Senior Cross-Functional Business Leader - HR/Sales/Strategic Ops
Resume:
JOHN MACKEY
N*** River Dr.
Menominee, MI *****
*********@*****.***
www.linkedin.com/in/mackeyjohn
SENIOR HUMAN RESOURCES LEADER / BUSINESS PARTNER
HR / Sales / Strategic Operations
Strategic Senior Human Resources Executive with history of success in developing, implementing, and leading high impact HR programs resulting in streamlined talent acquisition and staffing, enhanced employee retention, and reduced business costs. Respected as trusted partner leading successful organizational change. Enjoys driving to tangible results from concepts and bringing clarity to complex people issues. Strong communicator who quickly establishes rapport, credibility, and cooperation within all levels in the organization. Respected decision-maker who delivers value added, quality results that increase trust and produce positive outcomes.
AREAS OF EXPERTISE
• Strategic HR Planning
• Global HR Delivery
• Developing Effective Relationships
• HR Platform Development
• P & L / Budget Management
• Organizational Development
• Talent Acquisition & Retention
• Developing High-Performing Teams
• Merger & Acquisition Integration
• Succession / Workforce Planning
• Leadership Development
• Organizational Effectiveness
• Performance Management
• Six Sigma / Lean
• Change & Learning Agility
SELECT ACCOMPLISHMENTS
• Strategic business partner who has successfully redefined the role of HR and other functions through major change and business transformation.
• Significantly improved talent acquisition by more than 40% through implementation of efficient processes and effective management of internal and external resources.
• Reduced cost per hire by more than $80K through the creation of a leadership development program focusing on improved strategic recruiting initiatives, retention tools, and succession planning.
• Generated $100K+ savings through development of flexible staffing model to reduce labor costs during major plant rebuild.
• Saved more than $125K annually through evaluation of production staffing levels and reallocating duplicate tasks. Identified and implemented alternative production schedules to address employee and manufacturing issues, maintaining labor costs, and minimizing overtime.
PROFESSIONAL EXPERIENCE
TYCO FIRE PROTECTION PRODUCTS - Lansdale, PA 2006 to 2012
A division of Tyco (TYC); $1.3B provider of fire suppression products and equipment with 4,200 employees.
Director, Regional Sales and Business Development - Eastern US (2009 to 2012)
Selected for new role to lead team of 23 sales and business development managers through transformational integrated sales model. Grew a $125+M P&L to $140M across unique product families, brands, and diverse market channels over 3 fiscal cycles.
• Led entire US Sales organization in FY11 with increased sales of 9.5% and margin growth of more than 16.6% through effective channel and pricing strategies.
• Grew sales 57% in strategic Mining Vertical Market through effective channel management strategies.
• Increased sales 60% through the development and implementation of new strategies to secure PA Residential Fire Sprinkler market.
• Successfully integrated foam systems sales team and processes following acquisition of competitive brand.
Director, Integration (2008 to 2009)
Hand-picked by company President to lead the development, implementation, and execution of global process to merge Tyco Fire Products and ANSUL Fire Suppression Group into one comprehensive $1.3B organization.
• Recruited, selected, and developed team of 8 Six Sigma Black Belts to work collaboratively with 10 global functional departments and 3 commercial teams.
• Spearheaded collaboration with senior leaders that resulted in the identification of best practices and newly defined processes to align the business with key strategic objectives.
• Effectively led process for 80% of organization to complete design phase deliverables within first 12 months.
Director, Human Resources (2006 to 2008)
Recruited to lead transformation of HR function for ANSUL Fire Suppression Group - a $550M, 1,800 employee manufacturer of fire suppression equipment. Reporting to the President, led and mentored 8-person HR team across 7 global locations through strategic HR planning, recruiting & retention, organizational & process development, compensation, and employee relations initiatives.
• Leveraged value-added HR services to learn business and established HR function as strategic business partner and resource.
• Implemented best practices around people development and succession planning through consistent application of 9-block tools.
COORS BREWING COMPANY - Golden, CO 2004 to 2006
$5.8B brewer and marketer of beer & flavored malt products with 9,500 employees globally.
Human Resources Manager
Recruited to support 10 senior executives throughout brewery operations and supply chain functions and 1,000 employees. Developed strategic initiatives in organizational development, talent management, succession planning, recruiting and staffing, performance improvement, change leadership, and employee relations.
• Implemented succession planning model to proactively address retention and staffing needs. Partnered with business leaders and line managers to develop strategies to address an aging workforce.
USG CORPORATION - Chicago, IL 1999 to 2004
$4.5B manufacturer/distributor of drywall, ceiling tile, and grid systems with 48 manufacturing sites and 13,000 employees.
Held progressive Human Resources Management roles – FL, WI, MN
Part of HR Manager development program for stand-alone HR leaders in manufacturing sites across the US.
• Valued member of numerous plant senior leadership teams. Responsibilities included proactive employee relations, organizational development, talent management, compensation & benefits, and other HR generalist activities.
• Reduced HR department costs by 10% with the application of Lean manufacturing principles.
WOLOHAN LUMBER COMPANY - Saginaw, MI 1995 to 1999
$400M home improvement center/retailer with 1,400 employees across 48 locations.
Regional Human Resources Manager
Selected to define and implement field-based HR Manager role to improve employee training, talent management, and assist District Managers with store performance issues.
• Led strategic planning team on people initiatives. Designed competency matrix, multi-rater feedback tool, developmental resources, and internal communications programs - critical tools supporting company’s strategic objective to “build industry leading managers.”
MILITARY SERVICE
UNITED STATES NAVY - San Diego, CA (Active Duty & Naval Reserves) 1987 to 1995
Operations Specialist, Third Class / Veteran of Operation Desert Storm
Member of Commissioning Crew for 11th Ticonderoga Class Guided Missile Cruiser; U.S.S. Lake Champlain (CG-57)
EDUCATION / PROFESSIONAL DEVELOPMENT
Masters of Arts (M.A.) - Management; College of St. Scholastica - Duluth, MN
Bachelors of Arts (B.A.) – General Studies/Business Mgt; Governors State University - University Park, IL
Tyco Six Sigma Green Belt trained; 2009
Achieve Global Genuine Leadership Facilitator Certified; 2009
Lominger 360 Feedback Interpretation & Coaching Certified; 2009
Lean Manufacturing Principles - Stern School of Business, NYU; 2002 - 2003
Driving Business Value; Strategic HR Leadership - Labor Policy Association; 2002
COMMUNITY LEADERSHIP & PROFESSIONAL ASSOCIATIONS
Co-Chair Maroon Makeover Project, Menominee Junior/Senior High Schools - Menominee, MI; 2011
Fire Equipment Manufacturers Association (FEMA) Board of Directors; 2010/2011
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