Human Resources Employee Relations

Michael D. Smith

**** **** ***** ** - ********, TX 75070 *********@*****.*** - 972-***-****

Recruiting Recr uitment Regul atory relations Remunerate requirements Restructure Retention reviews Rewar ds safety salary screeni ng sear ch Selection service Settlement soluti ons Specialist Sponsorship Staffing scheduli ng Strategic strategies surv eys Systems Tal ent Team technology Temp time leave Traini ng Uni on Val ue Vendor Well ness Workers Workflow Workfor ce Lawsuit Leadershi p Learni ng management mediation Mentoring Negotiati on Occupational Operati ng Opport unity Organizational orientation Outplacement Outsour ce Payr oll Pensi on PeopleSoft Performance Personnel Planni ng Pre -empl oyment pri nci ples Professional Program Project Promotion Proposition Recognition records Recruiti ng Recruitment Regulatory relati ons Remunerate requir ements Restr uct ure Retention reviews Rewards safety salary screening sear ch Sel ecti on servi ce Settlement sol utions Speci alist Sponsor shi p Staffing Staffing scheduli ng Strategic strategi es surveys Systems Tal ent Team technology Temp time leave Trai ning Union Value Vendor Wellness Workers Workflow Workf orce Lawsuit Acquisiti on administrati on affair Agreement Analy sis appraisal Ar bitration Assessment bargai ning behavi or Behavioral Benchmarking Benefits budget Budgeti ng buildi ng Business capital Change Coaching Collective Community Compensation Consultant Contract contr ol Cult ure Curriculum Database Deci sion descripti ons des ign development Dispute Div ersity Documentation EEO Effectiveness Employee Employment engagement Equal Equity evaluati on Executi on Executive Exit Facilitati on fiscal Generalist Gri evance handbook Health HRIS Human improvement Incentive Industrial Influenci ng information interview issues Job Labor SPHR Certification leadership Learni ng management mediation Mentori ng Negotiation Occupati onal Operati ng Opportunity Organi zational orientation Outplacement Out source Pay roll Pensi on PeopleSoft Perf ormance Personnel Pl anning Pre -empl oyment principles Professional Pr ogram Project Promoti on Pr opositi on Recogniti on recor ds Vision driven human resources leader with consultant, project management, organizational design/development and program development experience. Corporate culture champion with capability to achieve consensus. Support oriented leader who places customers in the “best position to achieve success” using the “most effective path”. Acknowledged for ability to achieve goals, decrease costs, lead multiple teams simultaneously and increase productivity. Ability to create synergy through effective organizational/program design, resource development and common sense.

WORK EXPERIENCE

Senior Director, Human Resources – Optum (a United Health Group company) – January 2016 – Present (Texas Health Resources will reintegrate the Physician Group 7/17 - cancelling our contract) Autonomous HR Leader supporting 290 Texas Health Physician Group healthcare clinics. Manage a staff of 21. Responsible for developing and deploying total HR strategy. Created new initiatives around competitive compensation and benefits (including leave management), organizational effectiveness and employee engagement. Responsible for partnering with operational leaders to drive metrics. Developed the “HR and Operations Action Plan” strategy which enables HR Business Partners to interface, regularly, with clinical leadership, to help drive excellence standards within both HR and Operations functions.

• Primary client service partner to VP of Client Service and Vice Presidents of Operations

• Direct reports supported Practice Managers and both Regional and Executive Directors

• Guided leadership training increasing communication between Regional Directors and Managers

• Decreased time to fill from 37 days to 19 days

• Decreased FMLA and ADAAA claims by 55% by changing STD contribution model

• Decreased healthcare benefits cost by $2M while increasing programs and coverage options

• Optimized job descriptions and utilized an alternative clinic staffing/responsibilities model driving competitive compensation while saving $1M in labor costs (decreased 350 jobs via attrition)

• Decreased overtime from 3% to 1.5%, and turnover from 28% to 17% within 9 months.

