Jobs are created when the demand for a company’s product or services is exceeding the company’s ability to supply the product or service.
Where jobs land depends on where companies wants to operate. When a company is open to location, where it finally decides to go can be influenced by lots of factors. One is the location of its vendors and customers. Another is taxes and the cost of land or rent and other factors affecting the cost of doing business. The availability of the kind of employees it wants to hire is another factor.
Manufacturers need to transport parts from vendors and products to customers. Companies tend to locate to low tax, right-to-work states.
All of these are usually either there are they’re not. If they exist in several locations, it is typical for the company to send representatives to get their own impressions. Savvy companies call on other companies already operating in that location to get answers to their questions . Over the years I got plenty of calls from these companies and I was happy to help them.
Did I mention government ? No I don’t think I did.
Friday, October 7, 2011
Wednesday, June 8, 2011
Surviving This Depression
Our grandparents survived the Great Depression in the 1930s by pinching their pennies and using their heads. Some moved back in with their parents or their parents moved in with them. Watch the Waltons reruns on TV (good night grandpa, good night john boy). There was always farm and garden work, canning fruits and vegetables and services people still used like shoe repair, barbering and appliance repair.
Today these basic jobs include working in grocery stores, gasoline stations, lawn service, hair styling, electronics repair and farm produce harvesting. Many of our grandparents went to work for themselves. If they had some customers, they had started a business. Their next problem was to get enough customers or lines of business to earn enough to live on.
If you are unemployed and looking for a job and you have skills that match jobs that are open, visit those Temp Services that handle your type of work and sign up with them. Most companies are either filling the jobs they have with Temps or through referral by their own employees. You may have skills you could use to open your own business. All you need is a customer and you have a business. Whatever you do, make sure that you work at something you like to do.
Today these basic jobs include working in grocery stores, gasoline stations, lawn service, hair styling, electronics repair and farm produce harvesting. Many of our grandparents went to work for themselves. If they had some customers, they had started a business. Their next problem was to get enough customers or lines of business to earn enough to live on.
If you are unemployed and looking for a job and you have skills that match jobs that are open, visit those Temp Services that handle your type of work and sign up with them. Most companies are either filling the jobs they have with Temps or through referral by their own employees. You may have skills you could use to open your own business. All you need is a customer and you have a business. Whatever you do, make sure that you work at something you like to do.
Thursday, June 2, 2011
NTL Resume
BIOGRAPHICAL DATA NORBERT T. LEAHY
Over fifteen years experience operating NTL Human Resources Management Consulting, a sole proprietor HR and general consulting practice.
Fourteen years experience as the Principal Corporate Personnel/Human Resources Executive for the following organizations:
Electromagnetic Sciences Inc. & subsidiaries EMS and LXE Atlanta, GA. EMS designs and manufactures microwave electronics for defense and space markets including satellite antenna and beam steering networks, radar and electronic countermeasures products. LXE designs and manufactures wireless portable data terminal products for warehouses, ports and material handling applications. Designed and developed LAN-based policy, benefit and job description systems, wrote the medical plan, section 125 plans and converted the pension plan to an age weighted profit sharing plan. Managed growth and restructuring from 550 to 1000 employees.
Hayes Microcomputer Products, Inc., Atlanta GA.& subsidiaries in Singapore and UK. Hayes designed and manufactured modems and other PC peripheral devices. Stopped CWA organizing attempt, designed and developed all HR systems and managed growth from 150 to 1000 employees.
Rickel Manufacturing Corporation, Salina KS. Rickel designed and manufactured heavy off-road vehicles used as high flotation fertilizer applicators. Chief Negotiator, decertified UAW, and sold Rickel to Ag Chem Corporation.
Twelve years experience as the Principal Division Personnel/Human Resources Manager for the following organizations:
Schwan’s Foods (formerly Schwan's Sales Enterprises, Inc. Salina KS. Schwan's manufactures frozen foods and at that time included ice cream, Tony's and Red Baron pizza, Tony's sandwiches and Happy Jose Mexican foods. Designed and developed all personnel and administrative systems. Managed growth from $100M to $600M sales through automation while maintaining a workforce of 3400 employees. Schwan’s is now $50B in sales, in 50 countries with 50,000 employees due to growth through acquisition.
Washington University, St. Louis MO. 13,000 student, 7000 employee private university including medical, law and engineering schools. Established the Personnel function on the Medical School, 5 hospital complex campus. Defeated Teamster attempt on medical school. Negotiated main campus Operating Engineers and Service Employees Union contracts as preparation for decertification. Developed grant-funded training operations, off-campus course offering capabilities, policy, compliance, HRIS, job description and compensation systems.
Monsanto Company, St. Louis MO. 14,000 employee Textile Division including non-union plants in the Southeast. Converted the Division to the Corporate compensation plan. Maintained union-free status. Participated in the development off-shore operations.
Education
B.S. degree, St. Louis University, St. Louis MO., Fellow, Western Behavioral Sciences Institute for Strategic Studies.
Over fifteen years experience operating NTL Human Resources Management Consulting, a sole proprietor HR and general consulting practice.
Fourteen years experience as the Principal Corporate Personnel/Human Resources Executive for the following organizations:
Electromagnetic Sciences Inc. & subsidiaries EMS and LXE Atlanta, GA. EMS designs and manufactures microwave electronics for defense and space markets including satellite antenna and beam steering networks, radar and electronic countermeasures products. LXE designs and manufactures wireless portable data terminal products for warehouses, ports and material handling applications. Designed and developed LAN-based policy, benefit and job description systems, wrote the medical plan, section 125 plans and converted the pension plan to an age weighted profit sharing plan. Managed growth and restructuring from 550 to 1000 employees.
