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Robert Wilson |
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Human Resources Executive |
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Results-driven and
top-performing professional equipped with over
20 years of progressive leadership success
within HR capacities. Strategic executive
provides a track record of building and aligning
workforces with enterprise growth goals and
integrating new acquisitions into existing HR
cultures and is an adaptable change agent
capable of transforming corporate cultures to
allow companies to seize market opportunities,
control costs, improve business performance, and
increase revenues. Offering experience across
multiple industries, including manufacturing,
consumer products, electronics, and others, as
well as a background in union and non-union
environments, I demonstrate strong leadership,
training, negotiation, decision making,
interpersonal, and problem solving abilities. |
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Scope of Mastery: |
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- Strategic Planning
- Policy/Procedure Development
- Safety Regulations
- Labor Relations
- Recruiting Team Facilitation
- Contract Negotiations
- Performance Management
- Organizational Restructuring
Cost Controls
- Staff Retention
- Employee Development
- Acquisition Integrations
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Career Profile |
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Vice President—Human
Resources |
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Stemco LP |
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April 1999— November
2007 |
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Brought on board to fulfill
the company’s staffing needs and complete an
organizational cultural transition. Lead all HR
activities for two units, including
short-/long-term strategic planning and
execution and implementing strategy objectives.
Directed the $1.6M departmental budget;
supported multiple divisions across six
locations; and oversaw 650 employees. I headed
talent acquisition/management; succession
planning; benefits administration; and safety,
policy, development, and employee
relations/discipline. Lead union contract
negotiations. |
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I led a team to create a
behavior-based interviewing program. Served as a
key member of a team responsible for increasing
all business performance metrics year over year,
including sales, operating income, safety, ROI,
cash flow, and inventory turns. |
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Manager—Human Resources |
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Stroh
Brewery Company |
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January 1997— April 1999 |
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Directed all human resources
functions, including employment, compensation,
benefits, training, labor relations, and
safety, supporting 360 plant employees.
Initiated efforts to improve local labor
relations, increase plant safety, and reduce
workers’ compensation costs facility wide.
Negotiated a local teamster contract; managed
janitorial
and security contracts, and served on the
company’s international contact negotiation
team. Turned safety performance levels around. |
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Manager—Human Resources |
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LeTourneau Inc. |
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November 1995— December 1997 |
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Administered HR functions
while supporting growth initiatives at two
locations. Rewrote the HR policy manual and
developed and implemented 32 new policies and
procedures. Advised the management team on
employee relations issues. Helped the company
meet organizational objectives relating to
employment, team building, compensation, and
benefits, communications, and employee
relations. |
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Training & Communications
Supervisor |
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Employee Involvement
Administrator |
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Employment & Personnel
Specialist |
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Manufacturing Supervisor |
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Trane |
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Prior—1995 |
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Led efforts to build a
factory training center for all new employees;
assisted in developing an office automation
training program that quickly became the model
for American Standard’s Demand Flow Technology (DFT)
training. These training programs supported
2,300 Trane employees. Developed and delivered
18 training programs, including an on-boarding
program to on-board 600 employees within three
months. Played an integral role developing a job
classification plan that streamlined Trane’s
workforce structure by 80% while creating more
flexible work assignments.
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Also served as a
Production Supervisor for Tyler Pipe Industries;
helped realize a $240K annual cost reduction. |
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Recruiting |
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Assist companies in filling
management and professional positions. Can work
on a contingency fee basis (paid when a
recommended candidate accepts a job with a
client company) or retained with an advance
payment. We network and cultivate relationships
with various companies, maintain large
databases, purchase directories and are able to
search for the candidate of your choice, a very
viable and cost-effective business partnership
for many firms. |
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Our objective is to maximize
the return on investment for your organization's
human capital and minimize financial risk by
placing high-quality personnel and providing
outstanding employees in a variety of
occupations according to our clients' specific
requirements. |
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Our specialties include but
are not limited to management, manufacturing,
engineering, finance, human resources,
information technology, sales, and marketing
disciplines. |
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We pledge to: |
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- Conduct these activities in an
effective, legal, fair, and consistent
manner.
