Sales Human Resources

Matt Austin

**** ********** *****, *** ***** NC *7310

336-***-**** (H) abnggn@r.postjobfree.com

OBJECTIVE

Human Resources leadership or senior staff positions in a progressive organization

PROFILE

Seasoned HR professional with Fortune 500 global experience

Strategic business partner with extensive HR specialist, generalist and organization development background

Successful entrepreneur with proven ability to interpret financials and independently drive organizational

results

Strong leader with successful track record of managing diverse cross-functional teams to achieve key

business results in a rapidly changing environment

PROFESSIONAL EXPERIENCE

Danaher Corporation – Gilbarco Veeder-Root NC Sept 2007 – Present

Global Fortune 500 manufacturer of high technology retail petroleum products. Annual sales of over US $1.3 billion.

Director of Human Resources –North America and Global Operations

Report to Group Executive/CEO of North America

Lead 8+ associates responsible for Compensation, Benefits, HRIS, Recruitment, Employee/Labor Relations, Safety,

Organization Development, Performance and Talent Management, Succession Planning, Organization Review, Associate

Survey Administration and Action Planning

Provide progressive HR support to approximately 800 associates within North America and 2000 globally

Conduct due diligence and integration work for acquisitions

Work with Lean business principles and the effective application within HR

Oversee Reduction-In-Force activities for North America; reduced employee cost $10 million from 2007 to present

Play integral role with SFE (Sales Force Effectiveness) with regard to further building sales capabilities

Oversee development and execution of headcount and recruitment forecasting/budgeting processes

Assessment, development and execution of all employee-related policies and procedures

On target to exceed all 2009 goals for the following metrics: Time-To-Fill, Internal Fill Rate and

Turnover

Sara Lee Corporation Sacramento CA May 2006 – Sept 2007

Global Fortune 500 consumer products corporation. Annual sales of over US $12 billion.

Director of Human Resources – US Western Region

HR Director supporting 2 Regional Vice Presidents accountable for Sales and Manufacturing

operations

HR support to 2500+ employees across 10 manufacturing facilities and 10 sales zones

Lead team of 15-20 HR Managers & Generalists for Employee and Labor Relations, Affirmative Action, Compensation,

Recruitment, Performance / Talent Management, Training, and HRIS Data Integrity

Lead development & implementation of comprehensive People Plans for manufacturing & sales

facilities

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Assessed need and developed regional HR scorecard for each manufacturing facility and sales zone

Assessed need and developed field-based on-boarding program for frontline sales & manufacturing

team

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KONE, Inc. Moline, IL November 2004 – April 2006

Fourth largest elevator and escalator corporation in the world. Annual sales of over EURO $4.6 billion.

Director of Human Resources Services and OD – KONE North America

Supported six Senior Vice Presidents (4000+ employees across 50 US locations)

Lead team of 15-20 members for Employee Relations, Affirmative Action, Budget, Compensation, Recruitment, Technical

Documentation, Communications, HR Scorecard/Metrics, HRIS Systems Effectiveness and Data Integrity, Technical and

Non-Technical Training and Organizational Development

Lead role with the following global HR systems and processes:

Executive Leadership, Global Sales Competition, Sales Management Training, Creating a Sales Culture,

Sales Competency Model Development, Development of Global Sales Recruitment and Training Processes

Drove implementation of company-wide changes in core HR systems and processes for client groups

to achieve competitive advantage. Examples:

• Implementation of Competency Model, Performance Management Process,

RecruitMax Software and Compensation Management Principles

• Assessment, Development and Delivery of Recruitment Process

Improvements – Effectively Managing: 1) Behavioral Interviewing, 2)

Assessment Testing, and 3) Background / Drug Screening processes

• Assessment, Development, Delivery and Evaluation of Sales Learning Tracks

for US and Canadian New Equipment and Service Sales Divisions (integration

with Mexico will occur in 2006/2007) with 90 day ROI

Initiated several client-specific initiatives to address key HR needs: Staffing Prioritization & Delivery,

Compensation Equity Reviews, Organizational Design of Sales Areas (e.g., Position Titles,

Descriptions, Compensation Grading, Incentive Tiers and Reporting Structure)

Heritage Station LLC Huntington, WV December 1999 – October 2004

Restaurant and catering company. Annual sales of over US $1.5 million.

