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Human Resources Manager

Fairview Heights, Illinois, United States
December 28, 2017

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Aaron Jay McClellan, SPHR - SCP

*** ********* ****** (314) ***-****

O’Fallon, IL 62269 Email:

Human Resources Leader with a proven track record providing leadership, strategic direction, operation support, and scalable benefits, policies/procedures, and compensation structures. Recognized as a trusted advisor for leadership teams and serving as a vital partner and mentor for human resources and management teams. Resourceful decision maker who combines integrity, collaborative management, and exemplary leadership with the ability to effectively resolve complex issues.


NRE (National Railway Equipment) – Mount Vernon, IL

Vice President of Human Resources

2015 - Sept. 26, 2017

•Total Restructure of NRE’s Benefit Plan focusing on Consumer Driven Decision Making

•Reduced medical expense by more than $700K first year, drove another $540K 2nd year without diluting plan offerings through vendor consolidation and negotiation

•Transformed the Human Resources Department into Business Partners driving cultural change with our internal customers and their individual departments

•Negotiated, designed, and implemented Concur Expense and Concur Travel for all NRE locations and legal entities. Aligned with a new Travel & Expense Policy, saved over 21% on expense spend

•Restructured Sales Team’s compensation program to add commission/bonus structure to Total Target Compensation moving from a 100% base salary compensation program. Driving 30% increased sales, employee satisfaction, and improved performance expectations

•Implemented HRIS platform to integrate and communicate to employees and managers

•Revisited and revised every HR process, procedure, and interaction point with our internal customers. Published the first NRE employee handbook in over 20 years

•Designed and Implemented a Training Plan for our Union Members that included Structured Levels and Training Checklists by functional area delighting our Unions and AAR auditor

•Developing a relationship with all 5 of our Unions that was based on mutual respect and a long term vision of mutual success. Negotiated a new contract (CBA) with a Union (OPEIU), and successfully implemented new processes and policies with our other unions

•Right-sized, through Reductions in Force, our Union and Non-Union staff in 4 facilities

•Closed two under utilized facilities and brought SG&A closer in line with current revenue

•Created and facilitated a Management 101 training class for all Supervisors through Executive Team to create a foundational level of management knowledge and common vocabulary used to create a Pay for Performance mentality

•Implemented a structured Performance Review Format including self-review, manager-review, executive rating consistency, and merit-pool creation

Answers Corporation – St. Louis, MO

Director of Human Resources

2012 - 2015

•Established the Human Resources Department as a Business Partner throughout every functional area of Answers corporation

•Built a foundation of processes and procedures that are scalable for exponential growth

•Selection and Implementation of a global HRIS – Workforce Now through ADP

•Delivered 600% growth in under 3 years through organic growth and acquisition

•Created a charitable contributions budget and committee to oversee selection and funding of local charities (

•Moved away from a PEO format to managing our benefits and payroll in-house saving $500K in administrative expenses annually

•Improved our benefit package and negotiated a 19% reduction in health expenses on medical premiums going into 2015 while reducing the monthly premiums to our team, over $900K in annualized savings for the company

•Hired and Developed HR staff with a Servant Leadership Mentality and a Win/Win attitude

•Implementing an Affirmative Action Program for Answers

•Cultural Change to One Team / One Company through 3 acquisitions in one year

•Designed an online Performance Management tool for self review, manager reviews, executive oversight, and reporting

•Implemented Leadership Training for all management staff providing a foundational level of expertise that we could build on for the future

•Created an environment where “One-On-One Performance Chats” are consistently being held throughout the organization championed by several senior level managers

Emerson Process Management – St. Louis, MO

Director of Human Resources

2006 - 2012

•Streamlined the Recruiting and HR related employment services by Incorporated TAM (Talent Acquisition Manager – recruiting software), E-Verify (I-9 Verification process), and TALX (employment verification process)

•International Support of Expats (Compensation Packages / COLA-Administration / Relocation Benefit Administration / Visa Support / Spouse and Family point of contact)

•Conducted Annual Organizational Reviews with every department to include Succession Planning for all positions and identification and tracking of “High Potential” and “Faces to Watch” employees, Demographics, Successors, and needs analysis.

