Robert Kelsch, Sphr Email and Phone Number
Robert Kelsch, Sphr's Location
Detroit Metropolitan Area, United States, United States
Robert Kelsch, Sphr's Contact Details
Robert Kelsch, Sphr work email
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Robert Kelsch, Sphr personal email
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Robert Kelsch, Sphr phone numbers
About Robert Kelsch, Sphr
Strategic HR Business Partner proficent in formulating partnerships and aligning effective HR solutions with business objectives. Demonstrated capibility in the areas of Succession Planning, Performance Management, Coaching and Developing, Employee Relations, Labor Relations, Change Management, Project Management, and process improvement. Poses strong business acumen and critical thinking skills. Ability to execute business stategies and HR stategies in a fast paced environment while delivering value added service and value in support of business objectives.Specialties: Performance Management, Succesion Planning, Employee Relations, Talent Management, Change Management, Organizational Design, Coaching/Mentoring and Building Business Relationships
Robert Kelsch, Sphr's Current Company Details
Robert Kelsch, Sphr Work Experience Details
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Human Resources DirectorLakeshore Global Corporation Oct 2024 - PresentDetroit, Michigan, Us
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Regional Hr Director/Manager (Remote Position Eliminated)Village Realty Holdings, Llc Jun 2022 - Jan 2024Regional HR Director/Manager Property Management, Real Estate and Hospitality company with 15+ locations, 4 states, approximately 1000 employees. Position reports to interim VPHR and has four direct reports. Initially hired to develop processes around typically HR functions:* Communications, Monthly newsletter, surveys, feedback tools ("Ask Here")* Talent Management, Performance review process, automation of New Hire and Onboarding functions,* Policies, (& Procedures), developed/implemented the first companywide employee "handbook" to include Regional Townhall meetings during rollout. * M&A, HR analysis of benefit plans, risk management (work comp, lawsuits, legacy), pay procedures, policies and procedures etc. * TPA Management, worked with 401K broker to move current traditional 401K plan to PEP (Pooled Employer Plan) to increase asset strength and limit fees. -
Human Resources Director/ManagerTroy Design And Manufacturing - A Wholly Owned Ford Motor Company Subsidiary Aug 2016 - Jun 2022UsResponsible for all HR functions from both a corporate and plant perspective. This would include Chief Company Spokesman during UAW contract negotiations. -
Hr ManagerSchuler Group Aug 2014 - Jul 2016Göppingen, Baden-Württemberg, DeStrategic Business Partner for four Michigan locations with concentrations in change management, performance measures and streamlining HR Business Practices along all business units.•Immigration – Sourced new Immigration Law Firm, worked with lawyers on BL1 (Germany/U.S.), L1, B1, B2, TN (Canadian employees), Canadian work permits and "Green Card." •Recruitment – Revised/streamlined Personnel Requisition process which included updating JD’s with each requisition.•Safety – Assigned to “overhaul” safety program, worked with Production and Service departments on current safety issues, bi-weekly Safety Team meetings converting from HR “top down” approach to Safety Team decision making. •Payroll – Payroll Department was moved from Accounting to HR, sourced/implemented new payroll provider with the addition of an HRIS module.•Benefits – Sourced new 401K provider (Fidelity) adding quarterly on-site all employee training and complete on-line/mobile access for employees. Sourced Michigan broker for benefits moving the function from Ohio to Michigan.•Employee Development – Implemented employee development process working with department managers to update JD, evaluate current employees skill sets to create a “gap analysis” to determine training needs. •Project Management – Worked with Sr. HRG to develop first company (local) compensation scale, comparing position descriptions/department manager review with payroll compensation data.•Employee Relations – Coordinated with Sr. Management to develop quarterly all-employee meetings, worked with department managers on legacy poor performing employee issues (counseling, PIP’s, terminations), revised/updated employee events (BBQ/Car Show, quarterly trips to “sister” company in Hastings, MI., Office Organization Day etc.).•Generalist Functions – For the first six months the HR Department was a one-person department. -
