Harry  C

A Results Driven Leader


Director of Human Resources


Grand Island, NY

Education Level:


Will Relocate:



Strategic, Self-Assured, Excellent Communicator, Successful in Winning Others Over,Innovative.


CollapseWork Experience


(Confidential) (Confidential) 11/2002 - Present
(Confidential) (Confidential) 5/2002 - Present
SunPark Inc. (Confidential) 11/1997 - 11/2002
LIfe Technologies Inc. (Confidential) 4/1985 - 11/1997



Lake Erie College Accounting 1979 Bachelor Degree
NIagara Community College Human Resources 1973 Associate Degree



Harry W. Cardin – SPHR Selected Achievements Education and Certification: While attending Niagara College of Applied Arts and Technologies, earning my Associates Degree in Personnel Administration, I attended Canisius College taking courses towards a BS in Business Administration. After relocating. I then continued my education at Rochester Institute of Technology for a BS in Labor Relations. Again after relocation, I then attended Lake Erie College where a decided to expand my knowledge of business, earning a BS in Accounting. In total I have completed 172 credit hours of education. In addition, I decided to earn the certification for Senior Professional in Human Resources (SPHR) awarded to me by The Society for Human Resource Management. Strategic Human Resources: As a member of the Human Resource team, I had Corporate responsibility for assignments including the introduction of Flexible Benefits, writing the Policy and Procedure Manual, performing Exempt and non-exempt compensation studies, authoring and managing the 360º Performance Management System and authoring and managing the Human Resource Planning Process. Life Technologies Inc. Plant Human Resource Management: As the Plant Human Resource Manager for various union and non-union facilities my responsibility included Labor Relations, Safety, Organizational Design, Human Resource Planning, Recruiting, Performance Management, Training and Development, Compensation, Benefits, Affirmative Action/EEOC and Employee Relations. Eaton, Carborundum and Life Technologies Inc. Compensation and Benefits Management: Designed Exempt and Non-Exempt compensation plans. Managed stock option plans. Designed and implemented Benefit Programs, both traditional and Flexible Benefit Programs. Organizational Design: With an average annual growth rate of 25% to 30%, it was necessary to redesign the organization. The company utilized Functional, Geographic, Product Line, Matrix and Cross Functional organizations. Also, Project Teams, Problem Solving Teams and Self Directed Work Teams were developed. Life Technologies Inc. 360º Performance Management: Authored a 360º Performance Management System, which included input from Customers and Vendors. Expectations were increased annually based on additional training and experience. Life Technologies Inc. Human Resource Planning: People were prepared culturally, technically and professionally to accept expanded responsibilities. People were recruited with the needed ethics, beliefs, management style and professionalism to fit the culture of the Company. Life Technologies Inc. Continuous Improvement: Accepted the responsibility of introducing and leading a Continuous Improvement initiative in two facilities. Identified areas of possible improvement, created Labor/Management teams and analyzed and implemented various solutions. Captured a 100% market share for a $14 million product line. Saved $5 million customer and become a Preferred Vendor. This gave the Company a significant competitive advantage. Carborundum, Life Technologies Inc. Training and Development: Led several Continuous Improvement plant initiatives and provided leadership to a group of 18 instructors delivering Leadership Skills Training to 180 Executives, Managers, Supervisors, Scientist and Technicians. Developed and delivered training in Sexual Harassment, Cultural Diversity, Equal Employment Opportunity and Facilitation Skills. Life Technologies Inc. Safety: By analyzing the different accidents over several years, a strategy to reduce accidents was developed and implemented. Accidents were reduced from 32 to 2 in one plant and million-man-hour periods of time with zero recordable incidents were maintained in another. This record was continuous for over 10 years. Life Technologies. Labor Relations: Key member of the negotiation team authoring contract language proposals and conducting economic impact studies for three sets of negotiations. Developed a strategy to reduce unnecessary grievances, supported by a detailed analysis, Union Leadership cooperation and education reducing grievances by 90+%. Was recognized as the Collective Bargaining Agreement expert by management and the Union. Eaton and Carborundum. Labor Relations: Developed strong relationships with Union Leadership building a cooperative partnership. To reduce absenteeism, of which 80% was the result of 5 employees, I created and introduced a “non-disciplinary discharge procedure”. With Union agreement, the five employees were terminated. The grievance and arbitration procedure was followed with 4 decisions being awarded to Management and 1 awarded to the Union. Carborundum These accomplishments were attainable because of the support I developed and received from the Senior Management Team and the Union Leadership. In many instances it was necessary to present a business justification for the programs with supported documentation and cost/reward analysis.

Companies I like:

Abbott Laboratories, Invetrogen, Toyota, Honda,


CollapseJob Skills



Leadership Skills Development, Organizatinal Design, Educator.