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JOSEPH DALE WALSH 1263 Wendy Road  Rock Hill, SC 29732  803.817.6515  jdalewalsh@yahoo.


Qualifications for Senior-Level HR Management

Persistent, results-oriented professional with fifteen plus years of generalist experience and expertise in tactical and
strategic HR management. Possesses a proven track record of developing and implementing improvements and
initiatives to increase profitability and performance. Displays superior communication and interpersonal skills while
collaborating with all organizational levels and building strong and trustworthy relationships. Promptly identifies and
resolves employee relations issues and ensures a high level of organizational effectiveness through ongoing
performance management. Thrives within rapidly changing business environments. Utilizes excellent training and
leadership skills while guiding HR teams toward meeting organizational goals. Additional areas of expertise include:

Policy Development Labor Relations & Union Avoidance Change Management

Strategic/Tactical Planning Organizational Development Project Management
Employment Selection Regulatory Compliance Performance Management

♦ Led southeastern region effort to implement internal and external HR shared services models. Partnered with
corporate benefits to drive costs out of processes. Refocused HRM's role from transactional to more of a
business partner model via skills training, coaching, realignment, flow to work, implementing manager self
services tools.
♦ Led OE work in region including assessing and implementing work system changes to two manufacturing
facilities by moving to a pay-for-skills and certification based system, with a major focus on skills improvements,
cross training, and overtime reductions. At one plant, these changes allowed for the elimination of 40 temporary
agency workers, improved overall turnover from 60% to 15%, and reduced overtime costs by $104K per year.
♦ Championed region standardization and implementation of tools for performance management, competency
assessment, individual development plans, succession management, and annual compensation planning.
♦ Successfully developed various union avoidance strategies (regarded as top company expert) including training
delivery; maintained union-free status at eight mills in a significant market downturn, impacting 400 associate
reductions with no EEO charges or compliance complaints. Developed matrix tools that effectively maximized
skills retention and minimized compliance issues.
♦ Implemented a standardized business-wide employment selection process that improved candidate quality,
reduced spending, and enhanced defensibility of hiring decisions.
♦ Implemented successful peer grievance resolution programs for two non-union plants.
♦ Consistently earned exceptional performance ratings on survey results for direct report satisfaction (currently a
composite 4.5 out of 5); continuously received “above average” to "exceeds" performance ratings.

WEYERHAEUSER COMPANY (Charlotte, NC) – Fortune 200 forest products manufacturer of paper, wood, and converted
Region Human Resources Manager 2002 to 2009
Managed, supported, developed, and mentored a team of up to eight facility HR managers in the East/Southeast
region. Developed and delivered critical needs training, which included union avoidance, organizational
effectiveness, leadership development, substance abuse, and AA & EEO compliance. Directed regional efforts on
talent growth, change acceptance, diversity and inclusion, and work systems development.

♦ Provided expert coaching, consulting, and training sessions on legal compliance, problem solving, and associate
relations, resulting in no actionable EEO charges, government compliance claims, or lawsuits during tenure.
♦ Played a key lead role in implementing change from a decentralized to a more standardized business model after
Weyerhaeuser’s acquisition of Willamette Industries; refocused HR delivery to move from transactional to more of
a business partnership through initiatives such as HRM retraining, implementing internal and external HR shared
services models, manager self service software tools, standardizing performance management and annual
compensation planning tools, competency assessment tools, individual development plans, and succession
JOSEPH DALE WALSH 1263 Wendy Road  Rock Hill, SC 29732  803.817.6515  jdalewalsh@yahoo.com


WILLAMETTE INDUSTRIES INC. (Fort Mill, SC) – Fortune 500 forest products manufacturer
Region Human Resources Manager 1990 to 2002
Led a team of eight staff professionals to provide HR services, training, self insured worker's compensation, and
safety, to 20 facilities (5 unionized) in Kentucky, North Carolina, South Carolina, Georgia, Tennessee, and Florida.
Developed and presented safety, compliance, and management development programs. Acted as a lead negotiator
in collective bargaining. Assessed and analyzed development plans to improve company pipeline and succession

♦ Implemented a cost-effective transition to self-insured Worker’s Compensation programs in several states,

ultimately gaining self-insured status for all facilities in the Eastern US.
♦ Developed successful union avoidance strategies (considered company expert), remained union free in all non-
union operations.
♦ Initiated a peer review dispute resolution process at two non-union facilities, which greatly improved supervisory
accountability, employee relations, and defense strategies from unionization attempts.
♦ Effectively directed HR function at two green field plant start-ups, including recruitment, employment selection
processes, pre-employment training, on-boarding, and work system designs.
♦ Implemented a random drug-testing process throughout the region, which led toward improvements in safety
programs as well as reduced OSHA recordables.

INTERNATIONAL PAPER COMPANY (Shreveport, Louisiana) – Fortune 200 forest products manufacturer
Region Human Resources Specialist / Manager of Employee Programs 1988 to 1990
Improved employee relations and initiated union avoidance strategies and techniques. Enacted changes from
climate surveys such as management changes, cafeteria vendor changes, and housekeeping improvements.

♦ Successfully managed three union campaigns for the company in representation elections in the Midsouth and
Midwest (remaining non union).


Master’s Degree in Education & Counseling, Western Carolina University
Bachelor’s Degree in Psychology, University of North Carolina
Honors - Morehead Scholar

Society for Human Resource Management (SHRM) – Current Member