Human Resources Customer Service

Diane Clary - MA, SPHR, SARC

Denver, CO . **********@*****.*** . 720-***-****

Human Services & Resource Management

Expertise in victim support services, employment law, benefits, employee

recognition, and training and development

across sales, government, healthcare, consumer products, financial

services, and telecommunications industries

Profile of Key Strengths

o Maintains a TS/SSBI

o Uniquely skilled at blending strategic business vision and tactical focus

with human resource leadership.

o Recognized by management, colleagues, partners and customers as a

respected leader and highly valued contributor who champions performance

potential, models workforce advocacy, and skillfully manages the balance

between the needs of an organization and its people.

o A trusted coach who guides corporate leadership on planning and adopting

strategic, proactive approaches to employee related decisions.

o Creates an environment that encourages and enables teams and individuals

to strive for higher performance, and that builds a community of

motivation, pride, loyalty and productivity.

o Excels at navigating complex issues, resolving challenging situations,

and managing transition.

o Exerts a positive influence by inspiring people to rally toward a common

goal and by keeping things moving forward efficiently and harmoniously.

o Naturally skilled at promoting support among people and at bringing out

the best in others.

Professional Attributes: Resourceful, pragmatic, consistent, proactive,

diplomatic, perceptive, participative,

. Employee Relations . Employment Law . Employee Retention

. Sexual Assault Prevention & Response . Employee

Performance Management . Resiliency Training

. Workforce Support Programs . Hiring & Recruiting . Training

& Development

Professional Experience

United States Air Force - Aurora, CO

Chief, Civilian and Military Personnel and Senior Air Force Civilian

(TS/SSBI) 12/2010 - present

Responsible for: Supervising multi-agency personnel representatives,

directing all Air Force and Defense Civilian (DCIPS) Personnel programs in

a classified multi-national environment.

Corporate Leadership

. Plans and integrates functions such as manpower, training, succession

planning, multi-agency internal and external recruitment, reporting,

and administrative policies.

. Advises the Commander, key military and civilian managers and

supervisors on a full range of civilian human resource management

areas that include short and long-term requirements, development, and

separations in accordance with Federal, DoD, Agency/Service, and

organizational policies.

. Participates in working groups addressing organizational structure

issues, civilian workforce utilization, and functional needs.

. Develops plans and policy guidance to implement corporate programs by

determining corporate program goals that are in-line with

organizational mission, vision, and values.

. Formulates training requirements and establishes methods to provide

and prioritize developmental opportunities and training resources to

meet current and future mission needs.

Diane Clary - MA, SPHR, SARC page 2

United States Air Force - Chief, Civilian and Military Personnel and Senior

Air Force Civilian (con't.)

. Plans and carries out vital initiatives that support the effectiveness

of Wing Staff management, operational support programs that are

central to the mission of the organization and are of national and

international scope and impact.

. Establishes new policies and operating instructions establishing

organizations' position on broad one-of-a-kind issues.

. Defines complex issues and conditions for subordinate supervisory

staff.

. Resolves critical senior level issues.

. Authoritative source for the organization, responsible for technical

excellence in all functional areas such as programs and systems

integration and policy; a comprehensive knowledge of government and

organizational strategic initiatives.

United States Air Force (Collateral Duty) 2012 - present

Certified DoD Sexual Assault Advocate (SARC) through the National

Organization for Victim Assistance (NOVA)

Responsible for: Developing and managing support strategies for Sexual

Assault Prevention and Response and other areas of interpersonal violence

and victim needs supporting 3600+ military, DoD, and Contractor

personnel.

. Created a sexual assault prevention and response (SAPR) program in an

environment where none had previously existed.

. Incorporated specialized response practices government facility.

. Developed and implemented mandated programs for active duty military,

contractor, and DoD civilians.

. Built a collaborative victim support and response system across all

military and civilian services.

. Trained a cadre of new Victim Advocates (VA) according to national

regulations to support survivors on demand.

. Supported and substituted as installation SARC to ensure 100%

compliance base-wide.

. Consulted with Commanders and DoD leadership on all sexual assault

issues and questions.

