Human Resources Training

RUTH A. MINER

248-***-**** ****.*****@*******.***

***** ******** *******, ** *****

HUMAN RESOURCE EXECUTIVE

Change Management, Strategic Planning, Organizational Design, Business

Partner

Human Resources executive experienced at integrating human resource

strategies and practices with business strategies. Focusing on the

business, customers, and industry to drive engagement and exceed business

objectives. Create and implement strategies and practices to guide people,

policies, functions and cultures that adapt to change. Build confidential

and trusted relationships at all organization levels, and deliver creative

solutions.

CORE COMPETENCIES

. Executive Consulting and Coaching

. Workforce Planning

. Organizational Design and Development

. Employee Acquisition and Engagement

. Organizational Change

. Strategic and Business Goal Planning

. Relationship Building

. Program Management

PROFESSIONAL EXPERIENCE

CENGAGE LEARNING, Farmington Hills, MI

Vice President, Program Management, Global Production & Manufacturing

Services (GPMS) (2012-2013)

Developed a project management structure for the Production and

Manufacturing Services organization. Continued to lead the Change

Management and Training segment of the Enterprise Resource Planning (ERP)

Latin America implementation.

. Identified a high level program management and governance structure,

aligned and organized projects within programs to create line of site

and assist in resource planning.

. Established guidelines for communication and tracking of projects.

. ERP Implementation: Identified training and communication for 95

employees in the Latin America business unit. Developed a stakeholder

program, developed and/or revised training material from first two

waves, identified new Subject Matter Experts (SME) and provided

training, developed employee and customer communication materials.

Vice President Human Resources, Global Production and Manufacturing

Services (2008-2012)

HR executive leader and business partner to the senior vice president.

Provided support in the area of joint HR and business planning,

organizational development, business goal planning, workforce planning,

organizational transition, recruiting, functional restructuring and

transformation. Participated in all strategy sessions and executive

leadership meetings.

. Led the change management segment of the corporate-wide ERP

implementation. Identified training and communication for 2000

employees in a single business unit for wave 1 and 700 employees in

wave 2. Developed a stakeholder program, 100+ courses, Subject Matter

Expert (SME) training, employee and customer communication materials.

. Planned and implemented transitions for 300+ employees associated with

the acquisitions of National Geographic and Houghton Mifflin. This

included due diligence, job disposition, retention, separation and

communication.

. Defined and implemented a compensation structure that included a plan

for leveling within jobs for 700 employees, updating of all job

descriptions and rationalizing bonus targets.

. Developed and implemented three major training programs mandatory for

all GPMS employees (Designing a Great Year, Creating Mutual Value and

Project Management).

. Developed a workforce plan with updated job descriptions for 700

employees.

. Coached and consulted with executive leadership team in the areas of

organizational restructuring and refining, employee issues, and

business changes. Provided feedback for seven members participating

in a 360 feedback survey.

. Partnered with executive team member to develop and implement action

plan addressing employee survey areas of focus.

. Planned and implemented six major cost containment and outsourcing

efforts that affected over 100 employees and resulted in operational

savings of over five million dollars.

Director Human Resources, Global Production and Manufacturing (2005-2008)

Led team responsible for providing HR support to production and

manufacturing - a new shared service division of 700 employees directly

responsible for all production and manufacturing within Cengage Learning.

Provided direct HR support to the SVP of GPMS and his direct reports.

. Established HR infrastructure for new corporate function to include

people soft structure, system updates, staff and approval process,

alignment and disposition of transitioned employees, compensation

structure key HR metrics, recruiting and HR business partner

assignments for employees in the US and Canada.

. Developed strategies to foster the development of a solid leadership

team, build strong performance objectives and development plans and

enhance collaboration across the unit.

. Developed and implemented a communication strategy to include town

halls, round table/site visits, communication of goals and direction

and integration of corporate objectives.

Human Resources Business Partner (2004-2005)

WAYNE STATE UNIVERSITY, Detroit, MI

Project Consultant, Professional Development Division, School of Business

Administration (2003-2004) Responsible for consulting with internal and

external university clients in the area of training, strategic planning,

unit consolidation and business planning.

. Facilitated the development of the Business school's five year

strategic plan.

. Facilitated the consolidation of six business units into one

International Programs Unit. Assessed each unit, identified redundant

and unique functions, identified inefficient and efficient business

operations, defined the new structure and recommended changes to the

Provost.

ELECTRONIC DATA SYSTEMS, Southfield, MI

Midwest HR Delivery Director, Global HR Delivery (1999-2002)

Responsible for $22 M budget, 114-person HR organization geographically

dispersed across 12 Midwest states. Worked with executive leadership, four

U.S. campuses, and three international campuses to define and start-up a

global HR Delivery organization.

. Defined and implemented organization structure of the Midwest and

U.S. teams; created roles and responsibilities; defined and

communicated functions (such as recruiting, training, and general

HR), and products and services (such as employee relations,

transitions/acquisitions, performance management, workforce planning,

compensation support).

Human Resource Manager, Global Profession and Technical Training (1997-

1999)

Responsible for $26.6M budget, 62-person organization geographically

dispersed across three regions, supporting EDS corporate leadership,

professional and technical training teams globally.

. Migrated the corporate registration and scheduling tool to the WEB,

improving the processes for reproduction and distribution of self-

paced and classroom materials, streamlining workstation support,

technical classroom support, and resource management.

. Managed strategic planning effort for the infrastructure

organization. Deliverables included a high-level functional view,

vision, mission, business model and plan.

Training Manager, Instructional Design and Development (1990-1997)

Advanced Training Specialist (1985 - 1990)

EDUCATION

Wayne State University Detroit, MI

Masters of Education, Specialization: Instructional Technology

Oakland University, Rochester, MI

Bachelor of Science, HRD, Specialization: Training and Development

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