Human Resource Manager

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

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