Manager Real Estate

ADDRESS: *** ******* ***** *****

McMurray PA ****7

PHONE: 412-***-****

EMAIL: ****.*********@*****.***

EDUCATION: B.A., Communications and Rhetoric

University of Pittsburgh

EXPERIENCE:

2005 To 2011 DICK'S Sporting Goods/Golf Galaxy

Pittsburgh, PA

Fortune 500 Company, Largest public, all service Sporting

Goods Retailer in the United States.

February 2010 Senior Director

to April 2011 Golf Galaxy, IT and Corporate R.E.

Responsible for providing strategic counsel to key

corporate business unit executives and senior level

managers on business issues, and the associated people

implications including strategic planning, development,

execution and administration of effective policies and

programs to attain short and long-range business

objectives.

. Responsible for the strategic Human Resource support,

including all Recruiting support for the subsidiary

organization Golf Galaxy. Also provided Human Resource

support for DICK's and Golf Galaxy's IT organization as

well as Corporate Real Estate.

. Partnered with newly hired President of Golf Galaxy to

rebuild and redefine the Golf Galaxy Business Model and

Team. This included establishing a new business model,

identifying key roles, top grading current talent,

attracting new and superior talent for key roles via

retained search and individual recruiting efforts,

identifying process improvement opportunities and areas

where immediate improvement could be realized and

success could be quickly measured.

. Worked with Golf Galaxy President, Corporate Real Estate

and Finance to identify low performing stores, create a

plan and lead a team to close stores and redeploy key

talent, which resulted in $4 million dollars in savings

on an annualized basis.

. Worked with Senior Vice President, Corporate Real Estate

to attract three new high potential leaders to complete

the organization.

. Partnered with Real Estate Executive to redefine service

delivery model to one that was more efficient and viewed

as a strong, value added team.

2005 To Director /Senior Director

February 2010 Talent Acquisition

Recruited to create centralized Recruiting processes and

implement a scalable, Branded recruiting technology

solution. Also responsible for DICK'S Executive

Recruiting, Corporate and Field Recruiting teams, New

Store Opening Recruiting Process (28-38 or more per year)

and serve as the Human Resource Generalist for Corporate

Real Estate.

. Centralized Recruiting organization and led both

Corporate, Executive and Field Recruiting including new

Store openings

. Hires per year exceeded 30,000.

. Responsible for identifying key talent and an

appropriate structure to support DICK'S growth

strategies.

. Identified a scalable ATS that would support all areas

of Recruiting - including new store openings. Also

worked with entire HR and Field organization, including

Marketing to develop a world class Recruiting Website

and collateral Recruiting material.

. Partnered with Marketing to ensure Recruiting resonated

with the DICK'S Associate and Customer Brand.

. Promoted several key players to larger roles, developing

key talent to strengthen the organization.

. Managed and was accountable for all company relocations

amounting to more than $6 million annually.

. Served as a key member on two M/A teams, integrating

Golf Galaxy and Chick's Sporting Goods to the DICK'S

organization, responsibilities included placing key

players, closing corporate offices and down sizing team

as needed

1986 To 2005 BANK OF AMERICA

Charlotte, NC

Third largest bank in the U.S. in terms of assets.

February 2002 Senior Vice President, Personnel Executive

To 2005 Corporate Risk Management

Responsible for providing strategic counsel to key

corporate business unit executives and senior level

managers on business issues, and the associated people

implications including strategic planning, development,

execution and administration of effective policies and

programs to attain short and long-range business

objectives. Specifically responsible for supporting

Commercial and Central Credit Risk.

. Partnered with newly appointed Central Credit Risk

Executive to rebuild and redefine Central Credit Risk

team. This included establishing a new business

model, identifying key roles, top grading current

talent, attracting superior new talent for key roles

via retained search, identifying process improvement

opportunities and areas where quick hit success could

be measured. Developed multi generational plan for

continued evolution of the team and the global

services it provides to the enterprise.

. Worked with newly appointed Commercial Risk Executive

to fully establish him with new team, partnered to

establish performance metrics and process

improvements to improve business model, established

robust management routines, implemented

communications strategy and coaching routines to

successfully integrate executive into new role.

. Designed plan to ensure that business results were

met during Bank of America's acquisition of Fleet

Boston Financial, successfully integrated Fleet Risk

organization into BAC Risk organization, including

all optimization efforts (site closures, FTE

reductions), associate communication including on-

boarding and orientation to new organization.

. Established talent strategies, including talent

planning and 360 feedback to enable coaching and up-

tiering of talent in Commercial Risk and Central

Credit Risk.

