Human Resources Manager

ORGANIZATIONAL DEVELOPMENT LEADER HUMAN RESOURCES

EXECUTIVE

Highly accomplished human resources leader that provides vision and strategic leadership

to contribute to the overall profitability and success of a multi-million dollar organization.

Enhance organizational effectiveness through assessing performance then

designing/developing programs and processes focused on linking human resources with

business objectives.

CAREER EXPERIENCE

Isle Casino & Hotel and Lady Luck Casinos, Black Hawk, CO

10/06 – Present

Senior Director of Human Resources (06/10-present)

Team Member Relations Manager (10/06-06/10)

Responsible for developing the vision and strategic direction for all human

resources plans, policies and programs for two properties. Serve as a trusted

adviser and business partner to the property leadership team. Report directly

to the VP/General Manager; member of the executive leadership team.

Span of Control

• Lead the successful operation of the human resources team in the areas

of training & development, talent acquisition, HRIS, compensation &

benefits, FMLA, ADA, WC, health & safety, risk & general liability,

employee relations, legal compliance, organizational effectiveness,

performance management, succession planning, employee engagement,

change management and communications

Strategic Planning

• Conduct SWOT analysis; identify brand differentiators and competitive set

• Establish strategy to leverage strengths and promote organic growth

Change Management

• Manage change effectively through communication, employee

engagement and business partnerships

• Champion property wide change initiatives successfully including re-

organization, re-branding, merger & acquisition, business expansion and

implementation of new programs & services as a result of legislative

changes

Employee Engagement

• Improve employee engagement by 10 percentage points year over year in

a stressed economy and highly competitive market

• Create a positive service culture through effective communication, reward

and recognition, succession planning and building trusting relationships at

all levels

• Develop unique and competitive compensation philosophy and structure

Talent Management & Leadership Development

• Evaluate workforce needs and develop comprehensive recruitment

strategy including an employment brand which reduced recruitment costs

and turnover both by 50%

• Assess, evaluate and identify competency, knowledge and talent gaps,

then develop programs to bridge the skills gap

Brenda Dysinger Page 2

• Coach and mentor all levels of management through employee relations

issues; reduce legal expenses from $350,000 a year to $0; maintained $0

annual legal expenses

Organizational Development

• Consult with leaders, functional department heads, and staff groups to

assess organizational effectiveness

• Review systems and culture in order to diagnose problems then align

human capital and business objectives to drive results

CAREER EXPERIENCE Continued

Developmental Pathways, Englewood, CO

2/04 – 10/06

Staff Development and Training Manager

Responsible for managing the training function for 500 employees.

• Conduct training needs assessment; research, design and deliver training

programs to address competency gaps; improve sales staff and care

provider effectiveness

• Develop management through training, coaching and mentoring

• Conduct strategic planning sessions to establish goals that support the

agency mission

Mile High Employment/Colorado Smart Staff, Denver, CO

10/03 – 2/04

Staffing Specialist

Responsible for all functions of a temporary staffing agency.

• Develop working relationships with employers to obtain job orders

• Interview, assess skills and check references for qualified candidates then

match qualified candidates to available job orders

Heritage Centers, Buffalo, NY

12/02 – 9/03

Trainer

Responsible for the design, development and delivery of several employee

trainings including, but not limited to Sexual Harassment, Situational

Leadership, Defensive Driving, Effective Meetings for Managers and more.

EGW Associates, Lockport, NY

3/00 - 12/02

under contract at Delphi Harrison Thermal Systems World Headquarters

HR Assistant

Provide generalist functions at the corporate office for 16 properties worldwide

in the areas of: Global Staffing, Sourcing, Labor/Industrial Relations, Health &

Safety and Organizational & Employee Development.

• Analyze global labor and safety metrics, then create reports for the

executive team

• Champion ISO-9000/TS-16949 audit & certification process

• Conduct global training and development needs assessment

• Design, develop and facilitate the new employee orientation program

• Supervise student intern program

• Assist in the design and delivery of leadership training for high potential

employees

• Administer MBTI and 360 degree feedback tools under supervision of

certified manager

CERTIFICATIONS

Sr. Professional Human Resources Certification (SPHR)

EDUCATION

BS – Double Major: Social Work and Psychology with a concentration in

Counseling

Roberts Wesleyan College

MS – Organizational Leadership

Colorado State University

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