Darryl Burns is a senior human resources manager with extensive experience spanning multiple industries including automotive manufacturing, construction, and defense contracting. He has a track record of building effective HR teams and programs, managing employee relations, implementing strategic workforce and talent acquisition plans, and ensuring compliance with labor laws. Burns currently works as the industrial relations manager for a construction division where he oversees human resources functions for 750 employees across multiple states and projects.

1. Darryl Burns
darryl_burns1@yahoo.com  13528 US 70 Bus Hwy West Lot #14  Clayton, NC 27520  (678)425-
7552
Senior Human Resources Manager / Generalist
Extensive and accomplished background in HR functions including employee
relations, talent acquisition/management, conflict resolution, legal employment
issues, policy guidance and coaching, US federal and state labor laws,
Performance Management, Succession Planning, Organizational Development and
Compensation. Career success spans the automotive manufacturing, industrial
construction, electro-mechanical manufacturing and DOD industries.
CORE COMPETENCIES
• Workforce planning
• Strategic planning
• Diversity and inclusion
• Talent Acquisition /
Retention Strategies
• Employee Relations /
Dispute Resolution
• Union Avoidance
• Performance Management
• Incentive Programs
• Davis-Bacon Compliance
• HR Department budget
development and resource
management
• Supervisor Training and
Development
• Compensation and Job
Classifications
• Benefit Administration
• Succession Planning
• OFCCP Compliance
• Prevailing Wage
• Labor Laws
• Organization
Development
• Policy / Procedure
Development
• Supervisory
Counseling
• HRIS
• Labor Surveys
• Safety
• Supervision Skills
ACHIEVEMENTS AND RECOGNITIONS
♦ Built and led effective Human Resources teams and programs to accomplish
corporate initiatives and talent acquisition requirements.
♦ Successful development and execution of activities required to ensure the “single
employer” under case law rulings established under the NLRB.
♦ Successfully transitioned 140 staff employees from parent company to a
subsidiary company. This required a complex restructuring of compensation, job
classification, benefits and compensation programs.
♦ Implemented effective Safety and Loss Prevention programs in the construction
industry resulting in an 80% reduction in worker's compensation losses.
♦ Successful in union avoidance. Avoided and defended organized labor picketing
and salting campaign attempts.
♦ Implemented cost reduction programs each year that equaled my annual salary
plus fringe benefit costs.
♦ Effectively staffed and managed employee relations activities for facilities in
excess of 2,000 employees.

2. ♦ Achieved a 50% reduction in employee turnover in an automotive manufacturing
facility through effective employee relations techniques and recruiting strategies.
EDUCATION
Jacksonville State University,Jacksonville, Al. Human Resource Management Courses
Snead State Junior College. Boaz, Al Business Management Courses
Guntersville High School, Guntersville, Al General Diploma
PROFESSIONAL ASSOCIATIONS AND ORGANIZATION MEMBERSHIPS
♦ Human Resources Construction Council (HRCC) Active Member
♦ Society of Human Resources Management (SHRM) – National Member
♦ Active Member of Georgia Associated Builders and Contractors – Atlanta
♦ Lifetime member of Kappa Alpha Order Fraternity
PROFESSIONAL EXPERIENCE
July 2006 – Present
Overland Contracting Inc.
Industrial Relations Manager / Division Human Resources Manager
Garner, N.C. (Previously located in Conyers, Georgia)
Manage the Human Resources function for a mid-size industrial construction division
of Black & Veatch with offices across the U.S and multiple projects in several states.
Company employs approximately 750 professionals. OCI is an industrial contractor in
the power generation, power delivery, water and telecommunications markets.
 Facilitated talent acquisition for all salaried and craft to support the business
growth
 Participate in Strategic Planning sessions with Division Management and
execute assigned initiatives.
 Investigate and manage all employee relations and union avoidance activities
for the Division and utilize internal and external legal counsel as required.
 Manage the performance management and compensation programs for all
salaried and craft professionals.
 Manage the development and execution of the craft professional training
programs with NCCER resources.
 Supervise the human resources staff of 8-12 professionals.
May 2006 – July 2006
Manager of Human Resources and Administration
General Dynamics -Armament and Technical Products Division (DOD)
Hampton, Arkansas
Managed the human resources function for a defense contracting plant with
approximately 250 professionals.
 Facilitated talent acquisition for all plant staff to support the business.
 Investigate and manage all employee relations activities for the Division and
utilize external legal counsel as required.

3.  Managed the performance management and compensation programs for all
salaried and craft professionals.
 Supervised a human resources staff of 3-5 professionals.
 Administered the Diversity and AAP program for the plant
January 2004 – May 2006
Plant Human Resources Manager
ARC Automotive, Inc.
Camden, Arkansas
Managed the human resources function for an automotive airbag manufacturing plant
with approximately 350 professionals.
 Facilitated talent acquisition for all plant staff.
 Participate in Strategic Planning sessions with Plant Management and execute
assigned initiatives.
 Investigated and managed all employee relations and union avoidance activities
for the plant and utilized external legal counsel as required.
 Managed the performance management and compensation programs.
 Supervised a human resources staff of between 8-12 professionals.
 Obtained Six Sigma Transactional Greenbelt Certification and implemented and
effective absenteeism reduction program.
 Managed and developed all plant HR policies as needed.
July 2000 – August 2003
Corporate Human Resources Manager
Gulf States, Inc.
Freeport, Texas
 Facilitated talent acquisition for all craft to support the business.
 Investigated and managed all employee relations and union avoidance activities
for the company as needed.
 Managed the performance management and compensation programs for all
craft professionals.
 Managed the development and execution of the craft professional training
programs with NCCER resources.
 Supervised a craft human resources staff of 3-4 professionals.
April 1998 – July 2000
Project Industrial Relations Manager
Becon Construction Company
Houston, Texas (Based on project in Anniston, AL)
Managed the human resources function for a demilitarization construction project.
Peak project manpower was approximately 650 craft professionals.
 Facilitated talent acquisition for all craft to support the project.
 Investigated and managed the employee relations and union avoidance
activities for the project as needed.
 Managed the compensation programs for all craft professionals.
 Managed the execution of the craft NCCER training programs.
 Supervised the human resources staff of 8-10 professionals.

4. Full detailed resume available upon request.