Quality Life Management, LLC - Wheat Ridge, CO; Long-Term Care Service

Company 08/2008 - 11/2009

Corporate Director, Human Resources

Responsible for: Creating the HR department as the first HR Director,

advising executive management on policy and legal compliance for this 1000

person company, and constructing compliant and consistent employment,

health and financial policies and procedures across corporate and (12)

remote office sites; reported to CEO.

Corporate Policy Leadership

. Created legally compliant and standardized policies and procedures;

automated processes to reduce errors and maintain legal compliance,

and established systems to avoid future fines, penalties and

overpayments.

. Established leadership and communication skill training for all

supervisory staff; implemented a '360 evaluation' program that

documented improvement in supervisory skills through direct report

feedback.

. Audited payroll classifications and established policies to ensure

that overtime pay was being consistently applied and paid; revised the

documentation based on federal regulation and educated management.

Compliance Management

. Audited I-9s across the corporate and 12 remote sites; established

legal compliance, ensured foreign national certification completion,

and offered supervisory training and on-going support.

. Trained all responsible supervisory personnel on correct

interpretation of FMLA guidelines; audited employee files and trained

administrators and supervisors on Department of Labor regulations.

. Audited all 401(k) and 125 plan files to ensure IRS compliance and

simplify enrollment, loan and withdrawal processes; ensured required

actions were implemented to avoid fines and loss of fiduciary status

which led to expedited loan repayments and withdrawals.

Expense Reduction

. Defined areas of needed EEOC-related training; delivered on-going

group and individual EEOC training to key employees.

. Addressed the pricing inconsistencies of multiple 'background check'

vendor services across multiple corporate sites; developed common

procedures and pricing structures to save $500k over two years.

. Applied a business strategy to restructuring of 125 and 401(k) plans;

saved the company thousands of dollars per month in payroll costs.

Diane Clary - MA, SPHR, SARC page 3

Employee Benefits Enhancements

. Negotiated with multiple vendors on Wellness Plans, dental care,

vision care and health insurance; offered subsidy for employees in

need ($250 towards $500 deductible).

. Studied and communicated all options for insurance, flexible spending

and voluntary benefits plans to all employees; achieved increased

participation for 2009 plans by 25% YOY.

"Diane builds instant rapport and mutual respect, truly understands how

business and human relations work together, and consistently puts the needs

of the business and employees first and foremost." Medical Recruiting

Specialist

Apartment Investment and Management Company (AIMCO) - Denver, CO 03/2005

- 05/2008

Regional Director, Human Resources

Responsible for: Performing all HR (recruiting, hiring, retention,

termination, policies, and compliance) for the Denver Region of this $13B

apartment community Real Estate Investment and management firm. Reported

to Regional VP.

Executive and Management Support

. Coached the 33 members of the leadership team and managers on the

succession planning process; acted as a catalyst for leadership skill

and technical ability development for efficient reassignment into new

roles.

. Directed the handling and resolution of all employee issues (e.g.

harassment, absenteeism, insubordination, threats, recruiting);

supported and trained executives, managers and supervisors for

appropriate handling of all employee relations issues, and worked with

impacted employees.

. Served as liaison to headquarters; assisted in the development of

national HR programs.

Branding the Corporate Culture

. Drove a strategic initiative to reinforce the corporate culture and

establish a strengthened brand; the initiative led to achieving all

key stretch goals for increased revenue, referrals and retention, and

for reductions in turnover and costs.

. Built tactical working partnerships between headquarters and the

properties; activated the brand to encourage, recognize and connect

the 33 locations through a quarterly newsletter to share best

practices focusing on inspiring employee successes and featuring

motivating articles co-authored with the Regional VP.

Human Resources Leadership

. Achieved #1 ranking among 19 Regions; excelled in productivity,

revenue, customer retention, employee morale, and turnover

measurements.

. Created an environment focused on innovative employee relations,

talent acquisition, diversity building and leadership training;

reduced turnover from 54% to 27% in 18 months.

. Coached property managers and supervisors to handle basic HR issues

independently, appropriately and in compliance with the law; provided

training on documentation techniques to reduce conflict at their

locations which enhanced decision-making effectiveness and minimized

turnover/ legal costs to the company.

