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- 1. Rudolph V. Boone, Jr. 313 NE Chelmsford Court, Lees Summit, MO 64064 (816) 510-0729 rudolphboone@msn.com Career Summary________________________________________________________________ Transformational Human Resources Leader with over 20 years experience in design and implementation of human resourcesstrategiesinordertosupportorganizational goals. Consistently recognized as a results-oriented performer who creates innovative solutions to problems and is a highly effective leader at all levels of an organization. Value Creation_________________________________________________________________ AlliantTechsystems,Inc., Independence,MO Director, Human Resources 2004 - Current Developed Human Capital Strategic Plan to align people initiatives with business strategy prioritized actions Led process to secure two $1 Million Training Grants to reduce training costs and accelerate development Led process to develop succession plan for key management positions and a Hi-Po Watch List to insure that the business has at least one potential successor for each key role Developedandimplementedarecruitmentprocessoutsourcing (RPO) talent acquisition model and reduced cost of hire by approximately 25% Developed and implemented an outsourced medical service delivery model and added physician and on-plant physical therapy at no additional cost to the budget and improving employee satisfaction Ledprocessto implementPeerReviewasitsalternativedisputeresolution solutiontodecrease the likelihood of employees seeing the value of a union maintained union free status through an organizing drive Automated promotion and transfers of hourly personnel using a proprietary PeopleSoft design. Reduced processing time by 50% and complaints by approximately 20% Administered employee engagement surveys 5 times over the last six years and demonstrated year over year improvement Led the development of an Ask Leadership internal communications forum and have responded to over 700 questionsfrom employees on subjects of their choice. Approximately 50% of the questions were directed to HR Led the implementation of Lean / Six Sigma within the HR function to include GEMBA boards to make key HR metrics visible to all employees Coordinated quarterlyAll HandsandAll Managersmeetingstohelpimprovecommunicationsandengagement Coached General Manager and Directors to calibrate differentiated performance rankings leading to key talent being properly rewarded and a reduction in key talent attrition Ledcompensationprocesstoinclude variable compensationdesignandmeritpayprogramadministration POLYONE CORPORATION, Solon,OH Director, Human Resources,Safety, Healthand Environment/ Director Associate Service Center 1997 2003 Led post merger integration activities including policy revisions, benefits standardization, compensation, and standardized performance management process design Decreasedrate of inflationinhealthcare costs40% by redesigningavarietyof benefit plans and the implementing employee self-service Redesignedcorporate Performance Managementprocessandrolledoutacommontemplate improvingthe level of accountability and performance in the business Reorganized business aligning cost structure with sustainable revenue levels. This resulted in the closure of 5 plants and a reduction of over $10 million in Selling, Technical, and General Administrative expense.
- 2. Responsibilities included Mexico Performed due diligence to secure funding for a corporate Human Resources Information System (HRIS). Selected and implemented a (HRIS) with integrated payroll administration functionality Saved $2 million by consolidating payroll and benefits plans into a single shared services center Restructured the business to integrate 6 newly acquired businesses into a single operating unit Transitioned the sales function to an internal sales force from independent manufacturers representatives Redesignedcompensationstructure,including new sales incentive plan, to drive performance and accountability Consolidated separate employee handbooks into a single associate handbook with common policies and procedures. Developedthe firstSuccessionPlanwhichidentified potential successors for each critical position in the business unit Developed expatriate policy and benefit package for startup of operation in Singapore AluminumCompany of America Pittsburgh,PA North American Human ResourcesManager / Sr. Industrial Relations/ HR Consultant 1988 1997 Designed and implemented a succession plan and a performance management process for the North American Region Successfully negotiated 3 labor agreements that reduced restrictive work practices, held total hourly employee costs to less than standard cost of living index, and created stability through long term contracts Reductiongeneral administrativeandsellingexpensesforthe NorthAmericanRegion25% by eliminatingtwolevels of management and consolidating three regional and affiliate offices Negotiated8collectivebargainingagreementsreducingtotal laborcosts over the life of the agreements including changes from first-dollar health care plans to 90/70 and 100/80 managed care plans, respectively. Developedandimplementedatool toenable businessestoassesstheirrespectivevulnerabilitytounionorganizing Conductedthe firstcorporate labor/employee relationsproductivityimprovementauditthat led to a business unit restructuring plan and numerous process improvements KAISER ALUMINUMANDCHEMICAL CORPORATION Oakland, CA Employee / Personnel RelationsRepresentative /Production Supervisor 1978 - 1988 _______________________________________________________________________________________________ Certifications / Education / Military SPHR (Recertified December 2009) MS, Human Resource Management, Gonzaga University, Spokane, WA BS, Cum Laude, North Carolina A&T State University, Greensboro, NC United States Army, Commissioned Officer, 1974 - 1978