Human Resources Management

Tony Sottile

Carol Stream, IL 630-***-**** ****.*****@*****.*** LinkedIn

Summary

A bias for action Human Resources Leader with comprehensive experience in optimizing business results through the alignment of HR service delivery and strategy. Proven capabilities in Driving Performance, Change Management, Positive Employee Relations and Talent Management. Demonstrated ability in building relationships with business leaders to drive strategic business objectives. Primary HR point of contact for business partners.

Core Competencies

Leadership

Strategic Planning

Results Orientation ( drive business results)

Relationship Building

Maintain ethical standards (do the right thing)

Trusted Advisor and Partner

Hands-on Business Owner Approach

Sound Judgement and Business Acumen

Build HR Strategy to Talent Capability

Budget Management

Deliver value added support/service to impact bottom line

Professional Experience

Regional Lead, Human Resources – North Region Scotts Miracle – Gro Company

September 2010 to October 2016

Managed and directed development/execution of the Human Resources function. Partnered closely with business leaders (Region President/Regional VP’s) to ensure HR programs and support drove key business objectives. Span of control consisted of 2 regional offices (Chicago and New York), 240 Salaried Sales Associates, and 400 – 1,600 seasonal employees. Strategic as well as tactical, “hands on” approach, which required interaction and visibility with all levels of the organization

Ensured development and execution of region’s talent planning for high potentials and provided effective development programs that include: (performance feedback, 9 box, succession plans)

Lead staffing solution for seasonal hiring (training of managers on how to recruit, less reliance on RPO staffing) resulting in cost reduction of over $150,000)

Oversaw all aspects of HR and partnered with HR Shared Services in areas of recruiting, performance management, worker’s comp and compensation (bench mark wages, expand candidate talent pool, etc.)

Measured and monitored key HR performance indicators with focus on improving retention, and other metrics as appropriate (turnover, engagement, exit interviews, stay interviews)

Partnered closely with leaders on planning and executing major organization transitions (change management, org structure, reduction in-force, etc.)

Partnered with Division Vice Presidents/Region President and Leadership Team to set the HR strategic agenda and priorities for the Region

Managed a staff of 2 professionals and a P&L budget of $1.4 million. Drove HR functional excellence throughout the region, including improvement planning and best practice sharing

Managed employee relations issues, including conflict resolution, disciplinary actions, performance improvement and exit strategies (provide guidance and counsel to management)

oProgressive span of responsibilities added to my role throughout my tenure at Scotts (Northeast Region, National Accounts and new M/A’s)

Division Human Resources Manager – Great Lakes Wendy’s International, Inc.

June 2002 to September 2010

Managed all Human Resources (talent management, employee relations, performance management and leadership consultation) for 120 company owned restaurants. This included 17 District Managers, 450+ Store Managers and 3,600+ hourly EE’s. Business Partner to Division Vice President, Area Directors as well as 60 franchise owners in the Great Lakes market.

Designed a Shift Supervisor Retention Program that resulted in a turnover reduction of 13% and created a cost savings of $120,800

Established long term partnerships with local culinary colleges, and created an Internship program by partnering with Lexington College (culinary school for minorities and women)

Developed strategies and staffing/selection processes, job analysis and management development for 120 restaurants

Lead Workforce Planning – collaborated with leaders to proactively manage the staffing, movement and development of talent; within and outside the market

Implemented a multifaceted Progressive Discipline/Performance Management Workshop for managers, ensuring consistency in performance management and corrective action procedures

Maintained wage and salary structure, pay policies, performance processes and monitored for consistency and cost containment

Created solid business partnerships with all levels of operations and served as primary interface with Directors on HR strategy and programs

Managed a staff of three professionals and accountable for an HR budget of over $900,000

Awarded “Division HR Manager of the year,” December 2009 (National Award)

Awarded “Dave’s MBA” (Leadership Award)

Human Resources Supervisor United States Gypsum Company

July 2000 to June 2002

Managed Human Resources for a Customer Service Center, implemented Performance Management Processes, Staffing Strategy and Succession Planning.

Lead HR processes including staffing, performance management and employee relations

Managed compensation/benefits, pay equity, and salary planning

Created job descriptions and oversaw applicant selection processes and on boarding of new employees

Provided consultative guidance and coaching to managers/employees including delivering feedback, developing action plans and interpreting policy and procedures

Managed 1 Staffing Specialist

Education & Training

Masters of Science in HR Management/Industrial Relations Loyola University, Chicago, IL

GPA – 3.5/4.0

Bachelors of Arts in Psychology Dominican University, River Forest, IL

Graduated Cum Laude Honors

Professional in Human Resources Management (PHR)

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