“Strategic business partner continuously finding ways to build bridges and improve profitability”

Change Management • Program Design • Strategic Planning • Policy Development

Director of Human Resources

Operations Management/Process Management/Continuous Process Improvement

Training Design & Delivery/Management Coaching & Mentoring/Budget Design

Analysis & Oversight/Full-Cycle Recruiting & Hiring/Metric Design & Analysis, Grant writing

Six Sigma Yellow Belt/Forward-Thinking/Solutions Focused

Manage operations for small and large companies ($120M – $12B sales)

Operations Development leader blending analytical and tactical skills to deliver cost-conscious and efficient solutions that drive business profits and employee performance

Strong business acumen with the flexibility and initiative to quickly acclimate to changes

Comfortably exhibit self-reliance and resourcefulness when encountering barriers

Cultivate excellent relationships internally and with business partners

Able to turn around lagging operations and facilitate rapid growth and profitability

Utilize creative problem solving and leadership to identify and advance win-win outcomes

Effective and seasoned leader experienced at managing up, down and sideways.

PROFILE OF ACCOMPLISHMENTS

Instrumental in the development recruiting, hiring and retention programs and processes reducing turnover saving nearly $250,000 in direct turnover costs

Pioneered management succession planning initiative resulting in decreased management turnover and increased manager efficiency and productivity

Assessed operations and training needs and designed training programs to address those needs resulting in improved service levels and bottom line profits

Executed a Management Development Program at the Regional level for up to 25 high potential front line associates training them on hiring, leadership development and job proficiencies. Over the past two years 33% of the participants have been promoted to a management position. Program considered for corporate rollout.

After analyzing hiring, retention and productivity of new hires; facilitated a salary survey showing the operators that we were not paying competitively in the market and therefore, were unable to recruit and retain quality candidates. Results of the survey supported a higher starting salary budget for 2009 in four locations

Pioneered the development and delivery of Leadership Training program for middle managers training nearly 100 managers in six states. Result of this was decreased employee complaints, decreased employee turnover, improved employee survey scores, and improved employee productivity.

Designed and directed employee retention and development program resulting in savings of nearly $200,000 in direct and indirect turnover costs

Prepared and revised an operating budget in excess of $2 million dollars. Reduced year over year expenditures by 20%.

KEY LEADERSHIP RESULTS

Employee Manual

Designed legally compliant employee manual for Missouri and Oregon locations.

Performance

Designed online annual accomplishment review process containing subjective and objective goals tied to business results

Formalized Compensation Policy

Conducted comprehensive salary survey and designed compensation policy and grading system

Job Descriptions

Performed job analysis on all positions and designed legally compliant job descriptions

Benefits Strategy

Designed an all encompassing benefits strategy resulting in excess of $300K in premium savings while adding additional benefits and maintaining employee premium costs for four years. Manage 401k plan administration.

Wellness Program

Implemented a wellness program resulting in improved employee physical and mental well being. Included Smoking cessation program, smoke free campus, gym subsidies, and nutrition education

Scorecards

Designed departmental Scorecards identifying performance objectives that drove company financials, employee engagement and ultimately bottom line company profits

Training

Designed and conducted manager skills training. Procured $52,000 in state funded training grant for business expansion from 2013-2015.

Succession Planning

Designed succession planning process using 360 reviews, development of competency models and mentoring program

Bonus Program

Designed quarterly bonus program using Scorecard to report and track departmental objectives and reward employees for meeting or exceeding objectives. ROI on target payouts is 4:1

Executive Buy-in

Worked closely with Executives to understand and buy into the employee engagement model aimed at partnering with employees to drive business results. Became profitable in first year after Engagement program was implemented

Engagement Surveys

Improved employee engagement scores nearly 14 basis points in three year period through various HR/OD programs

EMPLOYER SUMMARY

Cartwright Companies, Grandview MO, $120 million + Freight forwarding and Logistics Company

Organizational Development & Human Resource Manager 2009 to present

Spearheaded the acceptance and adoption of corporate policies through changes to the culture and business processes and implemented ways to make them profitable.

Designed and implemented company-wide performance evaluation program.

Designed and implemented company-wide Wellness program and employee appreciation initiatives resulting in healthier (as measured by reduced sick days) and happier employees (as reported by improved employee satisfaction scores)

Mentored managers and executives on effective Leadership and Management principals resulting in improved employee morale, productivity and profits.

Coordinated the company’s first wage and salary survey resulting in formal pay policy.

Implemented recruiting, hiring and training program resulting in 90% new hire retention.

Increased company staffing by 40%, hiring 55 new employees in four months.

TruGreen Lawncare, Memphis Tennessee, $1.5 billion Lawncare Company

Regional Human Resource Manager 2007 - 2008

Facilitated the completion of the Annual Performance evaluation process for all associates in 28 locations in seven states. Provided training for managers around development of SMART objectives and performance review delivery.

Researched and analyzed turnover reports (ie. % of turnover in 30-60-90 day intervals). As a result of findings developed and implemented branch retention plans and strategies resulting in nearly 50% retention improvement in some locations

Conducted full cycle 360 reviews as needed for underperforming managers to include gathering and analyzing data, designing the report and developmental action plan to measure and improve performance. This resulted in improved business results and better communication among management team.

Designed a succession planning process for management level associates to ensure continuity of strong management candidates in my two regions. Worked very closely with Regional Vice presidents in implementing this strategy.

Community America Credit Union, Lenexa, KS, $1.5 billion financial organization

Manager, Administrative Services 2004-2006

Prepared and revised an operating budget in excess of $2 million dollars. Reduced year over year expenditures by 20%.

Recognizing that company was losing money in various areas; designed and delivered a training program to address this resulting in decreased financial loss.

Toys R Us, Kansas City, MO, $12 billion big box retail organization

District Human Resource Manager 1998 - 2003

Complete oversight for all human resource policy and procedure compliance for 32 stores in seven states employing nearly 1500 non-exempt and 150 exempt employees. FMLA, benefits, pay, employee relations and investigations issues.

Delivered training for two-week Leadership training program, oversight for exempt training programs and coached trainers on delivery and content resulting in low management turnover and reduction in employee complaints. Certified Diversity trainer.

In conjunction with our corporate OD team; assisted in the design and rollout of performance evaluation to include training managers on writing and measuring objectives resulting in improved management performance and business results.

Pioneered the use of succession planning model and creation of Individual Development plans for all management level positions resulting in improved management performance and business results.

Additional employment includes: Alorica - HR Director (2009); EMBARQ - Program/HR Manager (2006-2007); VT Inc. - Retention Director (2003-2004)

EDUCATION

MPA; Emphasis in Management: University of South Dakota; Vermillion, SD

BS; Psychology: University of South Dakota, Vermillion, SD

SPHR; Human Resource Certificate Institute; May 2001

Adjunct College Instructor-Avila University and other institutions of higher learning 2003-Present

Instruct Business Management, Training and Development, Strategic HR, Compensation and Benefits and Human Resource Management. Developed and taught a graduate Employee and Labor relations class for the HR certification course at Avila.

Currently teaching graduate Human Resources at St. Mary University MBA program

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