FLEMMING SCOTT JR
Bel Air,MD
Summary
HUMAN RESOURCES DIRECTOR/MANAGER HR leader, managing multicultural and multigenerational workforces to achieve employee engagement goals HR leader, building effective HR systems and strengthening organizational capacity by providing an environment that respects, supports, and develops capabilities of employees. Develop HR strategies and policies, drive talent acquisition and retention initiatives, and implement cost optimization measures. Serve as first chair negotiator and contract administrator in a Union environment, fostering positive labor relations. Team leader, establishing rapport and engendering trust at all levels of an organization, resolving complex HR issues, and balancing management’s interests with employee needs to enable achievement of goals. Languages: English (native), Spanish (basic).
Overview
25
25
years of professional experience
Work History
Director of Human Resources
VULCAN, DIVISION OF ITW FOOD EQUIPMENT GROUP LLC
Baltimore, MD
01.2009 - 03.2024
- Led up to 4 personnel for managing HR activities for unionized and non-unionized personnel of multi-location division comprising of commercial food equipment manufacturing, sales, customer service, and credit operations functions
- Oversaw HR operations for 200 union-represented employees, 100 non-union salaried employees, and 110 exempt salaried employees
- Devised labor relations management strategy
- Provided HR data and resources, facilitating development of annual operating plan
- Served as member of strategic leadership and long-range planning team, providing important HR-related insights
- Supervised wage and salary administration for hourly, non-exempt, and exempt workforces
- Managed labor relations and community relations, ensured regulatory compliance, and administered employee contracts with Union
- Drove leadership development, employee engagement and development, safety, and health and fitness initiatives
- Recruited high-potential talent
- Negotiated several self-funded 5-year contracts with local S-50 International Brotherhood of Boilermakers, reducing employee costs by $1.5M annually
- Modified safety procedures, shifting focus from investigation and incident reporting to proactive employee engagement, securing employee buy-in and fostering a safety-focused culture
- Initiated and implemented employee engagement initiatives, including health fairs and wellness education, resulting in 3 consecutive years without any recordable injuries
- Plant was ranked #1 rank in terms of safety performance for 3 consecutive years and was consistently ranked within the top 10 for the last 10 years
- Led all HR-related aspects of business relocation, from Wisconsin to Baltimore, a $12M project, resulting in successful business setup in Baltimore and 20% reduction in operating costs
- Sourced and recruited 10 personnel to support plant expansion and new product launch efforts
- Negotiated labor agreement, leading to implementation of a two-tiered wage platform
- Served as director of Northeast US region for African American Employee Resource Group
- Coordinated efforts for training ~130 employees on the ITW ” Tool Box” for Success and Promotion’ leadership development training program that focused on 3 key components, understanding 80/20 principles, customer back innovation, and understanding a decentralized network, resulting in 18 people from Group moving into leadership roles over 7 years.
Manager of Human Resources
CAMPBELL SOUP SUPPLY COMPANY LLC
Napoleon, OH
11.1998 - 01.2009
- Directed efforts of 3-member team for managing HR function for 1700 union-represented employees and 135 salaried employees
- Devised negotiation strategy for site-specific contracts
- Oversaw labor and employee relations, handled grievances, administered contracts, and developed HR policies
- Ensured compliance with Affirmative Action and EEOC requirements
- Supervised wage and salary administration for hourly, non-exempt, and exempt workforce
- Developed workforce management system prototype, using engagement-focused electronic portal augmented by kiosks, saving $150K in annual cost of administration at Napoleon location
- The system was recognized as a standard and duplicated across company
- Developed and implemented a new timekeeping and attendance control program, reducing absenteeism by 33% and decreasing local operating/administrative costs and related overtime.
Education
Bachelor of Arts (BA) - Business and Public Administration, Economics
HOWARD UNIVERSITY
Certified Labor Relations Professional TARKENTON ASSOCIATES | Certified Instructor for Quality Improvement using Lean Manufacturing Techniques PHIL CROSBY ASSOCIATES | Certified Total Quality Management - undefined
MICHIGAN STATE UNIVERSITY
Skills
- Employee Relations Labor Relations HR Operations Management Workforce Planning Policy Development
- Unionized & Non-Unionized Personnel Management Contract Negotiation Wage & Salary Administration
- Risk Assessment & Mitigation Change Management Talent Acquisition Employee Engagement
- Employee & Labor Law Compliance Leadership Development HRIS Implementation Cost Optimization
- Wellness Program Development Communication & Coordination Problem Solving Team Leadership
- Technical Skills
- Microsoft Word, Excel, PowerPoint, Teams, Outlook HRIS Epicor
Work Availability
monday
tuesday
wednesday
thursday
friday
saturday
sunday
morning
afternoon
evening
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Timeline
Director of Human Resources
VULCAN, DIVISION OF ITW FOOD EQUIPMENT GROUP LLC
01.2009 - 03.2024
Manager of Human Resources
CAMPBELL SOUP SUPPLY COMPANY LLC
11.1998 - 01.2009
Bachelor of Arts (BA) - Business and Public Administration, Economics
HOWARD UNIVERSITY
Certified Labor Relations Professional TARKENTON ASSOCIATES | Certified Instructor for Quality Improvement using Lean Manufacturing Techniques PHIL CROSBY ASSOCIATES | Certified Total Quality Management - undefined
MICHIGAN STATE UNIVERSITY
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