1. Bill Everest
beverest@nc.rr.com
919-441-7852 (home)
Raleigh, North Carolina
Summary
Creative, energetic, organized HR generalist/EHS professional with international experience
Experience
HR/EH&S Manager
SONA BLW/Thyssenkrupp Precision Forge
February 2007 to October 2016 (9 years 9 months) • Selma, North Carolina
HR generalist with environmental, health and safety responsibilities:
Practice safe workingtechniquesandre-enforce the safetypolicies,guidelines, andproceduresasset
out bythe Company.
• Provide dailyguidanceanddirectioninEHSprogramsat the employee /managementlevel toensure
a commonand effective approach;
• Responsible forassistinginthe identificationof possible losses;evaluatingthe riskinsuchloss
exposure;developingandimplementingaplanto correct or preventalossand auditthe planto ensure
itseffectiveness.
• Ensure that contractor personnel workingonthe propertyare incompliance withEHSpoliciesand
safetyrequirements.
• Maintainandupdate as neededSOP’sforall safe workpracticesandequipmentandutilize themin
the day to day training.
• Provide advice,assist,andauditline managementtoensure thateffectiveEHSisimplementedand
working.Performandcontribute tothe Site TrainingPlansbyconductingemployee orientations;
emergencyresponsetraining;andcoordinationof modulartrainingprogramsforthe Operation.
• Ensure inspectionsbyregulatoryagenciesare coordinatedanddeficienciesminimizedandcorrected.
Coordinate withthe Presidentonfacilitydeficienciesandmonthlysafetyinspections.Maintainall logs
and documentationassociatedwithpermitsandregulatoryrequirements;
• Assistwithmaintainingthe Site PreparednessandEmergencyPlans&Procedures.
• Responsible forcoordinatingregulatoryprogramsanditsapplicationsandensure the compliance
process.
2. • Accountable forresearchingandwritingpermitapplicationsandworkwithenvironmental groupand
be compliantincompletingpermitreportingrequirements.
• Reviewaccidentsandincidentswhichoccurinthe area of responsibilityandconductfieldaudits,
reportingandmanagingthe corrective actions.
• Maintainfilingsystemsregardingworkertrainingandsafety;
• MaintainworkingrelationshipswithRegulatoryAgenciesandleadthe SafetyCommittee forthe
Operation.
• Manage TeamBase RiskAssessmentsandthe processandregularlyconducttrainingneedsanalysis.
• Leadthe EmergencyResponse Teamandcomplywithall Companypoliciesandprocedures.
Consultant
Cryovac Division, Sealed Air
January 2006 - February 2007 (1 years 1 months) • Duncan, South Carolina
Contract HR position - creating and developing a global ‘ Leading Change’ training initiative for a
multi national plastic packaging manufacturer
Human Resource Manager
ConAgra Foods
June 2004 - October 2005 (1 years 4 months) • Garner, North Carolina
· Took plant to 24/7 operation in a 1000+ person unionized environment with an HR staff of four.
· Recruited 10 professional staff and 400 hourly temps to hire, as well as 250 direct hourly
employees, to meet the need of rapid expansion at the plant. Grew the plan from 500 employees to
1000 employees in 10 months.
· Conducted background checks, drug screens, job bid/posting, placement and weekly orientations
to accommodate influx of new hires.
· Conducted three on-site hourly job fairs.
· Processed 50 grievances for Local 204 of the United Food and Commercial Workers International
Union.
· Assisted with the successful negotiation of the Union contract that came in below the targeted cost
projection.
· Maintained the Safety Incident Rate to 3.09 in an industry where 11 is the average.
· Provided training to managers/Supervisors, and Temp agencies on Safety, SSOPs (Sanitation
Standard Operating Procedures), GMPs (Good Manufacturing Practices), and payroll requirements.
· Initiated and implemented $180,000 New and Expanding Business Grant from Wake Tech
Community College.
· Facilitated Achieve Global (Zenger Miller) Leadership Training for Managers/Supervisors as well as
SOP Playbooks training for hourly workforce.
3. · Proposed and facilitated first “Manager’s Summit Conference” as a team building/plant focus
exercise.
· Initiated job analysis/job description completion and implementation.
· Created incentive plan for hourly/salaried workforce to meet key performance indicators of Safety,
Quality, hold on finished goods, consumer complaints, production line efficiencies, downtime
minutes, manufacturing cost per pound, pounds per labor hour, overtime costs, scrap, total pounds
produced, and USDA non-compliance write ups.
· Introduced new benefit plan to reduce costs.
· Conducted USDA SSOP facility audits.
· Managed outside vendors, Aramark (employee smocks) and US Security services.
· Experienced with HRIS software, including PeopleSoft, Nextrack attendance, Kronos payroll.
· Facilitated interface between Corporate HQ in Omaha, NE and Division HQ in Edina, MN.
Human Resource Manager
Vector Tobacco- Liggett Myers
August 2002 - March 2004 (1 years 7 months) • Timberlake, North Carolina
· Created the “Union Avoidance” strategy for the company.
· Supervised the Human Resource Generalist, the Payroll Coordinator, and the Receptionist.
· Processed the creation, communication, and administration of the startup company’s policies and
procedures outlined in the Employee Handbook.
· Created a Rewards and Recognition program for the hourly workforce.
· Created/Produced/Delivered the company Newsletter.
· Established a Social and Recreational committee program.
· Facilitated the seasonal/ temporary hourly employee recruitment strategy.
