Human Resources Customer Service
Resume:
VICKI L. BRINKMANN, SPHR
Broadview Heights, OH 44147
Home: 440-***-****
Cell: 440-***-****
***********@*******.***
CAREER SUMMARY
Experienced Human Resources leader with expertise in multiple industries,
including both non-union and union environments. Key strengths include
developing and implementing programs to answer strategic initiatives,
leading project teams and coaching department managers to identify issues
and develop solutions.
PROFESSIONAL EXPERIENCE
Judson Retirement Communities - 2009 to present
Vice President, Human Resources
Promoted from Interim Director to lead HR function for multi-location
continuing care retirement community during period which included both the
addition of a new campus and significant budget challenges.
> Directed cross-campus initiative to strategically address budgetary
issues by restructuring staffing levels and implementing changes to
employee benefits to while maintaining excellent customer service.
Developed communication plan to keep staff informed of changes and
minimize impact on employee morale.
> Partnered with CEO and outside consultant to lead succession planning
project for senior management team.
> Developed strategy and successfully led, with outside counsel,
contract negotiations with SEIU 1199
> Led culture change to support managers in correcting long-standing
performance and attendance issues.
> Managed project team of Finance, HR and outside personnel to
implement much needed Enterprise Time & Attendance module to existing ADP
system.
> Developed and conducted Managerial Training programs for new and
current managers to address knowledge gaps and unify internal practices.
> Managed Worker's Compensation administration to reduce premium costs
by over 40%.
> Successfully directed union avoidance program for two major divisions
of organization.
> Directed Human Resources function, restructuring job assignments to
ensure better service to organization through more active and visible
participation in organization-wide issues and concerns.
MRINetwork, Inc. - 2007 to 2008
Manager, Human Resources
Managed HR function for multiple-location headquarters group and led new
program to recruit Account Executives across national franchise system of
more than 800 offices.
> Designed company's first Careers webpage focused on Account Executive
hires, leading team of Marketing, IT and Web design staff to implement
new process.
> Developed new college recruiting program to attract recent graduates
to Franchise opportunities.
> Managed compensation process and incentive bonus programs for
eligible personnel. Re-structured existing plan to compensate newly
created positions.
Vicki L. Brinkmann, SPHR, Page Two
Brinkmann Consulting - 2002 to 2007
Provided HR consulting services for multiple small to medium size business
clients in Compensation, Affirmative Action and Recruiting.
> Developed client's first and subsequent Affirmative Action Programs,
bringing them into legal compliance and identifying areas for
improvement.
> Conducted FLSA analysis for client, identifying positions having
incorrect exemption status and making recommendations for changes to
comply with new regulations.
> Completed long-term on-site assignments with manufacturing and
biological research clients to develop/manage recruiting systems, write
employee handbooks and HR policies, and establish compensation
structures.
Cuyahoga Community College - 2002 to 2004
Manager, Compensation & Reward Systems
Managed Salary Administration/Compensation and Performance Management
functions, including supervision of administrative staff.
> Developed new job evaluation system in partnership with external
consultants and College Administration. Created and delivered
presentations communicating new system to senior management through all
levels of staff. Utilized new system and facilitated committee to
evaluate all full time non-bargaining jobs.
> Chaired job evaluation committees for union and non-union positions,
utilizing two different point-factor systems. Developed spreadsheet
application for complex evaluation system to streamline evaluation
process and provide better data utilization and tracking.
> Streamlined Performance Management process by developing new formats
and structure, resulting in paperless distribution system.
Goodrich Landing Gear - 1999 to 2002
Manager, Human Resources & Training
Managed HR function for division headquarters office, including development
of annual budget and supervision of department staff. Additional
responsibilities included division-wide salary administration.
> Implemented new performance management program, including
training/coaching managers and orienting employees to new process,
enhancing acceptance and increasing on-time reviews.
> Developed annual merit budgets, guidelines and plans, coordinating
with all division locations to ensure plan completion and compliance at
all sites. Led conversion of multiple review dates to single review date
system, increasing organization review efficiency.
> Successfully directed recruiting function during period of rapid
growth, introducing Internet tools and increasing college recruiting
efforts, improving selection process of new hires. Coordinated effort
with corporate HR, obtaining national contract with Monster.com and
reducing division-wide costs by 66%.
National City Bank - 1996 to 1999
Assistant Vice President, Human Resources
Managed regional EEO/affirmative action function for NE Ohio Region
> Developed and presented training programs for HR generalists and line
managers, increasing understanding of HR issues and processes.
> Researched and responded to EEOC and OCRC charges, resulting in 100%
favorable judgments.
> Increased communications with regulatory agencies, developing less
adversarial relationships.
EDUCATION
Master of Labor Relations/Human Resources, Cleveland State University,
Cleveland, OH
BA, Public Administration/Personnel Management concentration, Miami
University, Oxford, OH
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