SHAWN SCOFIELD

Dallas Texas

(c) 530-***-**** ( acn36e@r.postjobfree.com

SENIOR HUMAN RESOURCES PROFESSIONAL

Change Management ( Workforce Planning ( Strategic Planning ( Recruiting &

Staffing ( Benefits Administration

Employee Relations ( Performance and Compensation Management ( Risk

Management ( Loss Prevention

EEO / AA/ Immigration Compliance ( Policy Development ( Union Avoidance (

Management Development

Dynamic, forward-thinking leader with a proven track record of increasing

revenue and market share through the empowerment and engagement of high

performance teams in rapidly changing, competitive environments. A

strategic partner, change driver and top performer known for innovative

customer-centric solutions, and paving the way for execution excellence.

Excellent communication, consensus building and problem solving skills;

coupled with an impeccable reputation for identifying and developing top

talent. Strong record of achievement through the creation of compelling

vision, engineering implementation roadmaps, and ability to rally teams to

achieve business objectives in a multi-unit, multi-state environment.

PROFESSIONAL EXPERIENCE

PREMIER HOSPITALITY MANAGEMENT INC., Durant OK ( November 2011 - Present

Regional hospitality and real estate company with annual revenue of 44M.

Vice President of Human Resources

Responsible for the Human Resources function enterprise wide; creation and

execution of HR and delivery mechanisms for 21 geographically dispersed

hotels in Texas and Oklahoma with 5 different brands including: Marriott,

Hilton, InterContinental, Choice and Best Western hotels. Developed,

implemented and maintained strategic and tactical Human Resources best

practices achieving superior employee engagement, recruiting, staffing and

manpower planning, risk management, onboarding & training. Results

include:

. Drove top in class results for 2013 Employee Engagement; 95%

participation; 5 point increase in full engagement (top box); 3 point

improvement in top 2 boxes - 87.4% total engagement out of 100.

"Disengaged" employee population dropped 12 points. Score put Premier

in top 5% of all employers using survey tool.

. Executed a 25% reduction in accident frequency; 42% reduction in

Workers Compensation reserves 2011 - 2014.

. Drove 21.4% retention improvement while simultaneously increasing

workforce size by 17% through acquisition of two new hotels and

strategically increasing the mix of part time workforce.

. Decreased management open position days by 48% while driving quality by

28:1 applicant to hire ratio.

. Implemented company-wide internal talent review / workforce planning

program to seed internal candidate pipeline.

CAREGIVER ( December 2010 - October 2011

Responsible for the care of ailing parent.

THE HOME DEPOT, South Plainfield, NJ ( June 2009 - December 2010

World's Largest Home Improvement Retailer with 2,245 stores internationally

with annual revenue 71.3B

Regional Director of Human Resources

Responsible for strategic and tactical Human Resources execution for the

New Jersey, Pennsylvania and New York Region including 12,000 employees in

83 stores with annual revenue 3.8B. Supervised 45 geographically dispersed

HR Managers providing HR Service delivery, including staffing, program

implementation, training and management development, performance

management, policy development and employee relations.

. Drove positive employee engagement with customers 18 points to 9.03 out

of perfect score of 10.

. Directed employee training and implementation of customer service

programs, resulting in a 22 point year-over-year improvement in

customers' likelihood of recommending Home Depot.

. Directed a reorganization of operations impacting 892 employees with

placement of all but 4 and resulting in no adverse impact to the

business.

. Developed and implemented region-wide compensation process enhancements,

which reduced average wage costs for the first time in 2 years.

SHAWN SCOFIELD ( Page 2 ( acn36e@r.postjobfree.com

. Implemented a successful staffing program; identified and trained 2400

employees in 10 weeks to meet seasonal staffing needs.

. Created and implemented a customer service strategy which resulted in a

4% sales increase for the region.

. Engaged region in successful retention program dropping voluntary

turnover from 29.3% to 17.1% or 12.2 bps.

OAKDALE HEIGHTS MANAGEMENT CORPORATION, Redding, California ( 2006-2008

Offering independent and assisted living for seniors in 24 US facilities

with annual revenue $76M.

Vice President of Human Resources

Organizational HR Leader with nation-wide workforce of 1750 employees.

Worked directly with the CEO creating effective HR strategies for

implementation throughout the enterprise. Led a team responsible for

recruiting, staffing, training, employee relations, compensation and

benefits, and all regulatory compliance and licensing standards.

