Bruno JONCZYK
General Manager Human Resources Europe, JOHNSON ELECTRIC
Human Resources Executive fusing expertise in multi-country operations leadership, change management,large-scale recruitment and process optimization to increase employee engagement and organizational efficiency for greenfield / joint ventures and large corporate expansion.
.Increased employees from 4,225 to 12,225 in three years to accommodate expansion from 10 to 19 plants in three countries…
.Headed coordination, employee placement, and corporate process integration for nine greenfield startups Poland, Czech Republic, & Slovakia; established compensation/benefits to coincide with local markets, achieving low resignation rate of 3% in emerging countries.
.Hands-on Strategist excels in union and labor negotiations, staff development, and employee on-boarding; offers board-level governance experience and proven success steering continuous improvements in costs, safety, productivity, and revenue growth.
.Headed recruitment and assimilation of 900 employees, delivering steady 30% annual productivity boost while cutting expenses by introducing business-critical systems and tools to increase employee knowledge and engagement.
.Expanded organization from 610 to 1,510 personnel with 25% annual revenue growth, leading positive change and union negotiations to enable flexible benefits and profit sharing systems for France division.
.Reduced employee injuries 75%, maintaining zero accident rates for six of seven locations by expanding health/safety awareness.
.Transition Leader facilitating organizational initiatives to drive business integrity, profitability, and stabilization in
stride with enterprise needs.
IN OPERATIONS MANAGEMENT:
.Boosted operating income from 0.5% to 3.5% despite significant downturn in Germany, Poland, and Spain…
.Led cost containment and downsizing initiatives, lowering headcount by 400 personnel while growing output 30% through process, performance, and asset optimization; delivered €1.5M in annual savings by overhauling supplier and purchasing standards.
.Consolidated three manufacturing across Poland and Barcelona, unifying regional direction while mitigating social issues.
.Facilitated 50%+ down-sizing initiative, eliminating skill gaps and leading subsequent restructure to control production costs for 45 sites.
.Directed operational integration of 400-employee German-American joint venture that included systems, processes, benefits, and
HR functions; implemented new payroll software (ZADIG), handled union relations, and participated in creating a Lean environment.
5 contactsJOHNSON ELECTRIC for all Europe 3, 680 employees, 7 plants, 8 sales offices, and 3 R&D Centers.
General Manager Human Resources Europe.
Main duties:
• Provide strategic leadership, guidance and coaching to European business leaders, line management and HR Management.
• Plans, directs and controls all European human resources activities including recruitment and selection, training and development, health and safety, compensation and benefits, and industrial relations.
• Based on the global framework originates consistent human resources strategies and policies within Europe to support and achieve corporate business objectives.
• Aligning HR strategies and activities to the business needs to support and enable the growth of the company.
• Develop Recruiting and Retention strategies to succeed in the European market.
• Based on a well established relationship with the Corporate HR functions support the development and implementation of global projects.
2007 - 2010FAURECIA in Germany, Poland, Spain, and Russia 4,834 employees, 7 plants, 1 ME Center. Turnover at 680 Millions Euros.
North Europe Seating Frames Operations Director.
Poland CEO.
Main duties:
- North Europe Seating Division Operations Director:
The role of the Division Operations Director is to manage a group of plants belonging to his Division.
• Manage Plant Managers and other direct reports.
• Ensure smooth inbound and outbound information flows.
• Support Plant Managers in achieving customer satisfaction.
• Drive the Quality, Cost, Delivery and People (QCDP) performance and the corresponding budgets in the plants
of which he is in charge of.
• Be actively engaged in the industrial strategy, and in the corresponding budgets and investments.
• Optimize assets utilization across plants and make sure contingency plans exist for all plants.
• Ensure the manufacturing readiness for all programs.
• Together with the Purchasing function, support Plants Managers in achieving superiour external supplier performance.
• Drive the implementation of the Faurecia Excellence System in the plants and drive plant improvement networks.
• Support Plant Managers in achieving Health, Safety & Environment results.
• Develop future Faurecia experts and managers.
- Poland Chief Executive Officer:
• Coordination and support Internal and External communication.
• Ensure the implementation of Faurecia finance group policies, reporting, tax planning, tax compliance and cash
Management. Information Technology and legal coordination.
• For purchasing, develop synergies concerning non production activities.
• Four polish legal entities Board representative.
- Poland Chief Executive Officer:
.Coordination and support Internal and External communication.
.Ensure the implementation of Faurecia finance group policies, reporting, tax planning, tax compliance and cash Management. Information Technology and legal coordination.
.For purchasing, develop synergies concerning non production activities.
.Four polish legal entities Board representative.
2004 - 2007FAURECIA in Grojec, 12,225 employees,
19 plants, 1 R&D Center, Group Human Resources Director for Poland, Czech Republic, and Slovakia.
Poland CEO
Main duties and accomplishments:
- Group Country Human Resources Director:
The role of a Group Country HR Director is to define and coordinate implementation of main HR policies, and
tools on organization, social relations, support operations, support management development on the different sites of the country and to provide support to management on Human Resources issues.
