Craig S. Bickley is an HR executive with over 25 years of experience in both the private and public sectors. He is currently the Senior Executive Director of Human Resources for Providence Public Schools in Rhode Island. His experience includes implementing HR programs and systems, managing labor relations, compensation and benefits, recruitment and staffing, and leading culture change initiatives. He has held senior HR leadership roles with various school districts and universities.
Julie Linda has over 15 years of experience in human resources and talent acquisition roles. She holds a Master's Degree in Human Resources Management and seeks a position focusing on business resource development, including hiring personnel and developing corporate programs. Her background includes experience recruiting for various industries, managing HR functions, and developing recruiting strategies.
Richard "Rick" Tenace has over 20 years of experience in human resources management, recruitment and staffing, employee and labor relations, compensation and benefits administration, and policy development. He has held various HR leadership roles for companies such as Maersk Line, Smithfield Packing Co., and General Dynamics, as well as his current role as HR Manager for Gainesville Job Corps Center. He holds a B.S. in Management Studies and professional certifications in HR and safety.
Rick J. Tenace Jr. has over 20 years of experience in human resources management, recruitment and staffing, training and development, employee and labor relations, compensation and benefits administration, and safety management. He has worked in a variety of industries, including manufacturing, transportation, food processing, and healthcare. Throughout his career, he has developed HR programs, improved processes, reduced costs, and ensured regulatory compliance.
This chapter discusses employee and employer rights in the workplace. It covers key legislation that protects employee privacy, such as the Privacy Act of 1974, and restricts employer actions, such as the Polygraph Protection Act of 1988. The chapter also examines current issues around drug testing, employee monitoring, workplace romances, and discipline. Employers must balance security needs with employees' rights while following guidelines for progressive discipline that are fair and consistent. The employment-at-will doctrine allows employers to fire employees for any non-discriminatory reason, though there are some exceptions around public policy, implied contracts, and good faith.
- The document provides a summary of Somesh Kumar's 17 years of experience in human resources, industrial relations, corporate social responsibility, and administration roles across multiple companies in India.
- It outlines his expertise in areas such as strategy, operations, organizational development, recruitment, training, and statutory compliance.
- Recent experience includes overseeing the HR, IR, and admin departments for Raj Jindal Hospital & Research Centre Pvt. Ltd. and managing CSR activities, employee development, and talent management.
The 3-sentence summary is:
This document outlines the Management Plan for Human Resources at CQUniversity from 2009 to 2012. It identifies priorities such as completing an organizational restructure, implementing workforce planning, and ensuring targeted professional development for staff. The plan also addresses compliance, developing HR policies and practices, and creating a healthy and safe work environment for staff and students.
This document is a resume for Kyle W Kelly that summarizes his professional experience and education. Kelly has over 10 years of experience in human resources, administration, and management roles in various industries. His most recent position is as a Human Resource Manager where he conducted payroll and benefits administration, implemented performance reviews, and engaged in employee relations. He has a Master's degree in Human Resource Management and a Bachelor's degree in History.
Jim Morrill has over 25 years of experience in healthcare human resources leadership. He is currently the Vice President of Human Resources at Amida Care, where he has led initiatives such as restructuring HR and facilities management, improving recruitment processes, and implementing a new performance management system. Previously, he spent 18 years at MVP Health Care in various HR leadership roles, overseeing areas such as compensation, organizational development, and culture change initiatives during a period of significant growth. He holds a degree from Cornell University and professional certifications in human resources and managed care.
Julie Linda has over 15 years of experience in human resources and talent acquisition roles. She holds a Master's Degree in Human Resources Management and seeks a position focusing on business resource development, including hiring personnel and developing corporate programs. Her background includes experience recruiting for various industries, managing HR functions, and developing recruiting strategies.