. Developed and implemented a sales training program and sales

measurements, resulting in increased occupancy month-over-month for 6

consecutive months despite a depressed market.

. Implemented learning management system to meet individualized state

licensing mandates and reporting requirements in a more cost effective

manner.

. Implemented a third party employee satisfaction survey and enterprise-

wide improvement plans in the bottom 25% of communities, resulting in an

average of 10 bps improvement after the first year.

. Reduced corporate staff by 20% and led cost reduction efforts that saved

$3.8M.

MARRIOTT INTERNATIONAL, Dallas, Texas ( 1979- 2006

Global leader in the hospitality industry with over 3000 hotels in 67

countries and annual revenue $13B.

Senior Regional Director of Human Resources ( 2000-2006

Regional Director of Human Resources

Developed HR strategy and oversaw tactical execution in a workforce of

13,000 employees. Provided strategic direction, advice, support, counsel

and HR Service Delivery to multi-state operations involving 110 hotel

facilities, employee call center, 2 supply chain distribution centers, 2

regional offices, and 400+ employee tele-commuting staff. Developed and

delivered regional and market based initiatives and executed regional and

national strategies. Directed employee relations, management staffing,

diversity, training and management development efforts including workforce

and succession planning. Supervised 30 indirect reports.

. Implemented Human Capital Workforce Planning Program, slashing time to

fill management positions by 50%.

. Reduced regional expenses $700K by developing local talent without loss

of quality of services.

. Improved diversity through coaching female managers in effective

business practices, helping both to earn "General Manager of the Year"

Awards.

. Implemented market wide employee engagement strategy, improving regional

guest satisfaction scores 5 bps.

. Reduced staff injury costs +$1M by implementing a random drug testing

program.

. Implemented $19.5M in cost savings after September 11th, while

continuing strong focus on employee engagement to maintain company

culture.

. Developed and led the first quick response team to hurricane disasters

enabling company to get all hotels up and running within 2 days after

Hurricane Rita.

. Led the integration of 3 new units and divested 4 units from portfolio

with minimum transition/downtime.

Regional Director of Employee Relations ( 1996-2000

Directed employee relations activities for the South Central Region of 8

states, 110 units and 13K employees. Developed and implemented proactive

measures to create and maintain positive work environment, and reduce

employee relations interruptions and third party interference. Investigated

and/or directing the investigation of discrimination, harassment and unfair

treatment claims.

. Position was the first in market Regional Director of Employee Relations

prototype; after successful deployment the structure was implemented

enterprise-wide.

. Lowered employee turnover 5 consecutive years with an overall reduction

in turnover over 60%, while increasing employee satisfaction to highest

level in the company during same time period.

. Developed and implemented the first publication sent to all facilities

within region as a coaching instrument with FAQ's on commonly requested

information and new laws. Popularity of this instrument spread to other

regions by word-of-mouth and it was adopted for use enterprise-wide.

. Developed and implemented "Learn and Lunch Web Conferences" to inform

managers on changes to laws and best practice employee engagement

strategies, resulting in a 35% decrease in call volume due to these

proactive educational techniques.

SHAWN SCOFIELD ( Page 3 ( acn36e@r.postjobfree.com

Director of Human Resources ( 1979-1996.

. Selected Human Resources "Director of the Year".

. Recognized as having highest "Satisfied with Human Resource Services" in

the company out of 1500 units.

EDUCATION

Bachelor of Science, Psychology, Southern Methodist University, Dallas, TX

(Graduated Cum Laude with Departmental Distinction)

CERTIFICATIONS

Certified Mediator - Dispute Resolution Center

Certified Peer Review Facilitator - Carras and Associates,

PHR Certification - SHRM

PROFESSIONAL DEVELOPMENT

Leader Effectiveness and Adaptability Description - Center for Leadership

Studies

Designing Dynamic Organizations - Jay Galbraith, Diane Downey and Amy Kates

Management Effectiveness Analysis - Hospitality Management Behavior Inc

Conducting Effective Investigations; Situational Leadership Inventory

Devine Inventory, Self Develop Best - The Devine Group

Argos 360 Feedback; Herman Brain Dominance

Thomas-Kilmann - Conflict Mode Instrument

Team Dynamics - University of Texas

PROFESSIONAL AFFILIATIONS

Society for Human Resource Management

Assisted Living Federation of America

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