Human Resources Manager (Corp. & Plant)Sakthi Automotive Group Usa Aug 2013 - Aug 2014Human Resources Manager (Manager & Generalist functions) my initial role will be to help SAG establish a solid Human Resources foundation on which to grow on. Responsible for Corporate and Plant HR functions in three locations.•Establish the Human Resources function for the organization for “Corporate” as well as Operations/Production (manufacturing). This involves every aspect of HR (the position has more HRM and HRG functions then a senior level HR Professional currently):•Recruitment – Developed/Implemented Recruitment Policy/Procedure. Responsible for both Operations and Corporate recruitment. Personally recruited over 100+ employees (Staff and Production) within four (4) months. Negotiated all new recruitment fee rates (lowered from an avg. of 30% down to 20%).•Benefits – Established 401K plan through Securian, worked with Brokers on new medical benefit plans/Provider. Open enrollment meetings and administration.•EHS – Established base line operational safety requirements (PPE, guarding, injury reporting, portable eye wash stations etc.)•Policy/Procedures – Created Hourly & Salaried handbooks, work rules, safety rules, standard recruitment forms, Ethics and non-compete.•Audits – I9, employee files (created all new files, Employee, Health and Training files) and “current-state” safety audits to establish baseline for safety improvements.•Employee Relations – Established monthly “all” employee meetings as well as weekly Managers Meeting.•Payroll – Transferred the corporation from in house payroll processing using QuickBooks to using Paychex. Established payroll procedures, Time and Attendance procedures and time keeping procedures. Currently working on uploading HRIS data through Paychex.•HR Metrics – implementing standard HR metrics such as Turnover rate, Days-to-Hire Rates, Safety (Frequency Rate, Severity Rates, Days without a Loss Time Accident).
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Corporate Human Resources ManagerMando Corporation Aug 2011 - Aug 2013Corporate HR Manager at Mando's Research and Development Center in Novi, MI. Responsible for all phases of the Human Resouces and Payroll functions. -
Human Resources ManagerAam - Formerly Metaldyne Sep 2003 - Aug 2011Temporary position, rehired by Metaldyne to handle the HR function at the Litchfield, Michigan Plant and to help recruit a permanent HR Professional. This position handles all facits of the HR function, Labor Relations (negotiated the current 2011-2014 UAW Contract) and Employee Health and Safety Programs. This plant has 250+ employees and manufactures automotive parts for the "Big 3," Nissan, Cummings and John Deere to name a few.
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Plant Human Resources ManagerAam - Formerly Metaldyne Oct 2004 - Sep 2007• Leadership Committee – Weekly “agenda meetings” of all department heads and Plant Manager to discuss increasing overall plant performance, customer concerns and plant P&L. • Performance Management – Managed the performance appraisal process (monthly, six month and yearly intervals) for all salaried employees using a MBO style management appraisal system. Employees were evaluated on achievement of their objectives that were aligned with organizational and plant goals/performance.• Supervised – The Senior HR Generalist and the Continuous Improvement Training Coordinator. Co-managed the payroll function with the Plant Controller.• Training/Development – Worked with Corporate HR on organizational core training intuitive to all plant employees (Diversity, Sexual Harassment, Alternative Dispute Resolution and Organizational Objectives/Goals etc.) Worked with Corporate HR/Plant Manager/Department Managers in developing succession plans for all salaried employees. Worked with the Continuous Improvement Training Coordinator to develop a four-tier training structure for all hourly employees which included both written and practical application assessments (which exceeded the requirements of the TS16949 requirements on training and development).• EHS (Employee, Health and Safety) – Reduced the number of OSHA Recordable accidents which increased the number of consecutive days without a Loss Time OSHA Recordable from 27 days to over 300 days. Developed and implemented a Safety Training Resource Center within the plant with computer based E-Safety Online. Instituted “Safety Alerts” which included a detailed description and picture of the safety hazard. • Benefit Administration – Conducted annual enrollment meetings, enrollements, terminations and changes.
