Project Manager Human Resources

Dorothy C. Perry

**** ***** **** ***** ( Dayton, Ohio 45459

C 937-***-**** ( ***********@*****.***

Human Resources Business Partner

Proven Results in Healthcare, Pharmaceutical, and Manufacturing

Industries. Well-organized HR professional with strong strategic and

operational skills, a demonstrated ability to plan and implement

effective programs to maximize business opportunities, highly

successful in collaborating with and coaching business leaders, and in

motivating and directing employees. Vastly skilled in resolving

employee relations issues and in talent development. Excellent

interpersonal and written communication skills. Diplomatic and

tactful at all levels. Extremely effective leading HR, supporting

operations and partnering with others. SPHR certified.

Strategic HR Business Partner

Human Resources Generalist

Performance Management

Employee Relations/Risk Management

Project Management

Operations Management

Team Development and Mentoring

Organizational Development

Recruitment and Selection

Financial Analysis and Budgeting

Compensation and Benefits

HR Compliance

Unemployment Compensation

Workers Compensation and safety

EXPERIENCE

Omnicare, Cincinnati, Ohio

Senior Director of Human Resources, Senior Director of Employee Relations

(Corporate HR Team), 2011-2012

Functioned as both an HRBP and as leader developing Employee Relations and

HR Compliance function. Served as Business Partner to five corporate

executives and teams of managers from customer facing teams and operations.

Provided strategic and generalist HR support for management teams and

their 1,200 employees, including project management of department specific

HR initiatives including staffing design and forecasting, succession

planning, developing incentive plans to drive customer retention, employee

relations issues, management coaching, job standardization, and delivering

training programs to drive management effectiveness. Developed the ER

function and revised HR Compliance procedures.

. As HRBP to Senior Vice President of Clinical Services, managed

workforce planning initiative to increase number of rejected insurance

claims each Clinical Intervention Center could process to increase

division's revenue dollars and inflow rate. Developed best

organization structure to accomplish workload and standardized each

role to include job descriptions, job mapping, headcount and

productivity metrics.

. As HRBP to Vice President of National Accounts, implemented an

incentive plan to drive medication conversion rates; reviewed and

implemented a revised workforce staffing plan to increase ability to

surpass performance targets; job mapping, and performance management

projects. This team was responsible for $2.5B in revenue.

. As HRBP to Vice President of Customer Retention, partnered with

senior management on a workforce planning initiative to increase

customer retention rate by 5%. Developed proposal to standardize and

restructure the field customer service function to drive retention,

which was approved by corporate leaders.

. Designed structure of Employee Relations function, including

identification of ER best practices, benchmarking with other Fortune

500 ER Directors, developing work streams, procedures, and staffing

plans.

. Evaluated all HR Compliance initiatives and policies, and revised as

appropriate based on newest EEOC guidance to include new hire and

random drug screening, criminal background checks, and motor vehicle

checks.

. Developed and produced HR metrics in employee relations, headcount

utilization, and turnover entire organization.

National HRD/Senior HRD, Pharmacy Services Division, 2008-2011

Absent a corporate HR function, led HR Operations team, set HR strategy and

served as HR Generalist addressing all areas of HR in $6B division, which

had 12,000 employees in 46 states in 180+ locations, including two with

unions. Oversaw eight direct reports and standardized the function of the

field HR team of 100 who provided services throughout this division to

maximize the impact HR services had on operations' performance targets.

Developed, mentored, and managed HR field team. Served as advisor to other

divisions' HR teams to resolve complex or significant HR issues. Served as

business partner to Senior Vice President, Pharmacy Services Division and

his team of executives. Also was HRBP to six corporate executives and

their functions which included 1500 employees throughout the distribution

center and repacking centers, a hospital pharmacy services subsidiary,

automation, operations, clinical services and national accounts.

. Provided leadership for all divisional HR initiatives, partnered with

executive management to assist in achievement of business targets and

objectives through more effective use of staff and employment

strategies.

. Changed division's HR culture from one of individualized protocols at

180+ locations to one of top-down standardized approach for policies

and procedures, and delivery of all HR generalist functions. Included

launch of HR intranet site, which was repository for all up-to-date

protocols, and forms.

. Guided HR Directors and executives through complex Employee Relations

issues with successful outcomes.

. Implemented first ever all employee performance review process for

12,000 employees with 90% completion rate.

. Prepared field HR teams for National Board of Pharmacy Accreditation

survey with only a six-week notice of impending survey in 100

locations. OCR received accreditation with no HR infractions noted

during audit process.

. Developed and managed implementation of first ever division-wide

management training program to 2,000 people managers.

. Served as project manager for implementation of most major HR COE

initiatives.

