Human Resources Six Sigma

Andrew G. Shelfer

*** *. ******** ******

Gilbert, AZ 85296

Home 480-***-****

Cell 480-***-****

Website http://www.ashelfer.com

Email ********@***.***

Fortune 15 Human Resources Executive

Strategic Planning ( Workforce Planning ( Acquisitions ( Start-ups ( Policy

& Process Creation ( Employee Relations ( Compensation Plans ( Benefits

Creation ( Organizational Development ( HRIS Implementation ( Profit Center

Creation ( Outsourcing ( International Strategies ( Recruiting ( Retention

Strategies ( Project Management ( Green Belt Six Sigma Programs (

Leadership

Profile

Dynamic Human Resources management career with extensive experience

reflecting an impressive mix of "best in breed" practices, six sigma

expertise and pioneering leadership with true employee advocacy, contagious

energy and "lead by example" mentality. Provides an executive operations

team with the true pulse of an organization. Shows how to maximize employee

productivity and ability while coupling with proactive development of

technological infrastructure to maintain growth, efficiency and

adaptability.

Professional Experience

MCKESSON CORPORATION, Scottsdale, AZ

2004-2010

Vice President, Human Resources - Specialty Care Solutions Division

Created and led an HR team to support a $5.5B multi-segment, multi-site

1,000 employee business unit.

. Led the company through three divestitures, four acquisitions, and two

president changes while retaining a highly adaptive, entrepreneurial

culture.

. Pioneered strategic workforce planning models, Diversity Awareness

initiatives and succession planning activities to grow internal bench.

. Attained Global High Performing elite status and maintained employee

annual survey engagement scores for the last four years.

. Developed and implemented state of the art dashboard and reporting

capabilities for executive team enabling real time decision making and ROI

analysis.

MCKESSON CORPORATION, Alexandria, LA

2002-2004

Director, Human Resources - Automated Prescription Systems Division

Integrated acquisition company and implemented new HRIS system,

Compensation structure and policies and procedures.

. Established budgetary model for HR function and implemented metrics and

analytics within the business.

. Championed Six Sigma certification for high potentials within the

business and returned $3M in savings through Green Belt projects.

. Reduced voluntary turnover 27% in first year and eliminated EEOC and

OFCCP charges.

Andrew G. Shelfer ********@***.***

Page 2

EBARA TECHNOLOGIES, Sacramento, CA

2000-2002

Sr. Human Resources Manager

Established core HR systems, policies and infrastructure for a multi-

national semiconductor capital equipment manufacturing company.

. Developed and implemented a performance management system and automation

tool, a compensation structure and job family matrix and specific ex-pat

programs for international market

. Developed H1B Visa program and multi-language training and employee

wellness programs through self-funded benefits program.

. Took over EH&S and OSHA programs and managed for the manufacturing

facility.

RYDER SYSTEM, Miami, FL / Sacramento, CA

1991-2000

HR Generalist / Regional Field Generalist

Developed core corporate level HR programs for field locations and then

migrated to support the western region supply chain logistics business.

. Negotiated collective bargaining agreements and resolved union complaints

with multiple unions.

. Established and ran the drug and alcohol testing programs for 10,000

transportation employees per DOT requirements.

. Developed and rolled out training programs, policy and procedures and

resolved ER complaints in Western region (3,500 employees) and within HQ

office (1,500 employees).

Education

BBA, Human Resources, University of Miami, Coral Gables, FL

. Honors Leadership Certificate - University of Miami

. Iron Arrow Recipient (highest leadership honor bestowed at the university

of Miami)

. Head Drum Major of the University of Miami "Band of the Hour"

Professional Development

. Honors Leadership Certificate

. Project Management Certification - University of Pittsburgh - Joseph M.

Katz Graduate School of Business

. Green Belt Six Sigma Certification

. Behavioral Based Interviewing Trainer - DDI

. DDI Course Certified Trainer

. Diversity Awareness Training Certificate

. PeopleSoft Advanced Trainer

Andrew G. Shelfer (********@***.***) - Human Resource Executive

Career Achievement Examples

Problem: No formal Compensation System was in place

Solution: Designed a three Tier (Non-Exempt, Exempt, Executive) compensation

structure for an entire company in 60 days which included: range optimization,

outlier minimization, slotting and placement, implementation and presentation to

employees, 2 yr time horizon to reach market parity, added no additional salary

burden to normal annual salary load, designed for faster and more frequent

advancement recognition, and highly competitive within industry.

Problem: Talent Acquisition Process was too slow and arduous to allow for rapid

multi-site quality mass hiring

Solution: Utilized Six Sigma Green Belt training to analyze current process and

optimize for efficiency and repeatability. Improved efficiency of TA sourcing

process by 40% by removing and combining steps, created capability to manage and

execute mass hiring of 100-400 employees within 20 days irrespective of geographic

location, Improved Quality of Candidate pool survey ratings by 75% to "Exceeds

Expectations" ratings within six months.