The main missions of the role are to:
.Initiate and pilot HR policies (salary reviews, individual reviews, staffing reviews ....) in line with business objectives
.Contribute to effective implementation of industrial plan with associated reorganizations via Productivity plans
.Pilot measures to ensure flexibility of headcount in the budgetary framework
.Assist management in an environment of cultural change
.Support country management development by a common efficient and integrated strategy for staffing, recruiting,induction, training, career management, etc…
.Ensure reporting to HR Products group and Group
.Contribute to the definition of internal communication policy
.Pilot employee empowerment and continuous improvement policies
.Group, and different Entities, legal representation in Poland and Slovakia, in social and labor areas.
.Assure fluid and coherent industrial relations development, with respect to the effective legality and Group policies.
.Participation in restructuring processes, which could take place.
.Set up general orientations regarding salary review, providing the Group, and PG with the necessary information about compensations, market situation, economical and social information.
.Development of an attractive benefits Policy, which sets up the Company in a good position in the market.
.Development and implementation HR strategic projects.
- Poland Chief Executive Officer:
.Coordination and support Internal and External communication.
.Ensure the implementation of Faurecia finance group policies, reporting, tax planning, tax compliance, and cash management. Information Technology and legal coordination.
.For purchasing, develop synergies concerning non production activities.
.Four polish legal entities Board representative.
1999 - 2004THOMSON Polska Sp. z o. o., in Zyrardow, 1,320 employees, Human Resources Director
Main duties and accomplishments:
.Provide full range of operational support services to all staff to include:Employee relations, new hire assimilation, dismissal, and evolution procedures, compensation, development/coaching programs management.
.Provide support to management team for all employee-related issues (Performance, retention strategies,succession plans and talent reviews).
.Development of employee-oriented programs to build team concept and facilitate Thomson culture.
.Implementation of industrial and human empowerment systems by new production methods: Kaizen, 5S,5 minutes meetings, and visual management…
.Implementation of the ISO 14001, OHSAS 18001, ISO 9001 for support functions and SA 8000 certification.
.Representing the company’s philosophy and ethic policy outside.
.Sustain a growth of 30% per year of the industrial activity, with considerable reduction of production costs with simultaneous increasing of the plant flexibility and reactivity.
.Coordinate country-specific communications.
.Working for multinational company in a matrix organization and cooperating with other production units and cost centers around the world.
.Head of General Services, Plant Environment Safety & Security.
.Non-Productive Purchases Manager.
.Head of plant Maintenance.
.Member of the Board of Directors.
.Deputy General Manager in case of absence.
1996 - 1999VALEO, French Heat Exchangers Division of the Climate Control Branch, in La Suze-sur-Sarthe, 1,510 employees, Human Resources Director.
Main duties and accomplishments:
.Recruitment of more than 900 employees.
.Sustain a growth of more than 25% per year of the turn over.
.Negotiation of systems of flexible vacations, special shift works, profit sharing.
.Implementation of organizations, which are able to increase the autonomy, the multicompetence and the workshop employee’s empowerment.
.Cooperation in quality system development (QS 9000 and VDA 6.1 certified in 1998).
.Building of a simple hierarchical structure with a short cut of the information flux.
.Head of Environment Health & Safety.
.Member of the Board of Directors.
1994 - 1996REDLAND Granulats Sud, biggest wholly-owned subsidiary
of an English carrier Group, currently LAFARGE, in Lyon,
850 employees, 45 sites, Human Resources and Facilities Director.
Main duties and accomplishments:
.Social Relations inside different councils: 4 C.E., 1 C.C.E., 5 D.P., and 4 C.H.S.C.T.
.Negotiations of flexible vacations, and working hour systems.
.Downsizing by the management of a 350 employees decrease social plan.
.Supervision of different reorganization and reengineering operations to optimize the costs.
.Member of the Board of Directors.
1991 - 1994HENKEL ECOLAB in Châlons-en-Champagne, 400 employees, Human Resources Manager.
Main duties and accomplishments:
.HR merges operations between HENKEL and ECOLAB.
.Dedicated to create the function HR in the Industrial Direction of this new Company.
.Implementation of new payroll software: ZADIG.
.Implementation of the employee’s representatives, and the different councils in the plant.
.Negotiations of pension systems, sickness insurance, advantages, profit sharing, and flexible working hour’s implementation.
.Working out and implementation of the lean production concepts.
1988 - 1991JOUVEINAL Laboratoires, currently PFIZER Pharmaceutical Corporation in Angers, 250 employees, two plants in France, one in Ireland, Human Resources Manager.
Main duties and accomplishments:
.Mapping, analysis and job positions definition.
.Development and establishment of new salary and classification scales.
.Usage of the HAY and Corbin methods.
.Development and practical application of work time optimization projects.
.Development and implementation of the strategies increasing efficiency and productivity.
.Definition and implementation of annual appraisals.
.Training strategy definition for the next three years.
.Social relations through one work council.
1986 - 1988Entreprise Jean LEFEBVRE, currently VINCI Direction Centre Pays de Loire, in Blois, 1,000 employees, 11 sites, Human Resources Manager.
Main duties and accomplishments:
.Recruitment at 40% of the work time, recruitment of 45 positions.
.Social relations in several councils: 3 C.E., 3 C.H.S.C.T., and 5 unions.
.Relations with the administrations of Labor, of salary contributions & taxes in eleven different regions.
.In charge of the internal communication.
.Payroll and administration supervision.