•Consolidated employee related “Rewards Programs” from multiple functional areas and locations to increase consistency, improve employee moral, and deliver a better product for 32% less expense within 2 years

•Standardized and Administered Executive Compensation items to include Company Cars, Club Memberships, Executive Physicals, and Financial Planning across 12 divisions

•Cultural Change of Administrative Policies including Tuition Reimbursement, Sick Leave, Holiday, Overtime, Inclement Weather, Performance Management, and Progressive Discipline to unified approach across business units vs. location specific approach

•Implemented Lominger tools for Recruiting, Employee and Executive Development, 360* Feedback, and Annual Review Goal Setting

•Established Human Resources “Dashboards” or monthly reports highlighting activities and areas of concern along with metrics from each of main locations

Alamosa PCS (Sprint Affiliate) – Lubbock, TX

Sr. Director of Human Resources

2004 – 2005

•Initiated a Pre-Employment Survey for all New Hires validated by surveying 100% of existing staff

•Trained management staff throughout the organization utilizing products from “Real Learning”

•Created Metrics and KPI’s (Key Performance Indicators) for HR Group

•Due Diligence and Successful Integration of an Acquired Sprint Affiliate – 475 employees

•Turnover reduction of 20.9% from FY’03 to FY’04

•Created a Strategic Business Partner out of a Department always seen to hinder business needs

•Developed Personal Awareness and Accountability within the Leadership Team utilizing Performance Groups and Partnering Program

•Coordinated Annual Compensation Statement for All Employees

Johnson Controls, Inc. – Plano, TX

Human Resources Director

2001 – 2004

•Built organizational structure and recruited for Start-up of JCPenney Stores Account, the largest outsourcing contract for maintenance and janitorial services in the United States at an annual contract exceeding 125 million per year with a five year contract

•Transitioned 4,000+ employees from JCPenney employment to that of JCI or one of our regional subcontractors within a 90-day window

•Assisted JCPenney in saving over $6,000,000 in estimated severance liability by designing a script book for our subcontractors that enabled a +90% offer ratio of former JCPenney associates with a +75% acceptance ratio

•Completed full job design of janitorial and maintenance positions to include route schedules, daily job plans, training curriculum and activities

•Develop compensation ratios and a rating system for 1,150+ locations nationwide, benchmarked initial staffing model by store size, age, and revenue

•Conducted Benefits Design, Implementation, Administration and Employee Relations

Johnson Controls, Inc. – Plano, TX

Director of Environmental Services - Concurrent with above position

•Developed and implemented Complaint Resolution Process to deliver prompt correction of store level issues and facilitate communication with JCPenney management.

•Implemented Monthly Janitorial Audit Program to quantify performance in the field. KPI’s developed from the Audit Program gave the data needed to manage our subcontractors

•Directing the activities of 5 janitorial subcontractors on the daily basis servicing more that 95 million square feet of retail space

•Responsible for managing annual budget of janitorial contractors in excess of $70 million per year with a base of over 4000 employees

•Negotiated a reduction in contracts of over $2 million dollars for last quarter of 2002

•Managed 7 direct reports as Field Service Auditors

M+W Zander – Plano, Texas

Human Resources Manager

1999 – 2001

MEMC Southwest / Texas Instruments– Sherman, Texas

Human Resources Representative and Corporate Trainer

1995 – 1998


LeTourneau University: Dallas Texas

Bachelors in Business Management - Graduated 05/2000 - GPA 3.7

SPHR Certification since 2000

SCP Certification since 2015

2016/2017 Board of Directors of MTV SHRM affiliation with Metro East SHRM

Lominger – Certified Instructor

MBTI – Certified Instructor

DISC – Certified Instructor

2009 Board of Directors – Westgate Christian Academy

Real Learning Company – Certified Instructor

D.D.I. (Development Dimensions International) - Certified Instructor

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