Hayes Microcomputer Products, Inc., Atlanta GA.& subsidiaries in Singapore and UK. Hayes designed and manufactured modems and other PC peripheral devices. Stopped CWA organizing attempt, designed and developed all HR systems and managed growth from 150 to 1000 employees.
Rickel Manufacturing Corporation, Salina KS. Rickel designed and manufactured heavy off-road vehicles used as high flotation fertilizer applicators. Chief Negotiator, decertified UAW, and sold Rickel to Ag Chem Corporation.
Twelve years experience as the Principal Division Personnel/Human Resources Manager for the following organizations:
Schwan’s Foods (formerly Schwan's Sales Enterprises, Inc. Salina KS. Schwan's manufactures frozen foods and at that time included ice cream, Tony's and Red Baron pizza, Tony's sandwiches and Happy Jose Mexican foods. Designed and developed all personnel and administrative systems. Managed growth from $100M to $600M sales through automation while maintaining a workforce of 3400 employees. Schwan’s is now $50B in sales, in 50 countries with 50,000 employees due to growth through acquisition.
Washington University, St. Louis MO. 13,000 student, 7000 employee private university including medical, law and engineering schools. Established the Personnel function on the Medical School, 5 hospital complex campus. Defeated Teamster attempt on medical school. Negotiated main campus Operating Engineers and Service Employees Union contracts as preparation for decertification. Developed grant-funded training operations, off-campus course offering capabilities, policy, compliance, HRIS, job description and compensation systems.
Monsanto Company, St. Louis MO. 14,000 employee Textile Division including non-union plants in the Southeast. Converted the Division to the Corporate compensation plan. Maintained union-free status. Participated in the development off-shore operations.
Education
B.S. degree, St. Louis University, St. Louis MO., Fellow, Western Behavioral Sciences Institute for Strategic Studies.
NTL HR Project History
NTL Consulting Projects
1993 - 1994 Loral Information Displays, Atlanta GA - Design and Manufacture of Defense Electronics - 300 employees - Compensation Program Redesign Project: wrote job descriptions, analyzed jobs, selected salary surveys, selected market matches, reconstructed salary ranges, wrote compensation manual. Now L3 Corporation
1993 - 1994 FMG Timberjack Corporation, Onterio Canada – Design and Manufacture of Tree Harvesting Equipment - Start up global parts distribution center in Atlanta with 20 employees: Planned staffing processes, wrote work plan, determined hiring specifications, wrote and placed ads, receive resumes, screened candidates, interviewed and tested finalists, checked references, schedule physicals and drug screen, wrote offer letters, gave orientation and test feedback. Now John Deere / Timberjack
1993 - 2003 Intecolor Corporation, Atlanta GA – Manfacturer of custom hardened Industrial PCs - 150 employees - General Consulting, reviewed and updated HR and Operations policies and processes, created Affirmative Action Plan, ensured regulatory compliance, set up compensation system, wrote job descriptions, salary survey matches, performed recruiting. Recruited HR Mgr. Continued to write Affirmative Action Plans and performed recruiting of engineers and management. Now Rockwell Automation.
1993 - 1994 Productivity Point International, Atlanta GA – PC Software Training Company – General Consulting for 30 employees. Set up HR policies and processes, installed Performance Management and Bonus Plan.
1993 – 1998 - Computer Communications Specialists, Inc. Atlanta GA - Automated Business Phone Answering Provider – 100 employees - General Consulting, reviewed and updated policies and processes, created Affirmative Action Plan, set up compensation process, job descriptions, salary survey matches.
1994 - 1996 Input Services, Inc. Atlanta GA – Data Input Contractor - 80 employees - General Consulting, reviewed and updated policies and operating processes. Set up HR processes, converted timecard process to PC log-in time & attendance. Assessed management plans.
1994 – 1995 Digitel Corporation – Business Phone Provider - 80 employees Set up HR Function: reviewed and updated policies, selected and trained HR Administrator
1994 Value Added, Inc. – Electronics Technician Services – General Consulting for 80 employees- General Consulting on HR issues, compensation, recruiting.
1994 - 1995 United Consulting Group – Civil / Geotechnical Engineering Firm – 100 employees - General Consulting, Set up HR Function: reviewed and updated policies, selected and trained HR Administrator
1994 - 1995 Prad Group – Architectural Engineering Firm – 40 employees - General Consulting, recruited engineering and management candidates, wrote postings, placed ads, received resumes, screened candidates.
1994 OSoft Development Corporation - Software Development Firm – 50 employees - General Consulting, wrote policy manual, including HR and Operating policies to ensure regulatory compliance.
NTL Consulting Projects
1994 Sunds Defiberator – Manufacturer of machined products – 200 employees Compensation Project Conducted wage and salary survey of Machinists. Wrote survey questionnaire, contacted companies, received salary data, wrote survey report and sent it to participants.
1994 Wadley Regional Medical Center, Texarkana Texas – 1000 employees - General Consulting Assessed progress made following defeated union election, recommended internal cell phones, researched other technology and employee relations improvements. Recommended Physician Consulting Firm to help Physicians develop low cost / high outcome processes.
1994 Marcam, Inc. / IBM / Strategic Outsourcing Subcontract – 200 employees - Full Outplacement of laid-off Engineers and Manager to new employment
1996 NAMPAC, Inc. – North American Packaging – Manufacturer of Plastic 2.5 gal. Pales and Blow Mold Cartons – 13 plants - 1000 employees – General Consulting on Acquisition Team, reviewed due-diligence reports, toured plants, assessed automation, employee relations, skill needs, operations improvements. Recommended acceleration of automation plans. Concluded acquisition of 13 more plants.
