The document is a resume for John Ponzuric Jr., an experienced human resources professional. Over 10 years of experience leading HR teams across varied industries. Skilled at developing staff, maximizing performance, and optimizing procedures. Known for identifying innovative solutions that positively impact culture and resolving labor issues. Provides strategic planning and creative problem-solving.

1. JOHN PONZURIC, JR., SPHR
4479 Honeysuckle Lane • Doylestown, Pennsylvania 18902
(267) 880-0324 • johnponz@comcast.net
EXECUTIVE LEVEL DIRECTOR: HUMAN RESOURCES
Highly skilled HR professional with broad experience and success across varied industries. More than 10 years
experience leading teams, developing and mentoring staff, maximizing performance, and optimizing procedures across
challenging work environments. Exemplary leadership results include facilitating significant workforce cohesion despite
challenges of downsizing and sweeping procedural changes. Ability to identify innovative solutions to positively impact
organizational culture and resolve contentious labor relations issues. Keen eye for trend-spotting and analysis applied
to unique program development, cost-saving, and performance measures. Exceed expectations in designing novel
solutions, conflict resolution, labor management, and creating competitive advantage in multiple markets.
Well-Planned Organizational Transitions & Downsizing • Employee Relations & Retention • Staff Morale
Strategic Planning/Partnership with Senior Executives • Trusted Employee Advocate • Creative Solutions
Training/Development • Labor Relations • Contract Negotiations • Dispute Resolution • Cost Containment
Dynamic Leadership • Workforce Productivity • Flexibility in Management • Strong Budgeting Skills
Policy/Procedure Development • Innovative Project Management • Performance & Improvement Measures
Rapid Resolution to Challenges • Grievance Settlement • Hands-On Interactions with all Levels of Staff
Internal Customer Satisfaction • Strategic & Tactical Interventions • Visionary Problem-Solving & Solutions
PROFESSIONAL EXPERIENCE
GAMESA TECHNOLOGY, Philadelphia, Pennsylvania • 2007-2010
Global manufacturer of wind turbines. Energy Division develops wind farms and employs 70 cross-functional staff in
Wind Resources, Development, Construction, Engineering, and Finance/Sales. 800 US staff and 6K worldwide.
Director of Human Resources
Commanded all Energy Division HR functions, including performance/change management, staffing patterns, benefits,
professional development, employee relations, and management counseling. Collaborate with corporate HR staff to
coordinate support of benefits, recruitment, worker’s compensation, and training. Supervise 1 direct report. Managed union/
labor relations for Tower Manufacturing Division. Responded to workers’ concerns and settled grievances. Directed
modified duty program for workers injured on the job.
• Transformed workforce, staffing 30% of organization in 1 year, expertly upgrading management structure to
meticulously match skill sets of new hires with position requirements.
• Reduced turnover from former annual levels of 10% to 4%, based on skillful development/implementation of new
comprehensive on-boarding process on policies/procedures, structure, benefits, and performance management.
• Pioneered Management-by-Objective (MBO) program to articulate bonus requirements. Developed/delivered
curriculum on MBO process to align employee and corporate objectives. Achieved 100% compliance.
• Reduced re-work 50% and improved overall production quality in plant, identifying a pre-existing deficit in worker
training and collaborating with external contractor to produce/deliver a welding education course.
• Downsized workforce 90% with a nearly seamless transition and zero grievances, achieved via precise Union
negotiations and strategic development of communication plan to prepare staff.
• Rapidly promoted from Human Resource Manager (Towers) to Director of Human Resources (Energy), based on
skillful labor relations and innovative approaches to productivity and performance measures.
GREATWIDE, TRUCKLOAD MANAGEMENT, Langhorne, Pennsylvania • 2006-2007
3rd-party logistics company providing truckload transportation with up to 100 staff.
Division Human Resources Manager
Developed HR Department from scratch for all non-union support staff. Managed hiring, departmental budget, benefits,
performance management, and training. Monitored regulatory compliance.