• 98% successful defense of unemployment claims

• No new EEOC charges under my leadership

• Via training and development, decreased formal corrective actions by nearly 200% in 2016

• Created community hiring initiative to increase diversity in clinics that better reflected patient base

• Increased number of e-learning modules, to hourly employees, to increase relevant competence

• Created succession planning initiative aimed at harvesting skills and intellect - increasing retention Senior Director, Human Resources - TD Holdings – November 2007 to December 2015 Autonomous Human Resources and Administrative leader responsible for every facet of the HR function within both TD Holdings and the organizations we support; multi-site/state, full-service general and specialist dental offices. Lead HR and Admin strategy including focus on culture and team services, development and operational predictability, as well as overall organizational integrity. Staff of 5, supporting nearly 1,000 employees and customer base of 300,000. Client annual revenues in excess of

$100M.

• Responsible for total HR strategy, planning, continuity, overall org dev. and corporate culture.

• Peer exec, trusted advisor of President/Managing Partner; direct contact with practice owners.

• Implemented diversity program to “hire locally” so employees matched patient base more closely; aiding in decreased turnover.

• Integrated “employee life cycle” model; decreasing recruiting efforts by 25% and turnover by 125%

• Streamlined onboarding process decreasing clinical downtime by 95%.

• Utilized predictable, change focused, metrics-driven, values-based organizational strategy.

• Implemented successional planning strategy (beginning with recruiting) to develop high capacity employees for eventual promotion. Productivity and retention both increased by over 50%.

• Trained offices to utilize total HRIS increasing day to day productivity.

• Wrote HR SOP enabling offices to streamline total admin function by 75%.

• Restructured health-benefit and (created coop initiative) reduced employer premiums 25% without increasing employee contribution.

• Drove each office’s succession planning and overall organizational strategy.

• Instituted employee lifecycle strategy based on current organizational goals and forecasted needs.

• Built centralized Employee Relations intra-communications system with time driven requirements.

• Streamlined training system using integrated software saving 50% annually in training costs.

• Refined compensation systems for all levels of employees with programs that included stock options/shared ownership, 401(k), bonuses, stock savings plans, bonus plans, and executive SERP plans

• Developed confidential and employee communications system decreasing formal complaints to 0

• Continually improve HR policies, compliance programs and practices to meet regulatory requirements.

• Created wellness program incentivizing reduced sick days, decreasing temp labor cost by 50%.

• TD Holdings’ strategy, methodology, and process integration result in an average of 100% margin increases in year 1 (usually from about 8% to 16%) Owner/HR Consultant, your Human Resources Consulting Team – May 2006 – November 2007 Organizational Development project – January 2007 – November 2007 - CELERITY, INC - Semiconductor manufacturer specializing in the creation and delivery of gas flow meters/flow controllers; a Lean Manufacturing environment. I was tasked to create a strategy to right size the manufacturing and supply chain organizations.

• Increased organization’s retention 30% by enhancing below market compensation guidelines

(organization-wide).

• Developed a workforce planning model aimed at right sizing human capital via succession planning, direct hire and cross-training, within the manufacturing support functions; decreasing recruiting costs by $1.5M in 6 months.

• Developed an initiative to replace underperforming positions through performance management.

• Lead team which revised onboarding, employee development, and employee review guidelines.

• Developed new guidelines for the employee relations department (e.g. performance management, conflict resolution, employee handbook, metrics, etc.).

• Trained and audited management teams in goal setting and performance management procedures.

• Worked with ESVP, HR to create effective international HR strategy (Ireland, Spain, Yugoslavia, Japan).

• Human Resources SME on team tasked to deal with supply chain productivity issues.

• Lead compliance team which redesigned policy relating to federal, state, safety and government regulations.

Employee Relations project – May 2006 – February 2007 – COUNTRYWIDE FINANCIAL SERVICES, Inc. - Partnered with department leaders to redevelop comprehensive performance management and alternative dispute resolution guidelines

• Responsible for creation, planning, directing, and coordinating rollout of new policy tree.

• Trained management on dispute resolution techniques.

• "Strategic business consultant" for newly developed recruitment, selection, and retention programs.

• Developed and provided process training and coaching for leadership development program.

• Redeveloped performance management, wage and salary, benefits, and employee relations policy.

• Developed and managed rollout of revisions to HR SOP for the employee relations group.

• Provided guidance to managers and supervisors in the use and application of the employee life cycle.

BLOCKBUSTER, INC – Multi State - August 2004 to February 2006 Sr. Manager, Corporate Employee Relations - Staff of 5 HR generalists and consultants. Responsible for corporate, satellite, and distribution center (Dallas, TX, Cleveland, OH, Spartanburg SC, Los Angeles, CA).