1996 – 1997 Monorail, Inc. – Netrunner Synergy Subcontract – Start Up PC Manufacturer – 30 employees - Engineering Recruiting consulting. Developed recruiting specifications and guided recruiting effort.
1996 – 1997 Industrial Development International Inc. - Industrial Facilities Planning & Service Firm - 100 employees - General Consulting: resolved regulatory compliance issues, train HR Administrator.
1996 – 1997 Multi-User Solutions, Inc. – IT Service Company - 40 employees - General Consulting, reviewed and updated policy manual, established compensation system.
1997 – 1999 Rockwell Missile Systems, Inc. / Boeing - Design and Manufacture of Missiles for Defense –1000 employees - General Consulting, Staffing Project Mgr, wrote recruiting specifications, posted openings, screened resumes, interviewed candidates, wrote offer letters, received acceptances. Served as Compensation Mgr, performed survey analysis, market matches, recommended salary ranges. Introduced skills-based pay component to resolve equity problems of manufacturing employees. Now Boeing Missile System, Inc.
1998 – 1999 Caradon, Inc. / Peachtree Doors & Windows – Door and Window Manufacturer – 1000 employees - General Consulting: redesigned compensation system, survey market match, job descriptions, progression definitions. Convinced Engineering to implement SolidWorks modeling mechanical design software for schematic capture of bills of materials. Recruited HR Mgr.
1998 – 2001 R.S. Andrews Corporation - HVAC, Home Appliance Tech Service Company – 1000 employees. General Consulting including post-acquisition integration activities, terminating acquired companies’ benefit plans and serving as interim HR Director.
1998 – 2006 Qualcon, Inc. – Contract Electronics Manufacture – 100 employees - General Consulting including technical recruiting, wrote job descriptions, recruiting posting specification, screened candidates and interviewed finalists, checked references.
NTL Consulting Projects
1998 – 1999 Keytrak, Inc. Key Tracking and Security Systems –100 employees - General Consulting, reviewed and updated policy manual, wrote Affirmative Action Plan, trained HR Administrator.
1998 – 1999 Microwave Instrumentation Technologies, Inc - Microwave Satellite Dish Ground Station Manufacturer – 150 employees. General Consulting, wrote policy manual, wrote job descriptions, designed compensation system, selected surveys, confirmed survey market match.
1999 - 2000 EMS Technologies – Design and Manufacture Defense and Commercial Electronics – 1200 employees - General Consulting, wrote Affirmative Action Plans.
1999 Quality Group – Total Quality Consulting Group – 8 employees - General Consulting – Set up HR processes, reviewed and updated policy manual and compensation system, interviewed staff, wrote job descriptions, interviewed candidates, contacted potential investors to determined investor interest.
1999 - 2006 Cross Technologies, Inc. Electronics Design and Manufacture – 50 employees - General Consulting: provided Quality System manual.
2000 – 2001 Scientific Atlanta / Cisco Electronics Design and Manufacture – 4000 employees - General Consulting – Developed Compensation Plan for SciCare Division, wrote job descriptions, selected surveys, market match, established progressions, wrote Compensation Manual. Mentored new Corporate Compensation Director to become acclimated to electronics manufacturing. Corrected FLSA classification of 100 Sr. Admin employees to Non-Exempt with no loss in pay or range.
2001 Projection Video, Inc. – Professional Video Production Company – 30 employees – General Consulting, layoff planning.
2001 – 2004 AdTech International, Inc. - Design and Manufacture Advertising Signs – 50 employees – General Consulting, set up HR policies and processes, recruited technical and management employees. Wrote job postings, placed ads, screened candidates, interviewed candidates, reference checks, sent offer letters.
2003 Advantage Dealer Services, Inc. Auto Dealer Mailing Service Firm – 20 employees – General Consulting, interviewed management candidates, reviewed impact of offering health insurance.
2004 – 2005 Xcellenet, Inc. Software Development Firm – 1000 employees - General Consulting, wrote Affirmative Action Plan and trained HR Administrator.
2004 – 2005 Electromechanical Scoreboard, Inc., Macon GA - Electronics Manufacturer – 80 employees – General Consulting, compensation review, technical recruiting, wrote postings, screened resumes,
2004 – 2005 Rockwell Collins, Atlanta GA – Avionics Equipment Manufacturer – 300 employee service center - General Consulting, conducted salary survey of Avionics Technicians and Materials employees, wrote survey questionnaire, contacted companies, received completed questionnaires, compiled salary data, sent survey report to participants.
NTL Consulting Projects
2005 – 2006 Park Avenue Bank, Valdosta GA – Community Bank in Southeast – 500 employees - Compensation Consulting – Reviewed process documents, wrote job descriptions, updated salary survey matches, restructured ranges and reclassified employees in new grades.
2005 – 2008 Scientific Research Corporation – Defense Contractor Services Firm – 1000 employees General Consulting: corrected candidate specifications and posting sites to recruit scientists, reviewed employee resumes to determine capabilities and correct survey market matches, reviewed salary surveys to determine needs, wrote job descriptions, provided survey data for bid & proposal, scored employee opinion survey results for presentation.