- To partner with clients in "finding the
right people for the right job and will make
a difference" in a responsive, professional
and ethical manner.
- To demonstrate that our niche
specialization and experience makes a
substantial difference in the quality and
speed of placement.
- To create "win-win-win" relationships
for all the key parties involved in the
process: Clients, Candidates and East Texas
Recruiting.
- To provide Clients and Candidates with
the information necessary to make informed
decisions.
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Our success stems from our
primary commitment to understanding our clients'
business goals first, and then providing
candidates who can meet those goals. We present
only those candidates who fit our clients'
specific needs, culture, expectations and
specifications. We realize that the proper fit
is important for both the client and the
candidate. |
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Consulting |
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Will use experience from
many years of HR Leadership at some the largest
companies to assist in helping you. |
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- Behavioral interviewing skills
techniques training. Learn the tools to
effectively select candidates reducing
costly hiring mistakes.
- On-boarding training and consultation.
Research shows that effective on-boarding
helps retention and gets employees
productive faster.
- Performance management training. Learn
how to be effective in performance
evaluations and decisions.
- HR research, advice and consultation for
merger and acquisitions. Utilize our
experience in integrating cultures and
workforces into your existing team.
- Employment, performance management,
employee relations, staffing, development
and leadership consultation. With 30 years
management experience, we can help “keep you
out of the ditches” and utilize effective
Human Resources techniques. If you are too
small to afford your own HR team, let us be
your HR department. We work by project or by
hourly rate.
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Our Corporate Contributions |
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Spearheaded a company’s
organizational turnaround from a traditional
manufacturing to a Lean Manufacturing enterprise
culture. |
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Initiated and led efforts to
align human capital with business strategies and
growth goals, establishing cost-control
programs, enhancing facility safety, developing
an organizational communications plan,
instituting consistent HR policies and
practices, improving staffing standards,
developing a pipeline of senior talent
candidates, and fully training all employees in
Lean Manufacturing methodologies. |
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Served a key role in
improving on-time delivery from 85% to over 95%,
cutting scrap-to-sale ratio nearly 100%,
reducing lead times by 80%, and increasing sales
per employee by more than 35%. |
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Supported company growth by
integrating acquisitions and providing strategic
HR advice to the executive team; integrated an
acquisition with a 20%+ EBITDA; staffed a Mexico
sales team, resulting in a 20% sales increase;
and developed sales team presence in China. |
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Achieved annual savings of
$900K by consolidating two manufacturing
business units into a single unit; reduced
payrolls by 50% through consolidating three
Canadian warehouses, developing a plan to assume
shared payroll services at two divisions, and
taking control of HR at four additional company
locations. |
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Received the President’s
Safety Award for four of five years by improving
safety metrics to a 1.6 recordable rate and 0.0
lost time rate; helped earn the distinction of
becoming one of America’s safest companies in
2006. |
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Created and championed a
culture of workplace safety, establishing and
continuously communicating safety as a key
performance metric; reduced OSHA recordables by
46%, lost time accidents by 78%, and workers’
compensation per employee by 75%. |
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Academic Credentials & Affiliations |
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University of Texas—Tyler
Master of Business Administration
Bachelor of Business Administration
McColl Graduate School of Business, Queens
College
Executive Leadership Development Program
Texas Workforce Commission Board of Directors -
Region VII, Member
State Job Service Employer Committee, Vice
Chairperson
University of Texas at Tyler Development Board,
Member
Tyler Junior College Management Advisory
Committee, Member
Optimist Club, President and Lieutenant Governor
East Texas Deaf & Hearing Association, President
& Board Chairman |
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Contact Information |
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By Phone |
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primary 866.715.3877 |
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alternate 903.566.4253 |
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By Email |
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Click Here To Email Me |
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