JOHN HALL McCALLUM, SPHR

**** *** ****** ****, ***.704

Greer, S.C. 29650

Cell 404-***-**** - acfji1@r.postjobfree.com

www.linkedin.com/in/hallmccallum

HUMAN RESOURCES LEADER

HR Leader, Strategist, and Profit Center Partner with a track record of significant and continuous operations improvements

impacting organizational performance, employee productivity and profitability. Background includes:

* Multi-level OD/Training *Cost Effective Medical Benefits

* Employee Relations *Performance-based Appraisal Programs

* Corporate-wide Staffing Plans *Succession, Development & Rightsizing

* Pay-for-Performance *Long-term, Bonus, Incentive programs

* 40IK Plan Administration *Communication Initiatives

PROFESSIONALEXPERIENCE

Contract Services 2011-Present

Consultant - Providing services for employers and individuals seeking HR expertise. Projects include:

• Consultative work for retooled business, including new key personnel and workflow components.

• Prepping individuals for personal marketing approaches and hiring techniques.

• Ongoing HR policy advice to ensure legal compliance as well as avoid and resolve employee relations

issues.

In Touch, Atlanta, GA 2008 – 2011

Vice President, Human Resources – Led all the fundamental responsibilities of the HR department along with the

following initiatives:

• Selected and implemented an Employee Survey that provided actionable goals, resulting in improved

morale and productivity.

• Selected and implemented first comprehensive compensation program, ensuring sound and defensible

pay practices, job definitions and ranges, budget regulation, clarity, and hierarchies.

• Facilitated a difficult reduction-in-force/reorganization personally for approximately 200 employees due

to a subsidiary sale.

• Revamped all benefit plans to be complete and competitive, reducing Company and employee costs

while also limiting consultant costs.

• Created and sponsored a committee of employees who worked as a team around their regular

responsibilities to implement an enhanced Intranet system.

1

• Streamlined Performance Management system and appraisal competencies, personally training

management regarding the improvements.

• Initiated personality assessments and interviewing selection techniques that are among the reasons for

the lowest voluntary turnover in the Company’s history.

• Chaired TOPS senior leadership team, and developed an MBA (Management Basics Achievement)

training program to educate and develop leadership at the mid-management level.

• Provided Lunch and Learns and other venues for training employees on such topics as: Customer

Service, Teamwork, Hiring and Motivation for Productivity, and Ethical Leadership in Business.

Experience, expertise and resources allowed this to be done at little cost to the Company.

• Lowered external counsel and legal costs by 76% due to knowledgeable resources and experience.

Ambling Companies, Inc., Atlanta and Valdosta, GA 2006 – 2008

Senior Vice President, Human Resources – Converted HR into a strategic profit center with development as a key focus,

resulting in improved performance for this real estate development, construction & management company.

• Reduced costs of medical plan by 3% during double digit inflation by using Wellness initiative and plan

redesign.

• Wrote Mentoring Handbook and designed stay-oriented incentive options for high potential employees,

resulting in zero loss of key contributors in the Company.

• Proposed Ambling University training and development based on new competency identification

project, thus enhancing productivity, stability and career paths through more effective training.

• Wrote legally-improved Employee Handbook, with zero EEOC claim losses thereafter.

• Added Deferred Compensation, Short Term Disability, vacation rollover capping, Payroll processing,

and overtime controls, thus reducing legal liability and saving millions in liability costs.

• Established individual coaching resources for corporate and division leadership, providing tactical and

strategic issue resolutions for leaders in multiple locations.

Morrison Homes, Atlanta, GA 2002 – 2006

Vice President, Human Resources - Facilitated and led HR initiatives designed to improve bottom line results for this nationwide

homebuilder. Executive Committee member and HR department head overseeing Corporate Human Resources, Benefits, Payroll,

Training, Compensation, Employee Relations, and Office Services.

• Revised all policies and trained corporate and new division level HR staff for improved communication

and efficiencies.

• Established new University training curriculum for all levels of organization.

• Implemented Career Development tracking and planning for key personnel.

• Improved Benefit package through comparative research and offsetting cost reductions. Unprecedented

run with no medical premium cost increases for four years.

2

• Added value to hiring process through assessment and procedure improvements.

Post Properties, Atlanta, GA 1998- 2002

Senior Vice President of Human Resources - Initiated, revised and developed all Human Resources policies and procedures for this

public REIT. Promoted to SVP and appointed to Executive Committee by unanimous vote of senior management peers. Executive

and management counseling provided while converting Corporate Human Resources, Benefits, Payroll, Office Services, and Property

Support Services to profit center status.

• Drove improvements in developmental and technical training, including Post University Advanced

Management, Management Development, Performance Management, Career Development, and

Succession Planning.

• Originated and implemented Employee Relations Coordinator functions, and served as Chairman,

Employee Services Committee. Facilitated employee activities as well as the annual Employee Survey.

Unprecedented 50% employee "Very Satisfied" rating was attained due to numerous strategies

implemented by this committee and other Employee Relations functions.

• Redesigned entire Payroll department, resulting in less than a 1% error rate.

• Led strategies for headcount reduction procedures and transition plans for over 900 employees exiting

the Company during 2001-2002.

Gulfstream Aerospace Corporation, Savannah, GA 1994 - 1998

H.R. Director and Corporate Compensation Manager - Responsibility for directing and managing compensation functions for

executives, management, and employees in union and non-union environments. Approximately 5,000 employees worldwide supported

the sales, marketing, and manufacturing of business jets for this $3 billion public Company.

• Implemented new competency-based compensation system that includes merit, variable, team and

individual recognition components, reducing union efforts, alleviating internal equity issues, and

improving employee morale.

• Created on-line merit data access for managers, eliminating paper and processing time by 80%.

• Initiated professional hiring procedures that improved hiring efficiency while facilitating all HR

functions as Director to the President, Financial Services and senior management team.

Education

Erskine College, Due West, S.C. B.A., English

Activities:

Senior Class President, Literary Society Secretary, President’s Council, Orientation Counselor

3

4

Contact this candidate