Timothy L.

Thompson
15 Lemans Drive
Napoleon, Ohio 43545
Phone number: 419. 592. 0211
Cell phone: 419. 270. 4300
Email: ttf59012@westpost.net
A human resource professional with 15 years experience as a Human Resource Manag
er. I've worked in manufacturing facilities with plant headcounts ranging from 3
50 employees to 3,000 employees. I have experience working with unions and barga
ining committees. I have experience with contract negotiations, conducting inves
tigations, managing plant safety programs, administering workers comp, unemploym
ent compensation, managing wage and benefits, managing employee training and dev
elopment, answering legal and ethical complaints, managing employee suspensions
and discharges, and implementing team based work environments. I believe a busin
ess or agency that makes people and customers a core value has a competitive adv
antage.
Duties and Responsibilities
Health, Safety, & Environmental Employee Communications Labor Relations
Contract Negotiations Succession Planning Benefit/Compensation
Employment/Recruitment Employee Training Suspension/Discharge
Implemented Team Based Work Employee Surveys Performance Reviews
ISO 14001/TS 16949 Workers Comp Recognition Programs
Grievance Management Mediation/Arbitration Investigations
* Establish metric targets to measure and assess progress toward department goal
s. Develop corrective action plans where needed to achieve goals.
* Develop strategic plan to allocate resources to achieve savings and profit goa
ls.
* Develop a flexible work force contingency plan that reacts quickly to issues a
ffecting operations and changing economic conditions.
* Develop and coordinate communication objectives and message points to support
organization goals and objectives.
* Analyze and align headcount with sales volume.
* Review succession planning and evaluate bench strength. Identify high potentia
l employee(s) for further development.
* Work with staff to determine employee training and development needs.
* Prepare and present business strategy/negotiation strategy for second and thir
d level review. Introduced Interest Based Bargaining in 2006 negotiations.
* Administer monthly employee surveys and develop action plans to improve effect
iveness and commitment levels where low.
* Establish end of year compensation merit pool target in conjunction with emplo
yee performance reviews.
* Coordinate annual review and update of all position descriptions.
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* Ensure compliance with all legal and ethical standards.
* Manage high risk employee relation issues to mitigate legal risk.
* Develop a talent strategy to grow individual skills and foster a learning envi
ronment.
* Actively partner with plant staff to establish, implement, and monitor short a
nd long term strategies for driving business results.
* Provide organizational design expertise.
* Lead MRR (Management Resource Review) process including end of year merit and
bonus incentive programs.
* Ensure compliance with all employment laws and regulations.
Career Summary and Accomplishments:
TRW Automotive November 2000 - March 2010
Plant Human Resource Manager
I. 2006 and 2008 UAW Union Contract Negotiations produced 2.3 million dollars sa
vings in lower labor and benefit costs.
* Company Lead and Plant Lead for contract negotiations in 2002, 2006, and 2008
with the union.
* Developed company bargaining strategy, negotiation communication plan, and eco
nomic and non-economic proposals.
* Negotiated changes in attendance policy in 2006 and 2008 which reduced employe
e absenteeism from 5.3% to 1.1%.
* Negotiated a permanent 2-Tier wage structure.
* Negotiated language changes in contract to facilitate implementation of team b
ased work environment.
* Negotiated a new health care plan based on consumerism that saved 1.8 million
dollars without sacrificing coverage.
II. Implementation of Team Based Work Environment
* Formed Joint Labor/Management Steering Committee to guide the process for empl
oyee involvement.
* Conducted Team Training for all supervisors and union stewards.
* All Team members are one job classification.
* Each Team Cell has a communication board that logs in data for the Team.
* All Teams have assigned support groups such as maintenance and engineering to
assist Teams with projects or every day operation issues.
* Team cells producing at higher rates, less re-work, and less defects.

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III. Reliable Work Force/Positive Climate Initiatives
* Changes to Attendance Policy part of Reliable Work Force/Team strategy that re
duced absenteeism rate from 5.3% in 2006 to rate of 1.1%.
* Implemented monthly Employee Commitment Index (ECI) surveys as part of Positiv
e Climate strategy to assess employee commitment levels.
* Developed action plans from ECI data to address problem areas.
* Implemented weekly Plant Staff line walks to visit all work cells to review sa
fety/quality/operation issues.
* Improved employee relations, trust, and credibility developed through Positive
Climate initiatives.
IV. Safety Excellence and Activity Based Safety Approach
* Adopted Activity Based Safety approach to improve safety performance.
* Activity Based Safety or ABS emphasizes identifying unsafe employee
behavior, use of root cause analysis, and development of action plans to
reduce/eliminate causes of safety incidences/injuries.
* Recordable injuries/lost work time rate has been reduced from 33 injuries/878
lost work days in 2006 to 7 injuries and 80 lost work days in 2008.
* Significant reduction in worker compensation costs due to reduction in work re
lated injuries and lost work time accidents.
* Implemented Monthly Supervisor Safety Meetings to improve two way communicatio
ns and promote greater understanding of supervisor role to improving safety in t
he workplace.
* Developed and implemented a comprehensive incident/injury management process f
rom first day injury reporting to managing/resolving injury in plant with occupa
tional health nurse and offering transitional alternative work duty.
Crown Cork and Seal Co. Inc. November 1996 - November 2000
Perrysburg, Ohio
Plant Human Resource Manager
Plant Human Resource Manager of a union steel can production facility of 350 emp
loyees represented by the United Food and Commercial Workers Union Local 911. As
Plant Human Resource Manager I was responsible for all aspects and administrati
on of human resource functions including but not limited to safety, contract adm
inistration, workers compensation, employee relations, union relations, employee
performance evaluations, grievance management, contract prep, compensation/bene
fits administration, discipline, employment, lay-off/recall, and all internal/pu
blic communications.

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Campbell Soup Company August 1983 - November 1996
Napoleon, Ohio
While an employee at Campbell Soup I held a variety positions within operations
management, human resource management, and communications.
Production Supervisor 1983 - 1984
I supervised hourly employees in the production of soup and beverages.
Facilitator, Quality Circles 1984 - 1989
Responsible for Quality Circle program, a form of employee involvement using a t
eam approach to identify, analyze, and solve problems.
Manager - Employment 1990 - 1993
I was responsible for all plant employment needs which included hiring, transfer
s, seniority lay-off/re-call, job posting, recruiting, interviewing, new employe
e orientation, EEO/Affirmative Action reporting, employee relations, union relat
ions, grievance administration, pre-contract negotiation preparation, and govern
ment compliance programs.
Facilitator - Communications 1994 - 1996
Department functionally reported to the Vice President - Manufacturing with dott
ed line responsibility to the Director - Human Resources. The Communication Depa
rtment consolidated all employee communication, activities, programs, and compan
y community relations into one department. Its mission was to be a visible corpo
rate citizen and actively promote positive corporate/community relations.
Professional Credentials and Training
Education
* The University of Toledo, Toledo Ohio August 1982
Bachelor of Science Degree, Secondary Education
Training and Certifications
* Quality Circle Facilitator Certification 32 hours
International Association of Quality Circles
Cincinnati, Ohio
* DuPont Safety Training Seminar 32 hours
* OSHA 501 Training Seminar 40 hours
Grand Rapids, Ohio
* S.T.O.P. Activity Based Safety Program 40 hours
DuPont Safety Services
* Affirmative Action Software Training 16 hours
PRI Associates
Duke University
Raleigh-Durham, North Carolina
* Six Sigma Green Belt Certification 32 hours