Human Resources Management

Steve Meyer, SPHR/SHRM-SCP

**** ** ******* *****, ******, IA 50021

702-***-****, ************@*****.***

Senior Executive: Human Resources

An accomplished Senior Human Resources Executive with 20 years proven success implementing strategic HR best practices in order for an organization to perform at its highest competitive capacity. My background has allowed me successfully to play a strategic role from organizational startup through established operations implementing major cultural change. I am a team player and a team builder with a “hands-on” style. The foundation of my success has always been the ability to align the human resources component with business strategy and to fully integrate this association with the various business functions of the organization.

Core Competencies

Integrity/Honesty

Labor Relations – Union Negotiations

Resilience

Risk Analysis/Compliance

Employee Relations

Staff Training & Development

Recruitment & Retention Strategies

HR Strategic Planning & Execution

Benefits & Compensation Planning

HRIS & Social Networking Technologies

Performance & Talent Management

Team & Budget Accountability

Professional Experience

SYSCO IOWA INC. – Ankeny, IA 3/10/2014 – Present

Sysco is the global leader in selling, marketing and distributing food products encompassing more than 196 distribution facilities. Sysco is a fortune 100 enterprise generating more than $48 billion in annual sales.

VP - Human Resource Business Partner 7/1/2015 - Present

HR Director 3/10/2014 – 7/1/2015

Function as a member of the Operating Company (OpCo) senior leadership team. Work strategically with leadership in successfully executing local, regional, and corporate initiatives within the Opco.

Leadership Development: Partner with senior management to identify and proactively develop talent through formal training, mentoring, coaching, and “stretch” assignments. Participate in succession planning to ensure talent is available and ready to assume positions of greater responsibility within the enterprise.

Performance Management: Oversee the performance management process. Provide training and consultation as necessary.

Labor Relations: Respond to grievances, review disciplinary programs, conduct investigations, prepare for arbitrations, and participate in union-contract negotiations.

Employee Relations: Provide coaching and guidance to OpCo leaders and associates regarding employment issues in such areas as policy and procedure interpretation/application, dispute resolution, corrective action, leaves of absence, harassment, and terminations. Facilitate Sysco’s Employee Engagement Survey.

Compliance: Review, interpret, administer and ensure compliance with federal, state, and local employment laws, and company policies and procedures. Maintain the OpCo’s Affirmative Action Program, complete required Equal Employment Opportunity (EEO) reporting and ensure Equal Employment Opportunity Commission (EEOC) compliance. Perform investigations and prepare written responses to EEOC claims, unemployment claims, etc.

Talent Acquisition: Work with OpCo leaders to create and maintain work-force staffing plans. Coordinate recruiting efforts with Sysco Business Services to ensure that competent, diverse, and skilled workers are hired and workload levels are appropriate and maintained, and work to minimize turnover.

Safety: Support the installation, maintenance and continuous improvement of Sysco’s Behavioral & Compliance Safety program. Ensure compliance with all applicable federal, state and local laws as well as company policies and procedures.

Compensation and Benefits: Oversee all benefits and compensation policies, procedures, and programs. Provide guidance on benefits and compensation strategy planning and administration. Communicate all benefit and compensation programs to associates.

Training: Oversee the execution and delivery of all local training for all associates, including the supervision of a Training Manager. Deliver leadership training for all OpCo leaders on various HR topics, including ethics, labor laws, policies, and procedures. Oversee administration of Sysco Interactive University programs.

MAYO CLINIC - Rochester, MN 10/2012 – 3/10/2014

Mayo Clinic is a $9.5 billion not-for-profit medical practice, research, and educational institution employing more than 32,000 people at its main campus in Rochester, Minnesota.

HR Senior Service Partner

Partner with assigned work units in developing best business practices aligned with human resource strategies that would meet Mayo Clinic immediate and the long-term goals and objectives. Responsibilities include employee and labor relations, recruitment strategies, policy interpretation, benefits and compensation, work-force research and analysis, investigations and corrective action, education and development, performance management, compliance, safety, HR planning.

Support three work units (union and non-union) employing 1,200 plus employees and 2,200 plus students. Work collaboratively with assigned work units by coordinating HR support through an HR service model. Serve as an advocate and supporter of organizational goals/vision and facilitate processes in meeting Mayo’s mission to attract, retain, and develop high-quality individuals to support the Mayo Clinic Model of Care.

WIRTZ BEVERAGE NEVADA/BEER/RENO, Las Vegas, NV 2000 – 4/2012

$350M Wholesale Distributor of Wine, Spirits, and Beer

HR Director

Served as a member of the Executive Management Team reporting to the Executive Vice-President. Responsibilities included leading and overseeing all HR functions at multiple facilities in Las Vegas and Reno, Nevada. Supported up to 600 employees (200 union and 400 non-union) at two distribution centers. Recruited to develop and align human resources with other business functions due to the continued growth of the organization. Developed and implemented a full spectrum of HR programs, processes, and systems to meet business needs. Worked with senior management to create HR policies and procedures, developed talent management and recruitment program, administer and managed group benefits programs. Directed the management of all new employee orientation, onboarding, induction training, leadership development, performance management, labor and employee relations, and safety. Managed the HR budget and a staff of four employees.

Successfully transitioned the Human Resources Department into a fully functional and strategic business unit within the organization.

Executed strategic plan by teaching managers and associates how to ‘drive sales’ through proper recruiting and training techniques.

Successfully negotiated union contracts with Teamsters Locals. Served as point person in successful contract ratification with no strikes while meeting company’s financial and operational goals.

Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.

Fostered a teamwork/open-door environment conducive to positive dialogue across the organization.

Conducted management training on employment and labor laws to minimize company exposure and legal liabilities.

Developed and implemented the company’s employee manual.

Developed and implemented company safety program.

THOMPSON CREEK MINING COMPANY, Challis, ID 1994 - 2000

$300M Open Pit Molybdenum Mine

Human Resources/Safety/Security Manager

Developed and implemented a fully functional Human Resources/Safety/Security Department following operational startup. Supported up to 350 employees and managed up to 15 employees including eight security. Responsibilities included developing and overseeing all functions of HR, Safety, and Security in order to meet the organization’s operational plan. Fulfilled the full range of HR functions; including employee recruitment, training, benefits administration, employee relations, HR records management, regulatory and statutory compliance. Provided tactical human resource leadership to management team in order to minimize potential legal liabilities and exposure.

Education & Certifications

BACHELOR OF SCIENCE - BUSINESS MANAGEMENT, University of Phoenix, Las Vegas, NV

SPHR – HRCI - Senior Professional in Human Resources

SHRM – SCP Society of Human Resource Management – Senior Certified Professional

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