1993 – Present - Firearms Training Systems, Inc. / FATS, Inc. - Manufacturer of Weapons Simulators - General Consulting for 200 employees - Set up HR Function, review and update policies and processes, create Affirmative Action Plan, conduct supervisory training, ensure regulatory compliance, set up compensation process, job descriptions, salary survey matches. Continue to write annual Affirmative Action Plan, ensure regulatory compliance, handle Compensation ranges, market matches, serve as Recruiter for management and engineering. Now Meggitt Training Systems, Inc. Continue to provide General Consulting, Affirmative Action Plans, Regulatory Compliance, Compensation, Engineering and Management Recruiting. Select posting boards, write postings, receive resumes, screen candidates, interview and test candidates, reference checks, send offer letters.
1993 – Present - Venture Engineering Corporation – Electronics Design & Manufacturing – General Consulting for 15 employees - Set up HR, Materials and Manufacturing Engineering functions, review and update policies and processes, Performed HR, Materials and Manufacturing Engineering work, wrote work instructions, provided diagrams, process mapped materials function. Recruited staff, wrote job postings, screened resumes, interviewed candidates, reference check, sent offer letters. Continue to provide General Consulting.
1993 – Present – American Signal Company – Manufacturer of Programmable Traffic Message Signs – 100 employees - General Consulting: Management Development, Set up HR, Quality and management processes, ensure regulatory compliance, Wrote Quality System Manual, Sign User Manual, Customer proposals, policy manual. Continue to perform General Consulting and Engineering, Technical and Management Recruiting, Compensation, write job descriptions, salary survey matches, ranges, write Affirmative Action Plans. Select job posting boards, write postings, collect resumes, screen candidates, interview candidates, reference check, write offer letters. Continue to perform General Consulting.
1993 - 1994 Loral Information Displays, Atlanta GA - Design and Manufacture of Defense Electronics - 300 employees - Compensation Program Redesign Project: wrote job descriptions, analyzed jobs, selected salary surveys, selected market matches, reconstructed salary ranges, wrote compensation manual. Now L3 Corporation
1993 - 1994 FMG Timberjack Corporation, Onterio Canada – Design and Manufacture of Tree Harvesting Equipment - Start up global parts distribution center in Atlanta with 20 employees: Planned staffing processes, wrote work plan, determined hiring specifications, wrote and placed ads, receive resumes, screened candidates, interviewed and tested finalists, checked references, schedule physicals and drug screen, wrote offer letters, gave orientation and test feedback. Now John Deere / Timberjack
1993 - 2003 Intecolor Corporation, Atlanta GA – Manfacturer of custom hardened Industrial PCs - 150 employees - General Consulting, reviewed and updated HR and Operations policies and processes, created Affirmative Action Plan, ensured regulatory compliance, set up compensation system, wrote job descriptions, salary survey matches, performed recruiting. Recruited HR Mgr. Continued to write Affirmative Action Plans and performed recruiting of engineers and management. Now Rockwell Automation.
1993 - 1994 Productivity Point International, Atlanta GA – PC Software Training Company – General Consulting for 30 employees. Set up HR policies and processes, installed Performance Management and Bonus Plan.
1993 – 1998 - Computer Communications Specialists, Inc. Atlanta GA - Automated Business Phone Answering Provider – 100 employees - General Consulting, reviewed and updated policies and processes, created Affirmative Action Plan, set up compensation process, job descriptions, salary survey matches.
1994 - 1996 Input Services, Inc. Atlanta GA – Data Input Contractor - 80 employees - General Consulting, reviewed and updated policies and operating processes. Set up HR processes, converted timecard process to PC log-in time & attendance. Assessed management plans.
1994 – 1995 Digitel Corporation – Business Phone Provider - 80 employees Set up HR Function: reviewed and updated policies, selected and trained HR Administrator
1994 Value Added, Inc. – Electronics Technician Services – General Consulting for 80 employees- General Consulting on HR issues, compensation, recruiting.
1994 - 1995 United Consulting Group – Civil / Geotechnical Engineering Firm – 100 employees - General Consulting, Set up HR Function: reviewed and updated policies, selected and trained HR Administrator
1994 - 1995 Prad Group – Architectural Engineering Firm – 40 employees - General Consulting, recruited engineering and management candidates, wrote postings, placed ads, received resumes, screened candidates.
1994 OSoft Development Corporation - Software Development Firm – 50 employees - General Consulting, wrote policy manual, including HR and Operating policies to ensure regulatory compliance.
NTL Consulting Projects
1994 Sunds Defiberator – Manufacturer of machined products – 200 employees Compensation Project Conducted wage and salary survey of Machinists. Wrote survey questionnaire, contacted companies, received salary data, wrote survey report and sent it to participants.
1994 Wadley Regional Medical Center, Texarkana Texas – 1000 employees - General Consulting Assessed progress made following defeated union election, recommended internal cell phones, researched other technology and employee relations improvements. Recommended Physician Consulting Firm to help Physicians develop low cost / high outcome processes.
1994 Marcam, Inc. / IBM / Strategic Outsourcing Subcontract – 200 employees - Full Outplacement of laid-off Engineers and Manager to new employment
1996 NAMPAC, Inc. – North American Packaging – Manufacturer of Plastic 2.5 gal. Pales and Blow Mold Cartons – 13 plants - 1000 employees – General Consulting on Acquisition Team, reviewed due-diligence reports, toured plants, assessed automation, employee relations, skill needs, operations improvements. Recommended acceleration of automation plans. Concluded acquisition of 13 more plants.
1996 – 1997 Monorail, Inc. – Netrunner Synergy Subcontract – Start Up PC Manufacturer – 30 employees - Engineering Recruiting consulting. Developed recruiting specifications and guided recruiting effort.
1996 – 1997 Industrial Development International Inc. - Industrial Facilities Planning & Service Firm - 100 employees - General Consulting: resolved regulatory compliance issues, train HR Administrator.
