DARREN WARE, MBA, SPHR
*** ******** ***** email@example.com
Prattville, AL 36066 540-***-****
Seasoned executive with maturity and well developed people management skills, combined with significant passion, drive, energy levels and ambition. Accustomed to setting very high standards, attainable goals and stretch goals for teams with the ability to influence and collaborate in a global organization. A forward thinker who is extremely focused and capable of creating an evolving strategy to meet and anticipate both near and long-term development issues. Excellent communication skills; equally comfortable talking with investors, employees, executive management team, customers and the board with an ability to translate complex issues into easily understood terms. Build strong business relationships with customers, partners, peers and subordinates while effectively balancing regional team goals with corporate goals. Strong creative and conceptual skills; an exceptional ability to prioritize and juggle multiple tasks simultaneously
Keen business acumen and decision-making skills resulting in achievement of mission-critical organizational goals.
Strategic thinker effective in conceptualizing, internally selling and executing new strategies and visions to achieve business objectives.
Astute analytical abilities in reviewing complex financial data and providing effective recommendations.
Expert ability to manage organizational culture shifts toward growth by team building and process reengineering initiatives.
Strong background in regulations compliance and union and non-union labor relations as well as diversity initiatives to support affirmative action goals.
KOCH FOODS – Montgomery, AL (12/16 – Present)
COMPLEX HR MANAGER
Provide leadership and management of the full range of HR functions to the two largest revenue generating facilities. Partner with key executives across the businesses to drive employee engagement, morale, and performance in an environment experiencing both significant external and internal organizational change. Establish and implement short- and long-term corporate human capital plans, which include maintaining or improving employee relations, talent acquisition and development, succession planning, workforce planning, compensation and benefits, and performance management.
Focus on development of corporate strategy for implementation of human resource plans, preparation of training needs analysis and training calendar.
Involved in manpower forecast & planning, development & implementation of human resource policies.
Manage recruitment & selection, compensation research and employee development.
Ensured adherence to organizational policies across all levels of management.
Set up the human resources function and developed the staffing team.
Involved in hiring of college graduates through campus recruitment in addition to identification of learning & development needs.
Coordinated with respective HODs (Head of Departments) for formulating hiring procedures, job description and PA (Performance Appraisal) systems.
Conducted management development programs and developed training program for new college graduates apart from conducting focal review at the center.
Significantly contributed in deploying key programmes in Change Management.
Drafted policies for ISO standardization.
Established corporate tie-ups for employee benefit and welfare programs, and recruitment outsourcing.
Responsible for planning and organization of various HR activities such as annual meets, welfare programs, etc.
Developed employee grievances handling mechanism, set up the grievance department within HR in collaboration with local labor law officer.
CARGILL – Dayton, VA / Beardstown, IL (10/12 – 11/16)
COMPLEX HR MANAGER
Provide leadership around employee engagement, coaching managers on people-related issues, aligning HR processes and systems with business unit and location strategies, and provide HR solutions for all people-related processes. Manage a wide variety of human resources responsibilities, including employee relations, performance management, organizational development, health services, and talent acquisition. Engage closely with the Executive leadership team to establish and implement our comprehensive workforce strategy in support of Cargill business objectives, spanning across workforce planning, organization effectiveness, talent management, employee productivity and engagement.
Developed individual capability of HR direct reports, and partner with other Division Leaders to implement talent planning strategies.
Fostered an environment which ensured employees connect with how they drive value for the organization; identified talent gaps (individually and organizationally) that were obstacles to superior results and coach supervisors on the development of gap closure plans.
Drive innovation in HR functions and processes.
Devised career development and recognition initiatives which elevated and sustained employee engagement.
Collaborate with Leadership Team to balance corporate, function and business needs in deploying HR programs to the business unit.
MARA CONSULTING. – Summit, N.J. / Harrisonburg, VA (1/07-9/12)
Consulting firm delivering innovative business and human capital solutions
BUSINESS CONSULTANT, HUMAN RESOURCES
Led company and department start-up. Teamed with peers to develop and advance a company which provided strategic business solutions to small and mid-size organizations. Notably influenced, as officer and executive committee member, the strategic and tactical planning. Key participant in operational decision making for all functional disciplines. Our HR Partnership Solutions provided a high quality, scalable and affordable solution to mid-size companies’ Human Resource needs. We delivered a suite of services that ranged from complete support of the HR Function to specific consulting expertise in Talent Acquisition, Leadership Development, Training, Labor Relations, Compensation, Benefits Compliance & Administration and other complex areas of HR.
MERCK PHARMACEUTICAL. – Atlanta, GA. / Mahwah, N.J. (4/03-07/07)
DIRECTOR OF HUMAN RESOURCES
Reporting to Senior VP, HR, serve as a critical leader of senior management team in a key role as director with full accountability for all human resources functions for a $350M division with over 1200 employees including 1100+ sales staff . Direct an HR staff of 6 and oversee recruiting, training, organizational development, compensation, communications and benefit administration. Successfully managed $1.7M annual HR budget.
Implemented an employee satisfaction survey and created a competency-based performance analysis/appraisal system to identify top-performers and facilitate career progression.
Implemented a salary assessment process to ensure equitable and competitive employee pay rates.
Key participant in organizational planning by allocating resources in accordance to 5 year business plan.
Implemented a salary structure developing job descriptions and salary bands for non-sales staff.
Designed new career succession/leadership planning process which improved assignment matching and elevated objectivity of the promotion evaluation procedures.
Instituted “pay for performance” culture rewarding top producers; work with VP of Sales to establish sales quotas and commission plans each quarter to ensure business objectives are met.
Effectively researched, selected, and negotiated a new, comprehensive benefits program keeping costs to under 15% in alignment with business objectives for this self-insured organization. Negotiated new 401K program ensuring best rate of return for employee.
Spearheaded a comprehensive work force planning process including reallocating sales force headcount to target key geographic territories nationwide establishing a sales force able to support fast paced growth goals.
Key visionary in developing a corporate identity and instituting a culture of trust; reinforced mission statement through team building, employee development and implementation of a formalized communication plan.
Implemented a diversity initiative to increase number of diverse personnel in non-traditional roles.
COGNISA, INC. – Newark, N.J. (10/99-3/03)
Commercial security and transportation solutions provider
REGIONAL HUMAN RESOURCES DIRECTOR
EDISON PARKING MANAGEMENT – Newark, N.J. (9/96-9/99)
A national parking management company
DIRECTOR OF HUMAN RESOURCES .
AT&T COMMUNICATIONS – Basking Ridge, NJ (10/88-8/96)
Global telecommunications provider
SETON HALL UNIVERSITY, South Orange, NJ
B.A. BUSINESS ADMINISTRATION