Human Resources Management

JASON D. LEFFEL, SPHR

*** **** **** *****, **** du Lac, WI 54935

***********@*****.*** 920-***-****

STRATEGIC BUSINESS PARTNER

Strategic Business Partner Employee Engagement Employee Relations Performance Management

Talent Management W orkforce Planning & Analysis Human Capital Strategies Union Avoidance

Change Management Process Improvement Executive Coach Organizational Assessment

UNIQUE VALUE PROPOSITION:

High-Energy, Organizational Leader. Implements controls and develops accurate measurement and reporting techniques that

impact virtually all core operating functions. Achieves commitment and develops solution-based, strategic action plans. Benefit:

Demonstrated success in building, turning around/optimizing a company’s fundamental infrastructure, technologies, processes,

and measurement systems to increase revenues and improve bottom -line.

Team Management / Performance Optimization. Develops appropriate skills training and instills best practices to create highly

motivated, customer-driven and performance-oriented teams. Benefit: Ability to tap the experience of all team members, gaining

output from a collaborative effort, a process appropriate for both ongoing and temporary work efforts.

Strategic, Process-Oriented Problem Solver. Strong conceptual, business analysis and crisis management skills with the ability

to implement solutions to non-traditional business challenges and thrive in intense and demanding environments. Benefit: Brings

a sense of urgency to drive positive organizational change, process redesign, quality improvement, and best practices.

PROFESSIONAL EXPERIENCE

The Commonwealth Companies, 54 East First Street, Fond du Lac, WI 54935 (2013 – Present)

Senior Vice President – Operations and Administration, Fond du Lac, WI

Managed day-to-day operations for service organization within construction development and property management

industries. Report to Founder and CEO and responsible for building leadership team and processes to drive

accountability, structure, and growth to established entrepreneurial business. Achieved dramatic revenue and profitability

growth while defining targeted plan to enter new market segments.

Led strategic planning process that defined 5-year strategy. Developed marketing teams and processes for finance

and accounting group.

Analyzed ongoing performance in key markets and implemented strategies to ensure margin and market share

growth. Result: Exceeded income plan by 150% in 2013.

Established clear priorities, greater overall process discipline, extensive training and more effective tools that

improved performance.

Reorganized and streamlined Marketing and SBU teams . Result: Reduced department expenses by 35% while still

achieving key department performance metrics.

ARAMARK Corporation, 1101 Market Street, Philadelphia, PA 19107 (2006 – 2013)

Senior Human Resources Director – Higher Education. Downers Grove, IL

Plan, organize and direct all Human Resources activities for one of the largest geographic regions in Nor th America; with

approximately 9,500 exempt, non-exempt and hourly employees located across twenty states and 2.5 Billion dollars.

Lead, manage and develop 12 direct reports within highly decentralized field environment including: talent acquisition, on boarding,

performance management, development, compensation/reward/recognition and succession planning. Within three years, 3 team

members have been promoted to new roles of increasing responsibility and scope.

Consult with senior regional team on developing and imple menting major change initiatives including region, district and functional

realignments, Gallup Q12 Engagement Survey administration, and Career Development Review process.

Actively partner with cross-functional colleagues in the areas of Benefit Services, Compensation, Employment Relations, Labor

Relations, Payment Services and Talent Acquisition to accomplish key enterprise, functional and regional goals.

Responsible for managing 3 budgets totaling $2.2M encompassing Relocation, Training & Development a nd Bench.

Redesigned ineffective, regional Staffing call into a set of geographically based Talent Management calls. New process has

increased best practice and talent sharing, while opening up the lines of communication between all participants.

Key regional contributor to new sales, vertical sales and retention efforts, including: proactive succession planning based on 3 -year

sales pipeline, client presentations and communications, new account start -ups and labor conversions.

Oversee annual Bonus Planning, Performance Management, Career Development Review and Salary Planning processes.

One of 2 Human Resources Directors selected to train colleagues on enterprise -wide Leadership Competency model.

Identified to lead 6 member Benefits Touch Point team as part of Front Line Associate Value Proposition initiative.

Director, Human Resources – Correctional Services. Downers Grove, IL

Provide leadership to Human Resources team to drive consistent execution of key enterprise initiatives throughout $500M

business. As a member of the senior leadership team reporting to the RVP and VP of HR, led the Human Resources

function across an twelve state region.

Developed overall strategy and tactics to support organizational readiness though Human Capital Scorec ard to include developing

aligned strategy to business plan, delivering comprehensive recommendation to senior leadership team, and led field execution .

Developed enhancements to talent management processes to include integration competency -based selection process, leader

calibration, and initiatives to drive visibility to top talent.