Richard "Rick" Tenace has over 20 years of experience in human resources management, recruitment and staffing, employee and labor relations, compensation and benefits administration, and policy development. He has held various HR leadership roles for companies such as Maersk Line, Smithfield Packing Co., and General Dynamics, as well as his current role as HR Manager for Gainesville Job Corps Center. He holds a B.S. in Management Studies and professional certifications in HR and safety.
Rick J. Tenace Jr. has over 20 years of experience in human resources management, recruitment and staffing, training and development, employee and labor relations, compensation and benefits administration, and safety management. He has worked in a variety of industries, including manufacturing, transportation, food processing, and healthcare. Throughout his career, he has developed HR programs, improved processes, reduced costs, and ensured regulatory compliance.
This chapter discusses employee and employer rights in the workplace. It covers key legislation that protects employee privacy, such as the Privacy Act of 1974, and restricts employer actions, such as the Polygraph Protection Act of 1988. The chapter also examines current issues around drug testing, employee monitoring, workplace romances, and discipline. Employers must balance security needs with employees' rights while following guidelines for progressive discipline that are fair and consistent. The employment-at-will doctrine allows employers to fire employees for any non-discriminatory reason, though there are some exceptions around public policy, implied contracts, and good faith.
- The document provides a summary of Somesh Kumar's 17 years of experience in human resources, industrial relations, corporate social responsibility, and administration roles across multiple companies in India.
- It outlines his expertise in areas such as strategy, operations, organizational development, recruitment, training, and statutory compliance.
- Recent experience includes overseeing the HR, IR, and admin departments for Raj Jindal Hospital & Research Centre Pvt. Ltd. and managing CSR activities, employee development, and talent management.
The 3-sentence summary is:
This document outlines the Management Plan for Human Resources at CQUniversity from 2009 to 2012. It identifies priorities such as completing an organizational restructure, implementing workforce planning, and ensuring targeted professional development for staff. The plan also addresses compliance, developing HR policies and practices, and creating a healthy and safe work environment for staff and students.
This document is a resume for Kyle W Kelly that summarizes his professional experience and education. Kelly has over 10 years of experience in human resources, administration, and management roles in various industries. His most recent position is as a Human Resource Manager where he conducted payroll and benefits administration, implemented performance reviews, and engaged in employee relations. He has a Master's degree in Human Resource Management and a Bachelor's degree in History.
Jim Morrill has over 25 years of experience in healthcare human resources leadership. He is currently the Vice President of Human Resources at Amida Care, where he has led initiatives such as restructuring HR and facilities management, improving recruitment processes, and implementing a new performance management system. Previously, he spent 18 years at MVP Health Care in various HR leadership roles, overseeing areas such as compensation, organizational development, and culture change initiatives during a period of significant growth. He holds a degree from Cornell University and professional certifications in human resources and managed care.
Learn about Steve's career in HR, his accomplishments and how his skills and experience evolved to give him a unique perspective on HR's real role in an organization.
Kerri Ambrosi has over 19 years of experience in human resources, focusing on aligning HR functions to drive business performance. She has held HR leadership roles at various companies, implementing initiatives to improve processes, reduce costs, and support business goals. Her experience spans talent acquisition, compensation, employee development, and regulatory compliance across organizations with up to 1,675 employees.
Kevin Gorham is a human resources executive with over 25 years of experience in strategic HR leadership roles. He has held senior HR positions at several large companies, including Avnet and Rogers Corporation, where he developed talent management strategies, led organizational changes, and improved employee engagement, retention and performance. Currently, Gorham works as an executive career coach helping professionals with their job searches.
Proven talent development professional with focused experience in learning and workforce development. Worked in the US and Europe helping companies develop strategic and effective programs to up-skill employees or prepare them for transitions. Six years of consulting has cultivated a broad perspective of talent challenges and solutions.
Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building.
Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a
professional manner.
Steve Boettcher: HR and Integrated Talent ManagementSteve Boettcher
Steve Boettcher's career resume lays out his most significant accomplishments in HR, organization effectiveness, culture change, and talent management. Also, you will learn about the company's to which Steve has provided service.
