Stuart Moir Email & Phone Number

Dallas, Texas, US

• McKinley Packaging is a $275 million, 485 employee division of BioPappel which is a $3.2 billion, 12,700 employee multi-national sustainable paper producer/corrugated packaging manufacturing company headquartered in.
• Developed and implemented competitive market-based regionally adjusted hourly wage structures for all U.S. locations establishing structured wage administration to all locations while bringing all hourly Team Members.
• Developed and conducted comprehensive Supervisor, Managerial and Executive Leadership training program which I personally conducted in all the U.S. based facilities.
• Revised Team Member Handbooks/policies and procedures bringing California Addendum into compliance with all California statues and enhanced all handbooks/locations vacation/PTO policies moving from accrual to current.
• Directed and oversaw the rebuilding of an improperly migrated/launched HRIS/Payroll system while re-establishing legally compliant and timely pull-funding methodologies for 401(k) and benefits providers.
• Brought 401(k) program back into compliance requiring identifying and funding improperly cancelled deductions/matches in violation of the Plan’s SPD.

• A $135 million, 645 employee group of three (3) companies with five locations in San Antonio, Texas and Santiago de Querétaro, Guanajuato, Mexico (unionized). All Reyes organizations are Tier 1/Tier 2 suppliers to.
• Developed and implemented comprehensive $2.5 million wage compensation program for all U.S based operations encompassing unskilled labor, skilled craftsman and journeymen to reposition the companies as competitive.
• Rebid, negotiated and implemented 2022 health care plan negating 22% proposed increased Stop-Loss premiums and 15% increased administrative fees on self-insured plans without reducing the plan benefit levels or.
• Negotiated new unionize labor contract for Guanajuato, Mexico location.
• Oversaw extensive hiring of over 1,350 Team Members for all levels of the organization.
• Implemented redesigned New Team Member Orientation program to improve engagement and Team Member retention.

Southfield, Michigan, US

• A $350 million, 520 employee, 387,500 sq. ft. division of IAC Luxembourg which is a $5.4 billion, 18,000 employee leading global Tier 1/Tier 2 supplier of innovative and sustainable automotive instrument panels.
• Developed and implemented new policies and procedures including new Team Member handbook which set new standards for any IAC facility.
• Developed and implemented comprehensive COVID-19 Team Member/Visitor protocols, procedures and screening including social distancing, controlled entry and temperature screening.
• Successfully defended two (2) OSHA Complaints with no findings, complete closure and no fines.
• Conducted extensive hiring of over 400 Team Members for all levels of the organization.
• Established Human Resources as a “trusted entity” on the manufacturing floor and maintaining the only non-union Tier 1 GM supplier in the Greater DFW area.

Southfield, Michigan, US

• A $130 million, 550 employee, 600,000 sq. ft. division of Lear Corporation which is a $18.6 billion, 156,000 employee leading Tier 1 supplier of automotive seating and electrical systems. Lear Kenansville manufactures.
• Negated proposed $3 million environmental scrubber system through thorough project review and reassessment of EPA/environmental limits/thresholds resulting in $2.75 million cost avoidance.
• Revised Team Member Handbook/policies and procedures resulting enhanced vacation/PTO policies and more effective performance management process/procedures and payroll practices.
• Reallocated internal and external resources to facilitate the Kenansville facility’s ISO14001 program/certification under the new expanded 2015 standards within two (2) month time period. Achieved Lear record setting.
• Spearheaded and drove FMLA administration third-party administrator change for all Lear North American operations (29) to more aggressive and compliant administration (CIGNA to Broadspire).
• Achieved both 2 Million and 3 Million Hours without Lost Time Accident safety record.

Zurich, ZH, CH

The Americas Region (North, Latin & South America) is the $8.8 billion, 30,000 employee operating region within the $35.48 billion, 135,000 employee Zurich, Switzerland based ABB which is the innovating world leader in pioneering technology in electrification products, robotics and motion, industrial automation and power grids serving customers in.

Durham, North Carolina, US

• $1.1B, 2,150 EE standalone US subidiary of $10B, 20K EE international Japanese manufacturer. AWNC is a Tier 1 automotive manufacturer (1.1M sq. ft.) of automatic transmissions (675K annually) & parts (1.2M annually).
• $3.548M of bottom line, hard dollar savings in 2014FY & additional $2.05M in 2015FY. $2.7M combined sustained annual savings.
• Identified/implemented 2015 health plan changes: $1.375M savings. Maintained 58.61% below market employee contribution rates (EECR) & 10.24% below market out-of-pocket expenses.
• Negotiated 3-Yr BCBSNC health/dental contract REDUCING annual administrative fee by $277K/ year (33.15%). $200K stop-loss: NO increase.
• Re-established training focusing on critical skills: 725 participants & 2,252 training hours first 10 months.
• Reduced STD, LTD, Life, AD&D and VTL costs by 9% ($101K). Increased benefits.

