To find a progressive organization to bring value and apply my expertise to increase the value of the Company.
RAYMOND L. HEADINGS
SUMMARY
Human Resource/Environmental Health & Safety & Security /Facilities Manager with exceptionally strong management and labor relations skills. Extensive and accomplished in all aspects of the aforementioned that has afforded me the success on achieving bottom line success, contributions to the growth of the businesses, and enhancements to the organization by driving cultural change.
• Ethics/Compliance Investigation • Development & Training
• Environmental/Health/Safety • Performance Mgt/Succession Planning
• Facilities Management • Accident/Loss Investigation
• Six Sigma Greenbelt • 5-S Activities/Lean Manufacturing
• HR/Safety & Facility Policy Development • Ethics/Integrity Training
PROFESSIONAL EXPERIENCE
MICROSEMI CORPORATION 6/2007-PRESENT
Environmental Health & Safety/Security/Facilities/ HR/Lean
Plans, directs, and coordinates activities pertaining to the environmental, safety, health, facilities and risk abatement of the Scottsdale division in accordance with company requirements, EPA, OSHA, ADEQ, regulations and other state, federal, and local regulations. Work closely with Human Resources to assure compliance with employment laws and union-free strategy.
UNIVERSITY OF PHOENIX, Phoenix, AZ 1999-present
Adjunct Professor Undergraduate Business
Facilitate a variety Human Resource courses and the development of new course material and simulations.
BUS/415 BUSINESS LAW
BUS/421 CONTEMPORARY BUSINESS LAW I
BUS/422 CONTEMPORARY BUSINESS LAW II
BUS/475 INTEGRATED BUSINESS TOPICS
CSCEU/1150 ENHANCING YOUR COMPETITIVE EDGE
HCCEU/1180 IMPLEMENTING FAIR PRACTICES IN THE EMPLOYMENT PROCESS
HRM/410 HUMAN RESOURCES: PROFESSIONAL DEVELOPMENT
HRM/422 EMPLOYMENT PRACTICES
HRM/423 EMPLOYEE AND LABOR RELATIONS
HRM/424 COMPENSATION
HRM/425 BENEFITS, SAFETY AND HEALTH
HRM/426 EMPLOYEE DEVELOPMENT
HRM/427 CRITICAL ISSUES IN HUMAN RESOURCE MANAGEMENT
HRM/434 EMPLOYMENT LAW
LDCEU/1130 DEVELOPING BUSINESS STRATEGY
MBA/530 HUMAN CAPITAL DEVELOPMENT
MGT/417 BUSINESS CONTINUITY PLANNING AND MANAGEMENT
MGT/431 HUMAN RESOURCES MANAGEMENT
MGT/434 EMPLOYMENT LAW
MGT/437 PROJECT MANAGEMENT
MGT/445 ORGANIZATIONAL NEGOTIATIONS
PSY/430 TEAM DYNAMICS FOR MANAGERS
PRIVATE CONSULTING 2/2007-6/2007
Provided consultation to a Fortune 500 company in the areas of Human Resources with an emphasis in recruitment and hiring of ex-patriots and foreign nationals in UK, Germany, Netherlands, and China. Worked closely with the executive staffs to fulfill hiring needs and provided needs assessments and succession planning activities. This was to identify talent in house, developmental activities, and executive and mid-level management leadership training. Actively recruited and filled sixty (60) positions primarily Engineers. This was in the mining industry.
THE TECH GROUP-Contract 5/2006-2/2007
A division of West Pharmaceuticals, a global corporation in the manufacturing of healthcare products with25 facilities in the U.S. and with operations in Mexico, Europe, and Asia.
Corporate Human Resource/Safety Manager
Managing all Human Resource activities for the five (5) locations in Arizona, and other locations which include Engineering, Sales, Research and Development, Supply Chain and Executives totaling 1600 employees in a union-free environment.
• Ethics complaint handling & investigations
• Providing all aspects of Human Resources to the valley facilities, Indiana, Michigan, Mexico, Ireland and Puerto Rico including, but not limited to:
• Recruitment and Retention programs reducing turnover by 35%
• Employee counseling, discipline, performance improvement plan development
• Supervisory and managerial development and counseling
• Developed employee handbook, policy/procedure manual, and Standard Operating Procedures
• Job description development and evaluation of positions
• Benefit Administration
• Policy interpretation
• Compliance with Department of Labor; Wage & Hour Division, and Title VII regulations
• Training on a variety topics resulting from assessments conducted include:
o Interviewing techniques
o Sexual Harassment
o Performance Management
o Violence in the Workplace
o Safety Training
o Compensation management
o New Hire Orientation
o Workers Compensation Administration.