• Increased Sarbanes-Oxley compliance from 82% to 93% by training employees on new database.

• Reduced anticipated liability by revising employee handbook with new legal requirements.

• Decreased new hire orientation training time by 1/3 while increasing poor new employee retention.

• Managed all of Employee Relations throughout the corporate support environment.

• Decreased costs and improved employee efficiency by designing Employee Self Service application.

• Improved retention of employees through new performance management processes.

• Created Dispute Resolution Center decreasing EEO claims.

• Conducted union avoidance training.

• Created HR call center and online forum to streamline applicable HR touch points. Manager, HR Compliance - Developed, instituted, and audited processes for interpreting and defining or altering corporate and field policy, standard operating procedures and application of compliance standards.

Performed maintenance on existing OSHA, Risk Management, and Title VII policies.

Developed employee compliance system to address pay related to Rest and Meal Break requirements.

Ensured statutory, federal, and company mandated compliance, COBRA, FMLA, LOA's, etc.

Acted as subject matter expert for Field HR Managers and the Legal Department.

Initiated field, distribution center, corporate safety, and OSHA SOP compliance audits.

Helped with revision and redesign of Policy and Procedure manual and employee handbook.

Partnered with legal team to create EEOC claim submission and dispute protocol.

Developed, instituted and trained managers on internal audit procedures. Conducted follow-ups.

Maintained corporate compliance database. Results were distributed monthly to Board of Directors. Assistant District HR Manager TARGET, INC - October 2001 to August 2004 Had overlying dotted line managerial responsibility and various day to day duty delegation responsibility for all store HR Managers within the district. Directly responsible for all aspects of the human resource function in a major store location with over 315 employees and indirectly responsible for some operational and all human resources process continuity within 12 stores and over 2,500 employees.

Achieved top store award three years in a row for our district.

Directly responsible for implementing a team environment that increased overall store efficiency from 75% to 97% resulting in substantially increased overall productivity and profitability.

Centralized the handling of all investigations, recruiting, hiring, on boarding, training, scheduling, building expenses, social event planning and new process implementation for the store to increase the effectiveness of the revenue earning cost centers of the store by decreasing the time it took them to do administrative work.

Established an equilibrium based method for hiring, scheduling, and sales forecasting to ensure most efficient use of store dollars.

Increased both the efficiency and effectiveness of all teams by creating an avenue to quantify work and accountability through exposure to team members who may not have had a real opportunity to receive public praise and/or criticism.

Effectively managed HR audits at store and district level to ensure best policy and common practice adherence at or over 90% (consistently “green” where green is the top of a green, yellow, red goal measurement).

Audited store records to ensure 100% compliance with respect to consistency in policy application throughout the district.

Acted as the subject matter expert for District Leader with respect to new policy and/or common practice design and implementation

Human Resources Generalist and Payroll Rep, Summit Employer Group (PEO) - Los Angeles, CA - December 1996 to October 2001

Reported directly to VP, Human Resources with responsibilities that were included in all areas of the human resources function. Duties included maintaining new-hire information; payroll records; employee grievances; multi-state, multi-company, multi-function and multi-position recruiting.

Using compensation analysis and guidelines, wrote detailed job descriptions which resulted in successful recruitment of the most effective candidates.

Successfully recruited multi-state, multi-function employees for multiple business unit types.

Responsible for filing multi-state tax information which decreased the company’s potential liability and adverse monetary impact.

Authored Policy and Procedure manuals for clients which decreased any future, potential liability through litigation.

Conducted Benefit rollouts to ensure all applicable information was given to employees

Headed up a payroll department overhaul and integrated the Darwin Payroll systems which catapulted our process efficiency.

Increased the company’s efficiency ratings by being the centralized contact for all customers’ HR questions.

Created an employee investigations protocol which customers used (online) during the progressive discipline process.

EDUCATION

BS in Human Resources Management California State University, Pomona, CA CERTIFICATIONS

Senior Professional in Human Resources (SPHR) anticipated May 2017 SOFTWARE

Thinkware Darwin PEO software

Oracle HRMS

Peoplesoft HRIS and Human Capital (OD)

Eaglesoft Management Software

iCIMS

Accord LMS

Kronos

Paychex

Lotus Notes

ADP E Time

ADP KGIP

Microsoft Office Suite

Exponent HR

Workday

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