Manager Human Resources
Resume:
Kerilee M. Eddy
*** *******'s Way
Medina, Ohio 44256
*******.****@*****.***
SUMMARY
A highly accomplished and dedicated human resources professional with
extensive operations, management, and leadership experience. Adds value to
a company by utilizing a proven record of accomplishment building high
quality, successful organizations with strong analytical, problem-solving,
and financial skills. Recognized as a strategic partner who collaborates
with multiple levels throughout an enterprise to implement process
improvements and establish world class employer initiatives. Builds top-
performing departments while fostering a common culture across the
business. Demonstrates the ability to consistently exceed expectations and
deliver results.
Change Management
Performance Management
Organizational Development
Culture Building
Engagement Strategy
Team-Building/Recognition
Efficiency Expert
Risk Management
Strategic Planning
Conflict Resolution
Internal Audits/Investigations
Diversity Leadership/Training
Training/Development
Legal/Regulatory Compliance
Project Management
Recruiting/Retention
Compensation/Benefits
Talent Management
Business Turnarounds/Integration
Financial Analysis
Financial Management
Systems Development
Project Planning/Execution
Mediation/Facilitation
EXPERIENCE
Sterling Jewelers Inc., Largest national retail jeweler in USA, 20,000-plus
employees, Akron, Ohio 2005-2009
Manager, Human Resources, Organizational Development and Communications
2006-2009
Acted as strategic business partner for individual business units to
deliver organizational development, leadership-development, and talent-
management services. Held responsibility for strategic direction and
implementation of organizational development initiatives. Orchestrated
clear, credible internal messaging for 20,000 team members. Developed and
implemented communication plans and change-management initiatives.
Designed and executed communications programs to support strategic business
objectives. Created continuous-improvement and employee-engagement
programs. Built and enhanced employer brand. Drove world-class employer
initiatives. Designed, led, analyzed, and implemented action plans to
improve team-member engagement through assessment tools.
. Led OD initiatives and wrote award applications that led to Sterling
being awarded NorthCoast 99 Award four consecutive years, winning the
Diamond Award for 2008.
. Developed and implemented comprehensive employee-communication strategy,
improving employee communication 10.4% in first year, 35.1% in three
years.
. Designed Process-Improvement and Idea-Generation Pilot Programs, which
helped departments significantly reduce waste, increase efficiencies,
and improve employee engagement, resulting in reduced labor and
administrative costs and improved team survey scores.
. Created leadership development program for executive leaders, which
increased internal-leadership promotions 177% and decreased top-
performer turnover by 73.9%.
. Approximately 94% of participants in the leadership development reported
an increase in their leadership effectiveness.
Manager, Human Resources, Employee Relations and Organizational Development
2005-2006
Reduced liability, increased engagement, and supported retention by
conducting effective employee relations for 2,400 home-office employees.
Collaborated with outside counsel and internal-arbitration program
coordinators to resolve employee complaints. Wrote and trained on policy
changes as well as addressed implementation issues. Conducted
investigations and exit interviews.
. Conducted effective employee relations for 2,400 home-office employees,
resulting in zero chargeable employee relations complaints from team
members in 2005-2006.
. Drove business process improvement through creation of a culture-
specific process, utilizing best practices of idea generation, Workout,
and Kaizen.
. Benchmarked Fortune's 100 Best Companies to Work For, completed an
extensive comparative analysis, and implemented a comprehensive plan to
move organization toward 100 Best status.
Schneider Management Company, Cleveland, Ohio
Director, Human Resources and Operations 2003-2005
Built comprehensive HR department for conglomerate of five companies,
bringing organization into compliance with all laws and regulations.
Established best-practice standards in HR. Oversaw operations, functional
design, systems, and talent acquisition. Integrated acquisitions and
turnarounds of under-performing units by streamlining operations and
redesigning business processes.
Human Resources Results:
. Built Human Resources department for five-company group, bringing all
into legal compliance, while reducing costs and building a common
culture throughout organization.
. Developed and implemented strategy creating HR function by developing
systems, procedures, and policies to establish and maintain full legal
and regulatory compliance (BWC, ADA, FMLA, FLSA, OSHA, COBRA, HIPPA).
. Negotiated with vendors and implemented comprehensive benefit package
(health, 401(k), compensation systems, and incentive plans.
. Lowered turnover from 153% a year to 26%.
. Reduced harassment complaints from three to zero, including dismissal of
$150,000 suit.