Senior plant HR Manager with over 20 years of experience in human resources, safety management, and labor relations for automotive and metal industries. Experience includes project management leading organizations through culture change, contract negotiations, and maintaining positive labor relations. Areas of expertise include employment law, training and development, safety programs, recruiting, policy development, and labor relations.
Craig Dickerson Resume; Learning, Leadership and Talent DevelopmentCraig Dickerson
A proven talent development professional with focused experience in learning and leadership development. Worked in the US and Europe helping companies develop strategic and effective programs to up-skill employees or prepare them for transitions. Six years of consulting has developed a broad perspective of talent challenges and solutions. Worked in Media and Entertainment, Financial Services, Energy, Consumer Products and Manufacturing industries as well as in the public sector.
Rusty Roof has over 12 years of experience in human resources, including business partnering, recruiting, policy creation, and employee relations. He is currently the Director of Human Resources at The Longaberger Company, where he has reduced benefits costs by over $400,000 and workers' compensation claims by over $645,000. Previously he was an HR Manager, Recruiting Supervisor, and Associate Recruiter, focusing on talent management, process improvement, and developing internship programs.
David Strange has 13 years of experience in human resources management, including leading teams of up to 12 employees and serving up to 1,100 employees. He has a strong background in employee relations, regulatory compliance, training and development, and union relations. His experience includes roles at Charter Communications, Club Chef, LLC, Center for Metabolic and Bariatric Surgery, and HMS Host, where he improved recruitment efforts, reduced turnover, streamlined processes, and helped facilities adapt to change. He holds an MBA in human resources and certifications in PHR and Six Sigma Green Belt.
Anita M. Dickey has over 20 years of experience in human resources. She has held senior HR leadership roles at several large companies, including Westar Energy and the City of Olathe. Her experience includes benefits and payroll management, wellness program administration, employee relations, and strategic planning. She is skilled in areas such as legislative compliance, HRIS operations, and union negotiations.
Scott Hedrick is an experienced talent acquisition professional with expertise in corporate recruiting, contract recruiting, agency recruiting, and executive search. He has 15 years of experience recruiting for both exempt and non-exempt positions, including IT, engineering, and professional roles locally and nationwide. His background includes contract recruiting roles for Waste Management and Oppenheimer Funds, as well as in-house recruiting roles for Kelly Services and Lockheed Martin.
This document is a resume for Kenneth C. Herndon that summarizes his experience and qualifications. Herndon has over 20 years of experience in consulting, marketing, management, and education. He is skilled in areas such as strategic planning, change management, project management, and team leadership. Herndon's professional experience includes senior management roles at The Boeing Company, where he directed large teams and reduced costs through process improvements, and as an adjunct professor at Maryville University.
Andrea Dale is a human resources professional with over 15 years of experience in talent acquisition, recruitment, and human resources management. She has a Bachelor's degree in Business with a concentration in Human Resources Management and a Master's in Business Administration. Her experience includes roles in full-cycle recruiting, sourcing candidates, interviewing, onboarding, and providing HR support at various organizations across Michigan and Colorado.
David Haas is a Vice President and Department Manager at Goldman Sachs with over 15 years of experience in operations, client services, and people management. He currently manages a team of 50 employees across multiple offices. Haas has a track record of optimizing processes, improving quality control, and successfully executing organizational changes. Outside of work, he enjoys volunteering with various youth programs in his community.
Todd Bruhn is a results-driven human resources leader with over 20 years of experience in strategic HR roles. He has a proven track record of developing succession planning programs, implementing talent acquisition strategies, and driving organizational performance. Bruhn partners with executive teams to formulate HR strategies, lead change initiatives, and deliver business results.
The document is a resume for Jessie Self, who has over 9 years of experience in human resources. She is currently a Human Resources Manager at Major Brands in St. Louis, where she is responsible for HR functions for 320 employees across two offices. Previously, she held HR roles at HOK and Americo, with experience in talent acquisition, benefits administration, employee relations, and compliance. She has a Bachelor's degree in Business Administration with a specialization in Human Resources.
