Human Resources Management

Magda Moss

Greater Detroit Area 248-***-**** (Mobile)

************@*****.***

HUMAN RESOURCES EXECUTIVE

Strategic Business Partner Change Agent Administration Expert Employee Advocate

Advertising/Marketing Automotive Non-Profit Financial Services

A results oriented and experienced Human Resources leader/business partner with a proven track record of aligning organizational strategies, people, processes and culture to achieve tangible business results. An innovative, out-of-the box change agent that can transform the “big picture” into relevant operational strategies designed to drive cultural change, promote employee engagement, maximize profitability/accountability and foster organizational excellence at all levels. Recognized for delivering effective HR strategies, solutions and best practices critical to sustainable and profitable business success. Areas of value added expertise include:

● Strategic Planning ● Recruitment and Retention ● Executive Compensation

● Change Management ● Talent Management ● Team Building

● Training and Leadership Development ● Employee/Labor Relations ● Union Negotiation

● Cultural Engagement ● Compensation/Benefits Design

● Organizational Effectiveness ● Performance Management

PROFESSIONAL EXPERIENCE

Human Resources Director 2014 – Present

James Group International

James Group International is a global leader in supply chain management and logistics. Key automotive clients include Ford Motor Company, General Motors and Magnolia Automotive Services (Toyota) in Mississippi. Responsible for leading, managing and executing all HR processes and services in support of key business metrics.

Key Accomplishments:

Redesigned comprehensive benefit platform to upgrade quality while containing costs including wellness initiatives

Implemented company-wide training initiative to ensure quality, accuracy, productivity and customer service standards are met and maintained to promote organizational excellence

Led successful union negotiations to facilitate a much needed paradigm shift for production employees

Lead the efforts for strategic talent allocation and upgrade to ensure quantity and quality of key talent is aligned with business strategies and goals

Champion for change by engaging cross functional team to enhance employee engagement and to foster a more collaborative/cohesive culture

Created opportunity for leadership offsite to initiate overhaul of the company’s vision, mission and values to facilitate the leadership transition from CEO to the President

Principal 2013 – Present

Resource Connections Group

● Provide coaching and leadership development to senior leadership professionals

● Develop strategic Human Resources plans including talent management, leadership development, compensation and benefits program design

Projects Include:

Designed and implemented comprehensive and quality health and wellness programs while reducing overall healthcare costs by $1.0 million over two year time frame.

Creation, development and project management of largest fundraiser for the Detroit Symphony Orchestra; projected revenue $100,000

Consulted with CEO of financial institution regarding compensation and performance management systems/processes

Vice President of Human Resources 2011 – 2013

Lake Trust Credit Union

Lake Trust Credit Union is the 4th largest credit union in Michigan with $1.5 billion in assets, 156,000 members and offices in 22 counties throughout Michigan. Responsible for developing and executing human resources strategies after the merger of two significant organizations to align with strategic direction, core values and overall business plan. Directed staff of 11 providing human resources services for over 400 employees.

Key Achievements:

Compensation & Benefits:

Designed and implemented comprehensive and quality health and wellness programs while reducing overall healthcare costs by $1.0 million over two year time frame.

Led the design and development of organizational structure, job descriptions and new compensation program developing equity across the organization.

Designed variable compensation strategy to reward achievement of organizational balanced score care metrics

Designed supplemental executive retirement plan (SERP) for new CEO and key executives

Employee Engagement:

Designed and developed Employee Engagement Initiative around key employee drivers to leverage strengths and identify areas for opportunities to creating a more highly-engaged and motivated workforce; increased participation by 52%

Key contributor on cross-functional team created to develop unique, one-of-a-kind Brand Promise vision which included communication and training for 400+ employees and partners to ensure with clear understanding, establish performance expectations, promote engagement and adoption of new business philosophy

Facilitated Town Hall and cultural feedback sessions throughout the organization to solicit feedback and recommendations for continuous improvement.

Training:

Directed strategy and program development for Lake Trust University to enhance personal and professional development for all employees which included expanded new hire orientation program, leadership development and customized service training for all employees.

