Greg Lyons

Cleveland OH area 440-***-**** ac5860@r.postjobfree.com

Human Resources Leader

Key contributing member of business leadership teams aligning HR strategies and initiatives with financial, operational and organizational objectives.

Demonstrated experience in strategic business partnering, talent and performance management, employee relations, succession planning, coaching, competency modeling, organization development & effectiveness, employee engagement, compensation & benefits, staffing & recruitment, training & development. Industry experience in retail catalog, pharmaceutical, medical equipment, health, manufacturing. Business Experience

AMERIMARK DIRECT, LLC, Cleveland, OH

$200 million direct marketing catalog company with 500+ employees. Director, Human Resources (2012 to 2018)

Leadership for human resources, health and safety, facilities maintenance, and office support functions; key member of the business leadership team; 4 direct reports and a staff of 19. Report to the CEO.

• Facilitated initiative to upgrade talent in key leadership roles, reduce G&A payroll by 25%, add talent and skills in professional ranks, and reorganize functions to enable sales growth and profit improvement of 20%+.

• Integral contributor to reducing call center turnover rate from 49% to 24% in less than a year by implementing candidate assessments, validating success profiles, instituting behavior based interviews, and implementing a market-based compensation structure.

• Provided leadership for the research, analysis, selection and implementation of Kronos Workforce Ready/Central Time, Payroll, and HR enterprise system. Eliminates double and triple data entry, provides for employee self-service, electronic approval, and increased efficiencies for timekeeping, payroll, benefits enrollment, recruiting, performance appraisals, and compensation management.

• Medical claims cost reduced by 25%+ through strategy to increase enrollment in high deductible plans, preventive care education, and implementation of biometric screening and health risk assessments.

• Instituted a structured program for supervisory and management skills training designed to improve communication, performance management, and compliance with employment law.

• Designed a framework for a market-based compensation structure where none existed.

• Introduced & implemented a talent management process where none existed.

• Led the design, development, and implementation of first ever employee engagement survey. Experienced significant improvement in satisfaction with communication, performance management, and supervision.

TRIM TEAMS, LLC, Columbus, OH

Start-up company in the health, wellness, and nutrition industry. Reported to CEO. Vice President, Human Resources (2009 to 2012)

Established HR strategy and systems to support a startup business.

• Implemented strategies for selection, compensation, organization culture, training, and team development to ensure client satisfaction and goal achievement. Experienced 95% client retention.

• Member of a team that worked with hospital systems, network marketing businesses, health care brokers and health & nutrition experts for purposes of generating clients. Greg Lyons

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BEN VENUE LABORATORIES, INC., Bedford Heights, OH

$600 million custom manufacturer of sterile injectable pharmaceutical products; 1,150 employees; subsidiary of privately-held Boehringer Ingelheim Corporation, a $16 billion company with 40,000 employees. Executive Director, Human Resources (2003 to 2008) Director, Human Resources (2000 to 2002)

Leader of human resources, key member of the business leadership team, 5 direct reports, a staff of 18 professionals, and $5.5 million budget. Reported to COO.

• Spearheaded efforts to develop and implement human resource strategy that included more robust talent management process, learning management system, 360 degree feedback, leadership assessment process, management development curriculum, and coaching and was a key to organizations ability to grow revenue from less than $200 million to over $600 million and headcount from 500 to nearly 1,200.

• Designed and implemented market-based compensation structure that enabled company to compete for leadership and technical talent across the U.S. resulting in multiple candidates for key roles and significant upgrade of skills and experience in key positions.

• Generated annual savings of over $2.0 million through comprehensive healthcare design and implementation strategy by leading a team chartered with recommending changes to health, life, short and long term disability, paid time off, dental, and prescription drug benefits.

• Guided the HR team through redesign of selection process and wage structure, instituting career development planning, and developing career progression models. Changes aided in reduced turnover over 50%, improved 2-year retention rate over 20%, and reduced annual recruiting and hiring costs by over $500,000.

• Initiated the redesign of the performance management process by instituting a goal, competency-based, coaching and feedback structure. Gained commitment from senior leadership to implement and train all employees. Process was a key factor in driving improved sales per employee of 144% over 7 years.

• Facilitated initiative to upgrade succession planning process for. Collaborated with Corporate and other U.S. operating units in devising consistent process. Process led to internal candidates being promoted to 5 of the 10 senior leader roles over a 5 year period.

• Led diversity and inclusion initiative designed to improve teamwork, respect for others, inclusion, and communication and resulted in improvements in each area based on annual employee engagement survey results. Positive employee satisfaction levels for each area ranged from 81-91%.

• Spearheaded HR initiatives that led to recognition multiple times for “Best Places to Work” in northeast Ohio and having best “Compensation and Benefits” by Employer’s Resource Council. STERIS CORPORATION, Mentor, OH

$750 million global leader in infection prevention products and services; 4,000 employees. Director, Associate Relations (1998 to 2000)

Responsible for all HR activities for 1600+ employees including international field service operations, customer service and 18 distribution and contract sterilization sites. Reported to VP, Health Care Division.

• Designed, organized and hired new Human Resources team to support Associates worldwide.

• Established key measures and initiatives to significantly improve delivery of HR services. Experienced significant improvements in reducing time to hire by 30%, on-time performance reviews by 75%, reduction of retroactive changes by 40%.

AVERY DENNISON CORPORATION

$4 billion global leader and manufacturer of pressure sensitive adhesive materials and office products; 16,000+ employees.

Organization Effectiveness Leader – Fasson Roll North America, Concord, OH (1997 to 1998) Consultation and leadership in the areas of organization design, change management, performance management, leadership and employee development to an organization with $800 million in sales and 1,800 employees. Reported to VP, Human Resources.

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• Facilitated change from 3 autonomous, product-focused divisions to six customer-focused marketing and sales divisions with centralized manufacturing, technical, finance and HR. Successfully implemented with structural cost reductions targeted at 20%.

• Managed process to decentralize and restructure the product management function to improve customer service and effectively manage product line profitability. Design implemented on time and within budget. Director, Human Resources – Fasson Films Division, Painesville, OH (1995 to 1997) HR and training activities for two manufacturing facilities, marketing, finance, research & development, and operations; 400+ employees. Reported to Vice President/General Manager.

• Redesigned exempt pay structure to competency-based career band system and implemented business results-based performance management and feedback system which played a key role in effecting 15% plus growth in sales and net income per year, 43% increase in net income per labor dollar spent, and 47% increase in sales per employee over 3 years.

• Headed division restructuring and reorganization that resulted in $2 million annual fixed cost reduction. Manager, Human Resources – Fasson Roll Division, Fort Wayne, IN (1992 to 1995) Manager, Plant Human Resources – Specialty Tape Division, Painesville, OH (1986 to 1991) Education & Certifications

MBA, Case Western Reserve University, Cleveland, OH BS, Business Administration, West Virginia University, Morgantown, WV SPHR – studying for exam

Hay Group Emotional & Social Competency Inventory, Frontline Leadership, Behavior-Based Interviewing, Lominger Leadership Assessment, Quality Education System

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