US Director, Human Resources - U.S. Ready Mix Concrete March 10, 2014 - PresentDirect all aspects of Human Resource management and organizational design for 200+ manufacturing plants, shops and offices, encompassing 2,100+ employees. Working with and through 4 HR Managers to oversee all areas listed above plus: Employee Relations, Compliance, Policy and Procedure development and administration and Recruiting.  Managed acquisitions, divestures, re-alignment and consolidation of Business Units across the US. Reviewed and redeployed HR resources, harmonized policies and business / employee practices for consistency and compliance.  Lead Change Management initiative resulting in a complete redesign of Argos Ready Mix’s organizational structure. Empowered employees through task re-alignment, stated expectations, accountability and rewards processes, implemented performance calibration, leadership training and succession planning.  Lead successful Union avoidance campaigns at Newberry, FL Cement Plant, 17 ready mix facilities in the Dallas / Ft. Worth market and 9 ready mix facilities in and around the Tampa / Sarasota area. Investigated, responded to and represented Argos against 32 EEOC, DOL or Legal claims with demands being requested equaling $2.3 Million. Settled or got dismissed all 32 claims while paying out just over only $300k.

Responsible for partnering with Business Unit management to provide direction and support in all aspects of Human Resource management for 100+ manufacturing plants and distribution centers, encompassing 2,200+ employees. Areas of responsibility include; Talent Development, Employee Relations, Organizational Development, Performance Management System Administration, Succession Planning Administration, Policy and Procedure development and administration, Recruiting and Staffing, Union avoidance, Training and Acquisition / Divestiture HR due diligence.  Managed the re-alignment and consolidation of Business Units across the East US. Reviewed and redeployed HR resources and harmonized policies and business / employee practices for consistency and compliance across E US.  Guided the re-structuring and downsizing of the consolidated Business Unit; resulting in over $78.6MM in savings over a four year period. Reductions were completed without any type of legal or governmental challenge.  Conducted all Human Resource related due diligence activities associated with the Acquisition of two businesses and the Divesture of three of business units in a two year period. Managed the discovery processes in two other ventures that were not actualized.  Lead three successful Union avoidance campaigns in Buffalo, NY, Jessup, MD and Birmingham, AL. Co-Chaired successful negotiations at three current Union locations in New Orleans, Western NY and Frederick, MD; all contracts came in under budget, on time and without work stoppage.  Created, developed and implemented a comprehensive Succession Planning program; complete with Career Pathing modules, 9-box performance / potential matrixes, Benchmarked positions with identified competencies, job descriptions, physical demands analysis documentation and Behavioral Based interview guides.

Responsible for the direction, planning and implementation of all HR functions for nine (9) separate business enterprises (Retail sales, two Direct Store Delivery Networks, Customer Supply Chain, Food Service, Military sales and Logistics) encompassing over 1200 employees and $3.1 Billion in revenue. Provided HR strategic direction to seven (7) Sales Vice Presidents that contributed to the achievement of revenue value and share targets goals. Guided re-organization of the Kraft Pizza sales organization, integration of Customer Service and Supply Chain organizations and the transformation of Warehouse Customer Business teams.  Facilitated integration of the DSD and Warehouse sales organizations in the Southeast, resulting in streamlined operations and $11 million in synergy savings.  Directed Company initiatives regarding; one portfolio Sales Representatives, Integration of one- step and two-step DSD networks, facility and headcount rationalization.

Managed all aspects of Employee Relations and Safety for a 1400 employee, half a million square foot facility. Areas of responsibility included; Labor Relations, Organizational Development and Performance Management Systems Administration, Benefit and Pension Administration, Personnel Policy and Procedure development, Staffing, Employee Orientation and Training. Additional duties include Government Compliance, Skilled Trades Administration, Plant Safety and Ergonomics. Chief Spokesman for the 1995 contract negotiations with the UAW. Negotiations were concluded on time and under budget. Primary goals of achieving more flexibility with work rules and cross-functional / departmental teams were successfully achieved. Developed and wrote new corporate personnel policies; implemented new payroll and personnel systems and researched and selected new insurance and benefit carriers for all employees. Was a primary figure in the 1992 negotiation of a new three-year agreement with the UAW. Negotiations were conducted using a Win-Win approach and were completed early and significantly under budget.  Developed and implemented procedures for interviewing, selecting and conducting orientation for new employees. Procedures resulted in the smooth integration of over 550 new employees in an 18-month period. Investigated, heard and responded to over 800 grievances in a three (3) year period. In addition, wrote arbitration briefs for eleven cases, of which, I arbitrated eight and won six.  Investigated, responded to and earned dismissals Eighteen EEOC charges and Four Human Rights Charges.

Responsibilities included the development, implementation and administration of programs and procedures designed to enhance the areas of compensation and HR Information Systems. Other responsibilities included Employee Relations, Training, Employment and the supervision of data entry, maintenance and auditing of all current and terminated employee records. Developed, designed and implemented three separate compensation programs, assigned costs to each program and sold each program to executive management. Managed the overall design, installation and implementation of a $45,000 Human Resource Information System. Designed and implemented several employee relations programs including the Employee Relocation Program, Employee Recognition program, Employee Referral Program and Supervisor Training including Union Avoidance Techniques.