Rance Lockhart has over 20 years of experience in human resources management. He is currently the Divisional Human Resources Manager for Andritz Hydro Inc, where he manages HR for their North American operations. Prior to this role, he held various HR leadership positions with responsibilities including recruiting, benefits administration, training, and safety programs.

1. RANCE EDWARD LOCKHART
6207 Tyrel Drive ● Harrisburg NC 28075 ● (704) 622-0642 or (704) 455-7781
Rlock1965@gmail.com
SUMMARY OF QUALIFICATIONS
Over twentyg years of direct hands on human resources partnership and management experience. Extensive
background in staffing and recruitment in management, professional, and non-management categories. Experienced
in benefits and salary administration along with training and staff development.
PROFESSIONAL EXPERIENCE
Andritz Hydro Inc, Charlotte, NC August 2016 – present
Divisional Human Resources Manager
 Divisional Human Resources Manager for the North American operations of a Austrian based multinational
with Charlotte and Spokane Valley WA as permanent offices and up to 10-12 hydroelectric sites. 140
permanent staff along with up to 200 project craft employees.
 Manage the day to day of 3 staff members at the Division human resources office.
 Coordinated with department heads and managed the process of the divisional internship program.
 Manage the recruitment process for exempt and non-exempt staff for the Charlotte, Spokane Valley, and site
locations. Also establishing partnership with staffing services to supplement our recruitment endeavors for
certain key positions..
 Co-Chair of the division wide safety committee. Conduct monthly meetings with all of the company’s Safety
Officers to discussed on going issues and existing accidents at the various sites.
 Manage the Workers Compensation program for Charlotte, Spokane Valley and various project sites.
 Training and Development including but limited to program management training, staff development,
regulatory and safety training.
 Coordinate the annual review process for all staff members. Partner with managers in salary compensation
during review process.
 Benefits administration including new program rollouts, open enrollment for employees, and employee liaison
with insurance brokers and/or providers. Salary administration including ,market studies to ensure
competitive hourly and salary rates within the local labor market.
 Recruitment and selection of interns within all departments of the operations.
 Payroll management and HRIS maintenance at the divisional level. Responsible for providing all necessary
reports as well as monthly and quarterly reports for divisional, regional, and international divisions.
Wilbert Plastic Services, Harrisburg ,NC April 2005 – July, 2016
Human Resources Manager
 Human Resources Partner and Executive Team Manager for a 150 employee plastics manufacturing plant.
 Assisted in corporate Project Management initiatives including rewriting Employee Handbook and Safety
Manual. Also participated in projects in developing and stream lining various human resources policies and/or
documents to provide consistency with all facilities.
 Developed and implemented employee relations and recognition programs at the plant level to improve
morale and productivity. These programs were also tied into plant metrics, primary quality improvement and
cost saving program implementation.
 Partnered with on site staffing service to improve staff selection and training program for production
employees resulting in more cross trained staff and reduced turnover within temporary work force. The
success of this partnership resulted in 30%-40% conversion rate of temp to perm as oppose to 15% prior to
2007.
 Chair of plant safety committee. Developed safety committee to proactively identify and minimize safety
hazards in the plant. Lead Safety Committee teams in implementing various R-3 programs to reduce or
eliminate potential safety hazards within the operations.
 Reduced OSHA recordable accidents from 12 in 2005 to 3 in 2010. Second lowest accident rate among 7
manufacturing facilities. Cost reduction in claims from $70,000 to $4200.
 Training and Development including but limited to program management training, staff development,
regulatory and safety training. Hostile work environment and sexual harassment training.
 Succession planning and employee development .
 Benefits administration including new program rollouts, open enrollment for employees, and employee liaison
with insurance brokers and/or providers. Salary administration including ,market studies to ensure
competitive hourly and salary rates within the local labor market.
 Recruitment and selection of staff including at both the plant and corporate level. New hire orientation and on

2. boarding of new employees.
 Payroll management and HRIS maintenance at the plant level. Responsible for providing all necessary
reports as well as daily monitoring of labor costs at the plant level.
Rugged Wearhouse Stores/Gabriel Brothers, Kannapolis, NC November 2002 – April 2005
Regional Human Resources Manager
 Human Resource Partner for 27 soft line retail stores in NC, SC, and TN. Average staff per unit was 15.
 Supervised and developed a team of 2 Field Generalists. Provided human resource support to the stores in
these 2 districts when needed.
 Partnered with Regional and District Managers on succession planning in respective districts and regions.
Developed and conducted training for store management and staff.
 Developed and implemented strategic recruiting strategies for store management and supervisory staff
needs.
 Conducted investigations related to sexual harassment, staff performance and theft related issues at the store
level. Provided guidance to store and district management in resolution of issues to ensure adherence to
company policy and governmental laws and regulations.
 Assisted in the implementation of human resource needs for new store locations including a comprehensive
orientation program that was rolled out to all 3 districts.
 Lead the human resources team in the opening of 12 new stores from 2003-2005. This included expansion in
three new states and 11 new markets.
Overton Distributors, Charlotte, NC November 1999 – October 2002
Human Resources Manager
 Managed Human Resources function for 2 food distribution centers in Charlotte and Raleigh with a total of
105 exempt and non-exempt staff.
 Reduced annual turnover from 30% to 5% by diversifying recruitment sources and instituting a
comprehensive interviewing and selection process
 Formulated a partnership with worker compensation carrier to self manage cases. Reduced the company’s
MOD rating to around 2. Average claim was reduced to $200 and turn return to full duty within a week.
 Established new employee recognition programs that tied employee rewards to company objectives and
metrics.
 Developed and conducted safety and human resources training.
Adam’s Mark Hotel, Charlotte NC August 1996 – November 1999
Human Resources Manager
 Managed Human Resources functions for 615 room hotel in Charlotte. Total employee base was 350 exempt
and non-exempt staff.
 Developed strategic recruiting initiatives for Winston-Salem and Charlotte properties resulting in a diverse and
qualified work force. Turnover rates were reduced from 150% in 1996 to around 55% in 1999.
 Began as HR Manager for Winston-Salem property and was involved in expansion from 315 to 625 room
hotel.
 Developed a new pay scale for Winston-Salem property.
 Established and managed a bi-annual internship program at both Winston-Salem and Charlotte properties.
This program consisted on partnerships with Western Carolina University, Appalachian State University and
Johnson and Wales University to identify and recruit talent to the company.
EDUCATION AND PROFESSIONAL CERTIFICATIONS
Bachelor of Arts: Political Science, Western Carolina University
COMPUTER SKILLS
 Microsoft Word
 Microsoft Excel
 Microsoft Powerpoint
 ADP Enterprise Payroll System
 ReportSmith