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Hr VolunteerSeveral Organizations Jan 2008 - Apr 2011Unemployed due to the recession... I utilized my time to OBTAIN MY SPHR CERTIFICATION, volunteer at the VA Hospital in Ann Arbor & Detroit, Wayne/Westland Community Schools and HR Consulting.• VA Hospital – Developing/Instructing seminar classes to be presented to the OEF/OIF (Operations Enduring Freedom/Operation Iraqi Freedom) returning combat Veterans. Seminar topics consist of “Resume Building,” “Job Search,” and “Interviewing.”• HR Consultant – Working with friends, family members and professional contacts that have been laid-off with building/revising cover letters and resumes. Help with job searching, interviewing skills and providing their names /work experience to Professional Recruiters seeking candidates.• Wayne/Westland Schools – Volunteer Assistant JV Girls Volleyball Coach at John Glenn High School. JV Girls Volleyball Coach for Wayne Memorial High School. • Canton – High Velocity AAU Girls Volleyball Club. Coached 12 year old team and assisted (volunteered) with the 13, 14 year old teams and 18 year old Regional Team.
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Corporate Sr. Hr GeneralistGreenleaf Auto Recyclers Sep 2001 - Oct 2004Arlington, Texas, UsResponsible for the HR adminstration for 1200 employees, in 36 plants (union and non-union plants) located in 14 states and Canada.• Change Management - In June of 2003 co-managed transition of the entire company from ADP TotalSource (PEO, out sourced HR administration) to complete in-house HR, payroll, benefit administration and employee relations.• HR Development – Worked with the new Vice President of HR to plan the role of the human resources department after Ford sold the company to ab3 Resources. This included planning on how to service the entire organization with only two HR Professionals (the VP and myself).• Project Management – Responsible for the transition of the payroll function from ADP TotalSource (outsourced) to “in-house” processing. Developed/implemented transition plan including personally processing the entire company payroll for the first six months. Established new payroll structures for hourly, salary, commissions and piece-rate compensation. Additionally developed/implemented conversion plan of the company’s monthly, bi-weekly and weekly payroll cycles to one bi-weekly payroll cycle.• Benefits – Developed enrollment presentations and conducted open-enrollment meetings at each field location. Daily administration of all benefits to include new enrollments, changes and terminations. COBRA administration.• Training/Development – Organized/conducted training in both functional and professional development areas. Developed/revised training programs, for example; Diversity, Harassment and Corrective Action Policy Administration.
Robert Kelsch, Sphr Skills
Employee Relations
Labor Relations
Human Resources
Recruiting
Hris
Benefits Administration
Employee Benefits
Succession Planning
Personnel Management
Talent Management
Training
Deferred Compensation
Hr Policies
Management
Performance Management
Leadership
Employment Law
Payroll
Change Management
Onboarding
Talent Acquisition
Employee Engagement
Continuous Improvement
Leadership Development
Human Resources Information Systems
Union Avoidance
Organizational Development
Coaching
Union
Conflict Resolution
Applicant Tracking Systems
Fmla
New Hire Orientations
Workforce Planning
College Recruiting
Policy
Performance Appraisal
Hr Consulting
Program Management
Robert Kelsch, Sphr Education Details
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Central Michigan UniversityHuman Resources -
Eastern Michigan UniversityShrm Learning System-Sphr Certification
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Davenport UniversityBusiness Administration
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Washtenaw Community CollegeGeneral Business
Frequently Asked Questions about Robert Kelsch, Sphr
What company does Robert Kelsch, Sphr work for?
Robert Kelsch, Sphr works for Lakeshore Global Corporation
What is Robert Kelsch, Sphr's role at the current company?
Robert Kelsch, Sphr's current role is Human Resources Professional.
What is Robert Kelsch, Sphr's email address?
Robert Kelsch, Sphr's email address is ke****@****yne.com
What is Robert Kelsch, Sphr's direct phone number?
Robert Kelsch, Sphr's direct phone number is +173439*****
What schools did Robert Kelsch, Sphr attend?
Robert Kelsch, Sphr attended Central Michigan University, Eastern Michigan University, Davenport University, Washtenaw Community College.
What are some of Robert Kelsch, Sphr's interests?
Robert Kelsch, Sphr has interest in Football, Exercise, Home Improvement, Reading, Sports, Watching Basketball, Hockey, Watching Hockey, Home Decoration, Watching Sports.
What skills is Robert Kelsch, Sphr known for?
Robert Kelsch, Sphr has skills like Employee Relations, Labor Relations, Human Resources, Recruiting, Hris, Benefits Administration, Employee Benefits, Succession Planning, Personnel Management, Talent Management, Training, Deferred Compensation.
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