Human Resources Manager

CHRISTIAN CAMP

386-***-**** • **************@***.***

www.linkedin.com/in/christiancamp • Missouri

SENIOR HUMAN RESOURCES EXECUTIVE

Chief HR Officer – SVP of Human Resources – VP of HR – Director of HR Innovative and collaborative HR executive offering rich history of success guiding, developing, and implementing strategic and tactical HR initiatives focused on achieving business objectives. Accomplished leader with propensity for ensuring alignment between individuals and business needs. Recognized for driving business strategy, guiding employee performance improvements, and serving as collaborative liaison between company and personnel. Successfully performing and leading HR in the following industries: Healthcare, Senior Care, Environmental, Energy&Oil, Retail, Hospitality, Food Processing, Technology, Finance, Manufacturing&Distribution, Insurance, Sales&Service, Automotive. The ability to align organizational vision, designing and implementing solutions ensuring positive performance improvements, blending employee relations initiatives with strategic goals, overseeing delivery of HR services, and spearheading labor relations activities.

Employee Relations M&A Due Diligence Acquisition Integration

Strategic Planning Talent Acquisition/Management Employee Training

Organizational Development Budget Administration Confidante/Coach

Field/National/Intern’nl HR Management Best Practices Implementation Succession Planning

Leadership Development Process Improvement Turnaround Management C A R E E R C H R O N O L O G Y

ASI LLC 2013 – Present

$500M Assisted Living and Multi Healthcare Services Company services. Total of 4900 employees VICE PRESIDENT (CHRO)– HUMAN RESOURCES

Direct Reports: 4–, Benefits Coordinator, Work Comp Manager, Recruiting Manager; Indirect Reports: 3; Budget: $5M Selected to steer labor expense reduction initiative while providing strong compliance within human resources function, architecting appropriate structure, and improving morale.

Selected to Create, Designed and Develop Company’s first HR Department(Lean HR Department) in 2014.

Delivered $1.1 million in labor expense savings by guiding organizational rightsizing effort increasing employee to manager ratio to 6.8:1 from 3:1.

Implemented Applicant Tracking System and HRMS System

Created HR Help Desk Ticketing system to manage/measure general HR issues as well as recruting

Improved time to fill rate 60% and saved company $400,000 in staffing expense by designing new candidate recruiting technique instrumental in accelerating candidate selection and attaining higher quality candidates.

Work with outside Vendor to develop predictive analytics

Achieved 7% year-over-year employee turnover rate(2 consecutive years) improvement by creating a task force and conducting employee surveys to improve morale and make adjustments to our management style to be more inclusive and more consistent in leadership.

Slashed redundant and inefficient labor expense $6 million by making strategic labor cuts to decrease redundancies and expanding employee to manager ratios key to improving process flow.

Cut annual expenses $3 million by implementing a new management incentive program. EXAMINATION MANAGEMENT SERVICES, INC. 2007 – 2013

$600M National Healthcare Services Organization

SENIOR VICE PRESIDENT(CHRO) – HUMAN RESOURCES

Direct Reports: 8– Director of Training, Director of Credentialing, Benefits Director, HR Directors, Recruiting Supervisor; Budget: $8M Recruited to $600M national healthcare services organization to direct and coordinate all HR activities for 4,000 employees and 10,000 contractors in 200+ locations throughout the US. Key activities involved HR strategy, performance management, succession planning, recruitment/placement practices and procedures development, interviewing and recommending top- talent candidates to president and senior management, and creating HR policies ensuring compliance with federal, state, and local laws/regulations.

Maintained and built relationships with key recruiting and benefits vendors, collaborated with finance department on contract negotiations and renewals, and oversaw management of HR capital and operating budgets. Instrumental in designing compensation, benefits, and workers’ compensation policies and programs; partnered with leaders to identify and resolve employee relations issues; established in-house training programs. CHRISTIAN CAMP PAGE 2 OF 2

Thwarted more than $6 million in OFCCP non-compliance fines while significantly improving HR’s organizational role in decision-making activity.

