Human Resources Manager

DEE WEBER

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

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

sectors.

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

Arabic

EDUCATION:

Master of Business Administration, University of Toledo

Bachelor of Science in Human Resources Development, University of Toledo

PROFESSIONAL EXPERIENCE:

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

executive team.

. Led all employee engagement efforts.

. Worked very closely with first line supervisors as well as other

management levels on policy interpretation, development and

administration.

. 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

compliance

Vice President of Human Resources-The Benjamin Rose Institute: 2000 to

2005.

. 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

level.

. Successfully negotiated 2 collective bargaining agreements

simultaneously.

. Revised all job description for 500 employees.

. Developed employee handbook and trained all supervisors on policy

interpretation.

. 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

unemployment costs.

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

company nationwide

. 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

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