J.

MICHAEL EICHER, PHR

Home: (502) 245-1528
Louisville, Kentucky 40223 Mobile: (502) 612-6522

E-mail: meicher@aol.com

SUMMARY

Senior level human resources professional with an established record of cutting costs and
improving employee relations in multi-state regions of union and non-union employees. Strong
background in union contract preparation and negotiation, facility closures, benefits and
compensation, staffing and talent management, affirmative action and EEO compliance.
Demonstrated experience in safety, workers compensation, DOT regulations, managerial
training and leadership development, performance management, organizational redesign, change
management, and succession planning. PHR Certification from Society for HR Management.

EXPERIENCE

DHL Global Mail, Hebron, KY October 2012 to March 2014
($800 million, 1050 non-union employees, 5 locations, 5 states)
MANAGER, HUMAN RESOURCES, MIDWEST REGION

Provide leadership in all aspects of Human Resources for five nonunion mail processing terminals
in five states. As a strategic business partner on the regions senior management team, used
business knowledge, analytical rigor, and business partnerships to inject regional organizational
improvements in the areas of employee relations and employee engagement; recruitment, staffing,
and manpower planning; safety and workers compensation; affirmative action and EEO
compliance; employee corrective action and disciplinary procedures; performance and talent
management; managerial development and supervisory training; compensation planning; and
change management. Manage three exempt and eight non-exempt employees at the home
terminal and provide functional support to three exempt and three non-exempt employees at the
other terminals.

Developed and implemented a manpower forecasting model and staffing requisition process to
recruit and staff 200 associates in a four week period; negotiated five new agency agreements
throughout the region resulting in improved staffing performance, reduction in time to fill and
reduced costs; managed the development and implementation a realistic job preview video and
a standardized onboarding/training process.
Developed and implemented a direct labor strategy for the CVG terminal that drove
improvements in terminal productivity, employee retention, absenteeism, safety, and quality.
CVG turnover reduced from 400% in 2012 to 223% in 2013.
Drove improvements in employee engagement. Annual employee opinion survey for
employee engagement improved from 44% to 55% through the implementation of weekly
employee performance feedback sessions, quarterly townhall meetings, monthly roundtable
meetings, Vending Bucks on-the-spot recognition program, and recognition of employee
birthdays and anniversaries.

Implemented safety initiatives that drove a 56% reduction in workplace injuries. Instituted
weekly facility safety audits, pre-shift forklift inspections, weekly tool box talks, and daily
pre-shift stretching exercises.
J. Michael Eicher Page 2

Led the region implementation of the company new employee handbook, the company payroll
conversion, and the implementation of the company HRIS system. Served on the company
task force for the development and standardization of job titles across the company.

Partnered with the Region Vice President to develop and implement region-wide performance
management and individual development plan processes. Ensured all managers and
supervisors attended the company sponsored Essentials of Leadership training program.
Developed and implemented a Senior Lead training and development program.

Dr Pepper Snapple Group, Louisville, KY 2007 to June 2012
($150 million, 835 union/non-union employees, 17 locations, 6 states)
MANAGER, HUMAN RESOURCES, MIDSOUTH REGION

Provide leadership in all aspects of Human Resources in one production and sixteen distribution
facilities in six states. Act as strategic business partner on region management team by leading,
developing, and implementing people initiatives that contribute to value creation, sustainable
competitive advantage, and achievement of business goals. Lead region/company initiatives to
support employee and labor relations; negotiations and arbitrations; union avoidance and
decertification; employee corrective action and disciplinary procedures; recruiting, staffing, and
manpower planning; affirmative action, EEO investigation and compliance; performance
appraisals, talent management, and succession planning; safety, workers compensation, and DOT
compliance; managerial and leadership development; supervisory training; compensation and
benefits; organizational redesign; change management; and employee engagement. Manage two
exempt employees.

