Post Job Free

Resume

Sign in

Human Resources Customer Service

Location:
United States
Posted:
May 01, 2014

Contact this candidate

Resume:

Eugene D. Anderson, Jr. MS HRM **** Durley Down Court Smyrna, GA 30082

H: 770-***-**** acdx89@r.postjobfree.com

SHRM Executive Strategic Leader

Strong cross-industry background and experience supporting large, diverse workforces of 500+ employees in multiple locations, including

union/non-union, exempt/non-exempt, temporary staff, Kronos workforce management & senior management coaching. Key contributor on

executive teams, participating in organizational development and corporate strategic planning. Excellent team leader and supervisor, skilled at

motivating HR staff to perform at peak levels. Proven repeated success implementing best practices and building successful HR departments from the

ground up. Accomplished in transforming disorganized HR organizations into cost-efficient strategic entities and valued partners in attaining top-

priority business goals.

PROFESSIONAL EXPERIENCE

ARAMARK CORPORATION– Atlanta, Georgia 2005-2014

HR Director Southern Region Human Resources Services Facility

Serve as Southern Regional HR Director for several manufacturing facilities & Human Resources Departments in the Southeast Region. Provide full

accountability for first time start-up HR-Departments when Aramark won major contracts after contract negotiation. Provide leadership & Kronos

Training to Union Staff members in Multi Human Resources Department Locations. Quality Management and employee relationship for a $15

million per year division. Main facility employs up to 320 hourly associates on two shifts and a professional technical staff. Collaborate with various

HR-Departments to ensure compliance with HR policies/procedures developed and implemented. Manage increasing scope and responsibility

throughout the region by exhibiting expert skills in organization effectiveness, innovative problem solving skills, effective coaching, collaborating

with management and staff to achieve goals and by maintaining a watchdog presence against corporate legal and liability exposure.

*Responsible for being a strategic partner to all areas within the organization. It serves as the Kronos workforce champion to executive and divisional

management, providing leadership and expertise to assist the company in achieving our strategic and operational objectives.

*Responsible for day-to-day human resources leadership, management, guidance, and focus. This is accomplished through the

establishment and maintenance of an efficient human resources organization, systems, and infrastructure.

*I foster a culture of excellence, customer service focus, and efficient use of resources. I provide leadership for all aspects of human resources

programs, operations, and the activities to hire and retain the best talent available.

*I champion and am responsible for human resource strategic thinking while transforming strategic thinking into practical implementation on a daily

basis. I drive the understanding of how human resource strategies support the business objectives and integrate closely with senior management.

My team is HR business partners and my team is my number one asset. Serve as a leader, advocate, and champion related for all aspects of HR and

recruiting. Serve as a member of the executive management team; participate in the strategic planning, and business development of the

organization.

*Proactively focus the firm on human resources issues, implications, and ideas and serve as a major strategic business partner to executive

management. Initiate, drive, and lead efforts to improve HR service delivery and quality. Lead continuous improvement of HR infrastructure to

support process and efficiency strategies in our fast- growing environment. Drive the ongoing development and implementation of talent acquisition

strategies, programs, and processes. Partner with managers, directors, and executive management to ensure that resources are available to meet the

business needs.

*Drive the proper selection, placement, evaluation, and training of employees to ensure that the key competencies and abilities needed for business

success in our growing and changing environment are consistently found and captured. Manage the development and implementation of

compensation and benefit plans making certain we remain competitive and cost effective.

*Develop and maintain performance management systems that reinforce our strategies and work culture. Ensure an intelligent and effective

employee relations strategy. Foster and drive an environment recognizing the value of individual and collective employee contributions. Proactively

model and promote a culture of trust, communication, and teamwork within the human resources departments.

*Ensure the department remains service-oriented with high levels of quality and support. Monitor customer satisfaction, and respond appropriately to

outcomes and feedback. Maintain professional development and growth, keeping abreast of trends in human resources. Demonstrate the

competencies necessary to influence others' behaviors toward the core values, goals, and objectives of the organization.

ARAMARK CORPORATION – Chicago, Illinois 2005-2006

Senior Manufacturing Human Resources Consultant Chicago School System

Served as Senior Manufacturing Human Resources Consultant– Provided leadership for the company’s strategic direction and market penetration;

played a key role in client relationship and profitability of corporate revenue growth. Managed and facilitated “helpful hints” to ensure a winning

culture for both Union and Non-Union employees building a cohesive team and working relationship. Managed and developed the operational and

functional roles along with business development. Engaged to build location-specific HR departmental company requirements to support 500+

employees.

