Michael Brown's Email Addresses & Phone Numbers

📖 Summary

A Human Resources and Employee & Labor Relations executive, attorney, and strong leader with extensive cross-functional experience. Understands complex organizations and resolves complicated problems. Has proven experience leading large scale initiatives at Fortune 500 companies, mid-size firms and start-ups. Possesses excellent written and verbal communication skills. Specialties: Performance & Leadership Development Organizational Development Recruiting, Hiring, & Retention Compensation Collective Bargaining Arbitration Employment & Labor Law In House Legal Counsel Litigation Case Management Legal Risk Management Workplace Investigations World Class Manufacturing (WCM).Senior Director, HR Employee & Labor Relations @ Responsible for leading the Employee & Labor Relations functions comprising 7,000 health care professionals across 40 medical facilities and regional office within the Mid-Atlantic region. Additional responsibilities include directing policy development and HR compliance investigations. Member of Labor Management Partnership Council. Lead a large team of HR and Labor Relations Consultants. From May 2015 to Present (8 months) Manager, HR Business Partner – Information & Communications Technology @ Responsible for managing all aspects of HR comprising 1000 IT professionals across NAFTA Region, including 26 manufacturing facilities, 9 business centers, and corporate office. Direct report to CIO and functionally to SVP of Human Resources. From February 2015 to May 2015 (4 months) Manager, HR Business Partner - U.S. Sales and Ram Brand Marketing @ Responsible for managing all aspects of HR comprising 400 sales professionals across 9 business centers and corporate office. Led Talent Management activities including new hires assessments, training needs analysis, leadership development, succession planning, performance evaluations, performance improvement plans and exit strategies. Led cross-functional team in development of Commercial Development Program (CDP), a 2-year rotational program for hi-potential professionals within Sales, Marketing, Service & Parts, International Operations, and Supply Chain Management who gain cross-functional work experience and complete a structured leadership training curriculum in preparation to take on positions leading teams. Managed Incentive Compensation Plan for field sales team including setting performance metrics and establishing target payment levels based upon achievement. From October 2013 to February 2015 (1 year 5 months) Manager, HR Business Partner - Product Development @ Responsible for managing all aspects of HR for Interior and Electrical Engineering Design and Release, Advance Concepts and Engineering, Vehicle Integration, and Regulatory Affairs comprising 2,500 engineers across U.S. and Mexico. Managed large scale hiring initiative of 600 engineers over a six month period, representing 30% organization growth and competency development of in-house engineering design and integration functional areas. Increased diversity hiring to 45%. Led strategic insourcing plan to establish an Electrical wiring organization within Systems & Components Engineering. Implemented organizational redesign of Vehicle Integration and Regulatory Affairs departments, resulting in the establishment of career paths to grow and retain critical talent, enable a deeper level of engagement of key engineering members throughout all stages of vehicle programs, and improve managerial controls over large organizations. Collaborated with operating management to drive Performance and Leadership Management (PLM) process. Executed core HR activities including compensation strategies, technical competency development, and harmonizing HR processes across NAFTA, EMEA, LATAM, and APAC regions. From March 2012 to October 2013 (1 year 8 months) Human Resources Manager, Warren Truck Assembly Plant @ Complete responsibility for HR functions at the Warren Truck Assembly Plant (WTAP) comprising 2,800 union-represented and non-union employees and producing annual revenues of $2B. Managed a team of 12 direct reports in areas of talent management, labor relations, people development & training, safety, security, and medical services. Responsible for plant-wide communications including development and implementation of corporate best practice “20 minute weekly team meeting” initiative. Led Chrysler WTAP management team in collective bargaining process with three separate United Auto Workers Unions (UAW) bargaining units. From June 2010 to March 2012 (1 year 10 months) Attorney - Labor & Employment @ Provided advice and counsel, and training on various matters including organizational restructuring, performance management, EEOC, ADA, FMLA, Sexual Harassment, NLRB charges, Grievance administration, and union avoidance and picketing. Managed and advocated 40 arbitration cases with 75% resulting in favorable outcome for Company (i.e. arbitration decision or settlement). Implemented continuous improvement initiatives resulting in $250,000 annual savings associated with outside attorney fees, and grievance liability. From April 2008 to May 2010 (2 years 2 months) Senior Partner @ Directed Las Vegas office of operations. Consulted start-up and mid-size companies on matters including HR policy and procedures, business operations, corporate structuring, and debt and equity financing. Facilitated $2,000,000 debt and equity capital raise for start-up concierge service provider and Software Company. Developed strategic business plan to secure $1M credit line to support continuing operation of mid-size construction company with $60M annual revenue. From September 2006 to April 2008 (1 year 8 months) Corporate Union Relations Sr. Specialist @ Supported the development and implementation of competitive labor relations practices and long range planning strategies for seven North American Powertrain Division facilities comprising 8,000 employees. Management bargaining team member responsible for negotiating “industry benchmark” collective bargaining agreement establishing optimal operational efficiencies and work rules in exchange for $2B capital investment. Responsible for handling matters before the National Labor Relations Board (NLRB). Member of Joint Company-Union Appeal Board with chief responsibility for disposing of grievances at step preceding arbitration. From February 2006 to September 2006 (8 months) Labor Relations Supervisor, Mack Avenue Engine Complex @ Responsible for managing Labor Relations practices at the Mack Avenue Engine Complex comprising two manufacturing facilities. Served as Management bargaining committee chair during simultaneous negotiations of five (5) separate union contracts effecting 2,000 workers. Achieved cost neutral financial targets. From June 2004 to February 2006 (1 year 9 months) Human Resources Generalist, Mopar Service & Parts @ Responsible for administration and application of collective bargaining agreement at 21 Parts Distribution Centers (PDCs) across North America, effecting 3,500 union employees. Served as Management bargaining committee co-chair for union contract negotiations covering 1,200 employees. From May 2002 to June 2004 (2 years 2 months) Human Resources Generalist, Toledo Assembly Complex @ Provided HR support to 300 non-union employees including administration of appraisal process, merit planning, and recruitment and hiring at the Toledo Assembly Complex. Also responsible for administration and application of collective bargaining agreement covering 5,000 union employees. From August 2000 to May 2002 (1 year 10 months) Juris Doctor @ University of Detroit Mercy School of Law From 1997 to 2000 Bachelor of Arts @ Michigan State University From 1992 to 1997 Michael Brown is skilled in: Leadership, Succession Planning, Management, Talent Management, Labor Relations, Human Resources, FMLA, Onboarding, Performance Management, Employment Law, Organizational Development, Recruiting