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Manager Human Resource

Boiling Springs, SC, 29316
March 09, 2018

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Kevin D. Harper

*** ******* **. ***. ***

Boiling Springs, SC 29316




•Experienced manager in employee relations, recruiting and talent development

•Superb written and oral communication skills

•Supervision of multiple priorities, projects and multi-site operations

•Training experience with development, union avoidance and compliance

•Strategic and Succession Planning

•Management coaching

•Capable of dealing with confidential and sensitive information

•Contract negotiation and compliance

•Knowledge of Federal Law and Multi-State Employment Law

•Operations leadership with various HR leadership roles in Manufacturing, Distribution and Retail


Dollar Tree Inc., 2017 – Present

Human Resource Manager

Oversee HR functions for 1.5 Million Sq. Ft. Distribution Center, largest in Dollar Tree/Family Dollar company.

Manage exempt/non-exempt recruiting and hiring process to insure regulation compliance

Member of the Senior Staff and partner to make decisions effecting engagement and development within the building.

Nutra Manufacturing (GNC), 2015-2017

Sr. Human Resource Manager

•Oversaw HR Operations for 2 manufacturing plants in Greenville and Anderson, SC with an associate total over 1100

•Lead strategic organization development programs, ensure correct career paths and training.

•Part of Senior leadership in helping to drive operational goals

Chewy.Com, 2014-2015

Director, HR Operations

•Oversee HR Operations for Corporate office and 2 Fulfillment Centers

•Leading Associate Engagement Strategies company wide

PetSmart, Inc., 2013-2014

HR Manager, Distribution

•Manage HR department for 1.1 Million Sq. Ft distribution center in Ottawa, IL

•Facilitate a positive work environment through employee recognition programs, union avoidance training and specific leadership training for development.

•Part of Distribution Leadership In Training Development Team to attract college graduates to PetSmart

•Partner in creating Peer Review Process for Distribution Network

DOLLAR GENERAL, 2011 – 2013

Senior HR Manager, Distribution

•Managed hourly/management employee recruiting and hiring processes. Insured compliance of all federal, state and local employment laws and regulations.

•Maintained OSHA compliance; coordinated the light-duty program, Accident Review Committee, and return-to-work programs. Developed and maintained positive relations with health care providers at local and state levels.

•Maintained FMLA and ADA compliance and ensures accurate record keeping and administration of programs.

•Managed departmental budget. Ensured effective expense control by reviewing status of accounts monthly, weekly and daily.

•Hired, supervised and conducted performance reviews for HR staff members.

•Facilitated a positive work environment through employee recognition programs, union avoidance training and specific leadership training for development.

•Advised DC Director and Operations Shift Managers regarding employee relations' issues, promotions and demotions, progressive counseling, and staffing analysis and staff levels.

•Communicated and monitored the progressive counseling process for hourly and supervisory employees; assists management team with terminations

•Partnered in all terminations, ensuring proper policy and procedures were utilized to reduce adverse employment claims.

•Responsible for all employee development (salary and hourly) planning and activities for direct/indirect HR reports.

•Responsible for developing and maintaining strategic partnerships with all areas of the DC operations

WAL-MART, 2009 – 2011

Market Human Resource Manager

•Managed the Human Resource function for 2 Markets and 16 Supercenters (4000+ Associates)

•Drove store-level talent management by developing and implementing store management talent plans; utilizing workforce planning techniques; sourcing, interviewing, and acquiring key talent; monitoring and creating action plans for diversity initiatives

•Drove associate engagement by analyzing survey data and employment trends; soliciting associate feedback and other associate data sources to assist in identifying solutions and action plans

•Ensured compliance with federal, state, and local laws, and company policies, procedures, and regulations for multiple facilities by analyzing and interpreting reports; implementing and monitoring human resource compliance

•Executed HR business plans for the regional level by assisting in the development of the HR business plan, gathering internal and external perspectives, trends, and other data specific to geographic area

Co-Mgr., Wal-Mart Supercenter Boiling Springs, SC

•Assisted in driving sales in the Facility by ensuring effective merchandise presentation, including accurate and competitive pricing, proper signing, instock and inventory levels, budgeting and forecasting sales, and assessing economic trends and community needs.

•Modeled, enforced, and provided direction and guidance to hourly Associates and managers on proper Customer service approaches and techniques to ensure Customer needs, complaints, and issues are successfully resolved within Company guidelines and standards.


Director, Employee Relations

•Leadership in creating and implementing company policies and procedures.

•Responsible for recruiting and reducing turnover from 36% to 14% by improving employee development programs and creating manager in training positions.

•Implemented job grades and levels along with new evaluation process to strengthen succession planning.

•Helped establish company 800 “hotline” for employees to report fraud or issues anonymously. Led all investigations of harassment charges.

•Responsible for supervision of 7 Regional Field HR Managers and 2 Corporate HR Representatives for 2800 employees in 102 locations in 42 states.

•Oversight of all EEO statistics. Responsible for all aspects of terminations and severance procedures.

•Successfully negotiated 2 union manufacturing contracts with California Teamsters in the company’s favor.

Commercial Regional Director (Temporary)

•Leadership of a Commercial Tire Sales Region with volume of $83 million. Covered 4 Southeast states with 11 Centers and 158 employees.

•Oversight of all P&L responsibilities, inventory, sales and daily operational activities.

•Designed an HR model for overtime in all 11 centers that decreased overtime from 15% to 8% simply by staggering the shifts.

•Responsible for successfully researching and opening 2 new satellite locations that were profitable in 2 months.

Sr. Human Resource Manager

•Responsible for 5 Regional Field HR Managers and 4 Corporate HR Representatives.

•Leadership of Recruiting and Staffing. Reduced Hiring process from 2 months to 3 weeks by creating the first Talent Acquisition Team.

•Completed New Hire process that reduced Drug test/Background Checks from 10 days to 3 days. Made us the employer of choice with applicants.

Regional HR Manager

•Oversight of all HR Generalist functions for 32 Commercial Centers, 6 Manufacturing Plants and 2 Distribution Centers in 5 States.

•Developed recruiting plan with each plant. Established link with local Tech School for talent and created a supervisor in training position for bench-strength in each plant.

•Developed on-going training and interview procedures for each center


HR Training Group Leader

•Created and implemented a personal development tool for Hi-potential executives. Created a mentorship and had 2 promoted to Sr. Group Leaders in other centers in network.

•Nominated as Recruiting Captain for Distribution Center. Created target schools with University of Florida and Florida A&M University for engineers and diverse candidates.

•Responsible for HR Generalist duties for Distribution Center of 1000+ teammates. Recruited and hired 150-200 part-time teammates each fall season.


Personnel Manager/HR Shared Services/District Sales Manager

•Leadership in grievance process and meetings at a Union Manufacturing plant of 1400 total employees. 1300 unionized and 100 staff.

•Oversight of 2 Non-Union Mold Plant expansions. Increased headcount from 42 to 275 in a two-year process. Used many DDI assessment tools to accomplish a successful expansion under the deadline.


•University of Toledo, BBA in Marketing, 1992


•DDI Certified Trainer in Behavioral Interviewing and Training

•Predictive Index

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