Led and/or participated in various “learning action teams” to review and/or recommend broader LOB or enterprise strategic

solutions i.e. sales prospecting strategy, key pillars to LOB transformation

Significant contributor to project team that led the development of Sales Prospecting/Customer Segmentation Strategy to

accelerate new business growth, penetrate impact accounts, and deliver an annual incremental revenue lift of $1. 9M.

Successfully negotiated contracts with UNITE-HERE and SWU.

Key contributor/coach for execution of ELC Competency Model for ARAMARK Executive Team.

Drive sales growth with new clients by presenting ARAMARK’s value in marketplace and delivery results th rough organizational

effectiveness.

Chef Solutions Inc. 120 West Palatine Road, Wheeling, IL 60090

Director of Human Resources – Ohio (2003 – 2006)

Chef Solutions is a leading national food manufacturer focusing on grocery and direct to restauran t products segments.

An accomplished executive HR Leader for field HR operations, partnering with business executives in driving strategies,

productivity & process efficiencies through people initiatives to achieve organizational goals. Partner with div ision &

corporate Centers of Excellence (COE’s) HR groups to provide best -in-class HRBP support. Lead the HR function for a

successful group of eleven distribution centers and two manufacturing facilities.

Sr. HR executive supporting operations, sales, corporate, and logistics in a $200 million dollar operation

Responsible for HR support of eleven sales divisions within the Midwest, two plants, five direct HR reports

Developed new policy manual, implemented cost saving structure to workers compensation program to reduce cost by $300,000

annually

Increased employee productivity by 30% through performance management and incentive pay plans

Accountability for training and development, performance management, organizational and management development initiat ives,

and providing high quality and responsive human resources services in compensation, benefits, wage and salary administration,

employee relations and policy development.

Responsible for managing and maintaining various training initiatives to ensure a high level of employee productivity. Assess

training needs, design/develop training materials, and deliver training programs to all levels within the organization. Emph asis on

developing training programs targeting middle management levels and below.

In conjunction with Corporate leadership, was p roject team lead on 2005 compensation re-design for national rollout

Rhodes State College, 4240 Campus Dr. Lima, OH 45804

Adjunct Professor - (2003-2006)

Instructional classes related to Human Resources

Winter term: Employee Benefits. Spring term: Training in Industry

Pizza Hut, 12121 Harbour Reach Dr. Mukilteo, WA 98275

Director Human Resources – (2001 – 2003)

Pizza Hut is a national restaurant chain with operations throughout the world. Under the um brella of Yum! Brands, Pizza

Hut as a group that includes many brands including : Taco Bell and KFC, which create the largest foodservice company in

the world. The scope of responsibility in my oversight was $300M Annual Revenue, 4,000 employees.

Reported directly to Chief Operating Officer and Managing Director responsible for the development and implementation of HR

strategy to include talent management, organizational effectiveness, compensation, and benefits

Led health and welfare plan total redesign to create more competitive offering resulting in a 24% premium savings, 30% increase in

participation rate, and a 17% increase in engagement scores

Redefined Values and Mission statement to create one, cohesive culture between franchise and corporate groups

Developed General Management Leadership Program (LEAD) from curriculum development to e-learning platform

Developed Competency Model for General Manager and related selection and development tools

Standardized processes to include annualized organizational review, performance review, and compensation planning

Developed broadband compensation mode, redesigned management bonus program, and redesigned technician compensation

plan

Regional Manager of Human Resources: Pizza Hut Inc. (1999-2001)

HR support for multi-state area, with three direct reports 2,000 exempt and non -exempt employees. Installed new recruiting program

which integrated technology with recruiting process, and resulted in 500k annual recruitment cost reductions, and led to a ti me to hire

reduction of 12 days. Developed key employee relations information system with a third party which increased response time to

address employee issues

Regional Manager of Human Resources: Papa John’s Inc. (1998-1999)

HR support for 1,500 employee population based in Dallas, and including 7 major metropolitan locations through the Southwest.

Provided functional HR support to 30 regional managers within the geographic area. Developed comprehensive employee benefits

manual which reduced calls to our service center by 50%.

Regional Trainer: Papa John’s Inc. (1997-1998)

Developed and implemented management training program for 300+ managers, Employee Skills Builder Program for 3500+

employees, developed and facilitated Training Calendar consisting of o ver 50 courses.

EDUCATION

Master of Business Administration – 2013

University of Notre Dame

Post Graduate Work, Masters in Foodservice Management

Michigan State University

Bachelor of Arts, Hospitality Business - 1996

Michigan State University

ADDITIONAL TRAINING

360 Feedback Coach – PDI, MBTI Certified Trainer, Miller Heiman Strategic Selling Certified Trainer

CERTIFICATIONS

SPHR - Senior Professional in Human Resources, Certified Trainer (DDI), DiSC Facilitator

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