Name : bjmchen
Industry Type : Construction Recruiters
City & State : Monroe, LA
Job Title Division HR Manager
Relocation Preferences : South, Southeast
Objective : To utilize an extensive Human Resources, T&OD skills background in an environment, requiring hands-on, demonstrated abilities to continually improve employee performance and knowledge and help further grow the bottomline.
Resume :  

Professional Career
Wal-Mart Stores- Responsible for strategic HR and people planning, building management employee capabilities, progressive discipline, facility change agent, engagement and building effective relationships with associates/customers to increase the divisions revenue by 30%. Supported multi sites in Louisiana and Mississippi, indirectly supervised a staff of 16 with a population of 5,000.

Division Human Resources Manager 2006 - 2008
Improved the union avoidance program resulting in deflection of 2 organization attempts within first 6 months of completing training, also trained all management on the EFCA/Employee Free Choice Act.
Led and facilitated change through the Market-wide Culture and Diversity initiatives including survey and engagement programs aligned with business objectives. Worked to improve facilitys Associate Engagement results.
Managed the MTD/Management Development Program of 20 employees per 12 weeks. Increased management succession capability and contributed to the Diversity initiative by 25% each session.
Expanded internal training initiative to contain supervisor/leadership programs including conflict management and performance evaluations.
Developed a Mentor/Mentee and an IDP Program, coached and counseled management team.

Time Warner Cable- one of the largest cable operations under one management team in the United States. Initiated people planning, conducted interview and management trainings to ensure compliance with government regulations. Supervised a staff of 3 and managed all aspects HR, including policy administration, employee relations and training. Supported multi-site change aligned to a strategic business partnership.

Senior Human Resource Manager 2005 - 2005
Advised multi site locations, management on organizational and business issues, including needs assessment, diagnosis, transition planning, and problem solving.
Researched assets information and prepared the TWC presentation in the due diligence for Comcast, the potential acquirer.
Developed in-house technician training program resulting in $200,000 cost savings in the Mississippi/Louisiana Region and achieved voluntary 0% turnover rate.
Attained 98% win rate in UE claims.
Appointed to parent company's Leadership Council; devised strategic and tactical business improvement initiatives.
SHAW INDUSTRIES, INC Textiles/Rugs Division, one of the world's largest carpet manufacturers, a subsidiary of Berkshire Hathaway. A strategic business partner developed and implemented policies and procedures and ensured compliance with Regional/Global Human Resources strategies. Advised and partnered with the plant leadership team, both on the leadership/employee and the business sides. Proactive in each part of the HR process to include, but not limited to, hiring, training, compensation and benefits, and promotions and safety/health.
Human Resource Manager- Plant 2001 2005
Instituted Six Sigma /LEAN methodologies in project assignment and added $375.00 to the annual bottom line and reduced turnover from 12-6%. A result was also a new employee orientation process and individualized training, resulting in 95% management satisfaction record.
Coaching/counseling and follow -up feedback to the leadership team on 360 degree tool.
Created a recruiting/orientation process that reduced vacancy turnaround time from an average of 45 days to 20 days.
Developed hourly performance management tool, insuring first-time, and annual compensations assessments for employees. (Program that is still in effect today.)
Interacted with employees, site union representatives and management; develop recommendations; designed agreements; Prepared documentation for evidence and mediated in various hearings.
Reduced previous years Workers Compensation cost by 30%.
Led operations for division and managed existing Personnel Department into a streamlined Human Resource department with bottom-line accountability.
RAYTHEON AEROSPACE/ Raytheon ("light of the gods") has taken a shine to its place in the upper pantheon of US defense contractors. Led People Planning, ER, and Training functions and managed Departments budgets. Employees population of 600, exempt/non-exempt.
Manager, Training/Organizational Development 1996 - 2000
Spearheaded succession planning initiative, resulting in projected reduction in hiring expenses by 30% over 3 years.
Collaborated with Senior Management in 6 month process of evaluating over 500 job classifications in order to determine workforce reductions/facility closing process.
Designed and developed T&D plans which increased employee flexibility and productivity, allowing for the operation to function with 10% fewer employees. Employees were securing new skills, both internally and at local university for future contracts.
Developed basic training materials and coordinated efforts of outside consultants and vendors. Trained 100 facilitators and 300+ employee teams in quality and problem-solving processes and in Assessing Performance Management.
Consulted with product groups and other clients to determine training needs, ROIs. Performed needs analysis and established program objectives. Recommended training solutions.

Manager, Staffing/Employee Relations and EEO 1991 - 1996
Reduced professional staffing costs by 10%, saving $400,000 through local/state university recruiting.
Recruited for and staffed difficult to fill positions in an extremely competitive recruiting environment. Reduced turnover by 15%; managed cost per hire to below 30% for exempt hires.
Communicated Affirmative Action/EEO policies and procedures to include: profile, climate, goal-setting, problem identification and staff planning.
Oversaw OFCCP audits and built rapport and proactive responses, obtained higher ratings and prevented fines and rework. Investigated/mediated disciplinary actions taken by supervisors against employees. Conducted grievance hearings and reduced EEO charges and employee grievances by 50% over prior year. Addressed and reduced harassment and other complaints. (Company coming back after a class action suit.)

Education and Certifications
M.S., Education Administration, University of Dayton, Dayton, Ohio
M.S., Public Administration/Human Resources ManagementTexas Southern University, Houston, TX
B.A., English Education, Grambling State University, Grambling, Louisiana
Six Sigma Green Belt, Certified, Six Sigma USA/Shaw Industries, Inc.
Certified- Professional in Learning and Performance Management, University of Houston, Houston, Texas
360 Profiler/Consultant-The Center for Creative Leadership, Greensboro, NC

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