VICTORIA E.

McINTOSH
15654 Mutual Terrace Telephone (708) 333-2212
South Holland, Illinois 60473 Cell (708) 629-8717
Email: vm9aefb8@westpost.net

August, 2010
To Whom It May Concern:
Based on your recent advertisement, I am responding to your request to send a co
py of my resume. Please consider how my skills, background and experience may a
ssist you in filling your Human Resources vacancy.
As my resume indicates, I possess over twenty years of diverse and successful hu
man resource management experience; most recently in a union environment. I am
highly effective in motivating and directing employees through strong interperso
nal skills and written communications. Qualifications include:
* Strong figure aptitude and attention to detail
* Solid interpersonal skills including conflict resolution abilities
* Served as ISO trainer providing leadership and direction
* Strategic planning
* Successful negotiation experience, including grievance handling
* Strong labor relations/employment law background and experience
In addition to these qualifications, I bring a focus of Quality, Safety, Morale,
and the professional background to function proactively as part of a team in su
pport of overall goals and objectives.
I look forward to hearing from you in the near future.
Sincerely,

Victoria E. McIntosh

VICTORIA E. McINTOSH
15654 Mutual Terrace Telephone (708) 333-2212
South Holland, Illinois 60473 Cell (708) 629-8717
Email: vm9aefb8@westpost.net
SUMMARY
Successful management career in HR administration for diverse companies with a r
ecord enhancing and sustaining HR systems to facilitate continuous business grow
th. Effectively balances HR with operating and financial demands to transform c
orporate goals into profitable reality. Characterized as an inspiring leader an
d analytical problem solver. Strong business ethics. Core competencies include
:
Labor Relations & Negotiations Payroll & Benefits Administration
Staff Training & Supervision Employment Law & Regulatory Compliance
Recruitment & Staffing Initiatives Strategic Planning & Program Management
Benefits Recruitment
EXPERIENCE
United Water, Inc. September 2004 to Present
Multi-million national dollar provider of water/wastewater treatment facility m
anagement services.
Human Resources Director - Midwest Region
Scope of responsibility encompassed the entire human resource function for India
na and Mississippi sites with emphasis on staffing, employee relations, benefits
administration, organizational development (OD), training, retention, labor rel
ations and regulatory compliance.
* Reduced voluntary turnover 40% annually, improved productivity 30% with the im
plementation of goal setting and objectives management programs for managers an
d supervisors.
* Reduced project grievances by 85% through the establishment and effective lead
ership of the labor-management committee.
* Negotiated "win-win" labor contracts, maintaining a consistent "no strike" wor
k environment through the development of strong labor/management relations which
resulted in a no increase for 2008 and minimum increases for 2009-2011.
* Acted as the company lead in arbitration hearings and grievance meetings.
* Successfully resolved 95% of EEO claims through conflict resolution procedures
.
* Partner with site supervisors to evaluate employee training needs, facilitate
training programs and support progressive employee relations initiatives.
* Lead business forecasts reviews with site managers to analyze costs and prepar
e staffing budgets and special exceptions.
* Consistently "on plan" related to Human Resources budget management.
* Established and enforced company policies and procedures to ensure FLSA, Affi
rmative Action and FMLA compliance.
* Designed and implemented staffing and talent management plan for all project s
ites.
* Designed and implemented Apprenticeship Program which will graduate 100% of pa
rticipants in April, 2008.
* Conducted in-depth performance development, performance objective and carrot c
ulture training for managers and supervisors, which resulted in 100% compliance
for the Gary project.
* Re-evaluated and rewrote job descriptions for Mississippi and Indiana projects
which ensured that all internal compensation issues were addressed through recl
assification.
* Led HR mobilization team which led to an effective transition of the Mississip
pi project.
* Negotiated the transition of all union employees to the company sponsored shor
t term disability plan from the conventional union sick day program.
* Designed and implemented Apprenticeship Program that provided essential job de
velopment and training skills for mechanics, electricians and tradeshelpers. Gr
aduated three classes of qualified Millwrights.
* Created licensing program that successfully assisted employees in attaining th
eir Wastewater Certification in the State of Indiana.
Yellow Cab Management, Inc. May 2001 to September 2004
Corporate management of all Yellow/Wolley taxi cabs and affiliate companies with
400 union/non-union employees.
Director of Human Resources
Held complete strategic planning, leadership and operating management responsibi
lity for all HR and OD affairs including employment/recruiting, compensation, be
nefits, employee relations, training and development, diversity, career progress
ion, organizational effectiveness, payroll and HRIS for eight affiliate companie
s. Guided business and HR vision.
* Coordinated and generated payroll processing for 6 companies under the Yellow
Cab Management umbrella.
* Responsible for labor relations including the negotiation of all employment a
greements, settlements, releases, amendments and labor contracts.
* Responsible for all mandatory reporting of benefit programs, including health
, life, short/long-term disability, 401(k), vision, dental, profit sharing and
workers compensation insurance as well as applicable annual audits.
* Responsible for the annual document reports for all pension plans. Automated
all pension calculations and revised the pension application process which resul
ted in all retirees receiving "on-time" benefits.
* Interpreted, wrote & administered HR policies & practices based on state/fede
ral laws.
* Negotiated employment agreements, settlements, releases, amendments and labor
contracts.
* Researched, analyzed, evaluated, designed and administered company benefit pro
grams.
* Oversaw performance appraisals, investigations, complaints and labor/managemen
t conflict resolutions; represented the company in all grievance hearings and la
bor negotiations.
* Designed and implemented a company-wide compensation program and performed due
diligence to ensure competitive market positioning.
* Spearheaded the transformation of all manual processes into a fully automated
human resources department.
* Introduced and implemented improvements to the self-funded benefit program and
the benefit administration process.
* Developed and launched a random drug testing program.