Entrepreneur

Identified opportunity with a failing, soon-to-be bankrupt restaurant (high risk, high return potential)

Reviewed financials and developed business plan to ensure successful turnaround of financial

performance

Successfully and independently secured financing within 30 days

Generated profit in first year of operation in industry with >90% failure rate in first year of operation

Lead team of 75 (off season) to 125 (peak season) employees, including 8-10 managers/direct

reports

Effectively managed HR systems and processes: recruitment, payroll processing, employee

relations, compensation, benefit administration, performance management, new hire and continuing

education training, unemployment and workers compensation claims

Reduced Cost of Goods (food and beverage) and Labor expenses to <32.5% each (previously >40% each)

Increased sales from $500k to > $1.5 million, with an average 10% annual net income

Voted “Best in the Tri-State” by local community

Approached 5th year of operations and initiated pursuit to identify buyer

Sold business to leading, rapidly growing, restaurant corporation (Boston Beanery) at a significant profit

Capital One Corporation Richmond, VA December 1995 – November 1999

Global Fortune 500 Financial Services Corporation.

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Director / Sr. Manager- Training, Quality, Communications & Multi-Media (Sept 1997 – Nov 1999)

Assessed organizational performance needs, developed interventions/solutions, implemented

solutions and measured effectiveness / impact

Lead team of 27 individuals (17 direct reports) across multiple US locations and UK

Implemented consultant-based approach for training services to consolidate new hire & continuing

education

Improved new hire training effectiveness by 23%, while reducing training time by one week

Reduced training expenses $225K annually, based on 30 new hires per month for Richmond, VA

Transitioned department from a “cost center” perception to a “profit center” business partner

Developed and executed diagnostic skill assessment tools to conduct a comprehensive, skill-gap analysis based on a

Risk Operations competency model for call center associates

Recognized by CEO and COO as top performing Training & Development team

Manager of Training & Quality – Risk Operations (March 1996 – Sept 1997)

Successfully directed change management initiatives to integrate Training & Development and

Quality, creating a continuous performance improvement system

Developed and implemented new hire learning tracks for multiple client groups

Consolidated new hire training efforts to increase efficiencies and training effectiveness

Reduced charge-off >$80k in 30 days of delivering bankcard charge-back seminar ($960k in annual

savings)

Provided training and performance support services (new hire training, continuing education, and

management development) to AVP and 5 senior managers (400-600 employees)

Developed standardized procedures for Fraud Recovery Associates

Managed implementation of online procedures via RoboHelp software

Played key role with other senior managers to reduce fraud charge-off by >$30M

Trainer – Risk Operations, Fraud Recovery (Dec 1995 – Feb 1996)

Training and performance consultant responsible for 300-employee call center division

Assessed training needs, developed and implemented interventions, and evaluated effectiveness

Chase Manhattan Bank Huntington, WV October 1993 – December 1995

Fortune 500 retail banking and financial services corporation.

Employee Relations Specialist (September 1994 – December 1995)

Provided employee relations support to Banc One West Virginia Corporation (approximately 2000

employees)

Developed and executed job posting and recruitment processes

Certified Code of Ethics and Sexual Harassment Trainer

Developed and implemented HR Executive Management Reporting process

Affirmative Action Specialist (January 1994 – September 1994)

Consolidated 18 separate affirmative action plans into 3 market area plans

Developed numerous good faith efforts to increase minority applicant flow and educate Banc One business leaders on our

affirmative action status and the value of diversity

Established HR Compliance standards for 18 affiliate banks and conducted random audits

Certified Diversity Trainer and lead project manager

HR Management Training Program (October 1993 – January 1994)

Executed annual benefit enrollment process; processed and balanced bi-weekly payroll

Managed numerous HR system and process projects: Overtime Calculation, Vacation Accrual, EEO

and Job Group Designations, Compensation Grading, Incentive Tier Designations, Executive

Management Reporting

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EDUCATION

Marshall University Huntington WV

Masters of Science in Human Resources / Training & Development, GPA: 3.87 / 4.0

Walt Disney – Internship OrlandoFL

Analysis of HR / T&D systems and processes

Marshall University Huntington WV

Bachelors in Business Administration, Emphasis in Marketing and Management

Nacel Cultural Exchange Gijon, Spain

Studied Spanish and lived with native family

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