ROBERT T. TOMAYKO

**** **** ****** *****

Columbus, GA 31907

706-***-****

abkgr2@r.postjobfree.com

Summary of Experience

Over 20 years of diversified hands-on leadership development, training

management, communication, and organizational development experience.

Manage complex projects across multiple functions. Demonstrated problem

solver with excellent relationship building skills and a focus on

leadership, diversity, training, and employee communication. Versatile,

creative, customer oriented, and accomplished facilitator.

2010 to Present Georgia Quick Start, Atlanta, GA: Internationally

acclaimed workforce development program that provides training to qualified

new, expanding, and existing businesses in Georgia.

Independent Contractor: Design, develop, and facilitate leadership and

diversity workshops for delivery to varied clients across Georgia.

2007 to 2010 TSYS, Columbus, GA: A $2 billion global credit card

processing company with 7,000 employees worldwide.

Learning and Development Manager: Managed organizational development,

leadership, learning, and diversity programs and initiatives across

multiple U.S. and global business units working with all levels of

management to achieve results.

. Implemented formal mentoring strategy for high potential managers and

associate directors as part of our talent management initiative. Result:

Launched and managed 6 programs matching 77 mentee/mentor partnerships

across the organization. Reduced annual budget 47% saving $85,000.

. Created a "leadership reinvestment" program for seasoned leaders to give

back to the organization. Result: Initiated guidelines and template for

five initial programs for leaders to participate in structured

teaching/learning opportunities.

. Drove company diversity education and development strategy. Result:

Created and delivered formal training programs for team members and

managers while meeting compliance goals and trained 225 team members at

no cost to TSYS.

. Designed, published, and managed comprehensive, one-stop diversity page

on company intranet. Result: Raised diversity awareness, increasing

measurable page hits from 500 to 2100 per month.

. Established global Edit and Review Board to identify appropriate

diversity topics, edit articles, measure results, and boost readership.

Result: Published 30 articles per year, increasing readership from an

initial average of 200 hits per article to 530 hits per article in the

last quarter.

. Organized a Diversity Networking and Advisory (DNA) group to quickly

respond to key issues.

Result: Recruited 125 associates to give "real time" e-mail feedback for

Diversity Council, diversity page review, and article ideas.

. Developed personal mentoring relationship with international Sr.

Director. Result: Gained knowledge of international business, better

understood global diversity, and enhanced use of virtual mentoring tools

and processes for use in future programs.

. Incorporated web-conferencing and phone technology into appropriate

projects. Result: Enhanced all meeting and training projects to better

include a dispersed U.S. and global workforce while helping reducing

travel spending $5,000. Shared techniques with co-workers.

. Participated in department's annual, corporate-wide needs assessment.

Result: Clearly identified key learning and development opportunities and

adjusted focus to maximize limited project resources.

. Developed and managed both annual and short-term project budgets.

Result: Consistently delivered multiple $100,000 projects on or under

budget.

1997 to 2007 Synovus Financial Corp., Columbus, Georgia: A $33 billion

multi-service holding company that delivers banking, investment, and asset

management services throughout the southeast United States.

Project Leader: Organizational Excellence: Led or supported complex HR

initiatives including mentoring, behavioral interviewing, leadership

development, training, and diversity programs.

. Supported creation and implementation of a fundamentally different

company-wide performance and development system. Result: Trained over 800

managers in the new process.

. Spearheaded project team to redesign company HR function. Result:

Converted from individual bank HR offices to 6 company-operated regional

HR departments, creating efficiencies and cost savings by eliminating 20

positions.

. Participated on the talent management project team. Result: Launched the

first formal senior leadership review process in the six regional bank

groups.

. Redesigned key leadership program for new supervisors. Result: Created an

innovative 8 week, 2 hour per week, small group, instructor-facilitated

program, increasing leadership skills and sustainability for 60 managers.

. Captained a company-sponsored community project team designed to help

veterans and their spouses. Result: Successfully planned and completed

three days of major home improvement activities with a 30-member company

team - on time and under budget.

. Led behavioral interviewing training initiative and rollout to reflect

new bank retail strategy.

Result: Created interview guides for key positions reflecting the

company's revised sales strategy.

Trained 125 managers in 15 banks on the new tools and process.

. Assisted various HR departments with key training initiatives during

major process or program changes. Result: Helped design and deliver

compensation and retirement training to managers throughout the

organization.

. Directed project team that designed, developed, and launched a company-

wide mentoring initiative with business partner Menttium. Result: Created

a repeatable program for both Synovus and TSYS to add to their

development experiences for high potential talent.

. Expanded company diversity education and development initiatives.

Result: Designed, developed, and delivered two internal diversity

training classes to over 900 employees. Managed 50 vendor sessions for

over 800 managers in 8 regional locations -- all within budget.

. Designed diversity-specific questions for the bi-annual "Great Place to

Work" employee survey. Result: Analyzed trends, created focus groups,

and identified areas of opportunity that provided direction for major

Diversity Council initiatives.

. Organized and led a global task team to create the company's first

Diversity Month Celebration. Result: Created themed activities that

raised awareness and involvement in our diversity initiative. Metrics

showed increased participation in ongoing programs.

1992 to 1997 TSYS, Columbus, GA: A $2 billion global credit card

processing company with 7,000 employees worldwide.

Associate Director of Corporate Training: Managed a 5-person Corporate

Training Department. Designed, developed, and facilitated all leadership

and professional development workshops. Created metrics to manage growth

and progress. Developed and managed the department budgets.

. Conducted assessments with senior managers to identify needs for

leadership development programs. Result: Created first internal

leadership and management training programs for TSYS. Built staff from 2

to 5 corporate trainers and an administrator to accommodate the growth.

. Initiated an annual information gathering process to identify specific

training requirements for team members. Result: Designed and developed

varied training programs (half-day, day-long, and multi-day) to meet the

focused development needs of the workforce.

. Revised the orientation program to accommodate the rapid growth of the

company. Result: Conducted bi-weekly sessions for up to twenty people per

week, reduced the program time from three days to two, raised the quality

of the participant evaluations and feedback.

. Reengineered internal quality improvement program. Result: Aligned

company quality program with Malcolm Baldridge criteria and provided

consistent training for all new hires.

1991 to 1992 Blue Cross and Blue Shield of Georgia, Columbus, Georgia:

A division of WellPoint, the nation's largest health insurer with 42,000

associates and 35 million members in its affiliated health plans.

Sr. Corporate Trainer: Responsible for Implementing strategies by

developing various training and learning programs. Conducted participant-

centered training and evaluated all training to ensure workshop

effectiveness.

1984 to 1990 Tom's Foods Inc., Columbus, Georgia: A $200 million, 5

plant, 1600 employee manufacturer of snack foods. Sold to Lance Foods in

2005.

Sales Training Specialist/Area Sales Manager: Started as snack food sales

manager in Ohio. Promoted to home office Sales Training Department. Taught

comprehensive training programs, conducted sales workshops across U.S, and

wrote and edited articles for quarterly news magazine.

Education: BS Degree, Biology, University of Akron, Akron, Ohio

Community: Team Captain, House of Heroes Project, Columbus,

Georgia (2007)

Participant, Mayor's Commission on Diversity (2003 - 2006)

Certifications: Behavioral Interviewing Certificate, DDI, Inc., 2005

Competency Design Certificate, Lominger Inc., 2004

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