Human Resources Manager

BETH DOLUNT, PHR

Livonia, MI – ***** – 734-***-**** – *******@*****.*** – https://www.linkedin.com/in/beth-dolunt-5a081411 HUMAN RESOURCES LEADER

ORGANIZATION DEVELOPMENT ~ ENGAGEMENT ~ TALENT ACQUISITION EXPERT Strategic business partner and catalyst for innovative initiatives, who has shaped high-performing cultures with progressive technical resources, prolific communications and robust development programs that bring double digit revenue growth. Employs current human capital practices that attract and retain high-potential talent. Develops executable strategy that motivates teams individually and financially to exceed the corporate objectives through various economic cycles.

Strategic Human Resources Planning

High Performing Talent Acquisition

Training Development & Facilitation

Change Management & Reengineering

Merger & Acquisition Restructuring

Employee Engagement

Performance Compensation Programs

BENCHMARKS & MILESTONES

Improved employee workflow productivity by 15% by creating successful merger and acquisition assimilations of four companies. Led due diligence effort for HR department on acquisitions. Developed hiring strategy for aggressive growth plan and launched new company in 2014 with end to end business solutions.

Built world-class recruiting function that hired over 5000 employees in one year, cut time-to-fill by 22% in first year and saved over $600,000.

Devised a comprehensive succession planning and leadership development program.

Conduct root cause analysis to resolve performance issues in operations to retain business contracts; coached management team on planning, change management, and communication skills to increase productivity levels

Spearheaded benefits overhaul that led to annual savings of over $100,000. CAREER PROGRESSION

DIALOG DIRECT, Highland Park, MI 2004-Present

Director of Human Resources and Organizational Development (2012-Present) Challenged to lead integration efforts following the mergers and acquisitions of four companies with vastly different cultures and management styles. Re-established balance in the workforce to establish a strong company culture and employer brand. Lead a cross-functional human resources department (team of 26 at multi-site locations) in all function areas: Compensation, Benefits, Talent Acquisition, Engagement, Employee Relations, and Succession Planning.

Partner with executive leadership team to analyze and prioritize the critical business challenges faced by the organization, and to provide strategy initiatives for business growth.

Improved branding and messaging with employees and external clients to connect everybody to the vision, mission, and core values of the organization.

Led cultural and branding initiative including communication and feedback.

Conducted climate assessment feedback resulted in actionable plans that contributed to the overall growth and success of the company.

Reduced attrition by 10% through focus efforts to boost employee engagement.

Implemented new hiring strategy to onboard over 5,000 candidates annually to meet rapid growth demands. Drove initiatives that realized a 60% improvement in the number of candidates seen for each position.

Developed Compensation Policy and Career Progression Program as well as job hierarchy with accompanying salary ranges to ensure internal equity when hiring, promoting and transferring employees. BETH DOLUNT, PHR – PAGE 2

CAREER PROGRESSION (CONT.)

HUMAN RESOURCES LEADER

ORGANIZATION DEVELOPMENT ~ ENGAGEMENT ~ TALENT ACQUISITION EXPERT Senior Manager of Human Resources (2004 – 2012)

Streamlined HR department processes and implemented quality improvement programs successfully; recognized and awarded through ISO standards.

Spearheaded the first consolidated, comprehensive performance review process which included creation of goals for each employee, aligned with the company’s business plan.

Reduced healthcare cost by redesigning health care plans; implemented new TPA.

Advised business leaders on change management, performance issues, responding to employee concerns, compliance or ethics investigations, etc.

Introduced intranet company-wide to effectively communicate total rewards to employees.

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

Successfully passed numerous external annual audits with internal and external clients ranging from healthcare, financial and automotive, ISO 9000 and SAE 16.

Experience prior to 2004

Pabst/Stroh Brewing Company, Detroit, MI

Manager of Human Resources

Responsible for the management of a $67 million health and welfare plan that comprised of 40 different healthcare plans. Oversaw 11 HR Managers at multi-site locations to assist them to achieve divisional goals and objectives through strategic people management.

Served as member of several leadership task teams to contribute strategic forward-thinking solutions and provide advice and counsel through sensitive issues with the Executive Staff.

Spearheaded all benefit initiatives, driving change in healthcare plan design while reducing health care expenses by

$450,000.

Created a strong team presence, with consistent achievement in motivating and engaging employees building top performing teams in the organization improving employee retention and working relationships in all departments.

Instrumental in selecting and implementing new benefits software system to manage healthcare plans and payroll while reducing costs by over $150,000.

Comerica, Detroit, MI

Human Resources Specialist/Benefits Administrator

Partnered with client groups to provide high-level strategic HR support for policy development and management, streamlining processes, and benefits administration. Served as an expert benefits consultant for external customers. EDUCATION AND CERTIFICATIONS

DAVENPORT UNIVERSITY, Bachelor of Management

PHR, Professional in Human Resources (since 1999)

Certified Advanced Behavioral Interviewer 2012

Contact this candidate