Developed succession planning model to recognize and develop talent throughout the organization.

Reduced hiring misses 80% in just 2 years by revamping recruiting and selection criteria and enhancing candidate assessment capabilities.

Decreased fill rate time 58%+ (to 21 days from 51 days) by developing talent acquisition strategy improving staff replenishment successes.

Improved fill rate 200% (to 60% from 20%) by designing first formal leadership succession planning process.

Generated bottom-line cost savings of $6+ million as member of senior leadership team challenged with engineering complete organizational turnaround positively impacting organizational structure, staffing, and compliance.

Slashed turnover 25% and key operating division turnover 40% by leading Turnover Task Force instrumental in identifying and implementing retention initiative.

Supported employees through financial hardships by founding non-profit emergency relief fund.

Ignited employee satisfaction 23% (to 80% from 57%) after introducing satisfaction survey and focus group process.

Served on various committees including CEO Committee tapped to design strategic plan for organization and Strategic Planning and Direction Committee instrumental in executing strategic plan. SAFETY-KLEEN SYSTEMS, INC. 2004 – 2007 SENIOR DIRECTOR – FIELD HUMAN RESOURCES (2004 – 2007) / DIRECTOR – HUMAN RESOURCES (2004) Direct Reports: 12 –HR Directors. Recruiting Managers, Employee Relations Coordinators; Budget: $4.3M Elevated within $1.9B international environmental cleaning products and services company to spearhead all operational responsibilities involving human resources across the US, Canada, and Puerto Rico. Directed development and implementation of HR programs, initiatives, and best practices spanning recruitment, staffing, professional development, training, performance management, succession planning, diversity, retention, employee relations, compensation, rewards, and benefits.

Fueled sales increase 15% by revamping sales incentive plan.

Cut employee turnover rate 25% by introducing and chairing company’s first Turnover Task Force focused on identifying retention initiatives.

Strengthened management team’s talents while improving top-talent recruitment success by implementing formalized management talent assessment process.

Launched company’s first employee emergency relief fund providing disadvantaged workers with financial assistance and chaired Employee Relief Committee focused on determining relief fund applicant eligibility. MICHAELS STORES, INC. 2002 – 2004 DIRECTOR – HUMAN RESOURCES

Direct Reports: 8 – Recruiting Manager, HR Managers; Indirect Reports: 7; Budget: $1.4M Embraced leadership opportunity within $3M national retailer to steer all HR activities within distribution center. Oversaw development and implementation of HR programs for 7 major locations employing 2,900 individuals. EARLIER CAREER EXPERIENCE

Regional Human Resources Director; LSG Sky Chefs

Owner; CJC Auto Sales (10 employee’s 90 vehicles average inventory $1.9 million in revenue) Senior Human Resources Manager; Columbia Sportswear E D U C A T I O N A N D A D D I T I O N A L H I G H L I G H T S EDUCATION Master of Science (MS) in Organizational Development Bachelor of Business Administration (BA) in Human Resources Management University of Concordia

CERTIFICATIONS Senior Professional in Human Resources (SPHR) Certificate in Human Resources Management (CHRM)

CTE Leadership Trainer

AWARDS CEO Award for Outstanding Performance – EMSI (2008, 2009, 2012) Exemplary Award for Outstanding Performance – Safety-Kleen (2006) CHRISTIAN CAMP PAGE 3 OF 3

Outstanding Performance for New Startup, Illinois – Michael’s Stores (2004) Champion for Change, Performance and Innovation Award – LSG Sky Chefs (2002) AFFILIATIONS Goodwill – Member (2007 – 2009)

Urban League of Portland – Director (1995 – 1997)

TECHNICAL SKILLS Microsoft Office (Word, Excel, PowerPoint); Visio, Oracle, SAP, PeopleSoft, Lawson

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