Human Resources Executive

WAYNE A. RUSTIN

** ****** ***** **** *: 203-***-****

New Fairfield, CT 06812 H: 203-***-****

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Senior HR executive with significant accomplishments as an HR Generalist

and in Employee Relations, Labor Relations and Diversity roles supporting

domestic and global client groups of Fortune 500 corporations with 150,000+

employees. Additional experience in Government and Legal Affairs and

Employment Law.

PROFESSIONAL EXPERIENCE

PREMIER HR CONSULTING,

Human Capital Partner, (2010- Present) Alexandria, Virginia

Management- side advice and counsel, HR strategy, organization

effectiveness and design, workforce planning,

talent management,union avoidance, contract negotiations, government

investigations, harassment training, HR compliance, executive coaching,

etc.

IBM CORPORATION (2006-2009)

$100B, 355K-employee world-leading computer hardware, software and

consulting services corporation.

Director Human Resources,

Business Partner, Sales & Distribution Business Unit, Somers, NY

Provided HR strategic and tactical advice and counsel to Senior Leadership

Team for global business unit with 55,000 employees.

. Managed Career progression initiatives for Top Talent including career

planning, career mapping and education for Top Talent. Managed employee

and executive compensation cycles, benefits, recruiting, staffing and

succession planning.

. Facilitated global programs to build high performance teams, developed

employee recognition program which provided cash awards for top

performers and launched Group mentoring roundtables with executives

providing career advice to key talent. Programs resulted in improvement

in Employee Satisfaction Index score.

. Drove Organization Development and executed Workforce Strategy reducing

expenses by $10M through shifting jobs and cost from Major Markets to Low

Cost Countries, organizational redesign, flattening of organization and

increasing span of control. Led Resource Action saving 15M.

. Launched Leadership Development Program for Top Talent providing

employees strategic assignments, projects and executive mentors and job

shadowing opportunities. Major emphasis on supporting Talent Development

in Emerging Markets e.g. Brazil, Russia, China and India.

. Drove initiatives in support of high performance culture, fostered a

learning environment through education on demand courses to develop

skills, established Education Council responsible for developing

curriculum for Talent development and received three Thanks Awards from

clients in recognition of delivering client value.

Director, Global Equal Opportunity, Marketplace & Workforce Diversity,

Corporate, Armonk, NY

Led 32-member global team responsible for advancing IBM's mission of

sustaining an open, inclusive environment for employees, across 160+

countries where IBM conducts business. Leveraged client partnering and

collaborative influence to counsel senior leadership on strategic changes

that maintain employee, equal opportunity, equity and non-discrimination.

. Led initiative to enhance IBM's employee diversity brand by improving

minority and women representation by double digits sufficient to move IBM

up on Diversity Inc's Top 50 list from # 29 in 2004 to # 9 in 2008.

. Managed Affirmative Action Planning process, and maintained state-of-the-

art EO data systems and reporting capabilities. Managed multiple OFCCP

audits, successfully defended corporate practices to state and federal

agencies.

. Moved "siloed" diversity and EO compliance teams to collectively develop

execution plans to achieve aggressive affirmative action goals, programs

and compliance objectives worldwide.

. Played a key role in replacing six applicant-tracking systems with a

single-source global system offering improved efficiency and compliance,

while taking into account evolving regulations and laws.Delivered global

diversity training programs, including global webcasts on Generational

Diversity and Work-life Integration. Collaborated with the learning

organization to develop Global Sexual Harassment training modules.WAYNE

A. RUSTIN ***********@*******.***

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IBM cont'd

. Developed recruiting strategy to attract top diverse professionals.

Enriched pipeline by recruiting 70 INROADS interns each year. Managed

relationship with strategic sourcing partners e.g.SWE,NSBE,SHIP, NBMBA

etc.

J.C. PENNEY COMPANY, Dallas, TX (2004 - 2006)

$18B, 150K-employee retailer with 1K+ department stores and call centers

in the US and Puerto Rico.

Vice President, Employee Relations, HR Counseling - Corporate

Appointed the most senior labor and employment executive leading six-member

team providing strategic direction and counsel to top leadership, HR

executives and field managers during a period of organizational change.

