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Johns Resume 2

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The document is a resume for John Ponzuric Jr., an experienced human resources professional. Over 10 years of experience leading HR teams across varied industries. Skilled at developing staff, maximizing performance, and optimizing procedures. Known for identifying innovative solutions that positively impact culture and resolving labor issues. Provides strategic planning and creative problem-solving.

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JOHN PONZURIC, JR., SPHR 4479 Honeysuckle Lane • Doylestown, Pennsylvania 18902 (267) 880-0324 • johnponz@comcast.net EXECUTIVE LEVEL DIRECTOR: HUMAN RESOURCES Highly skilled HR professional with broad experience and success across varied industries. More than 10 years experience leading teams, developing and mentoring staff, maximizing performance, and optimizing procedures across challenging work environments. Exemplary leadership results include facilitating significant workforce cohesion despite challenges of downsizing and sweeping procedural changes. Ability to identify innovative solutions to positively impact organizational culture and resolve contentious labor relations issues. Keen eye for trend-spotting and analysis applied to unique program development, cost-saving, and performance measures. Exceed expectations in designing novel solutions, conflict resolution, labor management, and creating competitive advantage in multiple markets. Well-Planned Organizational Transitions & Downsizing • Employee Relations & Retention • Staff Morale Strategic Planning/Partnership with Senior Executives • Trusted Employee Advocate • Creative Solutions Training/Development • Labor Relations • Contract Negotiations • Dispute Resolution • Cost Containment Dynamic Leadership • Workforce Productivity • Flexibility in Management • Strong Budgeting Skills Policy/Procedure Development • Innovative Project Management • Performance & Improvement Measures Rapid Resolution to Challenges • Grievance Settlement • Hands-On Interactions with all Levels of Staff Internal Customer Satisfaction • Strategic & Tactical Interventions • Visionary Problem-Solving & Solutions PROFESSIONAL EXPERIENCE GAMESA TECHNOLOGY, Philadelphia, Pennsylvania • 2007-2010 Global manufacturer of wind turbines. Energy Division develops wind farms and employs 70 cross-functional staff in Wind Resources, Development, Construction, Engineering, and Finance/Sales. 800 US staff and 6K worldwide. Director of Human Resources Commanded all Energy Division HR functions, including performance/change management, staffing patterns, benefits, professional development, employee relations, and management counseling. Collaborate with corporate HR staff to coordinate support of benefits, recruitment, worker’s compensation, and training. Supervise 1 direct report. Managed union/ labor relations for Tower Manufacturing Division. Responded to workers’ concerns and settled grievances. Directed modified duty program for workers injured on the job. • Transformed workforce, staffing 30% of organization in 1 year, expertly upgrading management structure to meticulously match skill sets of new hires with position requirements. • Reduced turnover from former annual levels of 10% to 4%, based on skillful development/implementation of new comprehensive on-boarding process on policies/procedures, structure, benefits, and performance management. • Pioneered Management-by-Objective (MBO) program to articulate bonus requirements. Developed/delivered curriculum on MBO process to align employee and corporate objectives. Achieved 100% compliance. • Reduced re-work 50% and improved overall production quality in plant, identifying a pre-existing deficit in worker training and collaborating with external contractor to produce/deliver a welding education course. • Downsized workforce 90% with a nearly seamless transition and zero grievances, achieved via precise Union negotiations and strategic development of communication plan to prepare staff. • Rapidly promoted from Human Resource Manager (Towers) to Director of Human Resources (Energy), based on skillful labor relations and innovative approaches to productivity and performance measures. GREATWIDE, TRUCKLOAD MANAGEMENT, Langhorne, Pennsylvania • 2006-2007 3rd-party logistics company providing truckload transportation with up to 100 staff. Division Human Resources Manager Developed HR Department from scratch for all non-union support staff. Managed hiring, departmental budget, benefits, performance management, and training. Monitored regulatory compliance. • Saved company $800K, from team effort to redesign and standardize benefits across all 4 divisions by applying economy-of-scale to contain costs. • Enhanced employee satisfaction and productivity, introducing a performance review system, linking performance to annual increases which replaced the previous undocumented approach operating at management discretion. Resume