* Developed management strategies and led the Collective Bargaining, achieving 2 union Agreements within a four-month period.

* Directed activities of entire HR department, managing $1million departmental budget and supervising HR personnel.

* Planned and executed 33% reduction in work force.

* Coordinated work flow schedules for merit increase cycles, generated merit increase worksheets and validated information containing merit

increase recommendations for compliance and budgetary requirements.

* Improved controls throughout the system by designing and implementing solid operating controls within compliance of appropriate authorities.

* Implemented internal controls for human resources data integrity to ensure appropriate classification of associate master data information.

* Implemented highly effective recruitment project subsequently incorporated agency-wide by the school system.

* Restructured the organization’s HR department to provide leadership and outstanding customer service to all business units, which directly resulted

in a promotion to the Regional Director role in my next position.

DEKALB COUNTY SCHOOLS SYSTEM – Lithonia, Georgia 1997-2005

Senior Director, Human Resources Salem Middle School

Served as Director of Human Resources ensuring customer satisfaction, reporting, automation and efficiencies. Drove programs in continuous

improvement and organizational effectiveness in a fast-paced and highly competitive environment, resulting in improved efficiencies and

management excellence.

* HR Programs & Best Practices –Transformed previously disorganized, under-performing HR department into a well-functioning, cost efficient and

highly utilized entity as evidenced by 40% improvement in service scores over prior year’s employee survey data.

* Staff Recruitment – Slashed recruitment/temp agency fees $150,000 annually by revamping recruitment strategies and bringing function in-house.

– PAGE 3

Eugene D. Anderson, Jr.

H: 770-***-**** acdx89@r.postjobfree.com

DEKALB COUNTY SCHOOLS SYSTEM – Lithonia, Georgia (cont.) 1997-2005

Senior Director, Human Resources Salem Middle School

* Employee Benefits – saved average of $25,000 annually as a result of redesigning and negotiating benefits program to realign with market

conditions.

* Analysis & Audits – Recouped over $20,000 annually in benefit contribution overpayments by conducting an array of benefit and compensation

audits that identified and corrected discrepancies.

* Training Programs – Shifted Worker’s Compensation experience ratings from 70% to 91% and produced $5,000 annual decrease in Worker’s

Compensation rates as a result of extensive front-line staff and manager training, including performance discipline and safety measures.

* Compensation/Salary Structure – Increased morale and saved $200,000 in operating and salary expenses over a 5-year period by conducting

thorough extensive job description and salary analysis and adjusting salary grade structure to reflect industry standards.

* Hiring – Recruited all levels of employees and worked with immigration attorney to assist several international staff in obtaining or maintaining T-

1, H1-B and L-1 work Visas.

* Performance Management – Created and implemented new performance evaluation/merit increase system and management performance bonus

plan.

* Employee Health & Safety – Facilitated harassment in the workplace prevention training and provided new managers with one-on-one training.

EDUCATION

National Louis University, Atlanta, GA

Master of Science Human Resources Management 2003

The University of Southwestern Louisiana, Lafayette, LA

Bachelor of Science Business Administration 1981

PROFESSIONAL DEVELOPMENT

Certified CSSGB - Six Sigma Green Belt 2005 Certified – ServSafe Food Production and Menu Planning

Trained – Six Sigma Lean 2006 Member, Society for Human Resources Management – Atlanta (SHRM)

Trained – Six Sigma Black Belt 2007 SPHR, Candidate

LEADERSHIP TRAINING

Myers Briggs, Recognizing Personalities * Franklin Covey, Time Management * Change Management, How to Adapt to Change, * Leading from the

Heart, Understanding our Employees * Frontline Leadership, Speaking to our Customers * Dysfunction Junction, Bringing Teams Together * Critical

Incidents, Defusing and Debriefing * Sexual Harassment Training, Interviewing & Discrimination

AREA OF EXPERTISE

Employee and Labor Law Employee & Customer Relations Policies & Procedures Compliance

Policy Design & Implementation Team-Building/Development Performance Monitoring/Tracking

Union Negotiations & Mediations Benefits Administration Professional Presentations

Regulatory Compliance Contract Negotiations Conflict Resolution

Corporate Safety and Security Recruiting, Screening & Hiring Sexual Harassment/EEO Issues

Development and Training Programs Business Grant Writing FMLA, HIPAA, OSHA

Employment Recruitment & Retention Mentoring Programs Safety Initiatives

Compensation & Benefit Programs Web-Site Development Labor Relations



Contact this candidate