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Details of Energy HR guy


Energy HR guy

Director/VP

seattle, United States
Industry Category: Construction Technology - Software
Relocation Preferences: open/west coast
HUMAN RESOURCES PROFESSIONAL
A strategic and operational results oriented human resources leader with skills in developing human capital and HR systems to meet business objectives:
Performance Management, Comp. & Benefits
Talent/training Development, Succession Planning
Employee Engagement & Relations
Organizational Design, Workforce Planning
Change Management & Strategic Planning
Conflict Resolution/Investigations

Energy HR guy'S Overview

Resume:

LUDWIG ROBERT MRZ, SPHR
1205 - 10TH AVE WEST, SEATTLE, WA 98119 (425) 765-0507 ludwig1122[at]msn.com

HUMAN RESOURCES PROFESSIONAL
A strategic and operational results oriented human resources leader with skills in developing human capital and HR systems to meet business objectives:
Performance Management, Comp. & Benefits
Talent/training Development, Succession Planning
Employee Engagement & Relations
Organizational Design, Workforce Planning
Change Management & Strategic Planning
Conflict Resolution/Investigations


PROFESSIONAL ACCOMPLISHMENTS

WED, HR CONSULTING, SEATTLE 2004-PRESENT
HR SERVICES
Headed all human resources and business development for a start-up business sourcing products from multiple channels for distribution to: architects and developers.
Conducted/handled all employee relations, sexual harassment and job specific training, zero complaints for 6 years.
Developed all talent management, performance management and workforce planning, doubling of business yearly.
Recruited employees to service market segments/territory, tracked customer contacts thru prospecting sheets and created sales targets resulting in doubling of revenues for the first 4 business cycles.
Conducted market analysis and developed all benefit, sales, compensation grades and commission structures.
Evaluated market and geographical segments to determine business location, point-of-sale strategy, search-engine optimization and web marketing, meeting business growth consistently for 4 years.

ALSTOM ESCA CORPORATION, SEATTLE, WA 2000-2004
VICE PRESIDENT OF HUMAN RESOURCES SERVICES
Directed human resources and organizational development overseeing multiple units internationally, India, Europe, SA, US and Canada, covering 850 employees. Overall Corp revenue $23 B
Designed strategic human resource plans for international locations covering staffing, training, performance measurements, employee relations and policies supporting business goals and delivering 100% of target plans.
Developed (STIP) compensation plans to support business strategies; meet annual business targets and retain hi potential employees. Developed performance management plans using SMART to increase project management effectiveness and meet 100% of business unit objectives 4 years in a row.
Designed and identified employee training by linking businesses performance to key training measures in each function such as project management, campus recruiting, technical experts and HIPOs, 98 % employee retention rate. Developed succession plan and annual people review process within the US to: retain key performing employees; address organizational issues; address replacements for senior management and develop employee base to increase overall business performance and reduced recruiting costs by 60%. Conducted satisfaction surveys to drive culture and management change. Conducted exit interviews to provide corporate feedback/change.
Initiated training covering harassment and discrimination ensuring compliance with all appropriate legislation, zero complaints over 12 investigations in 4 years.
Introduced HR metrics in 7 international units through joint steering committee using industry benchmarks and internal measures to drive training objectives and implement HR best practices.

TODD PACIFIC, SEATTLE, WA 1996-2000
DIRECTOR, HUMAN RESOURCES
Managed human resources and organizational development, through a staff of five direct reports, covering 1200 employees in $100 M operation.
Designed compensation structure and incentive plan to link business objectives with employee/dept. performance.
Developed training structure supporting core competencies in salary supervisory personnel.
Developed project management training with local college to provide consistent operational practices and delivery.
Designed and developed modified duty program, and safety awareness training in line with business objectives resulting in a costs savings of 40 % over one year






AMCAST AUTOMOTIVE, MILWAUKEE, WI 1994-1996
DIRECTOR, HUMAN RESOURCES
Responsible for all human resources covering a $60 million multi-plant division and O.E.M. supplier to Chrysler, Ford and General Motors.
Negotiated new union contract prior to expiration, saving $300K in benefit and inventory cost.
Utilized group problem solving techniques obtaining employee input in problem identification and participation with developing new production techniques and processes.
Developed hourly & salary employee training material and programs increasing job-specific knowledge through establishment of QS 9001 and corporate management training programs.
Re-engineered human resources and initiated corporate communications program, increasing retention by 25%.

HAWKER SIDDELEY CANADA, PORTLAND, OR 1992-1994
MANAGER, HUMAN RESOURCES
Managed American and Canadian human resources in a $65 million manufacturing division of Hawker Siddeley, Canada.
Developed compensation/organizational structure during acquisition of new facilities consolidating US/CAN ops.
Initiated engineering and clerical contract program, attaining cost savings of 20%.
Evaluated and standardized benefit coverage for consolidated Canadian and U.S. operations.
Successfully negotiated closure agreement, without labor dispute/disruption, and new contract for Vancouver, BC.
Organized recruiting/screening programs in 2 states, securing candidates, for start-up facility in Portland, Oregon.

MASLAND, TORONTO, CAN 1990-1992
MANAGER, HUMAN RESOURCES
Accountable for all human resources and employee relations in a $40 million supplier to Honda, Ford and Chrysler
Developed job descriptions utilized paired comparison method to evaluate job content, pay grades and pay equity.
Installed International Safety Rating System and Modified Work to decreasing workers compensation costs 50%.
Established cellular and lean manufacturing programs for hourly/salary employees increasing productivity.

CHRYSLER CANADA LTD. - AMERICAN MOTORS CORP, TORONTO, CAN 1986-1990
EMPLOYEE RELATIONS SUPERVISOR
Managed all hourly employee relations encompassing 1600 employees.
Conducted launch and addition of second shift through a staff of four recruiters, increasing manpower from 600 to 1300 employees with no disruptions to production targets.
Structured recruiting and orientation program for summer student hiring programs resulting in the indoctrination of 200 students to augment existing labor force during peak summer months.
Trained salary supervisors with HR policies from AMC to Chrysler Canada Corporation as a result of acquisition.


EDUCATION
BA Economics, University of Western Ontario, London, Ontario, CAN
SPHR Certification
PROFESSIONAL AFFILIATIONS
Society for Human Resource Management
Human Capital Institute
Related keyword: HUMAN RESOURCES PROFESSIONAL A strategic and operational results oriented human resources leader with skills in developing human capital and HR systems to meet business objectives: Performance Management, Comp. & Benefits. Talent/training Development, Succession Planning. Employee Engagement & Relations. Organizational Design, Workforce Planning Change Management & Strategic Planning Conflict Resolution/Investigations

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