Rensselaer Polytechnic Institute - The Lally School of Management and Technology
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Senior level human resource and business development executive with experience in rapidly growing and/or changing manufacturing, sales and service organizations. Develop highly effective, low cost human resource programs to handle rapid business growth and change. Thirty years experience with responsibilities in all areas of strategic and tactical planning, mergers, acquisitions and divestitures, senior level team development and selection, Lean and quality management systems, compensation and benefits, performance management, and government relations. Innovative and people oriented problem solver alert to the technical and functional needs of an organization. Excellent analytic abilities in diagnosing organizational situations and recommending creative, practical, cost effective results oriented solutions to help achieve business objectives.
Specialties:Start up and change HR functions; pre-IPO, and IPO; mergers and acquisitions; strategic planning; Lean and Lean Six Sigma, Theory of Constraints; preventive employee relations and program development
We are developing and intend to design, manufacture and sell advanced energy storage components and devices based on our patented PbC Technology™.
Conventional lead-acid batteries use negative electrodes made of sponge lead pasted onto a lead grid current collector. In comparison, our technology uses negative electrodes made of microporous activated carbon with very high surface area. The result is a battery supercapacitor hybrid that uses less lead.
Our PbC® prototypes will offer several key performance advantages over conventional lead-acid batteries including:
• significantly higher power delivery rates;
• significantly greater charge acceptance;
• significantly faster recharge rates;
• significantly longer cycle lives in deep discharge applications;
• reduced premature failures and warranty claims;
• more environmentally friendly ... significantly less lead
The Axion PbC® technology is a "platform technology" which means that energy storage devices based on our technology can be configured to accommodate a wide range of energy storage and power delivery requirements by changing the number, geometry and arrangement of the electrodes.
Operations are conducted at Axion Power Battery Manufacturing, Incorporated, our battery plant located in New Castle, a suburb of Pittsburgh, Pennsylvania.
Designed and implemented a professional HR function across three operating divisions prior to corporate divestiture to prepare for private ownership. Assisted in the initial divestiture of two operating divisions and closure of an English operation.
•Played an active role in the acquisition and merger of five new companies in six years
▪Grew the company from 445 employees to over 1,200 in less than 24 months.
▪Assisted with target candidate assessments (fit and strategic implications).
▪Oversaw HR and related insurance liability (people and product) due diligence.
▪Restructured, integrated and reorganized operating units in the US and Canada.
•Designed and developed an employee retention program; reduced turnover 50%.
•Saved $325,000+ in manufacturing variances per year – targeted changes in policies, practices and hourly wage systems; reduced unexplained variances to under $50,000, plant turnover rates from 90%, 125% and 135% down to 35%, 45% and 65% respectively within 18 months.
•Achieved ISO 9001:2000 certification and near-Six Sigma levels of quality with no added expense.
•Coordinated Canadian and US programs for HR, QA, manufacturing and administrative Lean practices; decreased manufacturing returns of over 100% per year for three consecutive years.
•Developed new sales incentive commission plans; grew sales 25% (profit increase of $1,225,000) and 35% (profit increase of over $1,425,000) on selected product lines in six months.
•Oversaw implementation of new safety programs; cut frequency and severity of lost time accidents, which reduced Worker’s Compensation premium costs 30%.
•Implemented an online training database and systems to track and monitor hourly work force development process tied to “Pay for Performance” matrix; increased quality and productivity, increased employee retention by 20% and concurrently reduced labor cost by 15%.
Director, Human Resources and Administration - Revitalize HR function in preparation to grow business through acquisitions of competing and complimentary product lines.
Successfully assisted in sale of non-performing Division; revised employee handbook; designed new employee profit sharing program; created and implemented Manpower Planning process for California division. Successfully implemented low cost Internet recruiting strategies. Security Officer
Performed strategic business planning and HR assignments for new and start-up companies. Aided development of growth and acquisition strategies for small- to medium-sized private firms. Strategic HR planning; executive search and incentive compensation program development.
Director, Human Resources - develop a professional Human Resource function to help the organization meet and address needs of rapid growth and expansion. Developed staff member handbook and upgrade/redesign policies and practices, oversee international recruitment efforts and global employee relations efforts. Revision of wage and salary program, implementation of flexible scheduling programs and ongoing recruitment of technical and executive talent. Company was acquired.
Created the HR function and aided new business development projects outside the hydro-electric industry by analyzing strategic fit and assessing financial and organization stability of prospective ventures. Created employee handbook, salary administration programs, policies and practices, safety and other necessary start up functions. Implemented and administered 401(k) and Flexible Benefits programs. Held OSHA responsibility for a 100-person hydro-construction crew.
Division Manager, Human Resources for Manufacturer of industrial and decorative laminate papers, specialty filter, conductive and non-conductive papers, with annual sales of $180MM.
Division Manager, Human - Resources responsible for leading human resource function in a team based, problem solving, high involvement customer driven organization.
Direct and lead all aspects of Organization Effectiveness/Continuous Improvement/TQM efforts; training and development; union free associate relations; compensation; communications; safety and health; community and education relations; and manpower, organization and strategic human resource planning. Developed and implemented Economic Gainsharing program, HR metrics and an early version of a Balanced Scorecard. Senior staff member involved in annual business and strategic planning processes.
Broad based consulting in the areas of: Organizational design and development, quality management systems, incentive and equity compensation programs, strategic HR planning; executive search; and policy and program development for start-up and new venture companies.
Specialist Professional Relations - responsible for staffing and employee relations activities for exempt personnel in a new venture opportunity. Recruited into GE because of specialized industry knowledge and expertise. Developed first nontraditional sales commission plan for GE, developed and conducted supervisor training programs and recruited over 90 industry professionals without the use of external search firms. Venture terminated after 18 months.
Manager, Employee Relations responsible for developing the employee relations function of a $90M group comprised of nine nonunion plants in two states (NY and NH) with over 800 employees. (Manufacture substrate materials for printed circuit board industry, rolled and sheeted copper and Teflon coated materials, fabrics and machined parts.) Revised and updated personnel policies and practices, revised all hourly position descriptions, implemented first line supervisor training and provide for positive employee relations climate as measured through employee surveys.
Director of Human Resources - Start up Human Resources function for Inc. 100 firm; successful IPO; Director of Human Resources responsible for creating a corporate human resource function. Oversaw and directed the development and implementation of all personnel programs, policies and procedures; compensation, sales and management incentive and benefits plans; employee and labor relations; manpower planning and development. Senior staff member involved with corporate and business planning efforts.
Manager, Human Resources Directed function responsible for maintaining a union free environment, salary and benefits administration, training, policy and practices, and employee and community communications.
Supervisor, Personnel Services designed point factor exempt and nonexempt wage and salary programs, administered salary and benefit programs, recruiting, day to day employee relations efforts, administration and feedback of regular attitude surveys.
Personnel Representative - white and blue-collar recruiting, preparation of job descriptions and policy development in new start up personnel department.
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