Scott Harrell Email and Phone Number
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"Strategist and tactician, adds value with empowering leadership support by a sustained and proactive approach to optimize employee engagement."I have 25+ years experience in a variety of senior human resources leadership roles, providing a broad generalist background. I have a proven record in managing human resources, recruiting, talent management, corporate training and development, organizational development activities, compliance issues, employment practices and management support for multinational corporations across multiple sites. Proven ability to work with the CEO as a member of the Senior Leadership team to integrate human resource functions within the business to achieve strategic goalsProfessional, passionate and pragmatic Human Resources business practitioner, adept at building productive, sustained relationships and working with internal & external business partners to provide best-in-class HR services. Strategic thinker and creative problem solver who has developed and delivered management and employee training programs, handled sensitive employee relations issues, conducted investigations and provided executive/staff coaching & counseling.I have significant experience in developing, refining and implementing a variety of human resources policies and initiatives to align the functional aspects of human resources management with the strategic objectives of the organization, mitigating risk and maintaining compliance. I help companies achieve success by making sure the right human resources are in place. I work with the individual employees to help them continuously improve and develop to allow for continued professional growth and to add value to the organization.I have experience in manufacturing, consumer packaging, mining & extraction, heavy civil engineering / construction, and chemical processing, supported by advanced academic training, and professional certifications. Available for consulting and project work.Employee Relations, Full-Cycle Employment, Training & Development, Coaching, Leadership Development, Project Management, Succession Planning, Policy Development, Compliance, Immigration, Change Management, Union-Free Management, Labor Relations, Collective Bargaining, Strategic Management, Execution, HR Management, Executive Leadership, Business Transformation, Budget Administration, Community Relations, Customer Relations, Risk Management, Diversity & Inclusion, Team Building, Process Improvement, Vendor Management ,Support of Lean/Continuous Improvement307-707-2544 scottharrell3691@gmail.com
Gunnison Copper (Tsx: Gcu | Otc: Gcumf)
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Senior Director Human ResourcesGunnison Copper (Tsx: Gcu | Otc: Gcumf)Steamboat Springs, Co, Us
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Human Resources ManagerPinto Valley Mining Corporation / Capstone Mining Dec 2021 - Present
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Human Resources DirectorCalumet Specialty Products Partners, L.P. May 2021 - Dec 2021Indianapolis, Indiana, Us -
Human Resources DirectorGenesis Alkali Aug 2018 - May 2020Green River, Wyoming, UsReported to the Vice President of Finance, Procurement, IT & Human Resources and led a staff of six Human Resources and Labor professionals. Hired to provide leadership and build unity in a relatively new HR team, establish credibility with Operations and improve Labor Relations.Formed a high performing HR/Labor TEAM by resolving dysfunctional relationships among a competent staff of individual performers. Developed and promoted staff to fill key vacancies in the department. Transitioned five unrelated HR/Payroll systems to a fully integrated HRIS platform. Immediately improved analysis, reporting and planning capabilities.Member of management negotiating team that secured a 5 year contract extension with the United Steel Workers. Saved $ 4 MM in contingency planning expenses, bolstered the relationship with union leadership, provided a strong sense of management cooperation & economic security for the workforce, and ensured business continuity for management, shareholders and customers.Enabled the redesign of technical support departments to increase productivity and augment the alignment of business objectives with operating results.Improved the business relationship with Operations by supporting supervision in the resolution of performance issues, investigations, grievances and discipline.Conducted highly sensitive investigations of senior staff members who were accused of violating critical safety policies. Determined that policies were violated, though not intentionally. Implemented appropriate consequences and managed messaging to the union leadership to allay claims of favoritism. -
Director, Human Resources - Colorado RegionPeabody Energy 2011 - 2017St. Louis, Missouri, UsResponsible for all HR functions for the Colorado Operations including employment, benefits administration, employee relations, employee development & training activities and community relations. Reporting to the Vice President / General Manager, Colorado Operations and the VP of Human Resources, Americas.Introduced proactive employee relations and communications programs to resolve previous management issues and restore the credibility and employee-centric focus of the HR department.Reformed employee engagement and increased retention by 15% by implementing new recruitment & selection methods and training first line supervisor in effective on-boarding & orientation practices.Reduced Safety incidents ( -70%), turnover ( -40%), and attendance issues ( -20%) among the contingent workforce over a two year period by changing vendors, setting stringent expectations and establishing performance management metrics.Restructured the Colorado region staffing, reducing personnel costs and protecting revenue as a result of market changes and declining production demands. Transitioned 18 employees out of the organization saving $3.1 MM in annual salary cost, redeployed supervisory/management staff resulting in a leaner/ flatter organizational structure.Reduced the turnover rate for employees with less than 5 years of service from 25% to 9 % by developing an improved selection and orientation/on-boarding process.Wrote and gained unanimous approval from five Regional General Managers to adopt a single standardized America's Business Unit Drug and Alcohol policy as opposed to five independent regional policies.Developed an on-going communications campaign for employees during a period when the Colorado Region mines were placed for sale. By proactively managing the distraction and reassuring the workforce of continued operations, we experienced no increase in turnover, or safety incidents and no loss of productivity. -
Contract RecruiterMurray Energy Corporation 2010 - 2010Contracted to manage a large staffing project at an underground mining complex in order to meet required growth and financial objectives. Developed a comprehensive recruiting campaign and successfully staffed the mine in 63 days, completing the project under deadline and avoiding a mine closure.Created and executed a recruiting campaign to source and hire 12 salaried and 58 hourly employees within 90 days. Designed and executed a marketing plan using radio, print media, company website, multi-state Workforce Development departments, and information fairs.Successfully hired 70 new employees in 63 days, achieving the recruiting goal 30 ahead of schedule and under the allotted budget of $250 K, avoiding a mine closure and the loss of 250 jobs. Enhanced the recognition and reputation of the mine in the region and developed a continuing stream of applicants.
