Human Resources Management

CHERYL STONE, MBA, SPHR, CPP

***** **** *** **, *** Harbor, WA 98332

253-***-**** . *.*.*****@*******.***

EXECUTIVE MANAGEMENT: HUMAN RESOURCES . OPERATIONS

A valued, trusted advisor and chief advocate who successfully partners as a

key strategic leader who creates and implements comprehensive people

strategies that support company initiatives and develops talent while

mitigating risk associated with people, organizations, business objectives

and growth.

Summary of Significant Contributions

. Developed strategic plans, budgets and aligned business goals to human

resource policies and processes; aligning with business objectives.

. Developed and drive forward metrics and analysis to assess and create

solutions.

. Developed and empowered high-impact human resource teams.

. Act as legal counsel in concert with in-house counsel/lead

investigations to prevent and mitigate risk through policies and

processes.

. Managed a well integrated and interconnected talent management process

. Developed appropriate policies and programs for the effective

management of the people resources of the corporation including topics

such as employee retention, employee and family relations, workplace

diversity, sexual harassment awareness and prevention, employee

complaints, and providing internal and external education and career

development opportunities.

. Deployed performance management systems that highlight top talent.

identify underperforming employees or those needing assistance, and

identify areas of development to improve overall performance.

. Designed compensation and benefit programs that motivate and retain

talent to support business needs, which includes STIP, LTIP, and non-

cash programs.

. Contributing member of senior leadership councils.

. Developed successful programs for immigration review and compliance,

worker's compensation return-to-work, recruiting, onboarding,

training, succession programs, intern programs, management training

programs.

. Union avoidance/7 years labor management/arbitration/strike readiness

. Created payroll and human resource effectiveness.

CERTIFICATIONS

Senior Professional in Human Resources (SPHR)

Certified Payroll Professional (CPP)

Certified Mediator

EDUCATION

Juris Doctor (Completes in 2012)

Taft Law School, Santa Ana, California MBA-Business Administration

BS Business Management

BS Administration

VOLUNTEER & REPRESENTATIVE AFFILIATIONS

SHRM Mentor, LWHRA Mentor

Symposium Chair-LWHRA Annual Conference

State President / Founder: WC-AAA

Board Member: Texaco Retailer Council

Chair: Texaco Retailers Council

Member: APA; AICPA; WSCPA; SHRM; LWHRA; IFHRA; IOMA; COO Forum

SPECIAL RECOGNITIONS

LWHRA President's Award 2009

LWHRA Impact Award 2009

AAA President's Citation 2010

SME/Presenter for WSCPA: Continuing Education for professionals

CHERYL STONE . Page 2 . *.*.*****@*******.***

PROFESSIONAL EXPERIENCE

IDAHOAN FOODS, LLC, Idaho Falls, ID . 4/2010 to 1/2011

DIRECTOR, HUMAN RESOURCES

Direct leadership and responsibility for human resources, administration,

and payroll departments for a $250M food manufacturing facility: capacity

1500 employees, 200 temporary employees, eight manufacturing plants and

multi-state operations. Primary areas of responsibility include, but not

limited to creating, defining, planning, and directing human resources

policies, programs, and services, including recruitment, selection and

retention, legal compliance, employee benefits (self-insured programs),

employee relations, employment practices and procedures training,

organizational development, compensation management, worker's compensation,

safety, performance management. Directed all efforts regarding AAP, ADA,

and OFCCP, OSHA, FMLA, FLSA, and $2M budget.

Major Contributions:

. Reviewed and updated OHSA Policies and Incentive Program to promote

best practices.

. Reviewed and updated handbook and policies.

. Structured a succession plan and training program for plant management

and specialist positions.

. Impacted organization by creating standards of value.

. Emphasized and taught consistency and trust.

. Managed salary models to ensure equitable and consistent with

organizational goals, recognized and exposed integrity issues with

workbook.

. Detailed budgetary needs.

. Structured a high-impact HR team to performance expectations.

