Project Manager Customer Service

MELVIN HOLCOM, Ph.D., SPHR

**** *. ******** ***** **** Phone: 480-***-****

Anthem, AZ 85086 E-mail: *******@***.***

Senior human capital manager and consultant with an established record of

HR leadership up to the C-suite in areas of HR Operations, Integrated

People Strategy and Talent Management, Organizational Effectiveness, and

Leadership Development. An advisor, architect and implementer of high-

impact, cost effective talent solutions that accelerate value creation,

core capability development and business outcomes. At times, an on-the-

field warrior at the forefront of transformative initiatives (e.g.,

startups and course corrections).

Areas of Strength

. HR operations/employee relations

. Integrated people strategy

& talent management

. Date-driven, workforce planning & Analytics

. Organization effectiveness & change

. Leadership planning, coaching, & development

. Process improvement & integration

CAREER ACHIEVEMENTS

> Chief of HR for a complex, fast growth biomedical startup with $30

million top line growth and 500-plus jobs created over 4 years.

Responsibilities included all aspects of strategic and tactical HR

objectives, integrated talent management, leadership coaching &

development. Served as a thought leader and business partner to the

Chief Executive, and as a member of the executive management team.

> Directed multiple HR functions including HR operations & employee

relations, strategic workforce planning & analytics, talent

acquisition/strategic staffing, compensation & rewards, workforce

management & performance, HRIS/process integration, organization

development and culture change, leadership planning and development.

> Transformational HR Leadership to shape and sell strategically-aligned

solutions:

o Defined/implemented a comprehensive talent and organizational Strategy

for the biomedical institute founded in comprehensive talent

management and targeted change initiatives in areas of Strategic

Recruiting, Sustainable Leadership, and Organizational Health &

Culture.

o Executive partner, architected a People Strategy for the nation's

largest nuclear power plant (workforce of 2000+) to address workforce

and knowledge management concerns of an aging workforce. Included

organizational analysis, retirement/attrition forecasting, knowledge

risk assessment and transfer, critical skills gap analysis, long-range

staff planning/budgeting, alignment of HR programs for talent and

leadership pipeline management and development.

o Performed extensive performance modeling and critical skills analyses

to diagnose critical success factors, criteria and development

resources for sales, customer service and call center employees of a

large regional telecommunications company including for positions of

sales manager, account executive, and team coach.

o Change readiness and alignment, brought in by executive team at

electric utility under severe regulatory scrutiny to design and carry-

out a total leader team assessment; incorporated a leader team pulse

survey to assess readiness and commitment to an integrated, site

improvement plan; prepared/implemented workforce/leadership action

plan to address gaps and objectives.

o Project Manager and member of a cross-functional steering team to

analyze/prepare ROI business case for an ERP/PeopleSoft

implementation. Prepared detailed functional requirements; member of

evaluation team for RFI/RFP/vendor demonstrations, negotiations and

selection. Managed implementation of HR/Payroll, Benefits, MSS, and

ESS; mapped/re-engineered/optimized 50-plus processes. Prepared a

comprehensive Pay Practices Guide to integrate and implement new pay,

benefits, and compensation practices including union negotiations.

o Partnered with chief executive and leader team to define a values &

competency-based, leadership success profile for collaborative,

scientific leadership. Designed and implemented a dual-rating

evaluation process and 9-box talent review to calibrate and plan

leadership bench-strength, along both quantitative criteria &

integrative research leadership behavior. Created a leadership

database to track and manage leader development and succession.

PROFESSIONAL EXPERIENCE

The Biodesign Institute - Tempe, AZ 2007 - Present

$60M operating revenue, biotechnology research institute fusing bioscience,

nanoscale engineering, and advanced computing. Institute focuses on

advanced technologies in healthcare, energy and the environment.

www.biodesign.asu.edu

Chief of HR; member of executive leader team

PINNACLE WEST CAPITAL CORP. - Phoenix, AZ 2002 -2007

$2.8B operating revenue, Arizona's largest electric utility with 6,600

employees, serves more than a million customers in 11 of the state's 15

counties. APS is the largest subsidiary of Pinnacle West Capital

Corporation (NYSE: PNW).

. Manager Compensation & HRIS (11 direct reports)

Program Director Leadership & Workforce Development (11 person team)

. Project Manager for PeopleSoft Payroll, HR, Benefits, MSS, ESS

Implementation (11 person team and vendor management)

Strategic Workforce Planning and Forecasting - Workforce analysis,

investment planning, retirement & attrition forecasting.

BATRUS HOLLWEG INTERNATIONAL - Dallas, TX 1998-2001

Moderately sized (50 person) consulting firm specializing in

leader/employee assessment, development and survey methods.

www.batrushollweg.com.

Director, Innovative Consulting Solutions (Practice Area with 6 direct

reports) - selection system design & validation (resume/prescreening

questionnaires, mental ability & personality assessment, interviewing,

background/ reference checking); leader assessment, development, and

succession; organizational surveys and culture change initiatives. Member

of executive management team.

Psychological Services, Inc. - Cleveland, OH Consulting Division 1993-

1998

Moderately sized (30 person) consulting firm specializing in personnel

testing/selection/certification. http://corporate.psionline.com/

Project Manager and Consultant - personnel testing & certification;

design and validation of personnel assessments, job analysis, critical

skills analysis and competency modeling.

EDUCATION/CERTIFICATION

Ph.D. Experimental Social Psychology, Texas Christian Univ. (Majored

Organizational Behavior & Motivation; Minored Quantitative Methods)

B.A. Business Administration & Economics, Kansas Wesleyan Univ.

(Magna Cum Laude, Leadership

Scholar, Alphi Chi)

B.S. Behavioral Science, Kansas Wesleyan Univ. (Magna Cum Laude,

Leadership Scholar,

Alphi Chi)

SPHR Senior Professional of Human Resources Certification (2002)

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