Human Resources Manager
Resume:
Stacy A. Young, PHR
Omaha, NE 68138
********@***.***
PROFESSIONAL SUMMARY
Accomplished Human Resources professional. Key player and driver in the
strategic acquisition of talent and the development of thousands of
employees' growth, engagement, and performance within several industry-
leading for profit and not for profit organizations while significantly
contributing to the strategic plans and the organizations' success.
AREAS OF EXPERTISE
Recruitment Strategies
Retention Management
Process Improvement Executive
Level Recruitment
Policy Development
Performance Management
Leadership Development Dispute Resolution & Conflict
Mgmt
Management Training Succession
Planning & Strategy
Change Management Federal & State
Law Compliance HR Best Practices
Strategic Planning & Execution
Diversity Management
Organizational Design
PROFESSIONAL EXPERIENCE & ACCOMPLISHMENTS
Father Flanagan's Boys Home ~ Boys Town, NE July 2008 ~ June 2010
The nationally recognized non- profit leader in the care and treatment of
at-risk children and families.
Senior Vice President of Human Resources
Directed a team of 30 human resource professionals & reported to the CEO.
Responsible for the Human Resources department supporting and servicing
3,000 employees located in 12 sites across the country in the following
areas: Employee Relations & Records, Talent Acquisition & Retention, Work
Force Planning, Talent Management & Organization Development, HR
Compliance & Affirmative Action, Diversity, Compensation, Benefits &
Wellness
. Professionalized and transformed the Human Resources staff by replacing
and upgrading skills, capabilities, and capacity. Hired professional,
direct recruiters on staff bringing 100% of executive and director level
fills in house resulting in a competitive advantage and a savings of over
$300,000 in search agency fees
. Created succession management strategy & succession plans for the
Executive team
. Developed talent management strategy and piloted tools and process to
build internal bench-strength and assist in managing and developing our
top talent for future growth opportunities
. Developed and implemented supervisor leadership / development training
and curriculum to better equip front line supervisors and improve manager
effectiveness
. Created and implemented new performance based evaluation system to build
internal capacity and capabilities by leveraging our people resources.
Increased accountability and expectations for individual performance
. Established three year strategy to promote workplace diversity and
inclusion to increase acquisition, development, and retention of minority
and women employees
. Launched new health and wellness incentive program including the
introduction of a health risk assessment and smoking cessation program in
an effort to reduce the organization's medical claims exposure and costs
. Conducted the first benefits dependent eligibility audit resulting in
$250,000 in plan savings.
. Created employee recognition programs to improve employee engagement and
productivity
. Supported the Nebraska Family Collaboration (NFC) new business start up
with recruiting efforts, policies & procedures, benefits & compensation
structure, & diversity strategy
. Provided business case to purchase talent acquisition system that will
reduce recruiting costs, reduce time to fill, improve quality of hire &
improve recruiter efficiencies and productivity through enhanced sourcing
capabilities and automation of the full recruitment cycle
. Conducted cost analysis of background check vendor. Streamlined and
automated process and changed vendor resulting in a savings of $100,000
annually
. Reduced the average time to fill direct care positions from 79 days to 27
days. A 66% improvement resulting in increased occupancy rates and
revenue
. Reduced turnover of direct care positions by 17% from 47% to 30% also
resulting in increased occupancy rates and revenue
. Developed a management on-boarding program to improve new hire's
productivity, effectiveness and engagement while reducing their time to
contribution and impact to the organization
. Created and launched the Candidate Care Program which significantly
enhanced the applicant experience resulting in an increase of over 3,000
applicants in a 12 month period
. Conducted Best Place to Work survey and created 12 month action plan to
increase employee satisfaction, retention, engagement, & productivity
moving our overall composite/satisfaction score from 83.71 to 88.75 in
year one
. Advised senior management & CEO on the impact of long-range planning of
new programs/strategies and regulatory action as those items impact the
attraction, motivation, development and retention of the people resources
of Boys Town.
Oriental Trading Company ~ Omaha, NE March 2000 ~ July 2008
The nation's largest direct merchant of value-priced party supplies, arts
and crafts, toys and novelties, and a leading provider of school supplies
and home d cor and giftware.
Director of Human Resources, Operations (June 2007 ~ July 2008)
Directed and managed a team of 25 human resource professionals.
Responsible for the Employee Relations, Operations Employment & Mass
Hiring, Corporate & Executive Recruiting, and Payroll/HRIS/Compensation
functions that supported and serviced 5,000 distribution center, call
center, and corporate employees in 4 locations in Nebraska.
. Successfully launched the Gallup Q12 survey which identified systemic
issues that culminated in turnover of employees
. Presented, managed, and coordinated the 1.5 million dollar base wage
increase for hourly call center employees to ensure competitive wages
within the industry
. Reduced workers compensation claims from $103,686 to $48,134 - a cost
reduction of $55,552
. Responsible for liability reduction of $337,502 in unemployment claims
with 98% favorable findings
. Oversaw the identification, development, and implementation/execution of
new human resource strategies and key initiatives that align and support
company goals while growing and/or advancing the HR function.