. Researched/recommended HRIS/Applicant tracking program for compliance.

. Exposed union salting and postured for avoidance.

Voldal Wartelle & Co., P.S., Bellevue, Washington . 9/2007 to

6/2010

EXECUTIVE DIRECTOR of HUMAN RESOURCES and ADMINISTRATION

Manage all administrative, operations, and uman resource functions of

professional services firm (CPA); direct responsibility for health

insurance program, benefits, 401(k), LTD, COBRA, and the Section 125 plan.

Develop and implement strategies and plans to maximize long-term

profitability, growth, alignment with financial controls / budget targets,

and employee productivity. Establish and maintain third party

relationships, in support of corporate initiatives. Devise and deploy

solutions to minimize costs and HR liabilities. Lead process improvement

and change projects. Drive compliance with foreign national visa processing

requirements, AAP plans, ADA, OFCCP, and other regulations / standards;

review legislation and industry developments. Ensure efficient use of ADP,

Paychex, and QuickBooks Payroll. Direct the marketing, business

development, and systems / facilities management functions. Play key roles

in employee development, mentoring, training (including WSCPA CPE HR), and

incentive-based compensation programs.

Major Contributions:

. Positioned firm to optimize long-term profits and value to clients by

creating and maintaining a culture focusing on accountability, trust,

and outstanding performance.

. Developed leadership development program

. Created salary models to ensure equitable and consistent with

organizational goals.

. Improved P&L and revenues through enhancement of managers' proficiency

by instituting a new training initiative (MAPS), including compliance,

service, and communications.

. Created and developed new company guidelines, policies, procedures,

and benefits.

HR CONSULTANT/OD SPECIALIST . 2002 to 2007

CONTRACT/OD CONSULTANT

Oversaw HR operations and ensured effectiveness of all business controls.

Generated and deployed programs to improve human resource practices, third-

party relationships, benefit management, organizational

development/training. Devised and implemented strategies to enhance

processes across the organization.

* SOUND ORAL SURGERY, Gig Harbor, WA 2006-2007

Surgery facility with multiple offices

* GRAHAM LUNDBERG & PESCHEL, Seattle and Tacoma, Washington 2003-

2005

Leading law firm with multiple offices and 100+ team

members

* ROJO, INC, Seattle, Vancouver, BC, 2002-2004

Professional services/retail organization

* NATIONAL AIRLINES Las Vegas, NV 3/2002-11/2002

Regional carrier 2000 team members

Major Contributions:

. Established HR best practices,

. Developed successful recruiting programs and retention strategies.

. Provided leadership in advancing organizational stability and employee

performance.

. Created salary models to ensure equitable and consistent with

organizational goals.

. Reduced costs / potential liabilities by insulating the firm from

employment claims; counseled senior management on HR / administration

and aligned firm with employment regulations.

. Assessed operations, identified deficiencies, recommended processes

and policies.

. Strengthened management by developing and improving training programs.

GRANITE SERVICE INC Gig Harbor, WA . 1995 to 2002

HUMAN RESOURCES/OPERATIONS MANAGER

Non-union multi-site fuel/retail operations, responsibilities included

operations and human resources, 300+ employees

. Established HR best practices,

. Benefit management

. Developed successful recruiting programs and retention strategies.

. Reduced costs / potential liabilities by insulating the firm from

employment claims; counseled senior management on HR / administration

and aligned firm with employment regulations.

. Bolstered adherence to HR best practices by assessing operations,

identifying numerous deficiencies, and implementing stringent internal

controls for the benefits / compensation and payroll functions.

. Acquisition management

NORTHWEST GROCERY, Renton, WA . 1992 to 1995

HR/OPERATIONS MANAGER

ST JOSEPH HOSPITAL, Tacoma, WA . 1990 to 1992

HR ANALYST

SAFEWAY STORES, INC Central District, Bellevue, WA . 1988 to 1992

STORE MANAGEMENT

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