Human Resources Management

Jeffrey B. Reeves

**** ****** *** *********, **** 43004

614-***-**** **********@***.*** linkedin.com/in/jeffreybreeves

Build world-class human Chief Human Resources & Highly flexible and

resources organizations and People Officer adaptable executive leader

transformational change with an unyielding focus on

management programs serving as a "difference

maker"

Global Human Resources & Business-minded operator and strategic

visionary-Undeniable track record of success building

Operations Leadership best-in-class HR organizations in Fortune 100

Cultural Competency & environments, championing transformational initiatives,

Diversity Interventions and restructuring teams and enterprises on a global scale.

Ownership,

Accountability, &

Responsibility Position HR as a vital business partner-Promote a "Team

Organizational First" concept with personal and team accountability.

Effectiveness, Identify, coach, and mentor high-performance contributors

Growth, & Realignment to drive change and guarantee people, processes, and

Executive-Level products meet business realities.

Mentorship for

Fortune 100 Business & Renowned speaker, presenter, and celebrated

HR Leaders author-Traveled around the country engaging highly diverse

audiences while delivering subject matter expertise in

such areas as learning and development, passionate

performance, personal branding, and more.

[pic] Career Highlights [pic]

GTM Sportswear

Chief Human Resources Officer (2010-present)

Oversight for 100 mm sports Apparel Company in Midwest plains of Kansas.

GTM has experienced rapid organic growth, especially the past five years at

a rate of 25-30%. Fifth straight year on INC 5000 list as fastest growing

companies (2403). Focus primarily as key drivers in cheer and dance (5

billion dollar industry), however, we support 18 other sports/band etc.

(uniform custom designs and direct sales with sublimation being a key

addition beginning in December 2012). Premier provider in customer service

and quality of product.

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. Key member of Executive Team reporting to President and CEO of this

1000 employee organization, with expected growth to 1500-2000 over the

next five years.

. As a thought leader, provide full cycle HR practices and cultural

alignment to rebuild a non existent HR function to a state of the art

world class strategic business partnership.

. Lead wholesale development of a new Executive Business Team to build

business into a 1 billion player over the next 10 years, both

organically and via acquisition.

. Personally hired a new CFO, CMO, CIO, SVP Sales, SVP Supply Chain,

Director of International sublimation operations.

. Completed two acquisitions to date of two Mom and Pop embroidery shops.

. HR transition has improved cultural focus via substantially improving

service and support with new ATS, employee self service portals,

paperless pay systems, executive comp strategy, overhaul and

negotiation of new employee benefit plans and options, new service

delivery model, talent management focus, succession modeling, rolling

up sleeves and making it happen, planning and analytics,

accountabilities established, new performance management design,

workforce planning implications to proactively assist operations and

other business areas to get ahead of the need and demand accordingly.

. Significant improvement of employee engagement survey in October 2012

vs. 2011 by 40% participation year over year as well as 21 of 37

questions improved by 10 plus points each (totally agree or green

column) based on a five point scale.

. Currently engaged in creating LMS system, training and development

plan, and launching 2013 change management plan with much more to come.

. HR is at the table of success taking the business to a new level of

engagement and expertise.

Inspiration Enterprise, LLC, Columbus, Ohio

CEO / Human Capital Consultant (2008-present)

Founded and built a leadership practice providing consultative support to

Fortune 1000 companies in human resources, change management, strategy

development, and organizational development and effectiveness. Secured and

engaged in key long-term executive leadership roles including serving as

Interim SVP for a healthcare organization in Kentucky and Acting COO for a

PEO in Florida. Recruited and mentor a 7-person team in assessing clients'

needs, designing 'go-forward' strategies, and working collaboratively to

institute transformational and world-class HR programs and lead mission-

critical strategic business maneuvers.

( ( (

Jeffrey B. Reeves, 2 of 4

614-***-**** **********@***.*** linkedin.com/in/jeffreybreeves

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Continued

. Served as the visionary in creating an internal human resources and

human capital infrastructure for PEO client, spearheading

transformation initiatives-impacting 7,500 small- to midsized-companies

with 11,000 employees-to turn around talent acquisition, compensation

and benefits, training and development, and succession planning.