• Saved company $800K, from team effort to redesign and standardize benefits across all 4 divisions by applying
economy-of-scale to contain costs.
• Enhanced employee satisfaction and productivity, introducing a performance review system, linking performance
to annual increases which replaced the previous undocumented approach operating at management discretion.
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2. • Brought HR department into compliance with all related laws and best practices, reviewing and revising policies.
• Created SOP to organize the department and established HR business plan, including 1st HR budget.
JOHN PONZURIC, JR., SPHR • Page 2 • johnponz@comcast.net
CENTRAL PARKING SYSTEM, Philadelphia, Pennsylvania • 2001-2006
National leader in supplying parking services, with over 70 Center City locations, Philadelphia and Harrisburg
International Airports, the stadium complex, and 4 Atlantic City hotels. 1200 employees in Philadelphia area.
Regional Human Resources Manager
Managed all aspects of HR operations at the local level, including payroll, while keeping Senior HR Executives informed at
National Headquarters located in Nashville, Tennessee. Monitored local contracts for parking lots with union presence.
Managed 4 staff, including Benefits, Recruitment, Payroll, and Receptionist. Monitored all corporate HR policies and
procedures to ensure appropriate implementation of corporate programs.
• Saved company $150K annually, based on outstanding representation of the company at unemployment
hearings, achieving 95% success rate.
• Administered 8 collective bargaining and grievance handling agreements, serving as primary spokesperson during
contract negotiations, by developing unique strategy to maintain comparable CBA terms across bargaining units
and establishing productive relationships with Union Business Agents.
• Retained major Atlantic City Hotel account, initiating successful union avoidance campaign in response to client’s
threat to withdraw business if employees unionized.
• Led 6-sigma team charged with developing OJT program to track training levels, ensuring appropriate training
prior to permanent assignments.
BARRY CALLEBAUT, Pennsauken, New Jersey • 1998-2001
Manufacturer of industrial use chocolate, with 200 staff.
Human Resources Manager
Drove all HR activities, including employee development, staffing, benefits, labor relations, and safety for 3 facilities located
across the state. Supervised HR Assistant and contract recruiter.
• Captured $100K state training grant for the facility, based on strong communication skills.
• Transformed employee absenteeism at newly acquired facility in Swedesboro, from existing 25% levels down to
5%, innovating a daily bus service to transport employees to and from work.
• Transitioned closing of acquired facility in Jersey City without Union grievances or sabotage by supporting staff
with new career center, facilitating 85% of the laid off having jobs ready for them when the plant closed.
• Reduced workers’ compensation benefit payments significantly, by innovating a Modified Duty Program for all
New Jersey locations that became the prototype for all sites throughout the US, with the intent of returning injured
workers to duty as soon as possible. Collaborated with managers to modify requirements of worker’s positions to
comply with physician orders.
• Promoted to HR Manager in 6 months of initial employment date.
ADDITIONAL EXPERIENCE
STATEN ISLAND UNIVERSITY HOSPITAL
Employee Relations Specialist
• Resolved employee concerns, spearheading investigations of staff complaints and grievances, as well as
discrimination and harassment claims.
• Responded to employee inquiries regarding benefits, compensation, and staffing concerns.
• Analyzed financial impact of proposed contract language as member of Negotiating Committee.
• Rapidly promoted from Project Coordinator to Employee Relations Specialist, based on outstanding contributions
to Gallup Survey and Occupational Health Program implemented collaboratively with Senior HR VP.
EDUCATION
Master of Science in Human Resource Management
Bachelor of Arts in Psychology
Rutgers University, New Brunswick, New Jersey
PROFESSIONAL DEVELOPMENT
Senior Professional in Human Resources (SPHR) Certification
Resume

3. PROFESSIONAL ASSOCIATION
Society for Human Resource Management
COMPUTER SKILLS
MS Office Suite, Visio
Resume