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Corporate Human Resources DirectorFrontier-Kemper Constructors, Inc. 2006 - 2010Sylmar, California, UsFRONTIER-KEMPER CONSTRUCTORS, INC. Reported to the President & CEO. Hired to lead all human resources functions at the corporate headquarters, two regional offices and multiple project sites for 500+ employees. Charged with upgrading the professionalism and effectiveness of the human resources department through improved systems and programs.Used direct recruitment, referrals, and targeted executive search to hire key senior management positions to improve executive capacity and skill base of the leadership team.Slashed turnover of field staff by 25% by introducing new benefits. Additional benefit costs were offset by reduced hiring and training costs. Reduced turnover allowed projects to start on schedule, reducing costly delays.Trimmed healthcare costs by $300 K annually by converting from a fully insured to a self-funded medical insurance program.Devised a process to control Worker's Comp costs by directly paying vendors for select claims in exchange for negotiated discounts.Participated in a detailed investigation of a triple fatality at a shaft-sinking project. Assisted with developing communications for the media and our employees. Provided counsel for employees and families of the victims.Developed a recruitment campaign for specialized engineers by partnering with a relocation expert, addressing geographic / market concerns and partnering with an experienced recruiter, negotiating reduced rates for multiple placements. Filled all positions for an average of 8% less than traditional placement fees.Managed international immigration for the company. With over 20 applications for renewal or entry, we were never encountered a refusal of application or failure to obtain necessary entry. Managed multiple downsizings and reorganizations during the banking crisis of 2008-2010 to protect revenue and position the company for continued operations. -
Division Human Resources Manager /Interim Human Resources DirectorRexam 1986 - 2006London, GbLed the human resources function for three manufacturing plants and corporate headquarters. Managed staff of seven. Dual reporting to Regional Vice President of Human Resources, Rexam Americas and to the General Manager, Rexam Closures and Containers. Served as interim Corporate Human Resources Director.Additional Roles:Human Resources ManagerManager, Employment and TrainingEmployment CoordinatorTraining and Associate Relations CoordinatorHuman Resources GeneralistDesigned and implemented the recruiting and training plans for two greenfield expansions with new remote manufacturing plants. Plant 1 was a 60 person facility located 40 miles from our existing location. Plant 2 was a 100 person operation, located 60 miles from our main location.Partnered with the University of Southern Indiana to offer a fully accredited, customized Masters in Industrial Management degree, delivered at our site, on a non-traditional schedule. Conferred 17 Masters degrees.Authored the applications and administered $ 600 K in awarded state funded training grants.Worked closely with the Maintenance and Production departments to develop and deliver a maintenance training program customized to the company's unique needs. Trained approximately 30 technicians over a 30 month period.Partnered with local universities to develop intern and coop programs.Recognized by Saratoga Institute's Best in America guidebook for recruitment, development and retention.Successfully expanded the use of cross_functional and process-oriented teams throughout the organization.Project manager for a $400 K office remodel project including the relocation of several work groups.
Scott Harrell Skills
Scott Harrell Education Details
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University Of Southern IndianaMs Industrial Management -
Oakland City UniversityManagement
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University Of EvansvillePersonnel Management
Frequently Asked Questions about Scott Harrell
What company does Scott Harrell work for?
Scott Harrell works for Gunnison Copper (Tsx: Gcu | Otc: Gcumf)
What is Scott Harrell's role at the current company?
Scott Harrell's current role is Senior Director Human Resources.
What is Scott Harrell's email address?
Scott Harrell's email address is sc****@****ail.com
What is Scott Harrell's direct phone number?
Scott Harrell's direct phone number is +197030*****
What schools did Scott Harrell attend?
Scott Harrell attended University Of Southern Indiana, Oakland City University, University Of Evansville.
What are some of Scott Harrell's interests?
Scott Harrell has interest in Social Services, Children, Economic Empowerment, Health.
What skills is Scott Harrell known for?
Scott Harrell has skills like Employee Relations, Human Resources, Personnel Management, Succession Planning, Recruiting, Management, Training, Hr Policies, Interviews, Organizational Development, Employee Benefits, Leadership.
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