The document is a resume for Shannon D. Carreon that summarizes her experience and qualifications. She has over 25 years of experience in human resources leadership roles with various companies. Her experience includes leading HR functions during mergers and acquisitions, implementing HR systems, developing training programs, and managing employee relations. She holds a Professional in Human Resources certification and is a member of the Society for Human Resource Management.
Binita Mehta is a human resources professional with over 15 years of experience in human resources, business analysis, recruitment, and small business ownership. She has worked in various industries including banking, IT, and education. Her experience includes human resources functions such as benefits administration, payroll, recruitment, employee relations, and compliance. She is pursuing PHR/SPHR certification and is seeking a human resources analyst role that leverages her analytical and operational experience.
Niranjan Mishra is an HR professional with over 19 years of experience in areas such as strategic HR planning, talent acquisition and management, change management, and industrial relations. He is currently seeking a position where he can utilize his skills in managing employee training programs, competency assessments, performance management, and maintaining positive union relationships. His career has included roles managing HR operations and industrial relations at companies in the energy and manufacturing industries.
Learn about Steve's career in HR, his accomplishments and how his skills and experience evolved to give him a unique perspective on HR's real role in an organization.
Kerri Ambrosi has over 19 years of experience in human resources, focusing on aligning HR functions to drive business performance. She has held HR leadership roles at various companies, implementing initiatives to improve processes, reduce costs, and support business goals. Her experience spans talent acquisition, compensation, employee development, and regulatory compliance across organizations with up to 1,675 employees.
Kevin Gorham is a human resources executive with over 25 years of experience in strategic HR leadership roles. He has held senior HR positions at several large companies, including Avnet and Rogers Corporation, where he developed talent management strategies, led organizational changes, and improved employee engagement, retention and performance. Currently, Gorham works as an executive career coach helping professionals with their job searches.
Proven talent development professional with focused experience in learning and workforce development. Worked in the US and Europe helping companies develop strategic and effective programs to up-skill employees or prepare them for transitions. Six years of consulting has cultivated a broad perspective of talent challenges and solutions.
Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building.
Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a
professional manner.
Steve Boettcher: HR and Integrated Talent ManagementSteve Boettcher
Steve Boettcher's career resume lays out his most significant accomplishments in HR, organization effectiveness, culture change, and talent management. Also, you will learn about the company's to which Steve has provided service.
Senior plant HR Manager with over 20 years of experience in human resources, safety management, and labor relations for automotive and metal industries. Experience includes project management leading organizations through culture change, contract negotiations, and maintaining positive labor relations. Areas of expertise include employment law, training and development, safety programs, recruiting, policy development, and labor relations.
Craig Dickerson Resume; Learning, Leadership and Talent DevelopmentCraig Dickerson
A proven talent development professional with focused experience in learning and leadership development. Worked in the US and Europe helping companies develop strategic and effective programs to up-skill employees or prepare them for transitions. Six years of consulting has developed a broad perspective of talent challenges and solutions. Worked in Media and Entertainment, Financial Services, Energy, Consumer Products and Manufacturing industries as well as in the public sector.
Rusty Roof has over 12 years of experience in human resources, including business partnering, recruiting, policy creation, and employee relations. He is currently the Director of Human Resources at The Longaberger Company, where he has reduced benefits costs by over $400,000 and workers' compensation claims by over $645,000. Previously he was an HR Manager, Recruiting Supervisor, and Associate Recruiter, focusing on talent management, process improvement, and developing internship programs.
David Strange has 13 years of experience in human resources management, including leading teams of up to 12 employees and serving up to 1,100 employees. He has a strong background in employee relations, regulatory compliance, training and development, and union relations. His experience includes roles at Charter Communications, Club Chef, LLC, Center for Metabolic and Bariatric Surgery, and HMS Host, where he improved recruitment efforts, reduced turnover, streamlined processes, and helped facilities adapt to change. He holds an MBA in human resources and certifications in PHR and Six Sigma Green Belt.
