*** ******** ***** ******* *. DUDA, SPHR cell

Drive http://www.linkedin.com/pub/ken-duda/4 901-***-****

/29a/98

Collierville, TN 38017

dudajack@comcas

t.net

SUMMARY OF QUALIFICATIONS

Human Resources leader with fifteen years of progressive experience

designing and implementing innovative programs that maximize productivity

and organizational effectiveness within multi-unit retail and service

industry environments. Expertise includes overall strategy development for

recruitment, interview skills, on boarding, development planning, and

succession management to maximize associate potential while addressing

present and future business needs of the company. Adept at developing and

implementing HR administration functions for legal compliance, benefits

administration, and practices, policies, and procedures to prevent control

failure. Noted for creating a total quality environment that facilitates

team building and increased associate retention by educating managers and

associates in cross functional management, productive time management, and

customer satisfaction programs.

Experience:

HR Tools & Innovation, LLC

May 2013 -

Present

Senior Managing Partner

Working on what matters to the people side of your business: To identify

and prioritize the issues that will have the greatest impact on your

customer interactions with employees.

HR Tools & Innovation LLC provides HR consulting services to small and

mid-size organizations including Policy & Procedure Manuals, Climate

Assessments, Recruitment Training, Business Coaching, Workplace

Investigations, Performance Management, Safety Performance Improvement and

Union Avoidance Training.

HR Tools & Innovations LLC is experienced at providing the process and

discipline necessary to move from the "needs" of an issue to the "how" of

the solution. Our job is to bring your leadership teams the tools and

innovation they need to work on the issues that drive business GROWTH, and

employee satisfaction. Our goal is to make you the "Employer of Choice" in

your community.

ServiceMaster - Service Company

ServiceMaster Clean, Furniture Medic, AmeriSpec and Merry Maids (3,000+

Employee's) March 2009 - May 2013

Director Human Resources - Business Partner

Total Director Responsibility for Human Resources functions in four of

the seven business units in the ServiceMaster. Working daily

and

directly with the President of these four ServiceMaster companies. These

businesses consist of 72 Merry

Maids company owned /operated branch locations in 30 states. Additionally

my team assisted over 3500 + franchise locations in 48

states.

This position reported to the Senior Vice President of Human Resources,

but works independently with the President or COO of

each of these companies. The focus of this position is to directly lead

5+ Human Resources Managers with strong efforts in

recruiting top talent, hiring/selection, training leadership on customer

engagement, and develop succession plans that prepare

for rapid growth in 48 states. Additional components include associate

relations, union avoidance, state and federal legal

compliance, training, coaching, mentoring, benefits

negotiation/administration, wage and hour administration.

. My human resources team worked closely with the needs of the four

businesses and was formally recognized in 2011 and 2012 for

innovation in pilot testing several new benefit components in the

total rewards programs for ServiceMaster. This resulted in higher

engagement of employees and reduced turnover.

. In 2011 and 2012 we led the seven businesses in the annual

Associate Engagement Survey (KENEXA) with a score of 80 vs. a

company average of 60 and best in class score of 76. This has

resulted in a 14% YTD for 2012 - increase in sales for the 72

Merry Maids Branches.

. Reduced employee turnover to 51% (2012) vs. 145% in other

ServiceMaster Business - with team concepts, peer selection and

employee business partnerships.

. Improved Associate Hotline calls/investigations from 82 (2009) to

39 (2012 annualized)

Circuit City - Store Support Center, Richmond VA.

April 2005 - March 2009 (Business

Closed)

Director Human Resources -"The City Stores" and Innovations

(April 2008 - March 2009)

Total Human Resources functions - in the Innovation and New

Concept store operations. With Six - Manager Level direct

reports with Human Resources focus on 74 stores in the new "The

City" concept stores. These 20,000 square feet stores

employed 50+ hourly and 3 salary positions. The focus of this

position was to lead efforts in recruiting top talent,

hiring/selection, train the new concepts of customer engagement,

and develop succession plans that prepare for rapid

growth in 40 states and Puerto Rico. Additional components

include associate relations, state and federal legal

compliance, training, coaching, mentoring, wage and hour

administration.

. During the last year in position my team sourced, hired and

trained 130 external salary managers. With succession planning and

leadership training we also promoted 60 internal associates to

assistant managers.

