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Human Resources Sales

Location:
Texas, United States
Posted:
October 05, 2016

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Richard Holstein

Cell: 402-***-**** acwxfp@r.postjobfree.com Home: 402-***-****

SUMMARY

Proven Human Resources Leader experienced in all facets of employee relations, benefit selection and administration, payroll processing and recruiting whose breadth and depth of knowledge is exceptional. Demonstrated ability to interact with all levels of employees and leadership in an effective and productive manner.

PROFESSIONAL EXPERIENCE

DRM, Inc., Omaha, NE 2008-2016

Arby’s franchisee with 71 restaurants in a 4-state region

Director of Human Resources

Responsibilities included: employee relations; employee benefit selection and administration, including medical, dental, vision, long-term disability and life insurance; business insurance selection and administration, including workers’ compensation, general liability and company auto insurance; semi-monthly payroll for 1,350+ employees; recruiting for all restaurants and corporate office; 401(k) program administration, including a semi-annual review of all investment funds; EEOC complaints and associated legal issues; maintenance and revision of company’s Policy Manual.

Major Accomplishments:

Oversaw the migration of the company’s payroll processing from an outdated in-house system to a third party payroll processing company. This resulted in the elimination of printing and distributing payroll checks as all payments are direct deposits into an employee’s bank or pay card account. Cost savings realized through elimination of paper checks and distribution (UPS) charges.

Moved the company’s HRIS system to a third party from an outdated in-house system.

Instituted the use of a third party Onboarding process which allows new hires to complete and submit all essential hiring paperwork electronically. Once hired, employee files are stored electronically, resulting in cost savings due to the elimination of printed hiring packets and the distribution of same. Also increased the speed at which a new hire can be employed which is essential in the current competitive job market.

Rewrote the company’s 150+ page Policy Manual to ensure compliance with all employment laws and current company philosophies.

Created programs to ensure compliance with the Affordable Care Act (ACA) and its various reporting requirements.

Involved in the creation of a Paid Time Off (PTO) program and oversaw the migration to that program from a traditional vacation and sick time policy. Resulted in increased flexibility for employees in the use of this benefit.

Established and maintained contracts with many major recruiting boards.

Programs contributed to the reduction in annual turnover from 180% to 105%.

Lyman-Richey Corporation, Omaha, NE 2005-2008

Construction materials production and delivery in a 3-state region

Human Resources Manager

Responsibilities included: employee relations; leadership development programs; employee onboarding and orientation; EEOC complaints and associated legal issues; corporate-wide recruiting; annual performance evaluations; annual employee benefit statements; unemployment insurance and hearings; policy development; employee handbooks; weekly and semi-monthly payroll for 750+ employees; quarterly and annual federal and state tax returns; annual W-2s; DOT regulations; random drug testing program for DOT drivers.

Major Accomplishments:

Leadership Development: Assessed needs and created a series of Leadership Development Workshops for the company’s superintendents and managers.

Recruiting: Established a multi-source recruiting program to fulfill the company’s hiring needs.

Performance Evaluations: Improved performance evaluation procedure; trained the company’s management staff to properly implement that procedure.

Random Drug Testing: Instituted on-site random drug testing program increasing the efficiency with which tests were administered thus decreasing lost production time.

Employee handbook: Made considerable changes to the employee handbook, streamlining and clarifying policies.

Pacesetter Corporation, Omaha, NE 1979 – 2005

National direct seller of home-improvement products

Positions Held

Jan 2000 – Feb 2005 Vice President, Human Resources and Director of Facilities

Mar 1997 – Jan 2000 Assistant Vice President, Sales and Marketing & Leadership Development

Apr 1991 – Mar 1997 Assistant Vice President, Leadership Development

Apr 1988 – Apr 1991 Director, Management Development

Oct 1980 – Apr 1988 Manager, Management Development

Oct 1979 – Oct 1980 Management Development Specialist

Human Resources Responsibilities and Accomplishments

Responsibilities included: Benefit selection and administration, including health and dental insurance and all employee welfare programs; 401(k) administration; employee handbooks; workers’ compensation and general liability insurance; employee arbitration program; all facility leases; corporate recruiting; leadership development programs; performance evaluation program.