Anita M. Dickey has over 20 years of experience in human resources. She has held senior HR leadership roles at several large companies, including Westar Energy and the City of Olathe. Her experience includes benefits and payroll management, wellness program administration, employee relations, and strategic planning. She is skilled in areas such as legislative compliance, HRIS operations, and union negotiations.
Scott Hedrick is an experienced talent acquisition professional with expertise in corporate recruiting, contract recruiting, agency recruiting, and executive search. He has 15 years of experience recruiting for both exempt and non-exempt positions, including IT, engineering, and professional roles locally and nationwide. His background includes contract recruiting roles for Waste Management and Oppenheimer Funds, as well as in-house recruiting roles for Kelly Services and Lockheed Martin.
This document is a resume for Kenneth C. Herndon that summarizes his experience and qualifications. Herndon has over 20 years of experience in consulting, marketing, management, and education. He is skilled in areas such as strategic planning, change management, project management, and team leadership. Herndon's professional experience includes senior management roles at The Boeing Company, where he directed large teams and reduced costs through process improvements, and as an adjunct professor at Maryville University.
Andrea Dale is a human resources professional with over 15 years of experience in talent acquisition, recruitment, and human resources management. She has a Bachelor's degree in Business with a concentration in Human Resources Management and a Master's in Business Administration. Her experience includes roles in full-cycle recruiting, sourcing candidates, interviewing, onboarding, and providing HR support at various organizations across Michigan and Colorado.
David Haas is a Vice President and Department Manager at Goldman Sachs with over 15 years of experience in operations, client services, and people management. He currently manages a team of 50 employees across multiple offices. Haas has a track record of optimizing processes, improving quality control, and successfully executing organizational changes. Outside of work, he enjoys volunteering with various youth programs in his community.
Todd Bruhn is a results-driven human resources leader with over 20 years of experience in strategic HR roles. He has a proven track record of developing succession planning programs, implementing talent acquisition strategies, and driving organizational performance. Bruhn partners with executive teams to formulate HR strategies, lead change initiatives, and deliver business results.
The document is a resume for Jessie Self, who has over 9 years of experience in human resources. She is currently a Human Resources Manager at Major Brands in St. Louis, where she is responsible for HR functions for 320 employees across two offices. Previously, she held HR roles at HOK and Americo, with experience in talent acquisition, benefits administration, employee relations, and compliance. She has a Bachelor's degree in Business Administration with a specialization in Human Resources.
The document is a resume for Shannon D. Carreon that summarizes her experience and qualifications. She has over 25 years of experience in human resources leadership roles with various companies. Her experience includes leading HR functions during mergers and acquisitions, implementing HR systems, developing training programs, and managing employee relations. She holds a Professional in Human Resources certification and is a member of the Society for Human Resource Management.
Binita Mehta is a human resources professional with over 15 years of experience in human resources, business analysis, recruitment, and small business ownership. She has worked in various industries including banking, IT, and education. Her experience includes human resources functions such as benefits administration, payroll, recruitment, employee relations, and compliance. She is pursuing PHR/SPHR certification and is seeking a human resources analyst role that leverages her analytical and operational experience.
Niranjan Mishra is an HR professional with over 19 years of experience in areas such as strategic HR planning, talent acquisition and management, change management, and industrial relations. He is currently seeking a position where he can utilize his skills in managing employee training programs, competency assessments, performance management, and maintaining positive union relationships. His career has included roles managing HR operations and industrial relations at companies in the energy and manufacturing industries.
LinkedIn for Your Job Search June 17, 2024Bruce Bennett
This webinar helps you understand and navigate your way through LinkedIn. Topics covered include learning the many elements of your profile, populating your work experience history, and understanding why a profile is more than just a resume. You will be able to identify the different features available on LinkedIn and where to focus your attention. We will teach how to create a job search agent on LinkedIn and explore job applications on LinkedIn.
