Olmsted Falls, Ohio 44138
Home phone 440-***-****
Mobile phone 440-***-****
SUMMARY OF QUALIFICATIONS:
Innovative, results driven and metrics oriented HR business partner with a
proven track record in the Human Capital Field. Led the Human Resources
function for various employers ranging from small to 500+ employees.
Experienced in standalone and multi site public, international and private
Expert level knowledge in all aspects of Human Resources including: policy
development; strategic planning; leading all labor relations activities
including contract negotiations for several bargaining unit agreements;
performance management development and implementation; job description and
classification implementation; corrective action/disciplinary action
enforcement; leading all diversity efforts; developing several executive as
well as line staff compensation plans; developing all employee benefits
plans with focus on wellness initiatives; developing leading edge talent
acquisition and retention strategies; oversight of all staff learning and
development activities with focus on distance and E-Learning for adult
learners; managing day to day operations of payroll and administrative
staff located at multiple sites ; have been involved in international
labor contract negotiations; Bilingual- fluent in reading and writing
Master of Business Administration, University of Toledo
Bachelor of Science in Human Resources Development, University of Toledo
Human Resources Manager- Lender Processing Services 2009 to 2011.
. Supervised employee relations, payroll, automated time and attendance,
benefits and employee compensation.
. Acted as a valuable member and a business partner with senior
. Led all employee engagement efforts.
. Worked very closely with first line supervisors as well as other
management levels on policy interpretation, development and
. Designed and implemented several Human Resources metrics in the form
of a monthly HR score card.
. Developed a comprehensive HR core curriculum for first line
supervisors to include critical topics such as: employee discipline,
conducting internal investigations, completing performance reviews,
avoiding harassment and discrimination, wage and hour practices, EEOC
investigation and employee on boarding.
. Developed various employee polices and conducted training to
management on interpretation and implementation.
. Implemented various retention strategies to include: follow up
orientation, mentoring and exit interviews.
. Developed a pay for performance compensation system with several tiers
to include all employees.
Vice President of Human Resources- Whole Health Management: 2005 to 2009.
. As the VP of Human Resources for a very rapidly growing global company I
was responsible for leading the Human Resources function for the entire
company. Nationwide as well as global staff recruiting and retention
strategies were always a top priority.
. Developed an HR scorecard and assigned metrics to all HR areas including:
turnover cost, EEOC cases, unemployment costs, and workers' comp. Costs
and a per employee cost; time to fill metrics and temp. Staffing costs.
. Researched and implemented a web based comprehensive electronic
performance management system which aligned the company's strategic
goals, departments score cards, individual goals, and stock option/bonus
payout in one user friendly system.
. Developed comprehensive recruitment timeline for all site openings for
the entire year, and designed actionable items to exceed the timelines.
. Re-aligned and streamlined the department operational structure so that
each HR Manager was assigned to a Business Unit.
. Outsourced benefits administration and implemented a consumer directed
health care plan.
. Implemented 360 multi rater feedback tool for all executive level
positions; held several webinars for all leadership roles to illustrate
the tool capabilities; managed all performance related action plans.
. Launched a comprehensive succession planning initiative for all staff
roles and linked each staff member with an individual development plan.
. Implemented the DISC psychological profiling as an additional selection
method for key leadership roles
. Developed an Associate Handbook
. Audited and revised all job descriptions to insure ADA and FLSA
Vice President of Human Resources-The Benjamin Rose Institute: 2000 to
. As the VP of Human Resources I was responsible for the entire
organization's strategic plan, the HR, payroll, education and
administrative staff functions on both a day-to-day level and a strategic
. Successfully negotiated 2 collective bargaining agreements
. Revised all job description for 500 employees.
. Developed employee handbook and trained all supervisors on policy
. Developed a new compensation system to include a broadbanding philosophy.
. Developed new health care plans to include 3 different tiers of benefits.
. Developed a "pay for performance" merit system.
. Developed an executive as well as management succession planning system.
. Developed and implemented various cost containment strategies which
significantly reduced the institute's workers' compensation and
Regional Human Resources Manager-McDonald's Corporation: 1984- 2000.
. As Regional HR Manager I was responsible for all HR, Information
Technology and Administrative staff. I also was responsible for the
oversight of all HR functions for all company owned as well as
independently franchised restaurants.
. As the Regional Manager I developed, implemented, and monitored all
recruitment and retention functions. I was able to develop very
successful retention strategies that led to 45% turnover reduction.
. I acted as an advisor and a consultant in developing, implementing and
monitoring the state's strategic plan; I also acted as the business
advisor to the Regional Vice President.
. Negotiated several local PPO and HMO medical plans for our (less than
part time) status employees
. Developed a succession planning program which later on was adopted by the
. Developed and held several supervisory training sessions to better equip
our supervisors with the necessary tools to manage their staff
. Implemented a transitional return to work program