Human Resources/Human Capital Solutions
Resume:
BRIAN PERLEBERG, SPHR
JAMESTOWN, ND
********@*****.***
DIRECTOR OF HUMAN RESOURCES
CAREER PROFILE
Highly accomplished and dynamic Human Resource Business Partner with a progressive track record leading HR Organizations, in partnership with Operational Business Partners, to optimize Human Capital structure and performance thru competitive wage budgeting and management, proactive staffing, behavioral employee engagement strategies, implementation of comprehensive Individual/Team Professional Development initiatives, and Cultural Shift/Adaptation Programs. A proactive leader who brings credibility to the HR function through personal integrity, business leadership with an expertise in Human Capital Management, and strategic vision to streamline the daily People Leadership responsibilities of Customer Centric Solutions.
TRANSFERRABLE COMPETENCIES
INNOVATIVE HUMAN CAPITAL
SOLUTIONS
LEADERSHIP TRAINING AND
DEVELOPMENT
TALENT/SUCCESSION PLANNING
PERFORMANCE MANAGEMENT DESIGN
WORKFORCE PLANNING
BUSINESS FINANCIAL ACUMEN
LEGAL COMPLIANCE
COMPENSATION AND PAYROLL
BUDGET ADMINISTRATION
CHANGE MANAGEMENT LEADER
ORGANIZATIONAL DEVELOPMENT
STRUCTURAL RE-ENGINEERING
ORGANIZATIONAL AGILITY
EMPLOYEE/LABOR RELATIONS
P&L ACCOUNTABILITY
EEOC AFFIRMATIVE ACTION
PROFESSIONAL EXPERIENCE
MEIJER CORPORATION, Grand Rapids, MI 8/2015 - Current Family owned Food and General Merchandise Mass Retailer, with an employee workforce of 60,000 Team Members across 6 states. DIRECTOR OF HUMAN RESOURCES
Lead a team of 3 Human Resource Managers and 1 Staffing Specialist, providing Human Capital Solutions for Vision and Strategy, Process Efficiency, Cultural Change, Recruiting and Staffing, Labor/Employee Relations, Compensation/Budgeting, Performance Management, & Succession Planning to drive optimal Return On Investments.
Coach, train, and develop leadership competencies essential for driving progressive business results thru employee engagement, customer relations, and morale, while strengthening leadership capabilities.
Increased Employee Engagement by 11% by developing and implementing a workforce gap analysis, training tactical skills needs, and facilitated behavioral development to shift culture from tactical to relational, thru techniques of empowerment and career growth.
Achieved 100% Performance Appraisals and Individual Development Plans connected to Regional Succession Plan for Regional Vice President, 4 District Managers, and 39 Store Directors, and 12,000 Employees, thru behavioral assessments, observation in working environment thru mentorship, and quarterly progress check-ins for coaching for continuous development in competency based leadership skills.
Maximized Return on Investment of compensation wage bands by conducting annual competitive wage analysis surveys in correlation to levels of impact of task by position, to determine effective wage bands to drive optimal performance for pay. WALGREENS, INC., Chicago, IL 8/2011- 8/2015
The Largest U.S. Pharmaceutical Retailer and service provider of Take Care Clinics and Onsite Pharmacies, with 8,100 national locations and 240,000 employees. SR. HR BUSINESS PARTNER
Lead a team of HR Generalists and Operations Trainers, geographically dispersed among 314 store locations, in partnership with a Regional Vice President of Operations, supporting 15,000 hourly and salary employees, in all centers of HR excellence including Strategy Development/Implementation, Cultural Change, Recruiting, Employee Relations, Compensation, Training, Development, Performance Management,
& Succession Planning.
Reduce employee relations complaints by 18% in 6 months, tracking market trends, using multiple occurrences as a tool to develop proactive training for all leadership, reducing future complaints and increasing employee satisfaction.
Decreased vacant positions by 18% thru social media collaboration, Preview Employment Program, and evolving succession planning tools to adapt to upward mobility progression, resulting in increased awareness of future vacancies for proactive recruiting.
Spearhead the Internal Employee Relations Management initiative from initial design, guideline development, and global roll-out while reducing resolution times and costs by 33%.
B. PERLEBERG ~ Page 2
GAP INC., Chicago, IL 8/2006-6/2011
Manufacturer and Distributor of Specialty Trend Apparel with $3.2 billion in annual revenues, serving customers in 367 store and distribution center locations. REGIONAL DIRECTOR OF HUMAN RESOURCES, US AND CANADA Develop the People Strategy in support of the Regional Operations vision, while developing a team of 5 Regional HR Managers to successfully manage Recruiting, Talent and Succession Planning, Performance Management, Employee Relations, Labor Relations, Compensation and Benefits Administration, and Training, supporting 76 customer service locations, including distribution centers.
