ANGELO H. SGRO

**** ****** **** ******

Mount Pleasant, South Carolina 29466

843-***-****

Email: acrsvc@r.postjobfree.com

SUMMARY

Human Resources Executive who is results oriented with a proven track record as an innovative strategic partner in achieving business goals. Successful implementer of policies, procedures and development initiatives including start-up of Human Resources Department, Training Organizations, High Potential Development Programs, teams and Recruitment and Retention practices. Professional expertise includes:

Strategic Partnering Implementation

Design/Delivery of Learning Activities Major Cultural Change

High Potential Development Team Development

Policies and Procedures Employment Law

Risk Management Retention

Recruitment/Employment Skills/Knowledge Development

Customer Service Organization Strategies

PROFESSIONAL EXPERIENCE

Human Resources Consulting January 2014 - Present

Providing professional expertise in the areas of Policies and Procedures, Cultural Change and Team Development. Developed strategies for recruitment and retention of employees. Conduted interviews for sales and management positions. Participated in the roll out of Benefits package to organizations conducting meetings and responded to employee questions. Worked with management on terminations and exit strategies. Provide HR advice/direction on Employment Law as it may impact the organization.

WINDMILL DISTRIBUTING, Brooklyn, New York 2001 – December 2013

Director Human Resources

Reported to Executive Vice President of Sales with the responsibility for all Human Resources functions within the company, Union and Non-Union. Created and developed a Human Resources Department that defines metrics and establishes directives to support growing Beverage Distribution organization of 635 union and non-union employees. Human Resources team included three Human Resources Professionals and one Payroll Manager.

Windmill Distributing is a full service Beverage Distributorship of Beer, Wine, Spirits and Water. With annual revenues of $400,000,000, the company is comprised of approximately 631 employees of those, 300 are in Operations, union, and the balance of the employee base is in Sales, Administration and Recycling.

Implemented human resources strategies by defining department accountabilities and responsibilities. Identified and researched human resources issues, conducted analysis and made recommendations to senior management to align human resources organizational objectives with the strategic direction of the company.

Developed management model to determine key skills and knowledge requirement for successful management – used to determine training and development of current employee base and as a core competency for recruiting, interviewing and hiring employees.

Developed and implemented Employee Policy and Procedure Manual – presented to 635 employees

Developed and implemented Safety Manual – 635 employees

Developed and implemented Sales Training Module to a 185 member sales forces

Ensure compliance with federal, state and local legal requirements and enforces adherence to requirements; advises management on needed actions

Responsible for all Risk Management (Workers Compensation, Property and Casualty) – recouped $10 million for damaged product caused by Storm Sandy as a result of working with Insurance Broker, Insurance Adjusters and Consultants.

Guided Senior Management by providing human resources advice, counsel, and decisions, analyzing information and applications

Developed and implemented Performance Review Process – 300 employees used process

Developed and implemented Company On-Boarding Process

Responsible for talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance and labor relations

Accountable and responsible for managing human resources operations by recruiting, selecting, orienting, training, coaching, counseling, appraising and review staff job contributions.

Conducted Exit Interviews, analyzed data and reduced Turnover by 10%

Guides management and employee actions by researching, developing, writing and updating policies and procedures methods and practices to remain current and support philosophy and values of company.

Implemented ADP Workforce Now Comprehensive Services – 635 Employees

Developed job descriptions for Commercial, Administration and Operations Departments

Provide on-going strategic direction to Senior Management on Human Resources initiatives and people development

Completed all EEO reporting for the organization

Via streamlined work procedures reduced workforce from 735 employees to 635.

Negotiated contracts with Benefits Providers, outside Recruiters and HRIS vendors

MELLON INVESTOR SERVICES, Ridgefield park, New Jersey 1998 – 2001

Vice President and Manager of Training and Development

Reported to Group Vice President of Quality with responsibility for all education and development activities in the company. Created business unit strategies and addressed needs of management, sales, operations, and customer service populations. Managed a team of ten training professionals, numerous vendors and external consultants who delivered over 800 days of training per year.

Launched a Training Council to determine the learning priorities, strategies and measurement tools needed for successful training interventions.

Developed corporate training curriculum with course offerings in Business Skills, Leadership and Management, Professional Development and computer Technical Proficiency. Created policies and procedures for identifying departmental training needs, handled enrollments and cancellations, and distributed the first company training catalogue.

Coordinated the entire Mellon Investor Services training effort in preparations for the demutualization and initial public offering of Metropolitan Life Insurance Company. Training programs and materials were designed, developed and delivered for approximately 800 full time, temporary and outsourced employees.

Implemented several components of a strategic New Employee Orientation Process including a one day New Hire Orientation Program, an Introduction to the Stock Transfer Industry and five lines of Business Orientations Programs.

Designed implemented and administered 24-month management Associate Program for exposing high potential employees to all facets of the business; thereby preparing them for future management roles.

Facilitated a management team that assessed and re-designed the Mellon Investor Services continuous Process Improvement Program which realized savings of over $300,000.00.

Administered New Jersey State Grant of $750,000 for Mellon Investor Services, resulting in 1000 employees attending team training.

UNILEVER, UNILEVER UNITED STATES, Englewood, New Jersey 1993-1997

Director of Training and Development (1996 – 1997)

Reported to Director of Human Resources, Unilever North American Foods/Unilever United States, responsible for conducting needs analysis, development, delivery and administration of Unilever North America training courses for high potential management.

Facilitated Unilever North America marketing Training committee.

Responsible for determining effectiveness of existing marketing courses and the development of new courses to support the North America Marketing Strategy.

Designed a marketing course for Brand manager which addressed strategy, innovation and leadership

Director, Employee Development, Thomas J. Lipton Company (1993 -1996)

Reported to Senior Vice President, Human Resources. Responsible for all training and education in the company. Conducted needs analysis for functional areas, developed and delivered training programs. Facilitated company’s Partner in Quality process. Directed Marketing and Commercial MBA Recruiting Process.

Created and implemented company-wide Core Competency Model to facilitate employee growth and development -

Facilitated company-wide functional/cross-functional teams to address work flow and departmental issues. Resulted in the development of self-directed work teams and increased retention of middle management by 10%.

Created and implemented MBA recruiting program and Summer MBA Intern program to be included in campus presentations, interviews and extending of offers. Resulted in an ongoing talent pool.

Facilitated company-wide Role and Responsibility clarification process resulting in clarified employee accountability for job responsibilities, enhanced communication and improved interdepartmental work flow.

CHASE CONSULTING GROUP, Erie, Pennsylvania 1991 - 1993

Management Development Specialist

UNITED RESEARCH COMPANY, Morristown, New Jersey 1985 - 1991

Manager

APC SKILLS, Palm Beach, Florida 1980 – 1985

Consultant/Director Advanced Productivity Services

Proficient In:

Microsoft Office, Word, Excel, Powerpoint

ADP HRIS

EDUCATION

BS in Economics

Alliance College, Cambridge Springs, Pennsylvania

PROFESSIONAL AFFILIATIONS/CERTIFICATIONS

American Management Association

Society for Human Resources Management

Certified Administrator, Stuart Atkins, LIFO Assessment

Certified Administrator, Wilson Learning, Counselor Sales Person

References Available Upon Request

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