Peerless Confection Company March, 1997 to February 2001

175-employee union facility of a premier manufacturer of hard candy
Human Resources Manager
Core member of the management team with responsibility for the entire HR functio
n including recruitment, training and development, wage and benefits administrat
ion, records management, drug testing and investigations for the office and pla
nt.
* Coordinated compensation and benefits, HRIS, staffing, performance appraisals,
wage increases, 401(k) administration, organizational/policy development and EE
O/diversity initiatives.
* Developed and administered labor relations policies including the collective b
argaining agreement; represented the firm in grievance hearings, labor hearings
and union negotiations. Instrumental in negotiating a three year, no-raise labor
contract for 10 out of 12 job classifications.
* Collaborated with department managers and developed career pathing strategies
for personnel with leadership skills.
* Facilitated leadership development training for 85% of supervisors.
* Initiated a new safety program featuring HazCom and Eye Protection modules.
* Designed and implemented a pre-employment Human Performance Evaluation process
.
* Coordinated the transition of the human resources department to automated syst
ems.
* Implemented a variety of new programs, including new hire orientation, daily p
roduction meetings, pre-employment testing, formal performance evaluations, prog
ressive discipline and state-funded ESL and quality control training.
Dreisilker Electric Motors November 1994 to January 1997
Non-union electric motor service plant with corporate office and four branch loc
ations, 100+ employees.
Human Resources Manager
Senior HR executive recruited as part of a new team challenged to develop and la
unch a new HR department in charge of staffing, benefits administration, trainin
g and regulatory compliance.
* Developed and managed recruiting/sourcing strategies to include job fairs, pro
active research, and an on-site job fairs in multiple locations. Staffed hourly
and salaried employees.
* Developed RFP to review vendors that could automate frontend process (i.e., ap
plicant tracking systems, attendance, automated prescreening tools, etc.)
* Designed and implemented comprehensive compensation plan utilizing HAY system.
* Revised job descriptions and new hire orientation procedures.
* Attainted a 50% conversion from indemnity to managed health care through the c
reation and implementation of a successful managed care program.
* Reduced corporate liability insurance costs by one-third; restructured liabili
ty insurance management program to facilitate savings.
* Coordinated ISO 9000 training, which resulted in the implementation of ELS tra
ining and the attainment of the ISO designation within a 14 month timeframe.
* Administered compliance with ADA and FMLA; responded to EEOC issues.

The Mill Mutuals April 1980 to November 1994

Itasca-based agricultural business insurance company with five branch offices an
d 400 employees.
Human Resources Manager
Scope of responsibility included workforce planning, training and development, t
uition reimbursement, benefits administration and pension administration.
* Managed the entire HR function for home office and five branch offices located
within the United States
* Collaborated with senior management to develop long-term strategies for wage a
nd salary administration, fair hiring practices and long-range recruitment goals
.
* Developed prescreening tools for hiring managers.
* Developed safety committee and coordinated training efforts.
* Responsible for researching employee complaints, analyzing turnover, budgets a
nd other statistical studies, and compiling vacancy and disciplinary action repo
rts.
* Extensive experience managing unemployment and workers compensation issues, CO
BRA administration, FMLA compliance and long/short term disability issues.
* Responsible for the negotiation of company benefit plans; reduced annual costs
by $100K by establishing an effective self-insured plan for supplemental disabi
lity.
* Created performance management system including wage and salary guidelines
* Relocated corporate offices and associated equipment for 150 employees in less
than 120 days.

TRAINING/EDUCATION
Bachelors - Business Administration Almeda University Boise, Idaho
MBA Almeda University Boise, Idaho
PDI 360-Certified
HR Management Certification, IAML
Employee Benefits Certificate, IAML
Occupational Safety Classes
Union Negotiation
Internal Investigations
Institute for Applied Management
Employee Benefits Law Certificate, Employee Relations Law Certificate
Human Resource Management Certificatio