I am an accomplished and driven administrative management professional with a proven track record of supporting senior executives and managing administrative teams. I am skilled in strategic planning, project management, and organizational development, and have extensive experience in improving processes, enhancing productivity, and implementing solutions to support business objectives and growth.
LinkedIn Strategic Guidelines for June 2024Bruce Bennett
LinkedIn is a powerful tool for networking, researching, and marketing yourself to clients and employers. This session teaches strategic practices for building your LinkedIn internet presence and marketing yourself. The use of # and @ symbols is covered as well as going mobile with the LinkedIn app.
Khushi Saini, An Intern from The Sparks Foundationkhushisaini0924
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
Parabolic antenna alignment system with Real-Time Angle Position FeedbackStevenPatrick17
Introduction
Parabolic antennas are a crucial component in many communication systems, including satellite communications, radio telescopes, and television broadcasting. Ensuring these antennas are properly aligned is vital for optimal performance and signal strength. A parabolic antenna alignment system, equipped with real-time angle position feedback and fault tracking, is designed to address this need. This document delves into the components, design, and implementation of such a system, highlighting its significance and applications.
Importance of Parabolic Antenna Alignment
The alignment of a parabolic antenna directly affects its performance. Even minor misalignments can lead to significant signal loss, which can degrade the quality of the received signal or cause communication failures. Proper alignment ensures that the antenna's focal point is accurately directed toward the signal source, maximizing the antenna's gain and efficiency. This precision is especially crucial in applications like satellite communications, where the antenna must track geostationary satellites with high accuracy.
Components of a Parabolic Antenna Alignment System
A parabolic antenna alignment system typically includes the following components:
Parabolic Dish: The primary reflector that collects and focuses incoming signals.
Feedhorn and Low Noise Block (LNB): Positioned at the dish's focal point to receive signals.
Stepper or Servo Motors: Adjust the azimuth (horizontal) and elevation (vertical) angles of the antenna.
Microcontroller (e.g., Arduino, Raspberry Pi): Processes sensor data and controls the motors.
Potentiometers: Provide feedback on the antenna's current angle positions.
Fault Detection Sensors: Monitor for potential faults such as cable discontinuities or LNB failures.
Control Software: Runs on the microcontroller, handling real-time processing and decision-making.
Real-Time Angle Position Feedback
Real-time feedback on the antenna's angle position is essential for maintaining precise alignment. This feedback is typically provided by potentiometers or rotary encoders, which continuously monitor the azimuth and elevation angles. The microcontroller reads this data and adjusts the motors accordingly to keep the antenna aligned with the signal source.
Fault Tracking in Antenna Alignment Systems
Fault tracking is vital for the reliability and performance of the antenna system. Common faults include cable discontinuities, LNB malfunctions, and motor failures. Sensors integrated into the system can detect these faults and either notify the user or initiate corrective actions automatically.
Design and Implementation
1. Parabolic Dish and Feedhorn
The parabolic dish is designed to reflect incoming signals to a focal point where the feedhorn and LNB are located. The dish's size and shape depend on the specific application and frequency range.
2. Motors and Position Control
Stepper motors or servo motors are used to control the azimuth and elevation of
Parabolic antenna alignment system with Real-Time Angle Position Feedback
Resume for Craig S. Bickley
1. Craig S. Bickley
194 Broadway Providence, RI 02903 (419) 202-5400 cs.bickley@gmail.com
Page | 1
Objective
To serve an urban school district, leading a transformational process to achieve superior student achievement results with a
diverse and under-served community.
Profile
HR Executive with 25 years of progressively responsible leadership experience delivering comprehensive, integrated HR
solutions, creating and transforming non-existent, or dysfunctional HR departments into value-added, strategic organizational
partners. Multiple degrees in HR, private and public sectors, organizations from 600-8000 employees in diverse communities.
