Human Resources Manager

HUMAN RESOURCES LEADER

HR, Company or Division Leader, with strong generalist and strong talent

development background. Specialty in geographically distributed workforces.

Prototype HR Leader, great with people, strong communicator and

collaborator able to build HR's reputation.

PROFILE: Organizational Development and Structuring, Succession

Planning and Leadership Development, Compensation, Rewards and Motivational

Programs, Talent Acquisition/Recruiting, Mergers and Acquisitions,

Employee/Team Development, Communications, Executive Coaching, Union/Labor

Relations and Manufacturing

PROFESSIONAL EXPERIENCE

AAMCO - American Driveline Systems - Horsham, Pennsylvania July

2012 - February 2013

Franchisor for AAMCO and Cottman Transmission Total Car Care Centers as

well as a Transmission manufacturing plant, GPS, in Georgia. Franchisor for

approximately 900 total car care centers across the US, Canada, Korea and

China.

Newly Established HR Role, Vice President Human Resources - Recruiting

. Brought in to enhance the HR infrastructure and help drive the focus

on talent development.

. Increased Service Center recruitment by 25%

. Reduced benefits renewal increase by 75%, saving over $500,000

. Established web based, paperless HR and payroll infrastructure

while saving $130,0000

. Established recruitment metrics utilizing a Talent Management

System to track progress & enhance process compliance

Rite Aid - New York, New York March 2010 -

July 2012

A $26 Billion pharmacy/retailer with 5,000 locations. New York Metro

Division to focus efforts on very important part of company portfolio.

Director Human Resources New York Metro Division:

. HR support for newly established area of 326 locations and over $2

Billion in revenue

. Team membership on landscaping changing Wellness Ambassador program

. Employee Relations and Union interaction with Talent Management

emphasis

. Establishment of new HR group and infrastructure

. Cut new hire turn over by 50%

. Highest division in sales to plan and sales to last year

HR Practices - New York November 2008 -

March, 2010

Consultant: Formed an HR consulting practice which encompasses all facets

of Organizational Development and Business Initiative Implementation for

large and small scale transformations, change management, succession

planning, and HR development programs.

Forever 21 Los Angeles, California January 2008

- October 31, 2008

A $1.8B women's specialty retail chain with over 400 stores across U.S. and

Canada expanding to Asia, adding 1 million square feet of new selling space

per year for next 3 years.

Top HR Role, VP HR

. Development of an organizational Process Improvement initiative; the

roll-out and implementation to help support the expansion and growth

of the Brand with a projected $3 billion international retailer by

2012

. Implemented Succession Planning and 360 Degree Assessment Process

. Enhanced the Training and Development infrastructure

- measured by 10% turnover reduction within a year

. Redesigned bonus program to focus on sales contribution and

profitability gains

. Increased tax incentive acquisition and hiring process savings,

target of $1,106,000 year one

. Generated $36,000 in annualized revenue from employment

verification

New York & Company, New York, New York January 2003 - January

2008

A $1.2B women's specialty retail chain with 550 stores across U.S.; adding

35 stores per year for 3 years.

Director/VP Human Resources - Field

. Partnered with the EVP of Sales and spearheaded all HR activities for

the 8,000 field associates

. Designed and implemented all aspects of HR for this group, focusing on

development and the implementation of a talent strategy and Key HR

Metrics to drive results

. Saved $2M in salaries through redefinition of 400 manager positions

. Increased internal promotion rate from 30% to 65% and reduced turnover

by 30%

. Developed and implemented Succession Management program supporting

addition of 50 stores per year for 3 years and 100 stores per year for

4 years

. Received "Caught in the Act" and other team awards for Time and

Attendance implementation, high-volume store program, Succession

Management, leadership meetings, Hurricane Katrina support program, 3-

door concept stores, and a Visual Merchandising program

. Redesigned District Manager meetings to focus on business initiative

implementation & development

. Created new bonus program to motivate high-volume store manager

Kmart, Troy, Michigan 1995 - 2003

A $40B retailer with more than 2,600 locations & 275,000 associates.

