Human Resources Management

Ricky D. Rayborn

*** ***** ****** * Brandon Mississippi 39047 * 601-***-****

*acf4r1@r.postjobfree.com

Executive Summary:

Talented and accomplished professional with experiences in fast-moving,

fast-changing, mid-sized employers with multiple facilities; directing

start-ups, turnarounds, reorganizations, and expansions; strong leadership

skills managing areas of risk management, resources operations,

administration, compensation and benefits programs - High-impact change

leader with extensive experience's in human resources principles, practices

and procedures --ability to manage up, be persuasive, knowledgeable and

have the force of personality and "gravitas" to own all company-wide human

resource matters.-- ability to manage up, be persuasive, knowledgeable and

have the force of personality and "gravitas" to own all company-wide human

resource matters an excellent recruiter with a demonstrated ability

building high-performance teams throughout career; exceptional people

management skills to include performance management, and conflict

resolution; experiences serving in complex multi layered "matrix"

organizations.

Objective: Senior Human Resources Director

Work History:

Brown Bottling Group" Director of Human Resources and Organizational

Development" 2010-current

* Responsible for developing and implementing Human Resources strategies to

support the overall business plan.

* Supports CEO and senior leadership by providing human resources advice,

counsel, and decisions.

* Responsible for overall design, implementation, communication and

administration of compensation and benefits programs

* Responsible for overall design, implementation, and administration of

business insurances and risk management programs.

* Responsible for overseeing all HR functions in 7 operating systems

including recruitment, employee programs, employee relations,

compensation, business insurances and benefit administration.

* Develops a talent development strategy to ensure the availability of

appropriate job training, management development and general career

development to improve productivity, product quality and to continuously

improve all processes.

* Analyzes and presents HR metrics to senior management and develop plans

to achieve targets.

* Works with human resources staff to design and document business

processes, work flow, output and data retention requirements. Designs and

generates standard and requested reports on a daily, weekly, quarterly or

annual basis.

* Provides systems support to human resources staff. Works with software

vendors to assist in resolving systems issues.

* Develops standards and controls to ensure the data integrity of the HRIS

applications and databases. Develops systems and procedures

documentation.

* Evaluates HRIS software and hardware needs and designs new and/or

modifies existing system to meet changing demands. Coordinates

implementation plans with the technology area.

* Responsible for implementing human resources strategies by establishing

department accountabilities, including talent acquisition, staffing,

employment processing, compensation, health and welfare benefits,

training and development, safety and health, succession planning,

employee relations and retention, and federal/state compliance.

* Manages human resources operations by recruiting, selecting, orienting,

training, coaching, counseling, and disciplining staff; planning,

monitoring, appraising, and reviewing staff job contributions; maintains

compensation.

* Responsible for establishing and maintaining leadership and employee

training programs.

* Partners with general managers to improve the effectiveness of their

operations, using practices such as change management, strategic

planning, organizational assessment, and coaching.

* Plans and manages the implementation of educational technologies and

various (e) learning.

* Designed, created, and implemented succession planning program.

* Guides management and employee actions by researching, developing,

writing, and updating policies, procedures, methods, and guidelines;

communicating and enforcing organization values.

* Complies with federal, state, and local legal requirements by studying

existing and new legislation; anticipating legislation; enforcing

adherence to requirements; advising management on needed actions

SigFx LLC. "Director of Human Resources" Technology Company 2000 -2004

* Directed all the HR functions in the following functional areas:

recruiting, departmental development, employee relations, risk

management, training and development, benefits, compensation,

organizational development, and employment.

* Responsible for developing organizational capability, and improving

organizational performance;

* Set up a virtual human resource department where employees self-managed

their human resources processes and transactions through an Intranet-

based "virtual HR" solution that was integrated with SigFx's back-end HR

system.