Engaged executive leadership in understanding the value of people by

demonstrating how employees directly affect the top and bottom-line. Also,

appointed head of government affairs leading four-member team representing

the Chairman and corporate interests on Capitol Hill and before trade

associations.

. Developed communication strategies for union avoidance and conducted

annual employee engagement training educating managers on conflict

resolution and alternative dispute resolution measures, which was

broadcast to 1000+ retail stores and 60+ fulfillment centers. Conducted

town-hall forums at large sites to access employee moral and grievances

with the objective of resolving all grievances internally. Developed ADR

Peer Review program, which allowed employees to have internal grievance

process in discharge cases.

. Structured a company-wide severance agreement program used in exiting 70%

of low performers from the business within 12 months while reducing the

risk of litigation.

. Established a cooperative forum with field management to develop

strategies and priorities to restructure the organization, retain top

talent and rebuild employee morale after a major reduction in force.

. Successfully defended numerous union campaigns in US and Mexico including

two aggressive labor campaigns in a high-profile $40M, 350-employee

retail operation and 2K employee logistics center. Proved the value of

leadership and teamwork as catalysts to maintain union-free status.

. Orchestrated an HR audit of payroll systems that uncovered significant

processing errors. Successfully negotiated a wage and hour settlement

reducing company liability 60%+ to less than $500K. Formed industry

coalition to avoid high-cost health care mandates initiated by several

states to combat rising health care costs, wrote position papers, talking

points and speeches that mirrored the corporation's interest.

J.C. PENNEY CATALOG / INTERNET/ Call Centers & LOGISTICS DIVISION (2002

-2004)

$5B, 12-K employee division with 60+ distribution operations

Vice President, Human Resources / Business Partner

Joined a seven-member executive team changing the culture from complacency

to innovation in line with organization change management strategy.

Assessed operations, people and performance levels, identifying key areas

of focus to lower turnover and workers compensation costs, while upgrading

talent in key functional areas. Built a 20-person high-performance HR

organization and managed $10M budget. Served as a Business Partner to the

Division President and Division Chief Operating Officer.

. Built a highly effective shared services HR model, established new

roles/responsibilities and implemented new processes. Eliminated 50% of

HR field staff and reduced costs $3M while improving quality and service

levels.

. Conceived and launched a division-wide cost savings and process

improvement initiative. Served as the division champion for turning

concepts into proactive business results, surpassing corporate goals

after just four months.

. Established the vision, culminating in a complete reorganization of home

office and field structures reducing overhead costs $6M.

. Eliminated costly pay practices/ incentives reducing labor cost by $5.7M,

saved $500k annually by establishing on-site drug testing. Achieved

total of $20M in division cost savings over two years.

. Enabled the continued success of jcpenney.com as a $1B+ entity and the

corporation's fastest growth venture through proactive recruitment and

employee development, performance based appraisals/promotions and

diversity initiatives.

. Built succession plan to develop high potential talent to fill key

leadership roles.WAYNE A. RUSTIN

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ADDITIONAL EXPERIENCE

J.C. PENNEY - additional experience

Employee Relations, HR, Retail Division, Dallas, TX (1998-2002)

Lobbyist, J.C. Penney - Washington, DC (1994-1998)

HR Manager, Merchandising Division, Dallas, TX (1993-1994)

Sr. Counsel, HR, Catalog Division, Dallas, TX (1988-1993)

UNIV. OF DALLAS GRAD. SCHOOL OF MANAGEMENT, Dallas, TX (1990-1994)

Adjunct Professor

CITY OF FORT WORTH, TEXAS (1986 - 1988)

Municipal Court Judge

NATIONAL LABOR RELATIONS BOARD, Fort Worth, TX (1983 - 1988)

Senior Attorney

EDUCATION, COMMUNITY LEADERSHIP & AFFILIATIONS

L.L.M., Comparative & International Law - Georgetown Law Center

J.D. - Howard University School of Law

B.A., Cum Laude, Political Science - Virginia State University

State Bar of Texas, District of Columbia Bar

Mergers & Acquisitions Seminar Ernst & Young

Executive Insights & Strategic Alignment for Up-Line Managers - IBM

Learning Center HR Training

Diversity Panelist - EEO Technical Assistance Program Seminar, Detroit,

Former Board Member Diversity Compliance Council;

Former Board Member - Dallas Urban League

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