Director of Associate Relations

(October 2006 - April 2008)

Associate Relations responsibility for entire company - 44

states, 43,000 associates. Twenty associates in department,

with seven direct reports. This department is responsible for

union avoidance, code of business conduct, EEOC,

Unemployment Claims; Associate Relations issues resolutions,

Human Resources SOP updates, Employee opinion surveys,

Arbitrations and etc.

. Improved Company Associate Engagement Scores by 20% in 2007.

Survey issues that surfaced in the January 2007 survey were

addressed in proactive Action Plans for each location resulted in

reducing turnover of Management from 25% to 19% company wide.

. Associate Relations issues were resolved with respect and urgency.

Of 647 "Open Line Calls" in 2007 all were resolved without

litigation.

Regional Director of Human Resources

(April 2005 - October 2006)

Human Resources generalist responsibility for 10 states, 80

stores totaling over 5000 associates. Five direct reports -

Human Resources focus. Reports to Vice President of Human

Resources, with a strong dotted line to Regional Vice

President - Operations.

. This regional position was responsible for all Recruitment,

Interview and selection process, Learning and Development,

Succession Planning, Employee Relations, Union Avoidance and

Negotiations, Workplace Safety, Benefits Administration, Diversity

and Profit and Loss accountability.

. Tuition Reimbursement and In House Learning programs were

developed in my Mid West region and offered for all exempt

employees. This program after one year improved internal exempt

promotions from 25% to 50% and cut turnover from 30% to 22% in the

management ranks.

. Developed and implemented a College Hiring plan that included - On

Campus Recruiting, Meet the Firm Nights, involvement with the Dean

of each University and Internet Newsletters on 12 Campuses within

14 states.

. Implemented Workers Opportunity Tax Credit and Welfare to Work tax

saving programs that saved $164,000 in payroll dollars in 2006.

This program expanded to the entire company and in 2008 - produced

over $500,000 in tax credit.

. Reduced Workers Compensation cost by 45% in the 18 months and

reduced injury claims by 52%.

G&K Services - Central /Eastern Region, Lombard, IL.

March 2000 - April 2005

Director of Human Resources

Human Resources responsibility for 14 states, 15 Plants, 16

Branches totaling over 400 exempt employees and 1200

nonexempt employees.

This is a manufacturing, distribution and business to business company -

that sells and rents uniforms, safety products and "logo wear". Seven

Direct Reports. This Director position had responsibility for Recruitment,

Interviewing Process, Learning and Development, Succession Planning,

Employee Relations, Union Avoidance and Negotiations, Safety, Benefits

Administration and Profit and Loss accountability.

. Decertified two union facilities and negotiated over 20 contracts.

. Reduced turnover of hourly associates from 76% to 48%, with

implementation of succession planning, opinion surveys and

associate forums to discuss company issues and resolutions.

Toys R Us - Midwest/Gulf Regions, Joliet, IL.

Director Human Resource:

August 1997 - March 2000

( 15 States, 265 Stores, 4 Distribution Centers totaling 10,000 Employee in

Midwestern States for Toys "R" Us, Babies "R" Us

and Kids "R" US.) (5 Direct Reports)

. This position reported directly to the Senior Vice President of

Toys "R" Us, Inc. and interacts with the Regional Human Resources

Managers from all three divisions.

. Training and Development - ("R" Us University) including

development, updates, coordination and delivery of all hourly and

management programs.

. Recruitment - identifies specific management needs and develops

strategies to fill these needs. Facilitate college, outplacement

and cross - divisional recruitment to best fill the needs of each

business location.

. Employee Relations- High degree of partnership on all issues

related to all employee relations within the Central Regions. This

includes Peer Review, Conflicts, and Job Performance including

proper Termination Procedures. Additionally, all employee events,

contests and reward programs.

. Benefits- Resource for all questions concerns and follow-up with

Aetna Groups administration of benefits.

Service Merchandise - Gulf Region, Dallas TX.

District Human Resource Manager:

January 1993 - August 1997

(Business Closed)

(5 States, 29 Stores - 60,000 Sq. Ft., 3,000 Employees in Texas,

Oklahoma, Kansas and New Mexico)

Professional Education:

Lawrence Technological University, Southfield, MI

Bachelor's Degree in Business Administration

SHRM Certification: 2000 SPHR

Training: Certified in Franklin /Covey 4DX - 2012

Certified LIFO Trainer

Leadership Plus Trainer

DDI Certified - Development Dimensions International

PDI Certified - Personnel Decisions International

PeopleSoft - Certified Trainer

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