Human Resources Management

MELANIE NYE

*** ******* *****, ******, **** ***55

740-***-**** . ******@*****.***

http://www.linkedin.com/pub/melanie-nye/9/2a0/501

SUMMARY

Accomplished Human Resources professional who recognizes external business

realities and adapts HR policies and practices accordingly. Expert in

providing high quality, operationally efficient HR services that allow

organizations and employees to manage costs and resources that are better

applied to mission-critical activities and results.

PROFESSIONAL EXPERIENCE

Ohio Historical Society, Columbus, Ohio 2005 to 2010

A private organization that conducts activities related to interpreting,

collecting and preserving Ohio's heritage.

DIRECTOR, HUMAN RESOURCES

Supported 60 locations and 425 employees across Ohio by partnering with

senior managers to implement strategies for attracting, training,

compensating, and retaining talent at all levels. Provided leadership to

HR and payroll teams.

. Improved the HR department's institutional reputation by using proactive

communication strategies and coaching to surface, confront, mediate and

resolve HR-related business matters.

. Created new revenue streams and cost-cutting measures allowing for

continuation of vital employee and volunteer programs/events.

. Researched current healthcare trends resulting in the rollout of a High

Deductible Health Plan (HDHP) with an associated Health Reimbursement

Account (HRA) and an approximate 25% reduction in healthcare costs.

Successfully contained healthcare costs for 5 consecutive years, keeping

annual premium rate increases significantly below industry averages.

. Designed, customized and implemented a talent management process and

evaluation tool providing a method for aligning individual and

organizational goals with strategic initiatives.

. Created an innovative compensation structure which increased the

organization's ability to compete on a national basis for attracting and

retaining highly specialized talent.

. Led the senior management team in implementing three separate reductions

in force resulting in a cumulative 55% staff reduction. Partnered with

senior leadership in managing employee morale issues and minimizing

backlash by employing aggressive, proactive communication approaches.

. Assumed responsibility for authoring the organization's Non-ERISA 403(b)

plan ensuring IRS regulatory compliance, minimizing external legal

support needs and resulting in a $10,000 savings.

Huntington National Bank, Columbus, Ohio 1999 to 2005

A regional bank holding company with assets of $29 billion.

GENERALIST, SR HUMAN RESOURCES

Supported and provided consultative services to four client groups

(consisting of over 400 associates) on all facets of Human Resources.

. Partnered with management to assess employee skills and competencies to

support strategic business initiatives. Introduced rigorous competency-

based performance management and compensation programs linking

performance to rewards.

. Served as key resource for senior management to assist with planning and

implementation of several organizational changes, departmental closings

and process improvement efforts.

. Directed rollout of a new talent management process promoting the

development of employees, aligning individual goals and performance with

business goals while providing an avenue for identifying development

opportunities for improved performance and professional growth.

. Reduced turnover from 89% to 38% and fill-time rate from eight weeks to

seven days through staffing process redesign, creative staffing

strategies, implementation of pre-employment assessment tools, diversity

awareness, leadership/management development programs and emphasis on

employee satisfaction.

. Recipient of eight exemplary performance recognition awards (1999-2003).

Cutler-Hammer Automation/Eaton Corporation, Westerville, Ohio 1994-1999

A multiple-location, industrial control/automation product assembly plant

with ISO 9002 certification.

MANAGER, HUMAN RESOURCES

Responsible for hands-on management of a wide variety of HR generalist

functions, including the day-to-day leadership for a staff of six.

. Developed HR strategic plan and budget for integration of two business

units that resulted in a cohesive and cost-efficient HR function

instrumental in helping the business achieve its goals. Proven track

record of staying within budget and meeting established goals through

tracking mechanisms and proactive management.

. Managed conversion from existing Human Resources Information System

(HRIS) to Oracle system (HRMS) including records reconciliation, the

redefinition of job structure and development of departmental career

paths.

. Conducted benefits conversion including managing the transition of on-

site benefits administration to third party administrator.

. Defined and implemented competitive pay practices reducing turnover by

75%.

. Managed associate immigration matters.

. Conducted training programs to include Workplace Safety, Harassment,

Substance Abuse, Values and Philosophy, ADA, EEO and Performance

Management initiatives.

. Developed recruiting strategies to staff 120 exempt and non-exempt

positions in a nine-month period. Reduced recruiting expenses from

industry standard of approximately 35% to 25% of first-year salary.

Strategies included designing and authoring a recruiting brochure in

addition to creating and introducing an Employee Referral Award Program.

ADDITIONAL RELEVANT WORK EXPERIENCE

General Electric, Newark, Ohio

MANAGER, HUMAN RESOURCES

ABB (formerly AccuRay Corporation), Columbus, Ohio

GENERALIST, HUMAN RESOURCES

COMPETENCIES

. Organization Design & Development

. Compensation/Benefits Administration

. Strategic Business Planning

. Talent Acquisition

. Employee Relations

. Regulatory Compliance

. Performance Management

. Project Planning & Management

. Risk Management

. Training Design and Delivery

. Policy Creation, Interpretation and Administration

.

EDUCATION

The Ohio State University, Columbus, Ohio

Bachelor of Science in Family Relations and Human Development, College of

Human Ecology

Numerous human resource and management programs, conferences, and seminars,

i.e. change management, employment law and recruiting strategies.

Contact this candidate