiPro.• Successfully restructured and downsized compensation structure from 171 titles to 65 by aligning job titles and descriptions, assigning grades and salary ranges and merging division jobs into US career levels.• Achieved 2013 Best Places to Work recognition from Phoenix Business Journal by urging employee participation in survey and raising internal awareness to gain exposure.• Conducted strategic workforce planning session at eight division plants that helped to identify business plans, market strategy, competitive influences, and drive strategic hiring outlooks. -
Sr. Manager, Human ResourcesChrysler 2000 - 2008Detroit Mi, Dundee Mi, Sterling Heights MiMajor automotive manufacturer earning annual revenue of $65 billion. Served at 3 locations. Selected to establish and lead HR functions of JV start-up company (2003-2007). Led to reassignment to Sterling Heights assembly operations, and a later return to start-up company.2007-2008 Global Engine Manufacturing Alliance - Dundee, MI2007 Sterling Heights Assembly Plant – Sterling Heights, MI2003-2007 Global Engine Manufacturing Alliance – Dundee, MIGlobal Engine Manufacturing Alliance (GEMA) – a provider of four-cylinder engines earning equivalent annual revenue of $1 billion. Selected to establish and lead HR functions of JV start-up company.• Selected to lead unique $1 billion revenue JV engine manufacturing partnership with two major foreign partners.• Established all HR policies and procedures for Joint Venture start-up program including legal, benefits, hiring practices, compensation and payroll, safety, and union commitments.• Developed staff and recruiting practices that included benchmarked competency-based assessments and selection process.• Collaborated with union representatives to establish new competitive labor agreement. Achieved competitive labor agreements affirming benchmark practices by hiring seven new HR team members with leading company experience.• Identified and delivered 10 LEAN and cost-saving HR practices including health care plans, leadership organization, FLSA overtime pay and travel, among other areas. -
Staff Labor Programs Administrator, Corporate Union Relations StaffChrysler 1995 - 2000Auburn Hills, Michigan• Selected to represent company in auto industry subcommittee discussions during 1999 and 1996 national negotiations.• Provided HR counsel to plant HR staff on job / income security contractual provisions, cost reporting and absenteeism interpretation disputes.• Collaborated with senior leadership to negotiate new progressive labor agreements at two of company’s engine plants.• Assisted with negotiations which preserved Corporation’s right to outsource work during 29-day strike at Detroit-area engine plant.• Led negotiations of final grievance outcomes for 9 powertrain plants.
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Various Hr RolesChrysler 1989 - 1995Auburn Hills Mi, Highland Park MiLabor Relations Supervisor – Detroit Axle Plant 1994-1995• Analyzed and interpreted local and national agreement issues identified by local managers and union officials. Ensured consistent application of contractual and disciplinary matters. • Assisted in settling sourcing-related issues during a strike threat; served as a corporate advocate in an arbitration hearing.Analyst, Personnel Planning and Administration – Corporate Union Relations Staff 1993 • Drafted and coordinated input on studies which framed issues, compared bargaining alternatives and recommended strategies for senior management in preparation for 1993 National Negotiations. Served on the Sourcing Subcommittee.Administrator, Union Relations Administration -- Corporate Union Relations Staff 1991-1992• Assisted with administration of sourcing and outside contracting provisions of the National Agreement. Reviewed company proposals, advised with Union officials, assisted with settling disputes.Administrator, Employee Benefit Staff 1989-1991• Assisted with the introduction of the Company’s first flexible benefits plan. Coordinated communication, administrator training, and enrollment materials. Assisted with distribution of hourly SPD and benefit statements.
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Hr RepresentativeEngineering Service, Inc. 1986 - 1989Southfield, Michigan, United StatesHuman Resources Representative 1987-1989• Leader of HR function for 200-employee contract engineering firm. Supervised the Benefits Administrator. Responsible for all HR matters (new hire orientation, 401(k), newsletter, recruiting ads, surveys, exit interviews, appraisals, charitable campaign.) • Reduced health care costs with adoption of a managed health care program, and transition to 401(k) savings plan.Assistant to Company President 1986-1987
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Service RepresentativeManpowergroup 1984 - 1986Atlanta, GeorgiaService Representative• Recruiting, interviewing and placement of office and light industrial temporary employees. Promoted to Special Development Program, focusing on branch finances and permanent staff management.
Mark Dunning Education Details
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Cranbrook SchoolDiploma -
English -
Industrial Relations
Frequently Asked Questions about Mark Dunning
What is Mark Dunning's role at the current company?
Mark Dunning's current role is Senior HR Leader.
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What is Mark Dunning's direct phone number?
Mark Dunning's direct phone number is +124867*****
What schools did Mark Dunning attend?
Mark Dunning attended Cranbrook School, University Of Michigan, Wayne State University.
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Mark Dunning
Combat Weapons Systems Facilities Program Supervisor At General Dynamics Electric BoatMystic, Ct1gdeb.com -
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Mark Dunning
I Help Cios At Growing Companies With Thousands Of Employees And An International Footprint Reduce Organizational And Reputational Risk By 20% By Using Proven Governance Strategies To Transform It Teams.Greater Boston -
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