ALLIED TUBE & CONDUIT, Phoenix, AZ 2003-2005
A division of Tyco International a global corporation, in the manufacturing of pipe and tubing with 7 facilities in the U.S. and with operations in more than 50 countries.
Human Resource Manager
Managed all Human Resources activities for the 265 employee union-free manufacturing facility.
• Developed union-free strategies
• Ethics Violation Investigation and Handling
• Developed and administered Recruitment & Retention programs. Reduced employee turnover by 50%.
• Designed and implemented comprehensive Safety Training program which resulted in 75% reduction in work-related injuries and illnesses. Thorough investigative practices developed and implemented.
• Developed and facilitated Win-Win Negotiations seminar to 50 high potential professional employees at the corporate facility.
• Facilitated cross-functional Six Sigma process improvement team that resulted in a 60% reduction in product changeover time with an annual cost savings in excess of $250,000.
REXAM BEVERAGE CAN COMPANY, Phoenix, AZ /Oklahoma City, OK 1993–2003
A global aluminum can manufacturer, formerly American National Can Company, with 20 facilities in the U.S. and operations in more than 30 countries.
Human Resource Regional Manager
• Provided the design, execution and completion of high risk, high profile investigations in ethics & compliance
• Regionally directed facilities in California, Washington, Oklahoma, and Texas and had responsibilities for the local unionized facility in Phoenix, AZ. All totaling 1000 employees. Provided leadership and direction at a senior level to six manufacturing multi-industry locations reporting to the V.P. of Human Resources and the Sr. V.P. of Manufacturing. Chief spokesperson for local contracts and first chair at National level contracts.
• Handled all grievances, mediations and arbitrations.
• Designed and implemented a HR strategy to realign the workforce to gain a competitive advantage by maximizing the performance potential of all employees.
• 25% reduction in employee turnover utilizing “world class standardsâ€.
• Employee relation strategies and initiatives to support company expansion and growth mode. Labor relations initiatives and participation in a pilot program directed by The Federal Mediation and Conciliation Service (FMCS) to develop and maintain a team relationship with labor.
• Chaired the Corporate Computer Based Training committee, and served on the Human Resource Information Systems committee to evaluate and adopt a new system (Lawson).
NATIONAL CAN CORPORATION, Oklahoma City, OK 1986-1993
A global aluminum beverage can and equipment manufacturer providing product to Coca Cola, PepsiCo, and local filling operations
Human Resource/Safety Regional Manager
Provided all human resource and safety initiatives for the local plant and 5 other multi-industry plants with emphasis on functional leadership relative to union-free relations, safety, organizational development, recruiting, staffing, and change management.
• Ethics/Compliance programs, training and investigation.
• Led and directed 2 successful defeats of national labor unions, thus remaining more competitive in the industry.
• Facilitated a cross-functional team in the development of a gain-sharing program which netted employees $500.00/quarter and reduced cost to the company in excess of $350,000.00.
• Developed and implemented an Employee Accrual Account which offset the Union’s Guaranteed Supplemental Unemployment Benefit (SUB) plan which was a major factor in preventing unionization.
• Managed and implemented a comprehensive job evaluation process that was ADA compliant resulted in detailed position summary which identified the essential functions required of 30 labor and 15 administrative positions and was compliant with the American Disabilities Act (ADA). Subsequently adopted by 12 other facilities as best practice.
BORG WARNER CORPORATION, Norman, OK 1981-1986
A global multi-industry manufacturer in Air Conditioning and Heating, Chemicals, Automotive Parts, and Financial Services.
Safety/Training Director
Provided safety and environmental health direction and leadership to the 1,500 employee manufacturing facility in Oklahoma, and three (3) facilities in Ohio, Kentucky, and Pennsylvania totaling 1,000 employees in union and union-free facilities.
• Workers Compensation Administration
o Represented the Company in lawsuits filed
• Safety Training meeting OSHA requirements
• Development of Safety Programs
o Hazard Communication Program; pre-Right-to-Know
o Safety Behaviors
o Risk Analysis and Assessment
 Job Safety Analysis (JSA)
o Safety Awareness
• Managerial and Supervisory development programs
o Leadership training
o Interviewing techniques
o Interpretation of body language
o Teamwork
o Quality Circles
EDUCATION
M.S. Safety/Business Management
West Virginia University, Morgantown, WV
BS, Biology/Psychology, Secondary Education
Clarion University of Pennsylvania, Clarion, PA
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