Employee Skill Development

. Created and implemented a 360-degree management evaluation program to

develop bench strength; designed a method to identify leadership

potential, created a multi-part skill training strategy, built a

pipeline and brought outside hiring down to 2%.

. Trained employees on skill enhancements required for promotional

opportunities; identified the needs and assisted the workforce attain

required skills (in their work environment or through training) which

helped drive the 98% internal promotion rate.

. Designed and delivered the region's first employee rewards and

recognition program to strengthen customer service productivity and

employee retention; within six months of instituting the program, the

Region went from last place to within the top three spots in several

categories.

Expense Management

. Negotiated reduced, standardized costs for common HR services

throughout the 33 regional sites; realized significant cost savings

and reduction in the time required by site teams to negotiate pricing.

. Expanded benefits offerings within the existing cost structure;

surveyed employees and their families to define high-value, low-cost

program options which was positively received and adopted by

corporate.

"Diane collaborated on creating recognition, coaching and feedback

systems that led to best-in-class employee performance as well as

superior financial results for our business unit." Regional VP

Diane Clary - MA, SPHR, GC-C page 4

L'OR AL USA - Aurora, CO 12/1999 - 10/2004

Manager, Human Resources

Responsible for: Developing and implementing HR policies and procedures as

the first HR Manager (and the first Denver employee) for 120 managers and

employees performing order fulfillment, shipping/receiving and returns in

this new national distribution and logistics center for NY-based L'Oreal.

Managed one direct report. Reported to the Director.

Workforce Recruitment & Management

. Recruited and hired the Colorado workforce; established all procedures

and practices in compliance with headquarters strategy and Colorado

law.

. Negotiated agency rates for the Region that exceeded the corporate-

negotiated rates by 25% a week for 60 daily employees; saved

approximately $500k the first year and increased savings each

subsequent year through the negotiated constant percentage markup

(despite rising vendor market and pay rates).

. Optimized recruitment strategies and supervisor interview training;

led a task force of SMEs to design a best practices template for the

interview tool to include metrics and tracking, and subsequent

implementation reduced turnover to <5%. [These methods and tools are

still in use today.]

. Initiated employee recognition and rewards programs that was designed

based on employee input; achieved an immediate 10% increase in

productivity and consistently decreasing absenteeism.

. Planned and managed 19 diverse events for employees and employee

families; oversaw logistics, vendor organization and promotional

gifts.

Training and Community Leadership

. Scheduled English as a Second Language classes for Spanish speaking

employees to further their employment options in all areas; employees

were encouraged to speak English onsite and expressed gratitude for

the interest the company and its managers were showing them.

. Identified the need for new hire orientation including harassment,

safety and OSHA for the Colorado facility; developed and taught

orientation sessions, and the training materials and forms were

adopted company-wide.

. Created numerous community outreach programs (e.g. holiday giving,

cancer events) and started a job-shadowing program through the nearby

Pickens Technical School; subsidized paid days for employee

volunteerism, and saw a significant increase in internal job referrals

and in retail sales throughout the surrounding communities.

Worker's Compensation Safety Program

. Researched and designed a safety program; assembled a safety team,

oversaw safety meetings and inspections, and interfaced with

management on reducing Worker's Compensation safety claims.

. Initiated incentive 'days off' for quarters with no lost time

injuries; recognized by headquarters as the safest facility three of

the five years.

"Diane is conscientious and mindful of the big picture and of needed

details to do the job in the best way possible. Her attention to the

wellbeing of everyone involved makes working with her a joy." President,

Dynamic Transitions Agency

Education

Master of Arts Degree in Human Resource Management; Webster

University

Bachelor of Arts Degree in Psychology; University of Colorado

Certifications

Sexual Assault Response Coordinator/Victim Advocate (SARC) NOVA

Certified (2013 - present)

Senior Professional in Human Resources (SPHR) Certification

(1999 - present)

Development Dimensions International (DDI) Facilitator

Certification (2006 - present)

Disney Institute Business Program Graduate (2007)

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