. Created job descriptions and evaluations, and defined roles and
expectations for 50-plus positions (manufacturing to service).
. Produced and delivered hard- and soft-skills training for all skill
levels, including diversity, leadership, and employee relations.
. Filled 60% of open positions with highly qualified minorities and women.
. Increased employment applications 311%.
. Created administrative process improvements, saving $65,000 annually.
. Created and implemented hiring processes: pre-employment screening and
testing, behavioral interviews, and profiles, using core competencies
and guidelines for negotiating and closing offers.
. Created 10-step safety plan, safety committee, and Drug-Free Work Place
Program.
. Reduced accidents an average of 96% and achieved 95% BWC discount.
. Reduced unemployment-compensation losses 92.6%.
Operations Results:
. Drove improvements in three restaurants and wineries, resulting in
revenue growth of 30%, 16%, and 14%, and profit improvement of $353,000,
$181,000, and $85,000.
. Conducted strategic planning, developed and executed comprehensive
business plan, redefined successful business models, re-engineered
business processes, and re-focused team on value creation.
. Recruited operations team filled with professionals from across the USA.
. Managed project plan for $20,000,000 project, sourcing, purchasing,
recruiting, training, setup, and systems development.
RTM, Inc., Atlanta, Georgia
District Manager 1998-2001
Led highly effective management teams at restaurants grossing more than
$8,000,000 annually. Held responsibility for recruiting, training and
development, retention, and engagement of leadership team. Trained
corporate leaders, fast-track operations leadership, and high potentials.
Turned around under-performing units and areas, mentoring future leaders.
. Led team of six units, exceeding gross profit budget for 42 consecutive
periods.
. Launched unit-turnaround system, placing all units in company top 20 in
first six months.
. Reduced costs and exceeded entire 2001 yearly profit budget in less
than five periods.
. Created and implemented mentoring plan.
. Designed recruitment and retention system, achieving 110% staff levels
up from 68% in one year.
. Developed and presented training seminars for all skill levels and
groups up to 300.
. Initiated sales and service incentive program, earned highest
hospitality in district and second in region secret shopper's scores.
. Won awards for people development, implementing, teamwork, lowest
turnover, leadership, goal setting, and best overall executive traits.
. Honored as highest profit-ranked supervisor in region and highest comp
sales in five out of six quarters.
ADDITIONAL EXPERIENCE
P&L Foods, Cleveland, Ohio, Area Manager/General Manager, 1997-1998.
Accountable for all aspects of operations leadership including sales,
staffing, training and development, customer satisfaction, and
achieving profit margin targets. Trained as multi-unit manager in
distance leadership and acted as area manager for two units and
training manager for corporate and operations new hires. Improved
efficiency of operations, increased customer satisfaction ratings, and
drove sales.
Armstrong Group of Companies, Butler, Pennsylvania, General Manager,
1994-1997. Held responsibility for running, staffing, budgeting,
meeting sales and cost targets, and training and developing teams, as
well as performing turnarounds at under-performing units. Made
profitable turnaround for four units. Managed as well as developed
and implemented programs for staffing, training, customer service, and
quality control. Improved customer service, quality, retention, and
financial results significantly.
EDUCATION
David Lipscomb University, Nashville, Tennessee
M.B.A., Leadership and Human Resources, 2003
Kent State University, Kent, Ohio
B.S., Business Management and Nutrition, 1994
PROFESSIONAL DEVELOPMENT
Business Writing and Editing, 2008
Diversity: The Business Case, 2007
Success Factors: Marshall Goldsmith, 2007
Communicate to Maximize Success, 2007
Passionate Performance/Engaging Teams, 2007
Leading with Creativity & Innovation, 2007
Capstone Business Simulation, 2007
Results Only Work Environment, 2006
Project Management, 2006
Conflict Management, 2006
Leadership Development Series, 2006
Diversity Leadership Team, 2005
Diversity Management, 2005
Critical Thinking, 2005
CERTIFICATIONS
Myers-Briggs, 2000
FISH! Trainer, 2000
DISC, 1999
COMMUNITY INVOLVEMENT
United Way
Relay For Life
Akron Children's Hospital
Akron Food Bank
Salvation Army
Girl Scouts of America
Hospice
Veterans' Association
Ronald McDonald House
COMPUTER SKILLS
Computer-literate performer with extensive software proficiency covering a
wide variety of applications including, Microsoft Office Suite, MS
Publisher, and Adobe Writer.
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