· Coordinated Achieve Global (Zenger Miller) and DDI’s Supervisor training modules.
· Facilitated telephonic EAP training seminars from Cigna.
· Researched T&D “Best Practices” literature to ensure state of the art readiness.
· Managed ADP, HR Perspective, E-Time, ReportSmith, Cigna Direct Connect enrollment software.
· Managed salaried and hourly payrolls for multi-location facilities
· Researched International Association of Machinists and Aerospace Workers, Teamsters, and the
Bakery, Confectionery, Tobacco Workers and Grain Millers International Union as part of the
company’s Union Avoidance preparation.
· Undertook compensation analysis, benefit survey analysis, benefit participation rate evaluation,
and benefit summaries. Reviewed salary surveys, compiled compensation data, contributed to the
job evaluation process and facilitated company compensation strategy.
ISO 17025 certification implementation experience.
· Created Roxboro/RDU Vector potential candidate orientation package and Training Needs Analysis
for Senior Supervisors
· Changed hourly payroll from paying ‘on the quarter’ to by the ‘minute’.
· Initiated Electrician-in-Training program.
Associate HR Director/Corporate Recruiter
Channel Master LLC
4. June 2000 - February 2002 (1 years 8 months) • Smithfield, North Carolina
· Generated $145,000 cost savings in lieu of recruitment costs by e-recruitment, company web page
management, college recruitment, community involvement, visa authorization, and professional
organization interface.
· Created 360° self assessment feedback/ core competency instrument for company operational
Directors.
· Established plant supervision activity analysis process.
· Responsible for ISO 9001 training guide audit.
· Developed global five-year HR strategic plan.
· Initiated Engineer-in-Training program.
· Designed and developed salaried pay grades for Channel Master USA.
· Recommended revision to corporate relocation policy.
· Researched global recognition and reward system.
Division Training and Development Manager, Americas
NACCO Material Handing Group/Hyster-Yale lift trucks
April 1999 - April 2000 (1 years ) • Greenville, North Carolina
· Created North American Training and Development vision, goals and objectives for nine locations
in the United States.
· Initiated N.A. training needs analysis/ personal visits, interviews, focus groups, surveys, business
report analysis.
· Managed the Employee opinion survey process/mini survey pilot.
· Established/revised departmental training and development curriculum and the company library.
· Coordinated Demand Flow Technology introduction and training.
· Researched global training and development best practices.
· Introduced customer loyalty core competency training.
· Re-established “Boot Camp” new employee orientation program.
· Created North American Training plan program.
· Managed $2 million T&D budget.
· Introduced HR effectiveness survey/audit process.
· Recommended team building process for N.A. plant managers.
· Initiated a strategic recruitment and selection process for all plants.
· Supervised seven T&D professionals.
· A-SAP Version 3.2 team member.
· Instituted a Plant Supervisor Assessment instrument.
Global Training and Development/Recruitment Manager
W.R. Grace, Cryovac Division
December 1986 - February 1999 (12 years 2 months) • Boca Raton, Florida
· Designed, developed and facilitated a four-day Team Building process for 2,700 key successors
and high potentials to promote corporate/product line cohesiveness.
· Contributed to the succession planning/talent management process by delivering a Coaching and
Counseling module of performance appraisal to constructively treat and resolve conflict and to
5. strategically balance the organization/employee interface.
· Coordinated the design, development and delivery of a five-day Leading Change Executive
Development process based on the 13 core competencies for the top 1% Grace executives to serve
as a standard for open communication, laterally and vertically, where all the relevant facts are
shared enabling common feedback mechanisms so people can learn from experience.
Human Resource Supervisor, Cryovac Division, Mississauga, Ontario, Canada 1986 – 1996
· Supervised the Training and Development Manager, the Health and Safety Manager, the Human
Resource Representative, the Human Resource Secretary and the company Nurse.
· Facilitated problem resolution, mediated workforce conflict, enhanced recruitment, counseled and
assisted employees in retirement planning, EAP, family/work issues, outplacement assistance,
career counseling, and company benefit reconciliation.
· Conducted attitude and HR effectiveness surveys with the goal being to focus the ‘discretionary’
effort of all our employees.
·· Removed barriers to pride of workmanship and implemented practices to drive out fear,
transitioning managers from cops to coaches.
· Handled HR logistics of acquisitions and divestitures, including outplacement, payroll, benefits, new
culture orientation
· Facilitated continuous quality and productivity improvement in the plant to stimulate innovation for
both product and service quality by process consulting, work flow mapping, process re-engineering,
team building training, statistical process control (SPC) training and the introduction of self-directed
work teams.
· Coordinated the introduction and maintenance of a payroll and human resource information
system.
· Managed salaried payroll for multi-location facilities including tax reporting, legal compliance
issues.
· Involved with the labor relations contract for the Canadian Auto Workers Union that kept the
grievance process to an average of fifteen grievances per year.
· Administered multi-location company benefits, including a defined benefit pension plan and 401K
savings plan, by analyzing policies, evaluating services, coverage’s and options, planned
modifications, researched vendors and recommended changes, designed documents,
communicated with vendors, employees and retirees, monitored costs, paid invoices, rebilled other
divisions, resolved vendor/employee misunderstandings, performed HRIS data entry.
· Undertook compensation analysis, reviewed salary surveys, compiled compensation data,
contributed to the job evaluation process and facilitated company compensation strategy.
Education
Brock U
Bachelor's Degree
Professional Memberships/Awards
SHRM, CHRP, RGR
Skills