Skills Summary
Strategy/Policy
Compliance
Benefits
Performance Mgmt.
Payroll
Compensation
Labor/Chief
Spokesperson
Training
Quality Mgmt.
Diversity
Safety
Employment/Staffing
HRIS
Culture Change
Professional Experience
EMPLOYMENT/STAFFING/RECRUITMENT/DIVERSITY/SUCCESSION PLANNING; (22 YRS)
Implemented three reductions-in-force using early separation, attrition, schedule changes, facility closures, etc., eliminating
1200 positions saving $100M over a four year period, balancing cashflow availability to minimize reductions.
Developed position control system which eliminated overstaffing, improved forecasting, federal reporting, and master
scheduling of staff. Saved $1.2M per year from zero-based hiring.
Planned and implemented HR functions for two plant startups in TX and SC (120 and 200 FTE, respectively).
Reduced turnover at a plastics plant from 120% to 18% over a four year period utilizing a variety of interventions.
Improved minority recruitment/retention/development through relationships with HBCUs, established a “grow our own”
program in conjunction with a local university, developed community support program with agencies, faith-based
organizations, and community organizations, Courageous Conversations About Race.
Implemented profile tools to predict teacher success and improve retention, expanded mentoring program through grants
resulting in improved performance and retention, implemented improvements in background investigation and record-
keeping.
Successfully managed audits/complaints with EEOC, OFCCP, DOL, SPBR, SERB, Civil Service, civil courts.
TECHNOLOGY; (21 YRS)
Project lead on eight HRIS implementations using multiple platforms, software solutions, industries; two included
integrated payroll systems, and two included automated time & attendance.
Project lead on a $1M platform upgrade from a simple peer-to-peer network to a WAN with server farm using VoIP.
Proficient with MS Word, MS Excel, MS Powerpoint, MS Access, MS Publisher, Adobe Professional, ADP, Ceridian,
Oracle, Lawson, Spectrum HR, UltiPro, Kronos,Banner/PeopleAdmin, etc.
COMPENSATION/BENEFITS; (21 YRS)
Designed and implemented various skill-based, performance-based, traditional and executive compensation programs.
Implemented value-based health plans, wellness programs, eligibility audits, facilitated labor/management committees.
Identified illegal practice between broker and carrier resulting in awards to the employer, license suspensions for offenders,
and changes in state legislation regarding transparency and broker compensation.
Identified/problem-solved a $21M underfunding situation without impacting current budget, preventing greater cuts.
Design performance based pay system to foster student achievement, staff attraction/retention.
Implemented several deferred compensation programs in both private and public sectors.
Provided consultation for creation of public collaborative purchasing arrangements and Taft-Hartley Trusts.
Successfully managed two FLSA audits.
LABOR/EMPLOYEE RELATIONS/CULTURE CHANGE; (19 YRS)
Managed both union and non-union locations. Experience with eight international unions in both private/public sectors.
Grievance administration through arbitration advocacy, mediation, ADR.
Chief spokesperson in concurrent negotiations with largest teacher and classified staff unions in Ohio, achieved
inflationary caps on healthcare. Negotiated both multi-tier wage schedules, as well as consolidation of multiple schedules,
collaboration initiatives, work rules, etc. No work stoppages.
Created an internal investigation function, improved and provided training in due process.
Led a culture change initiative that resulted in decertification of a 350 employee local, led by the union vice president.
DEVELOPMENT/TRAINING/PERFORMANCE; (20 YRS)
Redesigned administrative and classified performance evaluation tools implementing objective metrics.
2. Craig S. Bickley
194 Broadway Providence, RI 02903 (419) 202-5400 cs.bickley@gmail.com
Page | 2
Designed/implemented literacy, skilled-trade apprenticeship, machine operator, safety, & quality training programs (Mfg).
Delivered supervisor and leadership training. (Certified Interaction Management Trainer, DDI)
Designed and implemented E-Onboarding including training for harassment, discrimination, safety, orientation.
