SANDRA F. MATT, MBA, PHR

**** ****** **.

Columbus, OH 43213 Email: acpo0o@r.postjobfree.com Home: 614-***-****

Cell: 614-***-****

SENIOR - LEVEL HUMAN RESOURCES EXECUTIVE

Successful Human Resources executive with more than two decades of industry experience; offers expertise as proven Vice President accountable for $8 million payroll budgets, 350 employees, 12 branches, and employee benefits programs worth $3.6 million.

Strengths in strategic business planning, talent development, change management and employee relations over course of career, which encompasses serving as primary advisor to CEO, successfully leading organization through multiple mergers and acquisitions, improving corporate productivity and employee retention by 25%, securing savings of $200,000 via office relocation initiatives, and reducing employee health insurance costs by 30%.

COMPETENCIES

? Strategic Planning & Initiatives

? P&L Responsibility

? Operational Planning

? Change Management

? Recruiting/Staffing

? Vendor Negotiations

? Employee Relations ? Organizational Development

? Mergers / Acquisitions

? HRMS Operations

? Benefits/Payroll

? Needs Assessment

? Relationship Management

? Time Management ? Talent Management

? Leadership Development

? Internal Communications

? Staff Training & Development

? Management Coaching

? Regulatory Compliance

? Crisis Management

PROFESSIONAL EXPERIENCE

MEADOWBROOK INSURANCE ? WESTERVILLE, OHIO (2005 ? PRESENT)

Conglomerate of insurance agencies, claims/loss prevention facilities, self-insured management organizations and seven property and casualty insurance underwriting companies, with 27 U.S. locations and 1200 employees.

VICE PRESIDENT OF HUMAN RESOURCES (2008 ? PRESENT)

VICE PRESIDENT OF CORPORATE SERVICES (2005 ? 2008)

Transitioned from executive over Corporate Services Division to added responsibilities as Human Resources Vice President ? retaining top human resources position at Century subsidiary ? upon corporate acquisition by Mead-owbrook in 2008, with direct accountability for 350 personnel of 1200-employee workforce, corresponding Profit & Loss (P&L), and budget spanning two divisions, with oversight authority for Sarbanes Oxley compliance function.

As executive management team member at Century, attended President?s weekly roundtable meetings, acting as member of Corporate Human Resources Compensation Committee to evaluate and approve organizational compen-sation changes, and serving as Human Resource Chair for 2013 ? 2014 American Association of Managing General Agents (AAMGA).

? Led total of seven office relocations, including two large corporate moves within Arizona and Ohio to new office spaces, securing savings of $25,715 via re-negotiation of vendor leases, and settling contracts worth up to $1 million for relocation, space planning, payroll, and executive search firm services. Saved additional $75,000 in medical premiums by vetting carriers and negotiating contract rate reductions.

? Improved retention and reduced turnover by 25% by implementing strategic proactive employee relationship campaigns, conducting harassment and other disciplinary investigations, reviewing and acting upon management termination recommendations, and functioning as business partner to advise management on matters of employee relations, conflict resolution, and performance management.

? Serve as primary advisor to CEO on all aspects of human resources, successfully collaborating with legal counsel to execute two significant reductions in force, spanning outplacement, severance agreements and individual employee termination notifications.

? Acted as Human Resource Lead on Merger & Acquisition Team for multiple acquisitions, driving cultural change yielding more open team-based communications, and unity throughout acclimation and assimilation pro-cesses, which included integrating new corporate strategies, policies and procedures.

? Designed and administered first Human Resource Information System (HRIS) providing single source, em-ployee information database used extensively by Management, directing conversion to new system and integration with external payroll vendor.

? Devised first paperless on-line open benefits enrollment process, yielding streamlined and error-free employee benefit selections, also introducing Health Risk Assessment, prefunded Health Savings Account, medical coverage, and other preventative wellness initiatives.

? Established New Employee On-boarding Program to acclimate new hires to corporate culture, ultimately im-proving retention rates and job satisfaction levels.

? Revised job descriptions across entire corporate structure, implementing new corresponding compensation structure with changes in accordance with Lilly Ledbetter Act, also overseeing coordination of all FMLA and leave of absence activities.

? Instituted new Performance Management System supported by set of five self-evaluation and manager per-formance evaluation forms, combined with 360 degree performance reviews. Performed assessments to identify improvement opportunities, collaborating with business leaders to determine learning outcomes based on growth objectives.

? Directed corporate talent management process, developing recruitment plans and strategies for identifying, qualifying, and hiring candidate based on targeted job requirements and core competencies, vetting and selecting as-sessment tools utilized in pre- and post-employment processes, and introducing application file and tracking system more closely matching applicant qualifications with job vacancies.

? Regularly lead or facilitate corporate trainings on topics of ethics, harassment, team building, interviewing, em-ployee and time management, and other subject matter, conducting management trainings on Family Medical Leave Act (FMLA), Health Insurance Portability and Accountability Act (HIPPA), Americans with Disabilities Act (ADA), and other legal issues.