• Brought HR department into compliance with all related laws and best practices, reviewing and revising policies. • Created SOP to organize the department and established HR business plan, including 1st HR budget. JOHN PONZURIC, JR., SPHR • Page 2 • johnponz@comcast.net CENTRAL PARKING SYSTEM, Philadelphia, Pennsylvania • 2001-2006 National leader in supplying parking services, with over 70 Center City locations, Philadelphia and Harrisburg International Airports, the stadium complex, and 4 Atlantic City hotels. 1200 employees in Philadelphia area. Regional Human Resources Manager Managed all aspects of HR operations at the local level, including payroll, while keeping Senior HR Executives informed at National Headquarters located in Nashville, Tennessee. Monitored local contracts for parking lots with union presence. Managed 4 staff, including Benefits, Recruitment, Payroll, and Receptionist. Monitored all corporate HR policies and procedures to ensure appropriate implementation of corporate programs. • Saved company $150K annually, based on outstanding representation of the company at unemployment hearings, achieving 95% success rate. • Administered 8 collective bargaining and grievance handling agreements, serving as primary spokesperson during contract negotiations, by developing unique strategy to maintain comparable CBA terms across bargaining units and establishing productive relationships with Union Business Agents. • Retained major Atlantic City Hotel account, initiating successful union avoidance campaign in response to client’s threat to withdraw business if employees unionized. • Led 6-sigma team charged with developing OJT program to track training levels, ensuring appropriate training prior to permanent assignments. BARRY CALLEBAUT, Pennsauken, New Jersey • 1998-2001 Manufacturer of industrial use chocolate, with 200 staff. Human Resources Manager Drove all HR activities, including employee development, staffing, benefits, labor relations, and safety for 3 facilities located across the state. Supervised HR Assistant and contract recruiter. • Captured $100K state training grant for the facility, based on strong communication skills. • Transformed employee absenteeism at newly acquired facility in Swedesboro, from existing 25% levels down to 5%, innovating a daily bus service to transport employees to and from work. • Transitioned closing of acquired facility in Jersey City without Union grievances or sabotage by supporting staff with new career center, facilitating 85% of the laid off having jobs ready for them when the plant closed. • Reduced workers’ compensation benefit payments significantly, by innovating a Modified Duty Program for all New Jersey locations that became the prototype for all sites throughout the US, with the intent of returning injured workers to duty as soon as possible. Collaborated with managers to modify requirements of worker’s positions to comply with physician orders. • Promoted to HR Manager in 6 months of initial employment date. ADDITIONAL EXPERIENCE STATEN ISLAND UNIVERSITY HOSPITAL Employee Relations Specialist • Resolved employee concerns, spearheading investigations of staff complaints and grievances, as well as discrimination and harassment claims. • Responded to employee inquiries regarding benefits, compensation, and staffing concerns. • Analyzed financial impact of proposed contract language as member of Negotiating Committee. • Rapidly promoted from Project Coordinator to Employee Relations Specialist, based on outstanding contributions to Gallup Survey and Occupational Health Program implemented collaboratively with Senior HR VP. EDUCATION Master of Science in Human Resource Management Bachelor of Arts in Psychology Rutgers University, New Brunswick, New Jersey PROFESSIONAL DEVELOPMENT Senior Professional in Human Resources (SPHR) Certification Resume
PROFESSIONAL ASSOCIATION Society for Human Resource Management COMPUTER SKILLS MS Office Suite, Visio Resume

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Johns Resume 2

  • 1. JOHN PONZURIC, JR., SPHR 4479 Honeysuckle Lane • Doylestown, Pennsylvania 18902 (267) 880-0324 • johnponz@comcast.net EXECUTIVE LEVEL DIRECTOR: HUMAN RESOURCES Highly skilled HR professional with broad experience and success across varied industries. More than 10 years experience leading teams, developing and mentoring staff, maximizing performance, and optimizing procedures across challenging work environments. Exemplary leadership results include facilitating significant workforce cohesion despite challenges of downsizing and sweeping procedural changes. Ability to identify innovative solutions to positively impact organizational culture and resolve contentious labor relations issues. Keen eye for trend-spotting and analysis applied to unique program development, cost-saving, and performance measures. Exceed expectations in designing novel solutions, conflict resolution, labor management, and creating competitive advantage in multiple markets. Well-Planned Organizational Transitions & Downsizing • Employee Relations & Retention • Staff Morale Strategic Planning/Partnership with Senior Executives • Trusted Employee Advocate • Creative Solutions Training/Development • Labor Relations • Contract Negotiations • Dispute Resolution • Cost Containment Dynamic Leadership • Workforce Productivity • Flexibility in Management • Strong Budgeting Skills Policy/Procedure Development • Innovative Project Management • Performance & Improvement Measures Rapid Resolution to Challenges • Grievance Settlement • Hands-On Interactions with all Levels of Staff Internal Customer Satisfaction • Strategic & Tactical Interventions • Visionary Problem-Solving & Solutions PROFESSIONAL EXPERIENCE GAMESA TECHNOLOGY, Philadelphia, Pennsylvania • 2007-2010 Global manufacturer of wind turbines. Energy Division develops wind farms and employs 70 cross-functional staff in Wind Resources, Development, Construction, Engineering, and Finance/Sales. 