1996 – 1997 Multi-User Solutions, Inc. – IT Service Company - 40 employees - General Consulting, reviewed and updated policy manual, established compensation system.
1997 – 1999 Rockwell Missile Systems, Inc. / Boeing - Design and Manufacture of Missiles for Defense –1000 employees - General Consulting, Staffing Project Mgr, wrote recruiting specifications, posted openings, screened resumes, interviewed candidates, wrote offer letters, received acceptances. Served as Compensation Mgr, performed survey analysis, market matches, recommended salary ranges. Introduced skills-based pay component to resolve equity problems of manufacturing employees. Now Boeing Missile System, Inc.
1998 – 1999 Caradon, Inc. / Peachtree Doors & Windows – Door and Window Manufacturer – 1000 employees - General Consulting: redesigned compensation system, survey market match, job descriptions, progression definitions. Convinced Engineering to implement SolidWorks modeling mechanical design software for schematic capture of bills of materials. Recruited HR Mgr.
1998 – 2001 R.S. Andrews Corporation - HVAC, Home Appliance Tech Service Company – 1000 employees. General Consulting including post-acquisition integration activities, terminating acquired companies’ benefit plans and serving as interim HR Director.
1998 – 2006 Qualcon, Inc. – Contract Electronics Manufacture – 100 employees - General Consulting including technical recruiting, wrote job descriptions, recruiting posting specification, screened candidates and interviewed finalists, checked references.
NTL Consulting Projects
1998 – 1999 Keytrak, Inc. Key Tracking and Security Systems –100 employees - General Consulting, reviewed and updated policy manual, wrote Affirmative Action Plan, trained HR Administrator.
1998 – 1999 Microwave Instrumentation Technologies, Inc - Microwave Satellite Dish Ground Station Manufacturer – 150 employees. General Consulting, wrote policy manual, wrote job descriptions, designed compensation system, selected surveys, confirmed survey market match.
1999 - 2000 EMS Technologies – Design and Manufacture Defense and Commercial Electronics – 1200 employees - General Consulting, wrote Affirmative Action Plans.
1999 Quality Group – Total Quality Consulting Group – 8 employees - General Consulting – Set up HR processes, reviewed and updated policy manual and compensation system, interviewed staff, wrote job descriptions, interviewed candidates, contacted potential investors to determined investor interest.
1999 - 2006 Cross Technologies, Inc. Electronics Design and Manufacture – 50 employees - General Consulting: provided Quality System manual.
2000 – 2001 Scientific Atlanta / Cisco Electronics Design and Manufacture – 4000 employees - General Consulting – Developed Compensation Plan for SciCare Division, wrote job descriptions, selected surveys, market match, established progressions, wrote Compensation Manual. Mentored new Corporate Compensation Director to become acclimated to electronics manufacturing. Corrected FLSA classification of 100 Sr. Admin employees to Non-Exempt with no loss in pay or range.
2001 Projection Video, Inc. – Professional Video Production Company – 30 employees – General Consulting, layoff planning.
2001 – 2004 AdTech International, Inc. - Design and Manufacture Advertising Signs – 50 employees – General Consulting, set up HR policies and processes, recruited technical and management employees. Wrote job postings, placed ads, screened candidates, interviewed candidates, reference checks, sent offer letters.
2003 Advantage Dealer Services, Inc. Auto Dealer Mailing Service Firm – 20 employees – General Consulting, interviewed management candidates, reviewed impact of offering health insurance.
2004 – 2005 Xcellenet, Inc. Software Development Firm – 1000 employees - General Consulting, wrote Affirmative Action Plan and trained HR Administrator.
2004 – 2005 Electromechanical Scoreboard, Inc., Macon GA - Electronics Manufacturer – 80 employees – General Consulting, compensation review, technical recruiting, wrote postings, screened resumes,
2004 – 2005 Rockwell Collins, Atlanta GA – Avionics Equipment Manufacturer – 300 employee service center - General Consulting, conducted salary survey of Avionics Technicians and Materials employees, wrote survey questionnaire, contacted companies, received completed questionnaires, compiled salary data, sent survey report to participants.
NTL Consulting Projects
2005 – 2006 Park Avenue Bank, Valdosta GA – Community Bank in Southeast – 500 employees - Compensation Consulting – Reviewed process documents, wrote job descriptions, updated salary survey matches, restructured ranges and reclassified employees in new grades.
2005 – 2008 Scientific Research Corporation – Defense Contractor Services Firm – 1000 employees General Consulting: corrected candidate specifications and posting sites to recruit scientists, reviewed employee resumes to determine capabilities and correct survey market matches, reviewed salary surveys to determine needs, wrote job descriptions, provided survey data for bid & proposal, scored employee opinion survey results for presentation.
1993 – Present - Firearms Training Systems, Inc. / FATS, Inc. - Manufacturer of Weapons Simulators - General Consulting for 200 employees - Set up HR Function, review and update policies and processes, create Affirmative Action Plan, conduct supervisory training, ensure regulatory compliance, set up compensation process, job descriptions, salary survey matches. Continue to write annual Affirmative Action Plan, ensure regulatory compliance, handle Compensation ranges, market matches, serve as Recruiter for management and engineering. Now Meggitt Training Systems, Inc. Continue to provide General Consulting, Affirmative Action Plans, Regulatory Compliance, Compensation, Engineering and Management Recruiting. Select posting boards, write postings, receive resumes, screen candidates, interview and test candidates, reference checks, send offer letters.