Talent Management:

Implemented recruitment models that significantly reduced time to fill from 90 days to 35 days

Designed and implemented new performance management process around core values and goal setting to align individual and department contribution with overall business planning goals and objectives

Implemented top performer strategy to recognize and retain key contributors

HR Director 2010-2011

PCG Campbell

PCG Campbell is an integrated marketing and communications agency. Responsible for administration of policies, practices, compensation and benefits, recruitment, employee relations and implementation of corporate initiatives including leadership development for over 100 professionals in Michigan and California.

Key Achievements:

Designed and implemented new performance management process and compensation structure

Implemented company-wide reward/recognition program

Consistently awarded Top Best Places to Work

HR Director 2008 – 2010

The Detroit Symphony Orchestra

Internationally acclaimed Detroit Symphony Orchestra is the top ten orchestras in the United States with 95 musicians from around the world and 75 administrative staff. Partner with senior management to plan, direct and lead the DSO’s human resources and organizational effectiveness initiatives and programs. Manage all aspects of the human resources function for orchestra (union) and administrative (non-union)

Key Achievements:

Recruited key leaders to fill key vacancies in challenging business climate. Developed a more effective recruiting communication and inclusive process to fill critical positions

Increased visibility of DSO within business community. Asked to facilitate workshop on employee engagement for division of General Motors, a key supporter of the DSO.

Partnered with management and Board of Directors to develop and implement restructuring initiative to ensure budget/expenses alignment with forecasted revenues as part of new business model strategy.

Chief Talent Officer 2005 – 2007

DDB, Chicago, Illinois

With 200 offices in 90 countries, DDB is one of the world’s most awarded advertising agencies with a client roster that includes McDonalds, Anheiser-Busch, Capital One, State Farm and J.C. Penney. Recruited in this newly created position to identify, develop and implement strategic talent initiatives designed to foster retention, accountability and client service aligned with agency vision, values and global business objectives. Reported to CEO/President and a key member of executive team.

Key Achievements:

Created customized performance management process including 360 feedback tool, competency model, goal setting and career development modules; facilitated training for 600 managers/staff; introduced online process to significantly reduce completion time and increase compliance

Created DDB University to promote personal and professional development of staff; 80% participation in first semester

Initiated innovative strategy to create “wow power” engaging creative talents of The 2nd City for new business development resulting in new account with revenues of $200 million

Implemented leadership development program for senior and mid-level managers; created leadership competencies and succession planning programs

Recruited national and international talent to fill key vacancies for strategic planning department within 4 month time frame; significantly reduced need for costly recruiting resources

Partnered with Chief Planning Officer to develop client evaluation tool using balanced scorecard methodology which resulted in increased in client incentive compensation

Established diversity council and served as executive champion

Senior Vice President, HR Director 1999 – 2005

chemistri (formerly DMBB), a division of Leo Burnett

chemistri, a division of Leo Burnett, is a worldwide full service integrated advertising and marketing agency. Key clients Cadillac, Pontiac and Mr. Goodwrench. Transformed HR from administrative role to strategic business partner, including working with senior management to drive key business initiatives and performance strategies. Recognized as one of the top 300 executives in Publicis network.

Key Achievements:

Played a key role in annual fee negotiations with General Motors which necessitated reengineering of workforce with minimal disruption to daily operations, as well as active participant in annual client evaluation process to achieve maximum incentive compensation as part of total revenue growth strategy.

Developed strategy with Chief Creative Officer and President to upgrade creative talent/reputation of agency.

Created in-house recruiting function for all positions below executive level; cut recruiting expense by 40%.

Built training and organizational development function from the ground up, resulting in increased productivity and creativity.

Developed incentive compensation plan aligned with business goals (holding company and client) to increase revenues. Worked with COO to create structure that would support client scope of service for each brand and creative goals.

Recognized as one of the top 300 executives in Publicis network; participant in Creative Uprising and selected to attend the Cannes Advertising Festival.

Assisted senior leadership/corporate with joint venture with Martin Group. Directed all aspects of cultural integration, processes and systems to create collaborative synergies between regional and national brand work/agencies.

Elevated to Board of Directors (2003)

EDUCATION

Bachelor of Arts – Romance Languages/Secondary Education

University of Michigan, Ann Arbor, Michigan

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