. Designed and deployed a shared services model for healthcare client

with 55,000 employees in 44 states, creating a 3-year human resources

business strategy, dramatically improving employee engagement survey

results-150% increase in both participation and satisfaction-and

reestablishing mission-vital performance management systems.

Allianz of America Corporation, Novato, California

Chief Human Resources Officer (2007) Chief People Officer, Allianz Life

(2006)

Refocused, recalibrated, and aligned human resources as a business partner

within this $20B Company and North American subsidiary of the 15th largest

company in the world, halting and reversing a 6-year trend of human

resources atrophy. Held full P&L accountability for a $60M budget and key

strategic actions in the areas of human resources, diversity and inclusion,

corporate communications and branding, charitable giving, facilities

management, events and meeting planning, and government relations. Drove

brand-building initiatives throughout leadership of a media blitz which

generated strong ROI and goodwill.

( ( (

. Played a key role in the execution of the organization's #1 change

management initiative-HP2, The Human Potential Project-involving almost

85% of the 1,300-member workforce and a $7M investment. Drove

organizational transformation through innovative courses and coaching,

fostering teamwork, honesty, and personal and team accountability.

. Slashed costs $15M by working on a Chairman-sponsored initiative to

integrate the Fireman's Fund and Allianz Life HR functions into a

consolidated unit serving 6,700+ employees. Eliminated redundancies

surrounding all HR efforts including compensation, payroll, benefits,

talent acquisition, training, call center, facility management, and

communications.

. Spearheaded an effort to build mission-critical global alliances

throughout the enterprise, working with German parent company to

develop-from the ground up-global diversity training, succession and

talent management tools, and a Leadership Institute impacting

operations throughout Europe, North America, and Asia.

. Reengineered and promoted the criticality of a performance-based

culture, dramatically reducing the number of incomplete reviews from

500 in '06 to just 12 in '07, and ensuring reviews reflected actual

business results with metrics more accurately representing a bell shape

with precision in the distribution of performance ratings.

The Ohio State University & OSU Medical Center, Columbus, Ohio

Consultant (2005-2006) HR Executive & Chief Organizational

Effectiveness Officer (2003-2004)

Provided strategic vision as a member of the Strategic Planning Executive

Team and Medical Center Executive Committee for this $1.5B nationally

ranked medical center with 15,000 employees and 6 hospitals. Championed

change leadership and transformational strategies to improve talent

acquisition, training and development, succession planning, culture

building, and performance feedback and management.

( ( (

. Reduced administrative costs $4.5M while dramatically improving

efficiencies and effectiveness, through development and deployment of a

shared-services delivery model and new Human Resources Information

System (HRIS).

. Captured an additional $11M in cost savings through consolidation of

support functions provided to the Medical Center, College of Medicine,

and Office of Health Sciences, fueling a focus on improved clinician

talent acquisition.

Sam's Club, Bentonville, Arkansas

HR Executive & Chief People Officer (1999-2002)

Recruited to transform an underperforming 60+-person human resources team

into a strategically focused business partner for this $43B division of Wal-

Mart Stores with 100,000 employees and 650+ stores worldwide. Reported

directly to the CEO as a member of the Executive Leadership Team, driving

enterprise-wide transformation through strategic restructuring,

consolidation, and development of best-in-class human resources

infrastructures and benefits, compensation, and training programs. Reduced

turnover 35% in select markets through a cost neutral compensation pilot

program and proactive union avoidance activity.

( ( (

.

Jeffrey B. Reeves, 3 of 4

614-***-**** **********@***.*** linkedin.com/in/jeffreybreeves

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Continued

. Drove $5M in projected cost savings through strategic efforts

flattening management layers and increasing management accountability,

restructuring and consolidating 20%+ of regional divisional field

operations, successfully placing 93% of field directors into new roles,

and bolstering organizational efficiencies and effectiveness.