1993 – Present - Venture Engineering Corporation – Electronics Design & Manufacturing – General Consulting for 15 employees - Set up HR, Materials and Manufacturing Engineering functions, review and update policies and processes, Performed HR, Materials and Manufacturing Engineering work, wrote work instructions, provided diagrams, process mapped materials function. Recruited staff, wrote job postings, screened resumes, interviewed candidates, reference check, sent offer letters. Continue to provide General Consulting.
1993 – Present – American Signal Company – Manufacturer of Programmable Traffic Message Signs – 100 employees - General Consulting: Management Development, Set up HR, Quality and management processes, ensure regulatory compliance, Wrote Quality System Manual, Sign User Manual, Customer proposals, policy manual. Continue to perform General Consulting and Engineering, Technical and Management Recruiting, Compensation, write job descriptions, salary survey matches, ranges, write Affirmative Action Plans. Select job posting boards, write postings, collect resumes, screen candidates, interview candidates, reference check, write offer letters. Continue to perform General Consulting.
NTL HR Client Company List
NTL HUMAN RESOURCES MANAGEMENT CONSULTING
CLIENT COMPANIES
AdTech Intl., Inc.
Advantage Dealer Services, Inc.
American Signal Company
Boeing Missile Systems
Computer Communication Specialists, Inc.
Cross Technologies, Inc.
Digitel Corporation
Electromagnetic Sciences, Inc.
Electro-Mechanical Scoreboard Co.
Firearms Training Systems, Inc.
FMG Timberjack Corporation, Onterio Canada
Industrial Development International, Inc.
Input Services, Inc.
KeyTrak, Inc.
Loral Information Display Systems
Marcam, Inc.
Microwave Instrumentation Technologies, LLC
Monorail, Inc.
Multi-User Solutions, Inc.
NAMPAC, Inc.
OSoft Development Corporation
Park Avenue Bank
Peachtree Doors and Windows, Inc.
Prad Group
Productivity Point International
Projection Video, Inc.
Qualcon
R. S. Andrews Enterprises, Inc.
Rockwell Automation / Intecolor
Rockwell Collins
Scientific Atlanta
Scientific Research Corp.
Sunds Defiberator, Inc.
The Quality Group, Inc.
United Consulting Group, Ltd.
Value Added, Inc
Venture Engineering Corporation
Wadley Regional Medical Center, Texarkana Texas
Xcellenet, Inc.
CLIENT COMPANIES
AdTech Intl., Inc.
Advantage Dealer Services, Inc.
American Signal Company
Boeing Missile Systems
Computer Communication Specialists, Inc.
Cross Technologies, Inc.
Digitel Corporation
Electromagnetic Sciences, Inc.
Electro-Mechanical Scoreboard Co.
Firearms Training Systems, Inc.
FMG Timberjack Corporation, Onterio Canada
Industrial Development International, Inc.
Input Services, Inc.
KeyTrak, Inc.
Loral Information Display Systems
Marcam, Inc.
Microwave Instrumentation Technologies, LLC
Monorail, Inc.
Multi-User Solutions, Inc.
NAMPAC, Inc.
OSoft Development Corporation
Park Avenue Bank
Peachtree Doors and Windows, Inc.
Prad Group
Productivity Point International
Projection Video, Inc.
Qualcon
R. S. Andrews Enterprises, Inc.
Rockwell Automation / Intecolor
Rockwell Collins
Scientific Atlanta
Scientific Research Corp.
Sunds Defiberator, Inc.
The Quality Group, Inc.
United Consulting Group, Ltd.
Value Added, Inc
Venture Engineering Corporation
Wadley Regional Medical Center, Texarkana Texas
Xcellenet, Inc.
NTL HR Consulting Capabilities
NTL HUMAN RESOURCES MANAGEMENT CONSULTING CAPABILITIES
General human resources and operations consulting and project work in policy and system design and installation, organization planning, operating policies, reengineering, regulatory and standards compliance, compensation, performance management, HR policies, benefits, recruiting, training, career counseling and outplacement.
Mission
My mission is to provide human resources and operations management consulting services to small and medium sized companies and outsourced projects for large companies. Projects may include general consulting, compliance, affirmative action plans, audits, the development or revision of policy manuals, job description and results-based organizational planning and performance management systems, compensation and benefit systems, ISO 9000 certification preparation and compatible documentation systems, recruiting and training and project management. Systems may be installed on local area networks or shared data bases. Policy and job description systems are designed to ensure that client companies are in compliance with current laws and regulations, and also have the tools needed to enhance the performance of their operations. Consulting is performed on a turn-key or on-going basis based on client needs and desires.
Small Business
Serves as Principal Human Resources Consultant for small businesses (10 - 100 employees) where the President and/or Financial Officer assumes human resource function responsibilities.
Medium Size Business
Serves as Principal Human Resources Consultant for medium size businesses (100 - 300 employees) who have an HR Administrator handling the basic HR functions, but require training, consulting and assistance in setting up systems, handling projects or in day-to-day operations. My objective is to increase the HR Administrators capability to assume increasing responsibility in project management, problem prevention, problem handling, ensuring regulatory compliance and participation in on-going HR policy and system development.
Large Business
Performs specific outsourced projects for HR Directors of large businesses who need start-up coordinators, project management or major revisions to one or more HR systems, don't have time to do it themselves, don't have staff with the time or expertise to perform the project and found contracting these projects was more cost effective and guaranteed timely project completion. May serve as the HR Department for U.S. locations of foreign headquartered businesses.
Start Ups & Acquisitions
Typical tasks include start up activities, process documentation, project management and recruitment, due diligence or integration projects on acquisition teams or project management of changes and process upgrades.
