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Work experience

Human Resources Director

ATK Armament Systems

Recruited  to “reinvent” the Human Resources organization and develop into a world-class service provider. Responsible for developing and implementing the division human capital strategy and operational plans by linking workforce requirements to business objectives. Report to the Division Vice President and General Manager. 

  • Transitioned HR from functional specialist silos to generalists with broad responsibilities. Engaged executive team in developing strategic HR and Talent Management Plans ensuring linkage and alignment to organization objectives.– Alliant Techsystems
  • Improved talent acquisition business process including a reduction in time to fill for technical and professional positions from 87 to 54 days; implemented cutting edge workforce planning tools from, InfoGist resume data mining analytics and standardization of the interview process implementing the Lominger Interview Architect model.
  • Chief Negotiator and architect of collective bargaining agreement aligning Division with the rest of the Group on medical, dental, retirement, 401k match, retiree life, and retiree medical with wage increases under 3% in each year of the agreement with the United Steelworkers local.
Jan 2000Dec 2005

Area Human Resources Manager

Recruited based on HR success, talents and ability to solve problems and address divisional issues.  Provided HR leadership to more than 1,900 employees located throughout 6 (union/non-union) locations in the US, Mexico and Canada. Managed HR strategic direction and execution for all Division policies, practices and programs and spearheaded efforts to meet metric-based goals in key areas of talent development, succession planning, performance management, and labor relations. Directed HR generalist functions through 4-member management team and 8 indirect reports. Reported to the VP, Human Resources – Seal Group. Managed a $600K budget.

  • Led HR acquisition doubling size of division. Provided leadership/ guidance regarding employment issues leading to improved employee relations- reduction of grievances from 100+ per year to 5 or less.
  • Championed Division talent management and succession planning process. Results included promotion of individuals placed in highest talent pool that completed assigned training and development actions.
  • Introduced performance planning tool aligning individual objectives with Division goals, strategy deployment, and improvement priorities.
Apr 1989Dec 1999

Human Resources Manager

Human Resources Manager - American Video Glass Company, Mt. Pleasant, PA (1997 — 1999)Promoted to lead HR function for 500+ employees including Employee Relations, Compensation Plan Development, and areas of Environmental, and Safety and Health. Managed a $500K budget and held staff accountability for 3 direct reports. Reported to the President of American Video Glass with dotted line to the Senior Executive Vice President for HR Sony Electronics.

  • Guided safety, health, and environmental programs resulting in injury rates 15% below industry averages and zero environmental incidents.
  • Volunteered to champion the formation of a Six Sigma program recognized by corporate for results and structure.
  • Designed communication program around joint venture operation (50-50 Sony-Corning Management) with 0 union organizing attempts and 60+% survey satisfaction.
  • Managed creation of a team and technical skill-based career development program achieving a flexible workforce.

Human Resources Manager - Digital Audio Disc Corporation, Terre Haute, IN (1989 — 1997)Provided overall direction for staffing using targeted selection, compensation program based on the Hay Job Evaluation Method, and union-free employee-relations strategy for 1,400 employees. Provided leadership to a 4-member staff with annual budget of $500K. Reported to the Vice President of HR.

  • Managed recruitment process during two significant ramp ups. Initiatives resulted in the employee headcount increase from 450 to 1,400.
  • Reduced absenteeism to less than 2% annually through modification of attendance policy.
  • Implemented customized hourly production in-house testing program measuring applicant cognitive and psychomotor skills. Efforts resulted in a consistent education level at  grade 12+.
  • “Hands-on” union free activities resulted in zero union attempts.

Human Resources Specialist (1989 — 1991)

  • Led recruitment and employee relations function on an individual contributor basis.
Jan 1988Apr 1989

Human Resources Manager

Recruited based on ability to effectively communicate with employees, and promote and maintain a union-free environment. Coordinated plant’s Human Resources function for 130 employees and 2 satellite distribution operations located in Nevada and Georgia. Reported to the Division HR Manager.•    Introduced a cafeteria plan / managed care medical program resulting in first employee medical choice plan and 10% lower employee cost share.•    Reduced recordable accident rate 66% and worker’ compensation costs 35% through implementing ergonomic/lifting program.

Apr 1984Dec 1988

Employee Relations Representative

Landis & Gyr Metering

Selected to lead employee relations initiatives recruiting and interviewing exempt professionals, administering compensation programs and responding to first step union grievances.



Strategic HR executive and proactive business partner with significant experience guiding the development of performance-driven and customer-focused organizations. Provide vision and counsel to steer organizations in start-up, growth, and turnaround phases. Work effectively in business environments that maintain a balanced concern for customer satisfaction, profitability, and employees. Record of influencing productivity, profitability and reaching goals through development of work cultures that emphasize performance and execution


Human Resources Director at  Alliant Techsystems

“Mike has been an outstanding client! He hired Bertram & Associates, Inc. to help with HR recruitment and because of Mike's open availability to interview and quick feedback, we've been able to work together in building a world class HR team. He has a keen sense of talent and is a strong leader who focuses on individual development. Whether you are working for Mike directly or working with him in a third party vendor relationship, Mike is top notch.” November 5, 2007

Stephanie Jakubik, President, Bertram & Associates, Inc. Executive Searchwas a consultant or contractor to Michael at Alliant Techsystems

Human Resources Manager at Sony Corporation of America

“Mike led a key component that was integral to the success at DADC during the 90's. Although technology was considered the key, the application of the technology was in a job-shop environment. Short lead times, small lot sizes, multiple revisions and releases, new product launches, distribution channels that ran the gamut, all funneled with increasing competition and falling prices. "People" made DADC the industry leader. Operating 24 hour operation every day of the year, having the right person, in the right job, at the right time was critical. From the swing shift booklet packager to the PlayStation Brand Manger, a match of requirements to personal characteristics, strengths and potential is what fueled the growth and flexibility. Mike's ability to identify the pending needs, develop a process to fulfill those needs and his passion to see them through were instrumental meeting Sony's growth in the CD, CD-ROM and DVD markets. Mike encompasses all the qualities of an HR professional and could be found in the thick of it, both the good and the not so good. He was quick to bring issues to a resolution through an ability to listen, discern facts and move forward based upon the purpose and mission of DADC. I look forward to working with Mike again in the future.” February 24, 2008

Steve Winter, Manager, Purchasing / Inventory Control, Digital Audio Disc Corp - Sonyworked with Michael at Sony Corporation of America

Area Human Resources Manager at Parker Hannifin Edit

1 visible recommendation for this position:

“Mike is a people-oriented manager who has the ability to understand the big corporate picture and shape corporate strategy without losing touch with employees' personal needs. He has the demonstrated the ability to develop quality HR talent that can grow into effective managers Mike has a deep understanding of both human resources and human interaction. He is able to spot issues before they become emergencies because of his great knowledge of employment rules and regulations, as well his understanding of human nature and what motivates people. He is a detail-oriented person, maintains excellent personnel forms and procedures at his finger tips, and answers questions quickly and accurately.” June 26, 2008

Chris Peetz, Business Unit Manager, Parker Hannifinworked indirectly for Michael at Parker Hannifin


Six Sigma Champion

Air Academy

Hay Job Evaluation


OSHA 30 Hour Safety Course

J J Keller Inc

Targeted Selection Interviewing

Development Dimensions Inc

Lominger Interview Architect

Center for Creative Leadership