. Designed and implemented a best-in-class human resources organization

serving as a benchmark for new business practices adopted by corporate

and rolled out across all divisions of Wal-Mart Stores. Transformed the

department's chronically disrespected image to a highly respected world-

class corporate business partner with enterprise-wide impact.

. Improved management retention by 60%, fueled bench strength

development, and fostered brand building-not only by developing first-

time training, leadership, and Sam's Club University programs, but also

by piloting new compensation philosophies to improve quality of hire.

Results flowed through to the store floor and transformed the company's

image.

- Foundational Human Resources Experience -

Federated Systems Group, Atlanta, Georgia

Vice President of Human Resources (1998-1999)

- Top-ranked HR executive challenged to accelerate recruitment and training

to ensure acquisition and retention of world-class technical staff.

Positioned company as an employer of choice, developed competitive

recruitment and compensation programs, and cut time-to-hire 25%. -

US West Communications, Denver, Colorado

Vice President of Human Resources / Consumer Business Development (1996-

1997)

- Managed Marketing, Sales, Finance, and IT, in addition to 3 new lines of

business, supporting 18,000 employees in 14 states, steering the actions of

12 corporate officers and a 60-person HR team, and allocating a $4.5M

operating budget. Streamlined staffing processes to reduce cycle time 50%

and source, select, and place new-hires in under 60 days. Created

mentorship programs to fuel bench strength development. -

Pepsi-Cola Company, Inc., Pennsylvania & Georgia

Director of Human Resources (1994-1996)

- Recruited to manage a tri-state market before being promoted to head the

Southeast Region with 12 markets in 7 states. Transformed regional ranking

in under 24 months from 12th to 2nd-place in revenue, market share, people

initiatives, women in sales, retention, and safety.

Developed 5-year labor strategy with union and spearheaded highly

successful succession planning process. -

Scott Paper/Weyerhaeuser Company, Pennsylvania, Alabama, New Jersey, &

Washington

Director of Labor Relations (1984-1994)

- Launched career as a Human Resources and Labor Relations Intern and,

within 7 years and 5 promotions later, became the Director of Labor

Relations for this $50B multi-line union and nonunion manufacturer with

multiple plants and up to 4,500 employees per site. Captured multimillion-

dollar cost savings through function consolidation, headcount reductions,

and efficiency improvements.-

- Additional Experience -

Professional NFL Player - Seattle Seahawks Football Organization

[pic] Education & Credentials [pic]

University of Michigan, Ann Arbor, Michigan

Master of Business Administration Bachelor of Science

- Certifications & Credentials -

FACHE Employee Relations Law Labor Relations Arbitration

- Complete list of training and development available on request -

[pic] Select Involvement, [pic]

Affiliations, & Honors

President & Founder - 'AOK' Enlightening Youth Foundation

Jeffrey B. Reeves, 4 of 4

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Continued

Center for Executive Options Advisory Committee

National League of Black Women Board

Gahanna Business Advisory Council

Florida A&M Advisory Committee

GroundWork Group

Society for Human Resource Management (SHRM)

National Black MBA Association Lifetime Member (NBMBAA)

National Association of African Americans in Human Resources (NAAAHR)

Outstanding Young Men of America (4x)

International Who's Who of Professionals (5x)

Human Visionary Award, Who's Who in Black Columbus

[pic] Publications & [pic]

Presentations

Authored and/or contributed to numerous works published in national

leadership books, articles, magazines, and journals. Delivered 20+

presentations during recent years to diverse groups including...

SHRM Southeast Regional Conference - Keynote Ohio Entrepreneur

Conference Ohio Diversity & Leadership Conference

Shreveport-Bossier African American Chamber of Commerce - Small Business

Awards SIFE Regional Conference

Columbia International HR Conference State of Ohio Regional Auditors

Conference LEAD Programs

Numerous University, School System, & Nonprofit Organizations

- Full list of presentations and publications available on request -

Contact this candidate