Director Learning and Development and e-Learning Development - September

1996 - January 2003

- held various positions within Learning and Development for all of Kmart's

store operations, Headquarters, and Distribution Centers, to include the

development of all e-learning programs under the leadership of former

PepsiCo Development VP.

. Promoted 3 times within organization

. Controlled $20.5M budget, $10K signature authority, 24 full-time

equivalents, and 7 direct reports while providing leadership in area

of learning for all Kmart store operations, headquarters, and

distribution center associates

. Utilized $2M grant acquisition for establishment of comprehensive

training programs to include leadership/executive development for

field organization

. Implemented Computer Based Training, exceeding ROI goals with

expansion from 36-store pilot to more than 2,600 locations with 360

programs.

. Designed and delivered leadership program for top 265 positions in

Kmart which led to 13 quarters of consecutive sales and profit

increases

. Supported roll out of pantry concept to 1,900 locations, increasing

store sales by 3%

. Designed, developed, and implemented Kmart University, including

curriculum

. Established largest PC-based virtual classroom network in North

America

. Applied educational tools involving Business Television and

interactive distance learning while developing and expanding training

facilities

. Implemented the Executive Assessment Program

. Pioneered successful redesigning and implementation of Human Resources

organization.

. Received "Lightning Awards" for HR organization redesign, career

management, district sales meetings, and leadership program.

Kmart Director of Organizational Change - April 1995- September 1996

. Led organizational development, change management, and training for

1,000 information systems personnel

. Launched broad banding compensation system for 950 associates, cutting

titles by 50%, reducing 22 grades to 6 bands, and establishing dual

career paths

. Handled staffing/recruiting for IT segment of corporation.

. Instituted Performance Management and Super Service Rewards Bonus

programs.

. Implemented succession planning and leadership development program

. Installed Human Resources-related systems, including compensation,

recruitment and selection

R. L. Polk And Co March 1994 - April

1995

Marketing research and database firm

Vice President of Recruitment and Selection March 1995 - April 1995 -

Responsible for company reorganization, acquiring external human resources

and redistributing existing resources.

Manager, Change Management - March 1994 - February 1995

. Responsible for Grant Writing - obtained $250,000 in state training

grants - further implementation of the following training programs:

. Organizational Design, Staffing, Recruiting, Compensation, Performance

Management and Career Development

. Reorganization of the Human Resources and Information Resources

departments

. Broad-banding Compensation System

. Internal skill/competency inventory for 3,500 employees

New Venture Gear, Inc June 1992 - February

1994

Manufacturer of automotive drive-line components. First joint venture

between any North American automotive firms GM and Chrysler:

Training and Education Executive

. Developed and managed a new culture moving from Chrysler and General

Motors to the new and distinct New Venture Gear culture

United Training Services, Inc. & Applied Science Associates, Inc. August

1989 - May 1992

Training consulting firms

Training and Process Reengineering Manager

. Provided Onsite consultation with the Ford Motor Co. to implement new

processes and technologies to shorten, enhance and improve the quality

of their Product Development Process

. Reengineered and Developed Process and Performance Improvement

Program, Organizational Development, Training Consultation,

Documentation and Team Optimization activities

BT SYSTEMS INC. (formerly Volvo Automated Systems) 1984 -

1989

Automated guided vehicle system development firm.

Employee Development and Information Systems Manager 1988 - 1989 -

Management of the Information Systems area with the training and

development function.

Employee Development Supervisor 1985 - 1988 - All internal training and

development activities as well as flexible benefits, compensation design

and implementation, policy and procedures.

Internal Training Specialist/Instructional Designer/Senior Technical Writer

1984 - 1985

EDUCATION

Bachelor of Arts in Communications, cum laude, University of Detroit,

Detroit, Michigan

ACCOMPLISHMENTS

DDI and Franklin Covey certified facilitator/instructor - Public Relations

Student Society of America, Officer, Presented at National Conferences

- Small group lunch and learn with Tom Peters; Met with Dave Ulrich

while attending GE's Change Acceleration Program

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