Provided independent Human Resource consulting services to individuals and small ($10M) to medium sized ($300M) organizations which included EEOC and legal compliance issues; hiring, assessment and staffing; safety and environmental; policy and procedure development; and, union campaign and/or contract negotiation strategy as well as maintaining a union.

Rockford, IL, US

• An $85 million, 400 employee international (Italian owned– sales offices in Italy and China) manufacturer of custom designed Advanced Carbon Fiber Placement and Milling machines ($3M - $11M) used in the manufacture of.
• Negotiated and competitively realigned health, dental, life, STD, LTD, and 401(k) plans to facilitate retention of skilled labor and professional personnel.
• Held 2008 health contractual premiums to no increase and reduced dental, life, STD and LTD premiums 22%.
• Successfully represented company in all aspects of IDES Audit and ALJ hearing; EEOC discrimination charge and hearing; OFCCP Audit, charges and settlement conference completely negating proposed $2.5 million fine; and.
• Evaluated and negotiated new Internet based HRIS/Payroll system including customized labor tracking/job costing bar coding system to replace manual recordkeeping systems and outsourced payroll.
• Implemented extensive facility/operations safety audit and corrective action initiative including OSHA required policies and procedures, comprehensive management & employee training (approx. 3,500 man hours), and.

Provided independent and contract Human Resource consulting services to small ($10M) to medium sized ($750M) organizations which included EEOC and legal compliance issues; hiring, assessment and staffing; safety and environmental; policy and procedure development; and, union campaign strategy and avoidance. Contract work included being part of the 2002.

• A $146 million, 500 employee division of $2.6 billion international Japanese bearing manufacturing corporation. ANBM was a multi-site vertically integrated, highly-automated manufacturer of multi-line bearings and.
• Designed and implemented comprehensive market-based salary administration program for 108 salaried positions where no salary administration program or structure previously existed.
• Proposed, designed, negotiated and implemented comprehensive managed health care plan resulting in $800,000 first-year savings while enhancing employee benefit levels, employee morale and reducing employee.
• Initiated first ANBM HRIS system, facilitating employee self-service, paperless environment, and supervisory/managerial informational tools.
• Implemented comprehensive managerial/supervisory behavioral and skills development and training programs including Zenger-Miller Team Global, Wilkinson Behavioral and “TIPS” union avoidance.
• Designed and implemented new comprehensive salaried employee semi-annual performance appraisal system including employee self-evaluatory components and career development objectives.

• A $100 million, 550 employee international manufacturer of industrial sewing equipment and automated sewing systems. Union Special was the North American subsidiary of $1.4 billion, 7,200 employee Tokyo based Juki.
• Directed and facilitated Corporate OSHA/Safety Program including management OSHA certification, Reality Based Behavior Safety Training and “zero tolerance” random substance testing program.
• Designed and implemented skill based, market based hourly compensation program for Automated System Division (Charlotte, NC).
• Developed and conducted managerial/supervisory policy, safety, EAP, diversity, union avoidance and union campaign NLRB policy training.

• A $100 million, 550 employee international manufacturer of industrial sewing equipment and automated sewing systems. Union Special was the North American subsidiary of $1.4 billion, 7,200 employee Tokyo based Juki.
• Designed, specified, investigated and negotiated all aspects of new LAN-based HRIS/Payroll System including hardware.
• Member of Corporate Total Quality Management Steering Committee responsible for TQM direction, policies, procedures and overseeing all TQM activities.
• Reduced Worker’s Compensation claims expense by 93% ($490,000) and annual premiums by 43% ($226,000) through aggressive case management program.
• Successfully represented company in all aspects of EEOC discrimination charges and suits without legal or settlement cost to company.
• Decreased company annual payroll unemployment insurance exposure in excess of $350,000.

Bachelor Of Science, Business Administration: Concentrations In Finance & Law

Sphr, Senior Professional Human Resources Certification

40-Hour Certificate, Leadership Development Program For Human Resource Professionals

Certificate (24 Credit Hours), The Disney Approach To Leadership Excellence

Certificate (24 Credit Hours), The Walt Disney World Approach To Human Resources Management