Major Accomplishments:

401(k): Conducted due diligence necessary to move the company’s $25MM, 630 participant 401(k) to a new provider and third-party administrator which increased participants’ investment choices and account access while eliminating the company’s annual administration fee of approximately $25,000. Change increased employee participation by 10%.

Paperwork Reduction: Streamlined the hiring paperwork process to reduce by 50% the number of required forms. Annual cost savings approximately $17,000.

Employee Handbooks: Contracted with printing company to print all employee handbooks, including required paperwork, on demand. Increased distribution efficiency and decreased monetary loss from unusable and out-of-date handbooks. Annual labor and shipping cost savings approximately $35,000.

Paperwork Imaging: Contracted with an electronic imaging company to image all of the company’s employee paperwork (approximately 190,000 pages per year). Allowed secure, instant access to employee’s files for HR employees. Eliminated the need for annual microfilm archiving. Increased security of employees’ files. Annual savings approximately $7,500.

Employee Arbitration Program: Directed the company’s three-step employee arbitration program designed to facilitate the swift and fair resolution of employee grievances. Handled 165 claims, with only four going to arbitration and two decided in favor of the employee.

Staff Reduction: Through streamlining of processes and cross training of HR staff, reduced the HR staff from seven to three, resulting in annual salary savings of $132,000.

Leadership Development Responsibilities and Accomplishments

Responsibilities included: Creation and on-going maintenance of leadership development programs for four field operation departments – sales, telemarketing, installation and administration; assessment of talent for entry into programs; delivery of programs to approximately 120 management candidates per year and 120 current managers per year; creation and delivery of leadership skills training programs for corporate leaders; recruitment of outside management talent.

Major Accomplishments;

Sales Training – created and oversaw the bidding, development, production, introduction and distribution of 2 multi-media sales training programs (one in 1992, the other in 2004). Both programs increased the consistency of the knowledge delivered to new hires and reduced classroom training time of the field sales managers due to the programs’ self-study components.

Created leadership development programs for the company’s field operations. The program included participant manuals and materials, instructors’ guides and support materials as well as all assessment materials. These formalized leadership development programs allowed the company to develop and retain the number of managers necessary to support its rapid growth. Leadership Development Programs reduced management turnover by 33% across 3 field departments while increasing tenure by 26%.

Created and delivered a series of twelve half-day seminars for the corporate leadership staff on such topics as conflict resolution, interviewing skills, coaching skills, performance reviews, etc.

Developed and delivered programs for external line and general management candidates as well as corporate vice presidential positions designed to familiarize them with the corporation and job functions.

Wrote basic skills training manuals for the telemarketing department. Included script development.

Created a series of benchmark instructional videos for use by leadership development candidates.

Developed, planned, scripted, filmed and edited a series of 20+ instructional videotapes on the company’s product line.

Researched psychological profiling for sales and telemarketing employees; trained on the use of the Predictive Index that was incorporated into the hiring process for sales representatives; conducted concurrent validation studies against tenure and performance.

Developed and produced a “Dress for Success” pamphlet for sales representatives.

Created and administered a corporate attitude and employee satisfaction survey.

Successfully managed the department’s $600K budget.

Assisted in the development of compensation plans for sales and telemarketing employees.

EDUCATION

MS, Industrial Psychology, University of Nebraska

BS, Psychology, University of Iowa

CERTIFICATIONS

Senior Professional in Human Resources (SPHR)

MEMBERSHIPS

Society for Human Resources Management (SHRM)

Human Resources Association of the Midlands (HRAM)

REFERENCES

Professional and personal references available upon request.



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