Sales Human Resources
Resume:
John Swords
Clayton, NJ ***12
Summary
Multifunctional Human Resources Generalist with 29 years of progressive managerial experience in Associate Relations, Performance Management, Associate Development, Talent Acquisition, Benefits & Compensation Administration, Personnel Administration, Training and Labor Relations. Skilled in the development of strategic human resources programs in support of the company’s key operating business initiatives.
Experience
Mars Chocolate North America
800 High Street
Hackettstown, NJ 07840
Strategic Business Partner August 2011 to September 2016 Strategic Responsibilities
• Strategic business partner providing leadership coaching and support to all levels of management within the Corporate Functions teams (Finance, Personnel & Organization, PR/Corporate Relations).
• Key people strategy development responsibilities include Talent Management, Associate Relations, Engagement, and Organization Development.
• Partnered with Mars Inc. Compensation Manager to design and deliver Mars Chocolate North America Compensation policy and practices.
Personnel & Organization Manager August 2000 to September 2011 Generalist Responsibilities
• Provided P&O strategy and support to a variety of business leadership teams including Wal*Mart, Sales
& Market Development, Co-Marketing, Category Leadership, Sales Strategy, Customer Care, and In- Store Solutions teams. Delivering in achieving the agreed upon business results through the development and effective implementation of a broad range of systems and programs. This includes assisting management in the acquisition of talent from external sources, identifying and developing high performing associates within the organization, maintaining conditions for a high degree of productivity in the workplace and ensuring operational excellence. Associate Relations
• Developed associate relations investigative process and situation assessment process. This new process was accepted as best practice and implemented across the business. It ensured associates are treated in an equitable and consistent manner within company policy using the right balance between business needs and associate advocacy.
Performance Management
• Responsible for performance management forced distribution process development. Implemented new management development planning process, which introduced performance, potential, and learning agility 9 block rating process. Created communication materials, manager training guides, and facilitated performance assessment and development planning panel meetings. Initiated performance development tracking, analysis, and reporting process to manage the Sales division's performance management and associate development commitments.
Associate Development
• Developed communication and training program for the delivery of the Mars Effectiveness Competencies. The implementation of this tool set up a framework for the assessment and development of core competencies within the Sales division. These competencies are used to increase the organizations effectiveness, are measured through the performance appraisal process, and are utilized to define associate development objectives. Created Coaching For Development training program that provided coaching and counseling techniques to line managers. Succession Planning
• Implemented and managed process for determining the readiness of managers for career development opportunities, placement into the leadership pipeline as bench strength for mission critical leadership roles and key technical positions.
Organization Development
• Assists Managers through planned change efforts that are designed to create high associate productivity and encourage teamwork. Such efforts include assistance in reorganizations, work redesign, team building, problem solving and meeting facilitation. Legal Compliance
• Ensures the Company is in compliance with Federal and State equal employment and labor laws by advising and counseling managers of their responsibilities in these areas and through the equitable and consistent treatment of associates. Implemented the roll out of the legal awareness program. Compensation
• Based on local market and national Food Industry Group data, developed an annual renewable supplement compensation program targeting specific roles within the Sales division. This approach supported our recruitment and retention strategy across the marketplace and worked to combat competitive market pressures for sourcing talent with capability across multiple disciplines. Education
B.S. Personnel Management & Labor Relations May 1987 Rowen University
Skills
• Proficient Apple Products End User
• HRIS - Personnel 2000, Query
• Proficient in Microsoft Office Word, Excel, PowerPoint, and Project
• Activity Vector Analysis Analyst
• Behavioral Interviewer
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