Developed negotiation strategy, performed contract costing, and successfully negotiated seven
labor agreements within budget and without work stoppage. Spearheaded company response
to a union organizing attempt that resulted in employees turning down the union. Successfully
managed company response to decertification effort.
Led the human resource integration aspects of a company acquisition. Led and managed
human resource aspects related to the closing of seven underperforming locations with no
subsequent legal action by displaced employees.
Implemented safety committees and transitional duty program, conducted safety and security
audits, and developed scorecards to track DOT driver file compliance that improved
compliance from 85% to 98%.
Trained managers/supervisors on investigating and documenting issues of workplace
violence, reasonable suspicion, sexual harassment, workers compensation injuries and vehicle
accidents.
Investigated and prepared responses to EEOC complaints and secured a 100% dismissal rate.
Served as a corporate task force member to review RFPs, analyze vendor proposals, select and
secure companywide vendor agreements for temporary services and DOT recordkeeping
compliance. Served as the business unit lead in the development and implementation of an
HR metrics scorecard tracking headcount vs. budget, vacancies, turnover, diversity, loss
control, DOT compliance, and employee recognition.
Drove cultural change in the region that included implementation of the companys core Call
to Action behaviors through manager/supervisor workshops, front line employee training,
employee behavior performance assessments, and employee recognition for demonstrated core
behaviors.
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Drove employee engagement and positive employee relations across the region through the
implementation of employee appreciation days, workplace assessments, and employee
townhall meetings. Partnered with location management in the development of actions to
address employee questions and concerns.
Developed and implemented an Account Manager variable pay compensation program in
sixteen locations that drove behavior to sell more profitable cases, improve company
performance, and increase employee earnings.
Served as the business unit lead for determining cost and additional manpower needed to drive
standardized vacation and holiday schedules across the business unit.
Led region organizational realignment using span of control benchmarking metrics to
determine optimal staffing of roles across the region
Led the implementation of the companys new employee handbook in the region, including
developing regional polices and procedures in accordance with business plans.

PepsiAmericas, Louisville, KY ($250 million, 800 union/non-union employees) 1999 to 2007
MANAGER, HUMAN RESOURCES, KENTUCKIANA DIVISION

Provide leadership to all aspects of Human Resources in one production and nine distribution
facilities. On the divisions senior management team, lead initiatives to support employee and
labor relations; negotiations and arbitrations; corrective action and disciplinary procedures;
recruiting, staffing and talent management; affirmative action and EEO compliance; performance
appraisals; diversity awareness; safety and workers compensation; managerial and leadership
development; training; compensation and benefits; organizational redesign; change management;
and succession planning. Manage one exempt and two non-exempt employees.

Performed contract costing for and participated in the negotiation of six labor agreements.
Led the human resources efforts in two divisional reorganizations.
Implemented a succession planning process encompassing performance appraisals, talent
identification, leadership competency assessment, identification of employee strengths and
weaknesses, creating individual development plans, clarifying gaps in bench strength, and
filling gaps through training or recruitment.
Designed and implemented numerous safety initiatives that drove a 23% reduction in
workplace injuries, a 73% reduction in lost time cases, and 66% reduction in at fault
vehicle accidents. Implemented: a transitional duty policy; facility safety and security
audits; a How Am I Driving reporting line; monthly, quarterly and annual safety recognition
programs; and employee defensive driving and accident prevention training.
Trained managers/supervisors on investigating and documenting issues of workplace
violence, reasonable suspicion, sexual harassment, workers compensation injuries and vehicle
accidents.
Led the HR efforts in converting eight locations from a conventional to a pre-sell distribution
system by creating and staffing new positions, negotiating union employee pay rates, setting
new compensation rates for sales managers, and training employees on new technology and
procedures.
Improved employee engagement after merging four company cultures by implementing
employee satisfaction surveys, action planning, and by conducting employee roundtable and
town-hall meetings. Implemented the Pepsi All Stars program to recognize outstanding
employee performance.

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The Carbide/Graphite Group, Inc. Louisville, Kentucky (190 employees) 1993 - 1999
MANAGER, HUMAN RESOURCES

Led all HR functions including employee and labor relations, contract and grievance
administration, discipline and termination, negotiations and arbitrations, leadership training,
recruitment, orientation, wage/salary and benefits administration, EEO compliance, affirmative
action, and plant security. Managed one non-exempt employee.

Led the purchase, design, and implementation of new payroll and attendance system.
Designed and implemented an Electrical Maintenance Apprenticeship program and a plant
wellness program.
Key team member in the design and implementation of an hourly 401(K) Plan.
Led the design and implementation of computerized training record keeping system.



EDUCATION

Bachelor of Science, Business Administration - University of Kentucky, Lexington, KY

PROFESSIONAL DEVELOPMENT

Additional course work in: Conducting an Internal Investigation, Strategic Thinking, Business
Strategy, HR Strategy, Business Law and Developing Business Models.

Wharton School: Certified Employee Benefits Specialist Courses I, II and V.

AWARD

2004 PepsiAmericas Legacy Bowl winner - Having the #1 HR department in Company.