Human Resources Resource
Resume:
Chuck Yarbrough
SPHR
P.O. Box **** Home:
Springfield, MO 65808 Email ***********@*****.***
Cell: 417-***-****
Senior Human Resource Executive with more than 20 years of experience
across industry, with expertise in multi-site manufacturing, distribution
and retail operations. Strong business acumen and understanding of
business environment, from production floor to the boardroom. Strategic
generalist who believes in the power of getting people involved through
successful partnerships across the organization. Direct communication
style with a focus on solutions and improvement.
> Executive and Team-Based Coaching
> Competency Improvement - Individual, Team and Organization
> HR Program Development and Implementation
> Strategic Planning and Execution
> Mergers & Acquisitions
> Culture Transformation
> Compliance expert
Creative Problem Solver ~ with a track record of improving efficiency and
enhancing performance
. Progressive thinker with ability to get others involved in positive
solution-seeking.
. Identify and close skill gaps by developing and delivering training for
senior team and general employee population targeting company-specific
needs and issues; developer of training programs such as "Listen Up
Leader".
. Conduct comprehensive needs analysis to determine training initiatives,
learning opportunities and linkage with strategic planning.
Change Leader ~ with the ability to get people enthusiastically engaged at
all levels.
. Comfortable with Paradoxical Leadership, able to meet diverse and complex
initiatives while continuing to improve core competencies.
. Coach senior teams during rapid change while ensuring that employee needs
and concerns are met
. Craft progressive approaches to change management through high-level
executive involvement in programs encouraging individual and group
communication.
HR Strategist ~ who combines strong technical knowledge with an
evolutionary approach to policy & procedure.
. Outstanding knowledge of HR laws and regulations with current
understanding of pending changes that could potentially impact the
business environment
. Link strategic planning and communication with execution, creating
opportunities for people to get involved in the process.
. Break through cultural barriers to address difficult and challenging
organizational issues that are restricting progress.
Organizational Architect ~ with a deep understanding of the dynamics
involved in aligning people and strategy.
. Adept at serving as lead HR support in plant start-ups, including
facilities, staffing and training of personnel
. Head HR liaison on multiple acquisitions, including talent assessment,
cultural integration considerations and operational support issues;
alignment with strategic initiatives targeting improved core
competencies.
. Key design architect of HR systems, programs and services intended to
support the operation, such as compensation structure, recruitment and
staffing strategies and workforce planning.
EDUCATION
Senior Professional Human Resource (SPHR) Certificate, 2009
BSBA in Human Resource Management, University of Arkansas, Sam Walton
College of Business
Ongoing continuous education courses, including Lean Six Sigma, Labor
Negotiations and Personality Profiling
SQF safe quality food training and completed practitioner training and
Project leader for Level III certification
Service-Related Accomplishments
Served as past Chairman of Lobbying Group in Washington, D.C., and
committee member for 8 years; volunteer work included testifying as an
expert before house ways and means sub-committee on HR on unemployment
reform issues, directly working with employers and people to help them
understand unemployment insurance, and serving on numerous other sub-
committees and task forces involved with the Employment Security Commission
(ESC). Still actively involved and serving as a resource with an extensive
network including the National Chicken Council HR lobbing group.
Chuck Yarbrough ~ Resume
Professional Experience
Vice President / Human Resources August
2009 to June 2010
Crider Inc. Stillmore GA
(Three Plant operation of food manufacturing including fresh spent fowl,
Protein canning plant and fully cooked with 850 employees)
. Responsible for all HR activities including Environmental Health and
Safety, Security and Food Service Staff of 16
. Established online recruitment and focus on local talent focusing on
local Universities, Colleges and Technical Schools.
. Project leadership for Safe Quality Food initiative provided recruitment
and development of SQF managers to lead certification also coordinated
the steering committee and task teams.
. Completed UFCW contract negotiations that had been stalled for six
months.
. Provided leadership during a major OSHA inspection requiring OSHA to
acquire a warrant that was squashed by a federal judge and lowered
projected fines by hundreds of thousands of dollars.
. Launched a major compliance program with a focus on ERISA, OSHA, EEOC and
other federal laws and regulations.
Vice President/Human Resources 2002
to April 2009
Tracker Marine Group / TMBC Bass Pro, Springfield, MO
(Boat manufacturing arm of Bass Pro with annual revenues of $750M+; retail
locations, eight manufacturing plants and two transportation centers, with
3,000+ employees)
. Responsible for all HR activities across the organization, including
field office HR and Environmental Health and Safety staff.
. Coached and advised organization regarding all HR issues, including
recruitment and staffing, organizational development, leadership
philosophies and values, and company practices surrounding performance
improvement; reduced turnover by 50% through applied on boarding and
retention strategies.
. Served as part of top leadership team in setting vision, establishing
direction and providing guidance to the overall organization as a
business partner
. HR lead on more than twenty (20) acquisitions of retail centers
throughout eight (8) states; served as liaison in the integration of
diverse cultures, preserving the character and identity of new groups
coming in while instilling a shared vision and purpose.
. Devised and orchestrated millions of dollars in savings through revised
policies, reduction of worker's compensation costs, smarter benefits
administration, and obtaining of tax credits and other available
reimbursements.
. Creatively addressed manufacturing production staffing challenges through
manpower planning using shared work programs, job revamping and
flexibility in sharing resources in-house.
. Completely overhauled compensation system to ensure competitive pay
grades, fair pay practices, and job enrichment opportunities, cross
training and policies and procedures that supported equal pay practices.
. HR lead on three (3) plant start-ups, and five (5) plant shut-downs;
developed and implemented an outplacement program which provided employee
support while minimizing company exposure.
. Personally supported and became a key member of Kaizen events and
incorporation of Lean Six Sigma for process improvement at corporate and
plant levels.
Director of Corporate Human Resources
2000 to 2002
Tyson Foods, Inc., Springdale, AR
(Fortune 50 company world-wide headquarters)
. Responsible for all HR activities within the corporate complex, including
strategic planning, recruitment, staffing and retention of key talent.
. Strategic planning, including alignment of all HR programs with vision
and direction of company.
. Acquisition and retention of key talent, including recruitment support
for more than 3,000 positions across the enterprise at all levels, with
proper consideration given to AAP compliance and corporate goals.
. Chief morale officer; in-house investigator of employee complaints;
served as mediator to resolve conflicts.
. Staff development, including annual training events focusing on critical
company issues, legal compliance and recordkeeping requirements.
Divisional Human Resource Manager
1989 to 2000
Tyson Foods, Inc. (McDonalds, Burger King, Food Service, Fresh Retail),
Springdale, AR
(Typical division of Tyson, was 7 plants and $8+ billion in annual
revenues;7,000+ employees)
. Responsible for all HR activities within multiple plants, both union and
non-union
. Chief negotiator during union contract negotiations, including serving as
in-house Strike Coordinator
. Training developer and instructor for new front line management, mid-
level managers and HR staff
. Investigated EEOC, harassment and team member complaints and served as
the final step in the grievance process
. Divisional Leader in development of Balance Scorecard Bonus Program
Excellent References Available Upon Request
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