HR

D ale M indak

**** *. **** ***** ***** #****

Chicago, I l 60657

DALE F. MI N DAK Cell 602-***-**** • Home 773-***-****

*******@*****.***

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C A R E E R SU M M A R Y

Creative, results-oriented HR professional with over 17 years’ experience in HR management

and leadership. Particular strengths include:

• •

HR start up Organizational Development

• •

Orientation & on-Boarding Training and Development

• •

Group Health Benefits Annual Performance Evaluation

• •

Annual Open Enrollment Coaching & Development

• •

STD/LTD/Dental/Vision Unions

• •

Safe Harbor 401K/Pension Plan Staff Recruitment & Retention

• •

FMLA/ADA/EEOC/WC/COBRA Company Reorganization

• •

Supporting senior business EEOC Filings

management

• Multi-state employment law:

PROFESSIONAL EXPER I E NCE

Vosges H aut-Chocolat, Chicago, I llinois

Human Resources & Ambassador of Culture and I nnovation (HR Manager) 6/2011

-3/2013

Designated by the CEO of a luxury chocolate manufacturer to create a formal HR department to

support a corporate headquarters located in Chicago, Il linois. This included a manufacturing plant,

together with an expanding number of retail store locations across the US.

Key Responsibilities:

• Functioned as Plan Administrator of the 401(k) Plan. Directed the administration of the

P rofit Sharing/401(k) Plan ($5 million), including open enrollment, in-bound rollovers,

termination and distributions. Directed on-going employee education resulting in a 90%

participation rate and an average deferral of 7% per participant

• Functioned as Plan Administrator of the Group Medical Plan.

• Defined the core responsibilities of an HR department that supported the strategic direction

of an expanding organization.

• Developed a series of standardized corporate policies and programs that would be reflective of

changes within State and Federal laws to ensure regulatory compliance in a multi-state

working environment.

• Coached and mentored senior and mid-level management on organizational t ransformation

w ith a focus on implementing change in order to facilitate rapid growth and internal

development.

Significant Achievements:

• Successfully redesigned and implemented an affordable group medical and dental plan which

reduced the employee monthly premium and achieved a 70% enrollment rate (up from 46% on

p rior health plan).

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• Responsible for amending the existing maternity leave policy to a 30%/70% split between the

company and carrier resulting in 100% of pay to employee for the first six weeks of a normal

p regnancy. This avoided the employee having to use PTO during the first six weeks.

• Established working relationships across all areas of the organization to diagnose and

i mplement specific policies and programs that addressed the varying employee and

managerial needs across business units and retail sectors.

• Successful at performing internal investigations and minimizing EEOC charge(s).

• Revised, updated and successfully created job descriptions for existing and new positions at

a ll levels that are now within FLSA classification guidelines.

• Identified and obtained market survey data to establish compensation guidelines to ensure

competitive pay for employees.

• Successfully partnered with an outside vendor to establish and implement a fair and

reasonable bonus incentive plan to reward performance based on measurable objectives and

p rofitability.

• Designed, implemented and trained all staff members on a new performance management

p rocess which included development and measurement of SMART goals and assessment of

skills and competencies.

L I NCOLN GENERAL I NSURANCE COMPANY, Phoenix, Arizona

H uman Resources Specialist 12/2006 to 11/2010

Provided HR support to 50 full time employees at multiple locations in Arizona and California.

Key Responsibilities:

• Provided conflict resolution, employee relations, counseling and coaching to staff

members at all levels and locations.

• Facilitated employee trainings relative to behavior based interviewing, communications,

ethics, sexual harassment and compensation model.

• Recruited talent for exempt and non-exempt positions.

• Facilitated the on-boarding process for newly hired employees.

• Traveled to out of state locations to maintain an HR presence

Key Achievements:

• Worked with HR team members to develop a more comprehensive on-boarding process for

newly hired employees.

• Succeeded in developing a positive work environment between business units.

• Assisted VP of HR during an extended and companywide reorganization which resulted in

a h igh volume of layoffs.

ARIZONA STATE U N IVERSI TY, Tempe, Arizona 1/ 2004 to 4/ 2006

Public Events Department - Promoted to H R Manager

Key Responsibilities:

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• Lead the HR function across three venue locations for a fast-paced, university public events

department which included 45 full-time and 100 part-time employees, plus a team of 290

volunteers.

• Directly supervised two full-time staff members.

• Serve as member of organization’s senior management team.

Key Achievements:

• Designed, developed and facilitated in-house training programs to enhance

communication, team-building, customer service, and conflict resolution for staff and

volunteers.

• Identified the need for and facilitated the implementation of succession

p lanning which aided in the professional development of mid- and senior-level managerial

staff across business which increased productivity and employee morale and reduced staff

t urnover.

• Implemented a more formalized and routine communication process between

business units which resulted in the reduction in the total number of employee-related issues.

• While hosting the 2004 Presidential debate at ASU’s Gammage Auditorium,

served as the Public Events Ambassador and department liaison to both FBI and Secret

Service teams.

ASU, Department of Human Resources

Human Resource Benefits Specialist, senior 1/2002 to

12/2004

Key Responsibilities:

• Advised campus employees’ on four (4) group medical plans, 403(b) and 125 retirement

p lans.

• Facilitate campus on-boarding program for all new university employees.

Key Achievements:

• Sought out by the VP of HR to take on a 14 month special project to research and identify

omitted employee retirement contributions for 600 university employees.

• Successfully enrolled 80% of 600 university employees who had been eligible for

retirement plan but had not enrolled.

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E DUCAT ION :

Bachelor of Arts, DePaul University, Chicago, I L

ME MBERS H I PS:

Society for Human Resource Professionals (SHRM). SPHR certification currently in process

A merican Society for Training and Development –ASTD

B usiness and Legal Report - BLR

SYSTEMS :

K RONOS, Ceridian, ADP/Benefits Module, Paylocity

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