Project Lead/Lead Trainer for Continuous Improvement and ISO implementations (Mfg).
OPERATIONS/QUALITY/SAFETY/PAYROLL; (7 YRS)
Supervised non-HR functions of Purchasing, Technology, Payroll
Served as Interim Director of Quality for a multi-site plastic co. during a 6 mo. hiring freeze.
Served as VP of Operations for a third party benefits administrator providing services to self-funded groups ranging from
200-3500 FTE, responsible for claims payment, plan building, eligibility, customer service, FSA/HSA/HRA, stop loss,
consultation, etc. for self-funded clients. Assumed “backroom” services for a 100K life carrier under investigation with
Dept. of Insurance. Resurrected carrier business without losing any prior clients.
Implemented comprehensive safety programs (Mfg) resulting in record days without LTA, and savings in worker‟s
compensation. Served on OBWC advisory committee for urban schools.
Supervised payroll for 600 FTE, multi-state mfr., assumed supervision of payroll in July ‘08 for 1800 FTE university to
resolve numerous highly publicized problems with W-2‟s, retirement reporting, etc.
Employment History
PROVIDENCE PUBLIC SCHOOLS – Providence, RI; HR Staff 16
Sr. Executive Director of Human Resources, 7/2012-Present; Current Annual Salary: $126,094
Executive Director of Human Resources and Labor, 12/2011-7/2012; Ending Annual Salary: $118,595
INDEPENDENT CONSULTANT - Poland, OH, 12/2008-12/2011
YOUNGSTOWN STATE UNIVERSITY – Youngstown, OH; HR/PR Staff 21
Chief Human Resources Officer, 9/2007-12/2008; Ending Annual Salary: $133,900
COLUMBUS CITY SCHOOLS – Columbus, OH, HR Staff 41
Executive Director of Human Resources, 1/2004-9/2007; Ending Annual Salary: $112,800
Director of Human Resource Operations, 8/2003-12/2003; Ending Annual Salary: $86,500
SANDUSKY CITY SCHOOLS – Sandusky, OH, HR Staff 2
Director of Human Resource, 6/2000-7/2003; Ending Annual Salary: $75,300
CITY OF SANDUSKY – Sandusky, OH; Staff 12 (HR, Purch, Tech)
Director of Administrative Services, 8/1999-6/2000; Ending Annual Salary: $60,000
STATELINE TPA, INC. – Maumee, OH; Staff 52
Vice President of Operations, 11/1997-4/1999; Ending Annual Salary: $70,000
VENTURE PACKAGING, INC. – Monroeville, OH; HR/PR Staff 5
Director of Human Resources, 11/1993-11/1997; Ending Annual Salary: $61,900
E.B. EDDY PAPER, INC. – Port Huron, MI
Employee Relations/Safety Mgr., 4/1991-11/1993; Ending Annual Salary: $46,500
NEKOOSA PACKAGING, INC. – Maumee, OH and Clyattville, GA
Employee Relations Manager, 5/1989-4/1991; Ending Annual Salary: $38,064
Training Director, 1/1989-4/1989; Ending Annual Salary: $28,900
Intern/Trainee , 4/1988-12/1988; Ending Annual Salary: $25,500
Education/Training/Licensure
M.B.A. (Industrial Relations) University of Toledo, 1988, (3.75)
B.B.A. (Human Resources) University of Toledo, 1987, (3.94)
Public Education Leadership Project, Harvard Business School, 2012
Ohio School Business Managers License, 2003 (Expired)
Baldrige in Education, Jim Shipley & Associates, 2001,2
Ohio Agent’s License; Life/Health/Accident, 1999 (Inactive)
Group Incentive Programs, Michigan State University, 1995
Certified Interaction Management Trainer, DDI, 1993
TQM Train-the-Trainer, Tennessee Associates, 1991
Managing Continuous Improvement, Tennessee Associates, 1990