. Acted as HR co-project manager for $28,000,000 acquisition with 17

locations in five states. Also directed HR activities in 20+

acquisitions and consolidations.

. Spearheaded development of Corporate Recruiting Ad Image and

recruiting plan, which increased applicant flow, reduced overall

employment advertising expense, and decreased the amount of time a

position was vacant.

Regional HRD, Northeast Division, 2007-2011

Served as strategic HR Business Partner and HR Generalist to 2 Regional

Vice Presidents and to 15 General Managers in the Northeastern U.S. across

seven states and Toronto in 26 locations with 2,800 employees. Managed the

regions' consolidations and acquisitions. Developed supervisory teams

through one-on-one coaching and classroom instruction. Managed employee

relations activities. Served as HR interface between locations and

corporate.

Managed consolidations and acquisitions.

. Partnered with RVP's on succession planning and development of

managers.

. Managed and developed field HR team on new initiatives and on site-

specific issues.

. Coached managers on performance management, complex employee relations

issues, payroll utilization and control strategies, and workforce

planning.

. Developed management teams into skilled people managers through

training programs on performance management, effective communication,

daily coaching, and employment regulations.

. Investigated and resolved employee relations issues.

Crane Fencing Solutions (A Division of Crane Plastics Group), Wilmington,

Ohio

Director of Marketing, 2006-2007

Served as durable goods brand manager with P&L responsibility for three

brands and total annual revenue of $40,000,000 in 2006 and projected volume

of $46,000,000 in 2007. Managed product line, packaging, inventory,

marketing strategy and support, financial analysis, and line extensions.

Managed multi-functional strategic projects.

. Developed alternative packaging, resulting in an annual reduction of

$119,000 in packaging costs, as well as increased productivity of 26%.

. Effectively managed excess and obsolete items, which reduced the

income statement reserve for obsolete items by $300,000.

. Developed strategy, plan, and materials for Marketing Support program,

including developing branding and positioning, managing $285,000

program budget, and developing all materials, including brochures,

displays, and merchandising items. Anticipated revenue growth of

$6,000,000 in 2007.

Human Resources Director, 2004-2006

Partnered with HRDs from four other divisions to set strategy and direction

for entire organization of 1,200 employees. Served as member of Senior

Operations Team. Collaborated with leadership to develop strategy to

radically change culture and moved it to one of pride in workmanship and

quality, thus achieving financial targets. Contributed to company's growth

from $35,000,000 to $50,000,000 in two years. Served as Business Partner

to company execs and supervisors in all areas of HR, and served as a coach

as they addressed performance issues with team members.

. Initiated comprehensive programs to change the culture, management

practices, and effectiveness, which resulted in reduced turnover,

decreased absenteeism, and increased productivity and profit.

Productivity went from 4% prior to implementation to 80% in just five

months.

. Created trust amongst workforce and had only one unresolved employee

relations issue in two years which was subsequently dismissed with no

cause.

. Effectively managed a $1,500,000 annual budget to assist organization

in achievement of strategic goals on profitability, productivity,

retention, recruiting, and staff education.

. Implemented electronic timekeeping system to control payroll.

Hospice of Dayton, Dayton, Ohio

Director, Organizational Development, 2004

Established training programs for supervisors on management effectiveness.

Managed orientation for all employees. Managed 401k special project during

time of Department of Labor audit. Developed and delivered comprehensive

management training program on Hospice protocol and effective management

techniques.

Healthcare Compliance Officer, 2002-2004

Developed and implemented organization-wide compliance plan, which

effectively educated employees and monitored their adherence to healthcare

regulations. Served as JCAHO chair and managed JCAHO accreditation

process.

Director of Human Resources, 1999-2004

Created HR function from the ground up and then managed all aspects of HR

including six HR and payroll staff members. Managed benefits,

compensation, employee relations, training, recruiting and workers'

compensation. Developed all employment policies and related procedures.

Served as member of senior management team.

ADDITIONAL EXPERIENCE

Eurand America (Division of American Home Products Fortune 100), Vandalia,

Ohio, Human Resources Manager, 1995-1998.

Elder-Beerman Department Stores, Dayton, Ohio, (Regional operation with

8000 employees) Corporate HR Director and Generalist, 1987-1995.

Director of Training and Development, 1991-1995.

Director of Training and Payroll Cost Control, Bee Gee Shoe Corp., 1990-

1991.

Training Coordinator,1988-1990.

Store Human Resources Manager, 1987.

Area Manager, 1985-1987.

EDUCATION

Wright State University, Fairborn, Ohio

M.B.A., Management - 1991

Miami University, Miami, Ohio

B.S., Marketing - 1983

CERTIFICATION

SPHR, 1995

AFFILIATIONS

SHRM1995 - Present

REFERENCES

Excellent References Available Upon Request

Contact this candidate