? Developed First Time Manager Training Program equipping new supervisor or potential manager with skills to successfully oversee direct-report staff members. Combined efforts with new directive seeking to improve HR ser-vice levels by implementing 24 hour service standards.

CLARK, PERDUE, ARNOLD & SCOTT ? COLUMBUS, OHIO (1996 ? 2005)

Trial-based law practice owned by 5 equity partners supported by up to 30 employees, with approximately $15 million in annual revenues.

LAW FIRM ADMINISTRATOR

Coordinated daily business operations of practice ? with accountability for Profit & Loss (P&L), $8 million underlying budget, and 15 direct-report personnel ? formulating and executing strategic annual operating plan and practice initiatives, reporting directly to Managing Partner.

Managed company human resource and financial issues, collaborating with Information Technology Director as well as Architects and Designers for building remodel, participating in monthly partnership meetings to discuss firm?s direction and upcoming priorities, and serving as public image of company, involved in local community initiatives.

Engaged in large number of high-level management roles; included oversight of accounting function, partici-pating in budgeting, cash flow monitoring, tax planning, trust accounting, and payroll processes, meeting with CPA on regular basis, and interacting with bankers and other professionals. Administered large purchases and inventory, partnering with out-sourced website and public relations professionals, regularly negotiating library service, legal re-search, accounting, technology, and marketing vendor contracts.

? Acted as Administrator of $3.6 million employee benefit program, cutting health insurance plan costs by 30% by reviewing comparable plan proposals at competitive costs, without loss of benefits.

? Streamlined corporate operations, improving overall productivity by 25%, by leading installation of direct dial phone lines with Primary Rate Interface (PRI) at $3,000 annual savings, incorporating other expense-lowering ini-tiatives, eliminating surplus or wasteful expenditures, and re-negotiating existing leases.

? Reduced employee turnover by 10% by introducing revolutionary attorney bonus program and pay-for-performance incentives for support staff, which substantially increased employee satisfaction, also formulating lateral partner on-boarding program and addressing partnership agreements with outside counsel.

? Enhanced corporate productivity and staff motivation by instigating formal employee recognition program comprised of Employee Appreciation Week, Employee of the Month, STAR Program, and Year of Service.

? Migrated payroll process to outsourced function, increasing efficiency and productivity of Accounting Department, while simultaneously cutting costs associated with labor hours. Subsequently added new Hu-man Resource Information System (HRIS) and led conversion to new software, also monitoring interaction of HRIS with existing Westlaw and other industry-specific law software programs.

? Defined critical fiscal control processes and accounting convention core concepts, while applying budgeting procedures, proposing alternative ownership compensation strategies and retirement plan rules, articulating financial statements after scrutinizing data, and interpreting crucial reporting metrics.

? Guided corporate training and development, instigating legal training program for paraprofessionals in order to maintain compliance with federal and state laws, creating variety of secondary programs educating staff of key skills ? including negotiation, customer service, and diversity ? implementing management program for staff retention purposes, and introducing team-building efforts.

? Organized and integrated organization?s first comprehensive strategic human resources function; developed recruitment, training/development, performance management, bonus incentive, salary administration, employee motivation, job design, resource allocation, EEO compliance, and other systems and programs, supported by newly-created employee handbook and policy & human resource manual.

FIRST NATIONAL BANK ? ZANESVILLE, OHIO (1992 ? 1996)

Publically traded financial institution with assets in excess of $1 billion established in 1863 with 12 branch location based in Muskingum County, Ohio.

HUMAN RESOURCES DIRECTOR

Directed human resource function for 12-branch publicly traded regional financial institution supported by 250 exempt and non-exempt employees, formulating original human resources and benefits infrastructure from scratch, with accountability for budgets governing entire department and three direct reports.

? Conducted first-ever job analysis, developing job descriptions and corresponding compensation strategy and professional development plans, establishing on-boarding processes, devising training tools, and developing written organization policies and procedures.

? Devised career path structure guiding newly hired Tellers from initial position, subsequently expanding pro-fessional track via several potential channels, coordinating team building and organizational development activities, and delivering significant customer service and leadership training modules to enhance professional development.

? Maintained oversight of payroll, leading employee relations function within branch structure, regularly travelling to branches within network, introducing programs to enhance inter-departmental teamwork, conducting recruiting job fairs, and maintaining all personnel files.

? Led employee relations communication initiative to bolster employee morale and performances, negotiating key contracts with temporary labor agencies and management consultants, participating in external community organizations such as Hospice and American Red Cross, and ensuring compliance with state employment and fed-eral guidelines.

EDUCATION & CERTIFICATION

Master of Business Administration with Human Resources Specialization

Nova University ? Ft. Lauderdale, FL

Bachelor of Arts in International Relations

Syracuse University ? Syracuse, NY

Certified Human Resources Professional (PHR)

AFFILIATIONS

Human Resource Association of Columbus (HRACO)

Society for Human Resource Management (SHRM)

uman Resources Chair 2013-2014 AAMGA

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