Lean Reengineering
Reengineering project scope may include diagnostics, horizontal or vertical process analysis and redesign, the addition of technology solutions, organizational structure and responsibility and job redesign.
NTL HUMAN RESOURCES MANAGEMENT CONSULTING CAPABILITIES
Policies & Systems
Project scope may include: determining the markets served, product niche, mission culture, values, style, policies and procedures that support or detract from the mission, formulating and disseminating policies and procedures that support the mission, and may include planning and conducting supervisory and employee policy training. Policies include: mission, products, quality and continuous improvement, ISO 9000 compatible quality system, employment, equal opportunity, drug-free workplace, discipline and termination, safety, confidentiality, plus other legally required, standard, operating, including expense reimbursement, contracts and purchasing and custom policies.
Regulatory Compliance
Project scope may include: installing or reviewing and updating policies affected by regulations as outlined above and developing procedures designed to prevent problems and manage them as they occur. Specific projects may include ensuring compliance with EEO, OFCCP, Wage & Hour, OSHA and EPA, and writing or updating annual Affirmative Action Plans, managing OFCCP audits problem prevention, adverse impact audits or handling discrimination charges.
Benefits
Project scope may include: reviewing current benefits and procedures and proposing changes to current benefit plans, designing plans, drafting plan documents, designing systems and procedures, interfacing with vendors, insurance companies, third party administrators and MIS staff, and ensuring compliance with regulations, DOL, ERISA etc. , developing benefit orientation and training for employees and supervisors. Benefits may include reviewing, integrating and redesigning paid and unpaid time off benefits (holidays, vacation, paid leave, unpaid leave, short term disability, long term disability, etc.), integrating mandated plans ( Medicare, Medicaid, Social Security Disability and Retirement) with optional benefit plans, reviewing insured and self-insured plans (medical, dental, etc.) to contain costs, Section 125 plan installation, conversion or defined benefit pension plans to defined contribution age weighted profit sharing plans, and installing 401(k), and ESOP plans.
Compensation
Project scope may include reviewing current titles, salaries, grades, ranges, promotional progressions, job skills and duties, auditing jobs, writing job descriptions, designing market based or skill based compensation programs, comparing actual pay to market rates and updating pay structures including grades and ranges, designing incentive or gain sharing plans designed to reduce scrap, errors and rework, and sharing the savings through quarterly bonus mechanisms for all employees, and providing documented systems whereby current staff may assume responsibility for updating these systems, including sales commission and management and employee bonus, incentive stock option and gain sharing plans.
Job Description Systems
Project scope may include writing work flow analysis, assembly and test instructions, manufacturing operations and material management process documents, essential job functions for ADA compliance, primary responsibilities, duties, qualifications, performance standards, promotional progression, skills development, certification, employee training and development planning and implementation. Descriptions are installed on mainframe shared data base or local area network for ISO 9000 system interface and update, and for use in developing employment ad copy, job specifications, postings and organization planning.
NTL HUMAN RESOURCES MANAGEMENT CONSULTING CAPABILITIES
Total Quality Management Integration
Project scope may include writing an ISO 9000 Quality System and project managing ISO certification preparation including writing assembly, test and work instructions, designing document control and training systems and integrating statistical process control and throughput chart data in to the performance management and job description systems compatible with ISO 9000/TQM/TQC systems.
Teams & Lean
Project may include installing some or all elements of cross-functional teams and continuous improvement processes.
Performance Management Systems
Project scope may include designing and installing performance measurement and appraisal systems, individual and group performance criteria, measurement and assessment and may include providing employee and supervisory training. Customer criteria are used in developing metrics for goals and deliverables.
Employment & Staffing
Consulting may include technical recruiting and staffing projects, writing and placing ads or postings or selecting resumes from databases, receiving resumes, coordinating and conducting interviews, testing, performing reference checks and coordinating background verification, making offers, writing offer letters and selection process training.
Training & Development
Training may include assignments to coordinate management teams, assessment, management development, team development, planning, coaching, workshops and training, individual testing, and feedback and measurement.
Career Counseling & Outplacement
Career counseling services may include APT testing, SIMA evaluation, assessment and counseling. Outplacement services may include training, job search strategy development, resume preparation, lead generation, interviewing skills and offer negotiation counseling.
Organizational Development
Project manage and support organizational strategic planning, tactical planning, implementation and project management to redesign and reengineer structures, workflow and processes to improve quality, efficiency, reliability and ease of operation to increase throughput, capacity and reduce costs.
Acquisitions
Due diligence, assessment, reporting, operational recommendations employee benefit plan conversion, HRIS data compilation, post acquisition integration, plan terminations, IRS filings.
General human resources and operations consulting and project work in policy and system design and installation, organization planning, operating policies, reengineering, regulatory and standards compliance, compensation, performance management, HR policies, benefits, recruiting, training, career counseling and outplacement.
Mission
My mission is to provide human resources and operations management consulting services to small and medium sized companies and outsourced projects for large companies. Projects may include general consulting, compliance, affirmative action plans, audits, the development or revision of policy manuals, job description and results-based organizational planning and performance management systems, compensation and benefit systems, ISO 9000 certification preparation and compatible documentation systems, recruiting and training and project management. Systems may be installed on local area networks or shared data bases. Policy and job description systems are designed to ensure that client companies are in compliance with current laws and regulations, and also have the tools needed to enhance the performance of their operations. Consulting is performed on a turn-key or on-going basis based on client needs and desires.
Small Business
Serves as Principal Human Resources Consultant for small businesses (10 - 100 employees) where the President and/or Financial Officer assumes human resource function responsibilities.