. Developed quantitative goals and objectives to produce measurable
results. Analyzed and evaluated results to align with growth and
profitability.
. Monitored the performance of the HR management team and provides guidance
in the areas of retention, competitiveness in the marketplace, becoming
an employer of choice, career development, employee engagement,
communication, and strategic planning.
. Directed the development, implementation and direction for corporate
recruitment strategy and programs using innovative sourcing methods,
selection criteria and packages to attract candidates in a highly
competitive industry. Filled 90% of all positions within established
time to fill goal with quality hires.
. Oversaw the development, interpretation and management of company
policies, practices, and programs while ensuring compliance with all
government regulations.
. Directed the mass hiring efforts of operations by overseeing the
development of an effective employee referral and advertising campaign to
attract and retain over 2,500 employees for the peak holiday season.
. Ensured the timely processing and accuracy of payroll records for 3,000
plus employees.
. Ensured proficient training, staff development, and effective employee
relations/recognition was achieved for all personnel.
Sr. Corporate Human Resource Manager (November 2003 ~ June 2007)
Provide leadership and direction for Corporate, Call Center and
Distribution Center business units in the administration and execution of
corporate recruitment strategy, policy & procedures, employee relations,
management training, performance management, organizational development,
employee retention, and compensation administration.
. Researched, selected, & implemented selection & assessment system for
mass hiring process resulting in 50% less hires due to improved
productivity, retention, and attendance. Return on investment recognized
at end of year one
. Reduced annualized turnover by 48% from 183.9% to 135.9%
. Increased applicant flow by 7,689 from 7,515 applicants to 15,204
applicants in a year
. Reduced cost per hire in the Call Center from $1174 per hire to $979 per
hire a savings of $195 per hire (estimated total of $300,000 for the busy
season mass hiring)
. Reduced the total number of employment staff for both Warehouse and Call
Center from 51 to 26 by creating a streamlined automated process and
utilization of a shared services environment. Payroll savings of $75,000
. Improved training graduation rate from 69% to 9%. An improvement of 21%
. Promoted internal mobility with 35% of openings filled with internal
candidates.
. Implemented non-traditional recruiting methods bringing recruitment
function in house bringing a cost savings of $250,000 in one year
. Determined employee relations practices necessary to establish a positive
employer-employee relationship and promote a high level of employee
morale. Direct and access effectiveness of employee relations programs,
including reward & recognition programs, climate surveys, & exit
interviews.
. Conducted needs analyses to define HR needs and challenges and
collaboratively develop strategic solutions and HR programs to support
the overall direction of the organization.
. Developed HR benchmarks and measurements, designed and prepared reports
to analyze HR efficiencies, and conduct HR cost/benefits analyses.
Identified best practices for improvement of policies, processes, and
practices.
. Consulted with the business units for the implementation and ongoing use
of HR strategies, policies, and programs designed to improve HR processes
and efficiencies.
Human Resource Manager (March 2000 ~ November 2003)
Responsible for management & development of all Human Resource functions
for 2 Call Center sites consisting of 2,000 employees. Directed employment
staff responsible for conducting screening interviews, administering
selection & assessment tests, & conducting reference and background checks.
Managed administrative staff responsible for hourly payroll processing,
personnel records, performance appraisals, HRIS, & workers compensation
claims. Oversaw the employee relations staff responsible for training &
development, counseling, corrective discipline, terminations, unemployment
claims, employee grievances, and EEOC / labor law charges. Supervised an HR
department of 15 employees.
. Directed the mass hiring efforts of operations by overseeing the
development of an effective hiring campaign. Responsible for the mass
hiring of up to 2,000 employees annually in a 90 day hiring period
. Developed, interpreted, and administered all HR-related policies &
procedures. Ensured compliance & fair administration of all department
policies, procedures, and practices.
. Directed management training and employee development activities.
Developed and implemented employment and management related programs
designed to support & improve employee morale.
SITEL Corporation ~ Omaha, NE November 1994 ~ March 2000
The leading global and international call center for business process
outsourcing of customer care and complementary back-office processes.
HR Senior Compliance & Affirmative Action Manager (October 1999 ~ March
2000)
North America/Corporate ~ 54 sites in 9 states supporting 20,000+ employees
Employee Relations Manager/HR Project Manager (September 1998 ~ October
1999)
CC&A sector/business unit ~ 28 sites
Employee Relations Manager (June 1997 - September 1998)
Consumer Financial Services division ~ 8 sites
Benefits Coordinator & Employee Relations Specialist (November 1995 ~ June
1997)
Consumer Financial Services division ~ 6 sites
EDUCATION
Bellevue University, Omaha Nebraska
Bachelor of Science in Human Resource Management (GPA 4.00)
AFFILIATIONS & CERTIFICATIONS
*Graduate of Influence, Executive Leadership Program for Women May, 2007
*Professional in Human Resources, PHR awarded May 1998 - present
*Human Resources Association of the Midlands (HRAM) since 1995
*Society for Human Resources Management (SHRM) since 1995
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