Wireless One; "Vice President Business Management"; 1997 -2000, Wireless

One was a national leader in wireless video--- developed, owned, and

operated wireless cable television systems. Managed the Corporate

Management Group which consists of the company's Legal, Finance,

Administrative, Information Systems, and Human Resources functions

* Served as the driving force exceeding financial objectives; managed

profitability, revenue, oversaw day to day operations -$81 million dollar

budget 1,600 employees strong in eight states;

* Directed the HR needs in 45 operating systems in achieving operational

goals, performance management, and employee development programs.

* Served as the primary lead in developing policy, procedure, compliance

and culture for the organization.

* Provided leadership and direction to operating managers regarding

business management, human resource initiatives, talent management,

financials, annual budgets, 12 month rolling forecasts and business

planning tools, with a laser focus on business levers, growth, talent

performance, profitability, and capital planning;

* Initiated, drove, and sustained continuous improvement processes

throughout corporation.

C. C. Clark Inc. "Corporate Director of HR and Risk Management "; 1993-

1997, "CCC" is in the beverage business with 3 production facilities and 40

distribution centers expanding 12 states;

* Partnered with the management teams to achieve results through people.

* Acted as senior level advisor on human resources issues to other members

of the management team, HR leaders in each facility and all levels of

employees throughout the organization.

* Assessed employee engagement and developed strategies that increased

engagement enabling company's continued success

* Responsible for the development and fair administration of

policies/procedures for multiple locations.

* Directed all the HR functions: including business insurances, workers

compensation, benefits, payroll, recruitment, performance and talent

management, hiring and training.

* Worked directly with operational leaders- executives to develop workforce

learning - organizational development strategies

* Responsible recruiting, interviewing, orientation, and training all

exempt and non-exempt employees.

* Facilitated and mitigated risk during the voluntary and involuntary

termination process;

* Directed all EEOC responses and litigation documentation; liaison with

outside legal counsel; conducted investigations.

* Conducted HR audits at each location to ensure corporate compliance,

management training, and overall employee relations.

* Investigated and reviewed general liability, fleet, and claims reports

determining liability; investigated accident's, developed and reviewed

safety reports and statistics; negotiated, prepared, evaluated, and

settled cases with employee/claimant, attorney, insurance carriers

minimizing claims settlements;

* Provided leadership and direction to operating managers regarding

performance management, risk management, operational management, and

talent management.

Barksdale Bonding and Insurance; "Director of HR and Risk Management": 1991-

1993

* Provided advanced human resources services, risk management analysis, and

loss control services to a diverse group of businesses to include

manufacturing, distribution, retail, construction, production, aviation,

and service related industries.

* Conducted visits to each businesses insured by Barksdale and performed

human resource audits, loss control services, business insurance

analysis, premium cost reduction audits, risk management consulting, and

safety training.

Personal and Professional Strength:

* Excellent Recruiter, known for building high performance teams throughout

career

* Demonstrated ability helping small and medium-size businesses identify

and install proven methods, systems, controls and incentives enabling

business owners to maintain positive cash flow, control costs, and

accelerate growth of their companies.

* A 'mentor' to peers; adept at coaching/ training of management skills

with senior management team;

* Thorough grounding- employment law (local, state, federal), with

sensitivity to ethnic/cultural diversity.

* High volume recruitment experience with knowledge and proficiency in

online applicant processing systems.

* Proven ability analyzing complex business and legal issues, and

formulating effective and efficient strategies to achieve practical

business results in a timely manner.

* Ability to motivate teams to produce quality materials within tight

timeframes and simultaneously manage several projects

* Expert on workers compensation management, loss control, risk management,

risk abatement, insurance audits, classifications, experience

modification factors and modification repromagation.

* Expert on hiring-training tax credits-incentives designed to offset state

and federal tax liabilities;

* Recognized as a hands-on, high energy manager that is focused on getting

"results"

o a) Metrics and Data driven

o b) Strong score card culture of clear responsibility and

accountability

* Ability to anticipate the need for and introduce new strategies to solve

business challenges

* Highly proficient with all office suites, various database applications,

proprietary HRIM, HRIT, HRIS, CRM collaboration systems, web design, and

design applications. "Superior Internet Skills"

* Strong character: Non political, collaborative, and A team builder-

Duties-Responsibilities:

* Have held overall responsibility for people development throughout

career.

