Mark A. Scheid, PHR
C: 253-***-**** ****.********@*****.*** 1405 34th Street Southeast, Puyallup, WA 98372
PROFESIONAL SUMMARY
I am a self-motivated leader and HR professional, with an enthusiastic personality and professional demeanor. With years of exempt-level leadership experience within the “big-box” retail industry, including nearly ten years as a multi-department Store Sales Director (General Manager) and over four years in HR specific positions. I’m known for my ability to train and mentor associates at all levels to achieve their career goals while leveraging their skills to achieve company goals. My passion for people and passion for results drives and motivates me. I thrive in situations that allow me the responsibility and autonomy to implement strategic processes to improve operational efficiencies and effectiveness. In addition to my experience, I have a Bachelor’s degree in Human Resource management as well as a Professional in Human Resources (PHR) certification.
SKILLS
Leadership
Recruiting
Behavioral Interviewing
Employee Recruitment and Retention
Training
New Hire Onboarding
Employee Conflict and Complaint Resolution
Performance Management/Team Building
EDUCATION and CERTIFICATIONS:
Bachelor of Science July 2015
Human Resource Management
Western Governors University
Salt Lake City Utah
PHR Certification January 2012
Professional in Human Resources
Human Resource
Certification Institute
WORK HISTORY
Human Resource Representative/Administrator/Manager Fred Meyer 2011-Present
Ability to think strategically about current HR processes and procedures to innovate location specific programs in support of corporate level initiatives, policies and strategies; resulting in more operational efficiency and effectiveness
Key resource for benefit and compensation questions, including tuition reimbursement, employee assistance program, FMLA leave of absence requests and employee total rewards incentives
Assisted Main Office employee relations department in investigating and resolving employee complaints and union grievances and arbitration as well as acted as an employer representative at grievance and unemployment hearings
Professional working knowledge of State unemployment laws, EEO, ADA, FMLA, WC, OSHA, I-9 regulations and compliance
Ensured annual appraisals for hourly and exempt–level employees were complete on-time in support of company performance management initiatives
Risk management of workers compensation (WC) and general liability (GL) claims through accident prevention, policy compliance, investigation, training and documentation
Responsible for recruitment, selection, onboarding, training and development of store level employees
Responsible for analyzing employee turnover, minority and gender mix, injury/accident trends to develop store level plans to improve employee retention, diversity and reduce workers compensation FTE incident rates
Responsible for workforce planning and human capital need forecasting
Able to identify high potential employee developmental needs and facilitate training to prepare them for career succession
Facilitated benefit administration during annual open enrollment
Skilled at change management to facilitate new initiatives, procedures and policies
Frequent use of human resource systems, including: HRIS, Kronos, ACE, ACT-Host and SuccessFactors systems
Facilitated bi-monthly orientation/onboarding sessions
Maintaining approximately 290 employee personnel records to ensure compliance with corporate policy and employment regulations
Proven ability to take a lead role in rewarding and recognizing employee and team accomplishments through planning, organizing, facilitating and conducting store wide meetings, cultural council meetings, weekly manager meetings and location celebrations
Completed numerous soft-skills training courses. Including; Select Interviewing, Harassment Awareness and Prevention, Drug and Alcohol Awareness and Prevention, Franklin Covey’s 7 Habits of Success, Leadership Development, Performance Management, and Progressive Discipline and Discharge.
Recruited diverse applicants through job fairs, community partnerships, employee referrals and local businesses
Store Sales Director (General Manager) Fred Meyer 2001 - 2010
Primary supervisor for various high-volume retail locations with 250+ employees, Including 29 managers
Assigned and prioritized the operational and merchandising duties at several high profile/volume “Big-Box” retail locations (Fred Meyer); with annual sales in excess of $75M
Full P&L responsibilities to achieve budgeted sales, gross margin, wage, shrink and EBITDA
Developed and mentored numerous Divisional managers, assistants and relief assistants for advancement
Successfully applied performance management strategies to identify and develop future leaders
Selected as a training Director for future Directors
Identified on Zone succession plan for three separate regional supervisor positions including: Human Resource Supervisor
Able to effectively and quickly anticipate and resolve employee conflict as well as coaching location management team in handling employee complaints, discipline, job performance and employee conduct
Implemented innovative programs to increase employee retention, reduce workers compensation claims, and improve employee recognition
Skilled at conducting complex Human Resource employee labor relation investigations at all levels within my supervision; from entry level employees to Divisional store management and regional supervisors
Initiated on going store level succession planning for key positions
Proficient at documenting poor employee performance through progressive discipline techniques to change behavior or support termination