. Developed diversity strategies for each line of

business to improve diversity and inclusion within

the Commercial Risk and Central Credit Risk teams.

. Partnered with Compensation to establish forward

thinking compensation strategies including incentive

design, variable pay targets and deployment of equity

pay tools.

. Provided Personnel advice and counsel to Senior GCIB

Risk Executive and his leadership team to include

integrating him to new role and new team, right

sizing GCIB Risk organization and working to

establish associate satisfaction plan to improve

overall associate satisfaction. Additionally,

established succession plans and diversity strategies

to improve diversity within the GCIB Risk

organization.

2001 to Senior Vice President, Business Integration Manager

February 2002 Corporate Personnel

Responsible for creating outsourcing strategy for one of

America's largest staffing organizations. Developed and

implemented staffing model, then ultimately managed the day-

to-day operations of outsourced staffing organization

driving reduced costs, and high levels of client

satisfaction.

. Responsible for the delivery of 22,000 non-exempt

hires (clerical, administrative, data entry, loan

processor) by vendor.

. Indentified key personnel to transition to outsourced

vendor's employment.

. Created new staffing business model in support of

Bank of America and other Exult clients, new model

delivered exceptional staffing support and was

centered around relationship managers who coordinated

staffing efforts, provided efficiencies through

innovative staffing strategies and one point of

contact for all staffing needs.

. Resolved employee relations escalations between Exult

and Bank of America.

. Responsible for the successful and cost effective

delivery of flex staffing (temporary staffing) by

vendor through third-party contracts.

. Ensured execution against contractual agreements

related to the staffing process and metrics including

customer satisfaction, and other service level

agreements.

. Drove process improvements with focus on overall

satisfaction with the staffing process - measured

satisfaction via voice of the customer and monthly

surveys.

. Liaised between the Bank and vendor to define and

implement staffing strategy aimed at improving bank-

wide staffing technology solution (Employ).

1998 To 2001 Senior Vice President, National Consumer Staffing

Manager

Led team of 225 recruiting associates with 12 direct

reports in nationwide hiring for the Consumer Branch Bank

network; also responsible for staffing Premier Banking,

Small Business Banking and Marketing Positions.

. Successfully led key staffing organization to source

all positions for Consumer Branch Banking network.

. Utilized talent management process to up tier quality

of staffing team - bringing in a mix of staffing

professionals and business savvy leaders for key

leadership positions.

. Implemented strong relationship management model -

with one stop shopping approach for hiring managers -

new model was widely successfully and ultimately

adopted by other Bank of America Staffing

organizations.

. Implemented comprehensive staffing, pipelining and

diversity strategies that were market driven,

resulted in over 21,000 hires annually.

. Developed performance standards and created reports

to measure, monitor and improve the level of support

provided by the recruiting organization.

. Recognized for excellent results in coaching and

developing associates to achieve exceptional business

results.

. Provided HR and recruiting advice and counsel while

serving as a key member of the Consumer Business

leadership team.

1996 To 1998 Vice President, Mid-Atlantic Staffing Manager

Led team of 16 staffing associates responsible for all

hiring for the Consumer Banking Centers in Maryland,

Washington, D.C., and Virginia.

. Responsible for the development and execution of the

staffing plan to support over 2,000 hires annually.

. Created new staffing model, piloted new model in Mid-

Atlantic area and ultimately implemented new model

bank-wide.

. Integral member of business associates satisfaction

and retention team.

. Participated in various national initiatives,

including the design of the first recruiter incentive

plan.

1994 To 1998 Vice President, Personnel Manager

Served as HR partner for more than 600 Consumer and

Commercial Associates with the Maryland, Washington, D.C.,

and Virginia area.

. Responsible for providing strategic counsel to

business unity executives on human resource issues.

. Trained field associates on all HR related issues

including diversity and sexual harassment training,

effective interview skills, timekeeping and benefits.

. Addressed business as usual and merger related HR

issues.

. Coordinated and participated in various community

projects and events.

1990 To 1994 Assistant Vice President, Senior Recruiter

Responsible for leading local recruiting team in sourcing,

selecting and hiring of sales associates and managers.

. Developed and executed sourcing strategies including

cold calling, bank shops, networking, referrals and

internal sourcing.

. Partnered with training, compensation, and finance to

deliver an integrated recruiting service for line of

business.

. Participated in various community projects and

events.

1986 To 1990 Officer, Recruiter/Analyst and Project Support

Responsible for entry level recruiting for several Maryland

counties and for the District of Columbia; provided project

and analytical support to recruiting team.

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