Problem: Engagement Scores Showed low to no understanding of what the company goals

were and how the employee's role helped to create success for the Company.

Solution: Created an online tool designed to input, track all employees' objectives

for the entire company. Created huge amount of visibility and trust since all

employees could see anyone else's objectives in the company, including the CEO.

Created huge trust, accountability and understanding of how objectives rolled up to

achieve the primary goals of the business.

Problem: Needed Way to determine if acquisition employees were truly integrating

into company and if company culture was taking root in all areas of company.

Solution: Designed a special visual social modeling tool for the organization that

was later used for organizational modeling as well to show and track where

acquisition company employees had been moved into the main company while also

showing engagement scores of each element of the business. Helped to identify key

areas where leadership development, lateral personnel movement and isolated training

interventions were needed.

Problem: Major Customer Needed to understand why employees needed to have a certain

skill set in order to best serve their customers.

Solution: Designed a specific skill set retention model based upon the type of

employee servicing this customer's clients. Was able to demonstrate the optimized

skill set needed to do this job and persuade the customer to implement contract

changes to best support their business.

Andrew G. Shelfer - Human Resource Executive Career Achievement Examples

(Continued - Pg 2)

Problem: Performance Review Process Burdensome, Hated by Managers and Employees,

Inaccurate representation of Performance (Causing low morale, poor management

relations, trust issues).

Solution: Dissolved current performance management system and replaced with

innovative forward looking performance "Achievement" Meetings designed to enhance

communication and trust while ensuring success of primary objectives while allowing

for quick course changes within the organization. (Supervisor relations, performance

mgt and retention all increased double digits on engagement survey as a result.

Problem: Dying Patient Syndrome (Employees leaving within their first year with the

company due to slow and archaic reward and recognition programs).

Solution: Created Generation Y specific online Achievement recognition (similar to

Foursquare, Microsoft Online and Multiplayer online environments) program designed

for rapid achievement granting for identified desirable behaviors (community service

hours, overachievement of metrics, reduced use of email system, problem solving,

innovation, etc.)

Problem: EEOC Escalating Charges and Low Diversity Scores

Solution: Created a Diversity Awareness and Inclusion Program designed to optimize

self-awareness and increase inclusion activities across race, gender, generation and

teams using provocative, educational and insightful training curriculum I developed

to address specific issues being seen in EEOC charges and survey results. Result was

Drop from 23 EEOC charges to 0 charges filed after training was implemented -

maintained for four years.

Problem: Leaders were having a hard time identifying flight risks within the

organization and therefore could not retain key high potentials.

Solution: Created an innovative flight risk analysis tool called 7 Step Oil Check.

By answering seven questions concerning employees' current state, a manager could

identify those who were at risk and those who were not. 1st year accuracy of "At

Risk" was 90% and 100% of key high potentials were retained for following three

years.

Problem: No Way to track Frequency and Type of Employee Relations Issues across

International multi-site locations

Solution: Created and implemented a multisite employee relations database to track

and analyze number and type of Employee Relations issues by location, country, HR

Generalist, Problem Type and Time to Resolve. Gave me the data to enhance HR

training as well as to implement specific training classes to avoid specific issues

occurring at each location. Also allowed for future HR manpower planning by location

need.

Andrew G. Shelfer - Human Resource Executive Career Achievement Examples

(Continued - Pg 3)

Problem: Losing Employees due to fears of no career path.

Solution: Created a career pathing model to be used with employees to link their

interests, skills and training with jobs and professions in within the business.

Also helped to identify training needs in order to attain advancement within a job

family as well. Reduced employee churn based upon "no career movement potential"

from 40% of voluntary termed employees down to 5% within first six months of

implementing.

Problem: Need to roll out new HRIS system on the fly.

Solution: Created implementation paths and executed against bringing new HRIS

systems online while converting old HR system data. Implemented PeopleSoft, SAP and

HRMS systems in this fashion.

Problem: Need to continue to develop extremely busy executive team

Solution: Rolled out Executive iPod Development Library and Gave executives

preloaded it ouch's with books, videos and audio tapes of current top 50 businesses

books and development tools. Created and implemented a tracking methodology to

determine usage and restock library as needed. Highly success and well received by

executive leadership development on the go.

Problem: Organization is too new to have developed a culture yet.

Solution: Created three year cultural pathway by implementing yearly animal mascots

to embody key cultural aspirations for the business. After two years, culture was

established and maintained going forward through peer recognition. Recognized as

Innovative Approach to "Helping Your Company Grow Up."

Problem: Mid Management Unhappy and Huge Communication Gap within the Leadership

Rank.

Solution: Identified where the communication gap existed within the business through

creation of a heat bloom chart based upon survey results and implemented a "Super

User" program where skip level communication was fostered and mid management

received "Super User (Themed) Training" so that they could get the information they

needed and directly impact what was occurring at their level. Sped communication

down into the organization and immediately resolved unhappiness issue at

mid-management level.

Contact this candidate