800 US staff and 6K worldwide. Director of Human Resources Commanded all Energy Division HR functions, including performance/change management, staffing patterns, benefits, professional development, employee relations, and management counseling. Collaborate with corporate HR staff to coordinate support of benefits, recruitment, worker’s compensation, and training. Supervise 1 direct report. Managed union/ labor relations for Tower Manufacturing Division. Responded to workers’ concerns and settled grievances. Directed modified duty program for workers injured on the job. • Transformed workforce, staffing 30% of organization in 1 year, expertly upgrading management structure to meticulously match skill sets of new hires with position requirements. • Reduced turnover from former annual levels of 10% to 4%, based on skillful development/implementation of new comprehensive on-boarding process on policies/procedures, structure, benefits, and performance management. • Pioneered Management-by-Objective (MBO) program to articulate bonus requirements. Developed/delivered curriculum on MBO process to align employee and corporate objectives. Achieved 100% compliance. • Reduced re-work 50% and improved overall production quality in plant, identifying a pre-existing deficit in worker training and collaborating with external contractor to produce/deliver a welding education course. • Downsized workforce 90% with a nearly seamless transition and zero grievances, achieved via precise Union negotiations and strategic development of communication plan to prepare staff. • Rapidly promoted from Human Resource Manager (Towers) to Director of Human Resources (Energy), based on skillful labor relations and innovative approaches to productivity and performance measures. GREATWIDE, TRUCKLOAD MANAGEMENT, Langhorne, Pennsylvania • 2006-2007 3rd-party logistics company providing truckload transportation with up to 100 staff. Division Human Resources Manager Developed HR Department from scratch for all non-union support staff. Managed hiring, departmental budget, benefits, performance management, and training. Monitored regulatory compliance. • Saved company $800K, from team effort to redesign and standardize benefits across all 4 divisions by applying economy-of-scale to contain costs. • Enhanced employee satisfaction and productivity, introducing a performance review system, linking performance to annual increases which replaced the previous undocumented approach operating at management discretion. Resume
  • 2. • Brought HR department into compliance with all related laws and best practices, reviewing and revising policies. • Created SOP to organize the department and established HR business plan, including 1st HR budget. JOHN PONZURIC, JR., SPHR • Page 2 • johnponz@comcast.net CENTRAL PARKING SYSTEM, Philadelphia, Pennsylvania • 2001-2006 National leader in supplying parking services, with over 70 Center City locations, Philadelphia and Harrisburg International Airports, the stadium complex, and 4 Atlantic City hotels. 1200 employees in Philadelphia area. Regional Human Resources Manager Managed all aspects of HR operations at the local level, including payroll, while keeping Senior HR Executives informed at National Headquarters located in Nashville, Tennessee. Monitored local contracts for parking lots with union presence. Managed 4 staff, including Benefits, Recruitment, Payroll, and Receptionist. Monitored all corporate HR policies and procedures to ensure appropriate implementation of corporate programs. • Saved company $150K annually, based on outstanding representation of the company at unemployment hearings, achieving 95% success rate. • Administered 8 collective bargaining and grievance handling agreements, serving as primary spokesperson during contract negotiations, by developing unique strategy to maintain comparable CBA terms across bargaining units and establishing productive relationships with Union Business Agents. • Retained major Atlantic City Hotel account, initiating successful union avoidance campaign in response to client’s threat to withdraw business if employees unionized. • Led 6-sigma team charged with developing OJT program to track training levels, ensuring appropriate training prior to permanent assignments. BARRY CALLEBAUT, Pennsauken, New Jersey • 1998-2001 Manufacturer of industrial use chocolate, with 200 staff. Human Resources Manager Drove all HR activities, including employee development, staffing, benefits, labor relations, and safety for 3 facilities located across the state. Supervised HR Assistant and contract recruiter. • Captured $100K state training grant for the facility, based on strong communication skills. • Transformed employee absenteeism at newly acquired facility in Swedesboro, from existing 25% levels down to 5%, innovating a daily bus service to transport employees to and from work. • Transitioned closing of acquired facility in Jersey City without Union grievances or sabotage by supporting staff with new career center, facilitating 85% of the laid off having jobs ready for them when the plant closed. • Reduced workers’ compensation benefit payments significantly, by innovating a Modified Duty Program for all New Jersey locations that became the prototype for all sites throughout the US, with the intent of returning injured workers to duty as soon as possible. Collaborated with managers to modify requirements of worker’s positions to comply with physician orders. • Promoted to HR Manager in 6 months of initial employment date. ADDITIONAL EXPERIENCE STATEN ISLAND UNIVERSITY HOSPITAL Employee Relations Specialist • Resolved employee concerns, spearheading investigations of staff complaints and grievances, as well as discrimination and harassment claims. • Responded to employee inquiries regarding benefits, compensation, and staffing concerns. • Analyzed financial impact of proposed contract language as member of Negotiating Committee. • Rapidly promoted from Project Coordinator to Employee Relations Specialist, based on outstanding contributions to Gallup Survey and Occupational Health Program implemented collaboratively with Senior HR VP. EDUCATION Master of Science in Human Resource Management Bachelor of Arts in Psychology Rutgers University, New Brunswick, New Jersey PROFESSIONAL DEVELOPMENT Senior Professional in Human Resources (SPHR) Certification Resume
  • 3. PROFESSIONAL ASSOCIATION Society for Human Resource Management COMPUTER SKILLS MS Office Suite, Visio Resume