Medium Size Business
Serves as Principal Human Resources Consultant for medium size businesses (100 - 300 employees) who have an HR Administrator handling the basic HR functions, but require training, consulting and assistance in setting up systems, handling projects or in day-to-day operations. My objective is to increase the HR Administrators capability to assume increasing responsibility in project management, problem prevention, problem handling, ensuring regulatory compliance and participation in on-going HR policy and system development.
Large Business
Performs specific outsourced projects for HR Directors of large businesses who need start-up coordinators, project management or major revisions to one or more HR systems, don't have time to do it themselves, don't have staff with the time or expertise to perform the project and found contracting these projects was more cost effective and guaranteed timely project completion. May serve as the HR Department for U.S. locations of foreign headquartered businesses.
Start Ups & Acquisitions
Typical tasks include start up activities, process documentation, project management and recruitment, due diligence or integration projects on acquisition teams or project management of changes and process upgrades.
Lean Reengineering
Reengineering project scope may include diagnostics, horizontal or vertical process analysis and redesign, the addition of technology solutions, organizational structure and responsibility and job redesign.
NTL HUMAN RESOURCES MANAGEMENT CONSULTING CAPABILITIES
Policies & Systems
Project scope may include: determining the markets served, product niche, mission culture, values, style, policies and procedures that support or detract from the mission, formulating and disseminating policies and procedures that support the mission, and may include planning and conducting supervisory and employee policy training. Policies include: mission, products, quality and continuous improvement, ISO 9000 compatible quality system, employment, equal opportunity, drug-free workplace, discipline and termination, safety, confidentiality, plus other legally required, standard, operating, including expense reimbursement, contracts and purchasing and custom policies.
Regulatory Compliance
Project scope may include: installing or reviewing and updating policies affected by regulations as outlined above and developing procedures designed to prevent problems and manage them as they occur. Specific projects may include ensuring compliance with EEO, OFCCP, Wage & Hour, OSHA and EPA, and writing or updating annual Affirmative Action Plans, managing OFCCP audits problem prevention, adverse impact audits or handling discrimination charges.
Benefits
Project scope may include: reviewing current benefits and procedures and proposing changes to current benefit plans, designing plans, drafting plan documents, designing systems and procedures, interfacing with vendors, insurance companies, third party administrators and MIS staff, and ensuring compliance with regulations, DOL, ERISA etc. , developing benefit orientation and training for employees and supervisors. Benefits may include reviewing, integrating and redesigning paid and unpaid time off benefits (holidays, vacation, paid leave, unpaid leave, short term disability, long term disability, etc.), integrating mandated plans ( Medicare, Medicaid, Social Security Disability and Retirement) with optional benefit plans, reviewing insured and self-insured plans (medical, dental, etc.) to contain costs, Section 125 plan installation, conversion or defined benefit pension plans to defined contribution age weighted profit sharing plans, and installing 401(k), and ESOP plans.
Compensation
Project scope may include reviewing current titles, salaries, grades, ranges, promotional progressions, job skills and duties, auditing jobs, writing job descriptions, designing market based or skill based compensation programs, comparing actual pay to market rates and updating pay structures including grades and ranges, designing incentive or gain sharing plans designed to reduce scrap, errors and rework, and sharing the savings through quarterly bonus mechanisms for all employees, and providing documented systems whereby current staff may assume responsibility for updating these systems, including sales commission and management and employee bonus, incentive stock option and gain sharing plans.
Job Description Systems
Project scope may include writing work flow analysis, assembly and test instructions, manufacturing operations and material management process documents, essential job functions for ADA compliance, primary responsibilities, duties, qualifications, performance standards, promotional progression, skills development, certification, employee training and development planning and implementation. Descriptions are installed on mainframe shared data base or local area network for ISO 9000 system interface and update, and for use in developing employment ad copy, job specifications, postings and organization planning.
NTL HUMAN RESOURCES MANAGEMENT CONSULTING CAPABILITIES
Total Quality Management Integration
Project scope may include writing an ISO 9000 Quality System and project managing ISO certification preparation including writing assembly, test and work instructions, designing document control and training systems and integrating statistical process control and throughput chart data in to the performance management and job description systems compatible with ISO 9000/TQM/TQC systems.
Teams & Lean
Project may include installing some or all elements of cross-functional teams and continuous improvement processes.
Performance Management Systems
Project scope may include designing and installing performance measurement and appraisal systems, individual and group performance criteria, measurement and assessment and may include providing employee and supervisory training. Customer criteria are used in developing metrics for goals and deliverables.
Employment & Staffing
Consulting may include technical recruiting and staffing projects, writing and placing ads or postings or selecting resumes from databases, receiving resumes, coordinating and conducting interviews, testing, performing reference checks and coordinating background verification, making offers, writing offer letters and selection process training.
Training & Development
Training may include assignments to coordinate management teams, assessment, management development, team development, planning, coaching, workshops and training, individual testing, and feedback and measurement.
Career Counseling & Outplacement
Career counseling services may include APT testing, SIMA evaluation, assessment and counseling. Outplacement services may include training, job search strategy development, resume preparation, lead generation, interviewing skills and offer negotiation counseling.
Organizational Development
Project manage and support organizational strategic planning, tactical planning, implementation and project management to redesign and reengineer structures, workflow and processes to improve quality, efficiency, reliability and ease of operation to increase throughput, capacity and reduce costs.
Acquisitions
Due diligence, assessment, reporting, operational recommendations employee benefit plan conversion, HRIS data compilation, post acquisition integration, plan terminations, IRS filings.
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