JAY GLENN WARD

35+ years of business leadership in human resources consistently improving quality, productivity, and morale by increasing organizational involvement and commitment. Served on general management committee developing/directing day-to-day activities, short term/long term business operating/strategic plans, and management philosophy/policy. Background in union (chief spokesman) and non-union operations; organizational development; employee involvement/participation; culture change; executive recruitment; compensation and benefits planning/administration; performance management/pay; training and development; manpower forecasting; EEO and AAP; safety and health; worker’s compensation; security; personnel services; environmental services; and TQM/continuous improvement/SPC

• Successfully recruited executive/middle management, exempt, non-exempt, and wage associates.
• Directed successful plant start-ups to include plant site selection, staffing, training, wage and salary designs, benefit designs, policies and procedures, and designing employee handbooks.
• Maintained productivity and quality levels while phasing out large unionized operations and relocating to Greenfield non-union operation
• Developed, implemented and achieved programs and processes maintaining union-free operations.
• Created management strategies and shop environment to win NLRB elections/achieve decertification of Union operations.
• Designed and implemented successful alternative dispute resolution process.
• Developed and directed many efficacious forms of labor/management and employee communications: participation/involvement activities - problem solving teams, small work crew meetings, relationship by objectives, and small group labor-management discussions.
• As chief spokesman negotiated labor agreements within objectives and without strikes while maintaining 90% arbitration win rate.
• Directed successful transition from a non-unionized environment to a collective bargaining relation.
• Designed and implemented programs which increased productivity and quality while reducing absenteeism (50%), turnover (25%), disciplinary actions (50%), and complaint/ grievance activity (75%).
• Brought turnaround and culture change through management development activities, Management by Objectives organization-wide, and Relationship by Objectives.
• Directed equitable salary merit pay programs, competitive pay scales and compensation programs, including executive compensation; and instituted pay for individual and corporate performance.
• Designed and implemented health and welfare group benefit programs (traditional and defined contribution); negotiated reduced rates with carriers; arranged discounts with hospitals; and moved to fully insured medical coverage with improved benefits at 50% cost savings.
• Enhanced Company structure using performance review, organizational development, and succession planning.
• Established apprenticeships, craft/skills training, and proficiency testing reducing recruiting costs.
• Developed and directed successful affirmative action and passing OFCCP audits.
• Successful spokesperson at EEOC, Human Rights Commission, NLRB and other agencies.
• Conceived and utilized strategy that avoided discrimination charges when mass downsizing.
• Reduced Worker’s Compensation costs; ameliorated safety programs to attain three years (4 million hrs.) without lost time.
• Directed Employee Assistance Programs which enhanced Company/associate relations.
• Established positive media and community relations.
• Developed Hazardous Communication Program, hazard control/emergency, and storm water plans.