Human Resources Management
Resume:
Scott Beck, MSHR
Cleveland, TN 37323
Home: 423-***-**** Cell: 423-***-**** Email: *********@*****.*** Vice President, Human Resources
Accomplished and energetic Senior Human Resources Executive backed by proven track record in managing variety of human resources, diversity, training and organizational development activities for multi-million dollar organizations across multiple sites.
Achievements include developing a high performing customer oriented human resource organization that support business strategy, productivity and profitability. Expertise in all generalist Human Resources areas including, HRIS, training/development, wage and salary administration, payroll, benefit administration, recruitment, negotiations, compliance, conflict management and employment law. Skilled in implementing comprehensive programs in training/development, career opportunity and management development programs.
Pivotal contributor to senior operating and leadership executives, providing Human Resources leadership for growth, restructuring and acquisitions. Proven ability to work with senior management team to integrate human resource functions within the business; lead reorganization efforts without compromising productivity. Innovative problem solver, strategic decision maker, strong communicator. AREAS OF EXPERTISE
Employee Relations HR Information Systems (HRIS)
Performance Management Benefits, Payroll and Compensation Incentives and Salary Structure Negotiations
Change Management Training and Development
Cultural Diversity/EEO Requirements Recruitment
Employment Law Continued Process Improvement
EEOC Investigations/DOL Compliance Acquisitions
Policy Development/Implementation Field and Office Collaboration PROFESSIONAL EXPERIENCE
CreditCorp, Cleveland, TN 1998 to Present
Financial Service Company, with over 3100 employees located in 1050 locations in the United States and the United Kingdom. Additional companies include Clothing Manufacturer, Up-Scale Restaurant and Bakery. Vice President of Human Resources (2002 to Present)
Built from ground-up the structure, processes and procedures of a full-service multi-state Human Resources Department and Payroll Department that is efficient and responsive to company growth and strategies with a full-time staff totaling 18 along with a budget exceeding $2M.
Successfully maintained organizational/leadership through 13 year period in which the workforce expanded from 500 employees to over 3,100 employees which enabled the company to maintain an annual revenue growth.
Provides guidance to management and staff on interpretation of company policies, procedures and guidelines.
Coaches leaders on talent development, retention, performance management, succession planning and employee relations issues.
Transferred the human resources processes from a paper oriented system to an electronic based system by being the project manager for implementing technology such as Human Resources Information System (HRIS), Applicant Tracking System, On-Boarding, Learning Management system, Employee Self-service along with web-based Time and Attendance system, which included selection of vendors, negotiation of cost, statistical analysis, scenario testing, implementation and training, which saved the company over $250,000.
Developed and implemented recruiting program, including Internet recruiting along with background searches to help assure that candidates are the right fit for the position.
Using statistical data developed an assessment process for candidates which decreased turnover by 25% and increased revenue.
Scott Beck, MSHR Page two Home: 423-***-**** Cell: 423-***-**** Email: *********@*****.***
Strengthened the performance management process, created an appraisal tool which enhanced sales, simplifying the PM process and improving pay for performance-rating that tie to the company’s strategic goals.
Bolstered the work performance of the Payroll department by implementing processes and procedures which decreased payroll errors to less than .05%.
Provide consultation on compensation actions including planning salary actions along with promotions incentive compensation.
Perform compensation analysis each year for all field positions along with newly created positions.
Developed a comprehensive compensation and benefit strategies, which includes evaluating, negotiating and selecting employee benefits to support organization’s objectives in providing incentives and rewards that are linked to overall performance as well as to ensure health and welfare protection for employees; saved over
$10M in benefit costs by providing rate holds for healthcare insurance while adding employee benefits.
Successfully partner with legal counsel to defend against EEOC claims along with wage and hour claims in multiple US locations.
Led the change of centralizing human resources functions to the corporate office, which saved the company approximately $300,000.
Shaved $4M in Workers Compensation insurance premiums by analyzing type of employee injuries along with coaching management team on being proactive in the prevention of claims.
Lead person in human resources for cultural integration and managing due diligence, compliance and integration of four company’s acquisitions.
Director of Training (1998 to 2002)
Established the training department for the organization which consisted of three trainers and training centers.
Authored operations manual and training programs for field employees.
Worked across business units in collecting, compiling and interpreting organizational development related data in order to create appropriate business plans along with training and development programs.
Boosted overall employee development by creating the company’s university training system. Key topics include; compliance training, operational processes and procedures, management development skills, conflict resolution, anti-harassment training and performance appraisals.
Augmented training capabilities by developing and introducing the web-based learning management system
(LMS) utilized to track record and monitor training activity. UNIVERSITY OF PHOENIX, Phoenix, AZ (2007 to 2013)
University with 112 campuses along with online classes confers over 100 degree programs at associate, bachelor, master and doctoral levels.
Online Class Instructor
Facilitates Human Capital Development course, which is a Master of Business Administration level course. The class examines the role of the executive in developing human capital within the organization. KMART CORPORATION, Troy, MI (1985 to 1998)
Mass merchandising company
EDUCATION
Master of Science Human Resources, University of Maryland University College • Adelphi, MD Bachelor of Science Business Administration, Clarion University of Pennsylvania • Clarion, PA AFFILIATIONS
Society for Human Resources Management, Member
Tennessee Tech University Parent Association (TTUPA), Executive Board Member
United Way of Bradley County: Board Member, Funding Panel Member
Junior Achievement, Presenter
Chamber of Commerce Leadership of Cleveland
TECHNICAL SKILLS
ADP HRIS, ADP eTime, Ceridian HRIS, Ceridian Time and Attendance system, SilkRoad OpenHire Recruiting, SilkRoad RedCarpet OnBoarding, Intellum (Exceed Enterprise) Learning Management System, MS Word, MS Excel, MS Outlook, MS PowerPoint, MS Access and Acrobat X Pro.
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