Realized 26% improvement in Employee Engagement towards the organization, customers, and leadership.
Develop Compensation Forecasting and Budget processes thru structural compensation banding, consistent management of merit/equity budgets and wage surveys.
Reduced substantiated Employee Relations Claims 37% and increased Employee Retention 21% annually by developing and implementing a high risk awareness training program focused on increasing employee engagement and enhancing the employee experience.
Developed a competency based Talent and Succession Planning program, injecting a customer service and leadership competency analysis, focusing on behaviors essential for exceeding positions’ description and supervisor expectations. Improvements of employee engagement in customer service, productivity, and proficiency, were measure quarterly, and communicated via HR Director led calibration sessions. The results were cumulated in the annual appraisal process software, ultimately increasing productivity and quality of the annual appraisal process, while reducing year end employee complaints by 41%, year over year.
Initiated and organized cross-brand and cross-functional teams for the Corporation, resulting in improved consistency and proficiency between corporate brands, employee experiences, compensation consistency eliminating internal competition. WHOLE FOOD MARKETS, Boulder, CO 5/2003-8/2006
A natural and organic lifestyle educator focused on providing consumers with knowledge, technical services, and products that support alternative life-styles in 106 U.S. locations, generating $1.5 billion in annual revenues.
REGIONAL DIRECTOR, HUMAN RESOURCES
Developed and implemented the People Strategy for the Region, while managing the administrative responsibilities supporting 16 locations across 9 states, leading the Regional growth thru the development of talent, succession planning, leadership capabilities, and operational expertise, providing
“stretch assignments” to high potential leaders as an elevated complexity award.
Successfully developed a high performance culture and profitable business for 16 stores, 1,560 employees, and was identified 2 consecutive years for company best, 12% positive sales growth to $152 million in annual sales.
Achieved 100% fill rate on all open positions and reduced turnover by 21% thru quality of hire initiated program enhancements, developing and implementing a customer based high profile proactive recruitment program.
Created qualitative skills matrix and technical certification programs for customer service professionals increasing productivity of store leadership by 30%.
SEARS HOLDINGS CORPORATION, Hoffman Estates, IL 6/1995-5/2003 Mass Merchandiser with 1,861 locations, generating $826 million in annual net income. MANAGER, CORPORATE HUMAN RESOURCES
Create and Manage HR Budgets for Expense and ROI on yearly impacts in all departments including ER, Training/Development, Compensation, and Recruiting.
Developed the Talent Management Strategy and managed the daily HR Administration for 4,600 Corporate based employees.
Increased employee engagement 3 consecutive quarters by leading the Change Management Initiative in partnership with a selected cross- functional team, reducing turnover by 16%+.
MANAGER, TRAINING AND ORGANIZATIONAL DEVELOPMENT
Developed and implemented curriculum based Kmart University modular Leadership Program, and was the lead facilitator hosting and ensuring quality of content, measured educational benefits, testing proficiency, and curriculum currency.
Lead a team of 2 Instructional Designers, 2 Implementation Specialists, and 1 Quantitative Metrics Specialist to design, develop, implement, edit content updates, and calculate return on investment of curriculum and initiative based training for all exempt and non-exempt employees, including Leadership Training.
REGIONAL HUMAN RESOURCES MANAGER
Manage the daily HR Generalist responsibilities including local, technical, and college Recruitment, Talent and Succession Planning, Compensation and Benefits Administration, Performance Management, EEOC, Legal Compliance, HRIS, Training and Development, in support of Corporate HR initiative rollouts to 45 geographically dispersed locations. B. PERLEBERG ~ Page 3
EDUCATION
MASTERS OF SCIENCE AND MANAGEMENT, HUMAN RESOURCES, WALSH COLLEGE OF ACCOUNTING, TROY, MI (CURRENT) BACHELOR OF SCIENCE, PSYCHOLOGY, WASHINGTON STATE UNIVERSITY, PULLMAN, WA CORNELL UNIVERSITY E-LEARNING,
Leadership Curriculum and intensive professional HR development program for Executives and Sr. HR Leaders. UNITED STATES MILITARY EXPERIENCE
UNITED STATES ARMED FORCES, ACCOUNTING, GRADE E-5, HONORABLE DISCHARGE CERTIFICATIONS
PROFESSIONAL TRAINING SEMINARS AND CERTIFICATIONS
SPHR/SPC – SOCIETY FOR HUMAN RESOURCE MANAGEMENT
CORNELL UNIVERSITY ER AND LEGAL TRAINING
DEVELOPMENT DIMENSIONS INTERNATIONAL *(DDI)
FACILITATING CHANGE – A KEY ROLE FOR LEADERS
LANGEVIN PROJECT MANAGEMENT CERTIFICATION
INSIDE OUT COACHING - *GROW BEHAVIOR MODEL*
REFERENCES Available Upon Request
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