* Evaluated, implemented and oversaw annual budgets, projections, and

financial statements.

* Planed, developed, organized, implemented, and evaluated various

organization's HR function's and performance's including the creation of

effective policies, programs and services, including recruitment,

handbooks/manuals, retention, legal compliance, employee benefits,

employee relations, employment practices and procedures.

* Proven ability identifying, developing and deploying business-driven

talent management strategies designed to attract, manage, develop,

motivate and retain key people.

* Analyzed and prepared metrics on recruiting including cost per hire,

applicant flow, diverse candidate pool, time-to-fill, hiring managers,

and new employee satisfaction;

* Mediated employee disputes and insured corrective action plans were

consistently implemented -followed and maintained.

* A business partner with operations team having developed strategic

direction of numerous human resource programs ensuring all initiatives

were aligned with business objectives.

* Proven ability utilizing metrics "score card" to determine human resource

impact on an organization.

* Maintained a current and complete understanding of Federal and State laws

including case law and regulations such as Title VII - Civil Rights Act,

FLSA, ADA, FMLA, ADEA, NLRA, etc.; protecting company's interests by

ensuring all legal requirements for equal employment and compliance were

met by keeping management informed of changes in these areas and

implemented the necessary practices/programs to meet those changes.

* Advised management on appropriate resolutions of employee relations

procedures for hiring, interviewing, terminations, promotions,

performance reviews, and sexual harassment issues.

* Designed and managed competitive compensation and benefit programs for

all levels of employees.

* Developed and maintained affirmative action programs; filed EEO-1

annually; maintained, reports;

* Ensured compensation -benefit programs enhanced a company's ability to

attract- retains a skilled, diverse, workforce.

* Developed and deployed a wide range of learning and developmental

experiences that built necessary knowledge, skills, competencies, and

values required for innovation and business growth.

* Evaluated human resource structure's and team plans for continuous

improvement of efficiency and effectiveness constantly providing

individuals with professional/ personal growth opportunities.

* Performed multi-state multi-site business improvement and cost reduction

initiatives for a broad range of businesses.

* Developed/implemented companywide corporate UI compensation cost control

programs expanding multiple states consolidating and reducing overall UI

rates and premiums paid.

* Developed/implemented company wide online employment screening and drug

testing program that became a national accounts program Coca Cola

Bottlers, 501 locations in the country.

Education/Training:

* University Southern Mississippi, BS Liberal Arts, 1983

* Risk Management/Loss Control Seminars: Aetna, Fireman's Fund, Zurich,

Liberty Mutual, 1997 to present

* Pepsi Cola: General Management Certification: PCNA -NV 2013

* Train the Trainer: How to Develop a Smarter Workforce Miller Lite, Baton

Rouge La. 1997

* Pepsi Cola: Human Resource "EXCELLENCE' HR/IT -Atlanta GA. 2011, NO LA

2013

* Pepsi Cola: Organizational and Leadership Development- Chicago IL 2012

* AIM Training and Certification: "Analyze, Improve, Monitor" KC 2013

* Managing the Global Workforce: (SHRM), San Diego, CA. 2004

* International Human Resource Certification :( SHRM), Chicago IL. 1995

* Diversity Training: Miller Lite, Las Vegas, NV. 1996

* Coca-Cola QA 2000 Operational Quality Management: Atlanta, GA. 1994

* Advanced Human Resource Generalist Certification: (SHRM), St. Louis MO.

1993

* Walt Disney Approach to Executive Development: Walt Disney World,

Orlando, Fla. 1993

* Strategic Management of Mergers and Acquisitions VA (SHRM) 2004

* How to Turn HR Expenses into Profits, Pepsi Cola-Rye, NY 1999

* Managing Individual and Organizational Change CCBA, Atlanta GA 2000

References upon Request

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