CHARLES E. PALID

** *** ****** *****

Mundelein, Illinois 60060

Cell: 630-***-**** / Home: 847-***-****

ad0i1i@r.postjobfree.com

Summary of Experience

Dynamic HR executive and strategic business partner with experience creating and executing integrated Human Resource solutions that accelerate business performance. Emphasis on strategic planning, budgeting, organizational development, change management, internal communications, diversity, manpower, employee relations, workforce safety and legal compliance. Track record of navigating and positively influencing across all levels of medium to large companies. Collaborate with the owners and key executives on all people matters to ensure decisions and execution of decisions are in alignment with Magid’s strategy and achieving YOY growth.

2003 to 2021

Magid Glove & Safety Manufacturing Co., LLP, Chicago, Illinois

A $350 million privately held manufacturer, family owned, importer and distributor of personal protective equipment with 1300 employees across the US, Mexico and the Philippines.

Director, Human Resources: Responsible to owners for policy, strategic initiatives, organizational development, recruitment, training and development and benefits.

Developed competency-based hiring criteria for key positions. Net Result: Upgraded talent of management and staff.

Improved team member engagement by implementing a new tool. Net Result: Engagement increased by 7 points positioning the company to be 10 points above the norm,

Teamed with consultant to implement a company wide survey and executive assessments. Net Results: Established company baseline, trained supervisors to do feedback sessions and action plans; executive committee received feedback and coaching to improve individual and team effectiveness.

Implemented a performance management system. Net Result: Managers set expectations, create individual development plans and review goals bi-annually.

Converted manual office by implementing HRIS system. Net Results: System installed on-time; information is readily available in all locations.

Upgraded benefits program. Net Results: Reduced increases in medical plan from 30% to 14%, improved selection of voluntary benefits, brought paid-time-off, tuition reimbursement and 401K in-line with the market.

Directed the development of an Affirmative Action Plan. Net Results: Company is in compliance with the OFCCP and is now able to bid for more government business.

2000 to 2002

Uline, Inc., Waukegan, Illinois

A $300 million privately held direct marketer of shipping and industrial supplies with 680 employees in six (6) locations nationwide.

Corporate Director, Human Resources: Responsible to President for policy, budget, executive recruitment, management development and benefits for six (6) locations.

Directed the upgrade of the HRIS system to ADP’s “HR Perspective”. Net Results: Saved $15,000 and installed the program ontime.

Designed and implemented a performance management system. Net Results: Required Management to provide formal performance feedback and set future goals bi-annually.

Established first-ever operating budget for Human Resources. Net Result: Attained most accurate budget as compared to other functions.

Teamed with IT to develop and implement an intranet web-site with all benefits program features, contact information and forms. Net Results: Promoted the website to become one of the most frequently visited sites on the company’s intranet while reducing the phone traffic to the benefits department.

Developed and implemented a strategy to staff management and professional positions. Net Result: Filled 15 key management positions while reducing advertising costs by $100,000.

Directed the consolidation of all corporate benefits administration. Net Result: Saved $40,000.

Established consistent employment standards relating to employee discipline and/or discharge. Net Results: Won all agency claims that were filed with no settlement dollars paid out.

1995 to 2000

Aramark Uniform Services, Atlanta, Georgia

A $1 billion subsidiary of Aramark Corporation, the industry leader in uniform rentals with 13,000 employees in over 180 locations nationwide.

1996

to

2000

Director of Human Resources: Responsible to the Senior Vice President of Human Resources for policy, strategic initiatives, executive recruitment, management and organizational development.

Led management teams against the Teamsters in seven (7) union organizing campaigns. Net Result: Won five (5) of the seven (7) campaigns.

Directed “project rocket” a strategic initiative to increase revenue by increasing sales representative staffing levels. Net Result: Increased sales representative staffing levels from 30 to 90 three (3) months ahead of schedule.

Partnered with senior management on a one-to-one basis to create Individual Development Plans (IDP). Net Result: Promoted five (5) managers who were previously considered well-placed.

Developed and piloted “Is Management for Me?” program to identify and select front line managers. Net Results: Screened out internal candidates that were not ready for leadership positions and established development programs for those candidates deemed future-promotable.

Established a regional college relations and recruiting program. Net Results: Increased quality of front line supervision, decreased turnover by 10% and created a pipeline for future promotions. This program was expanded nationwide.

Audited plants for processes and legal compliance. Net Results: Reduced turnover by 30%, lowered recruiting costs up to $35,000 per plant annually while keeping function within legal guidelines.

Created company wide leaders guide for managers. Net Result: Created consistent mindset for managers to make decisions.

1995

to

1996

Regional Manager Human Resources: Responsible to the Area President for human resources initiatives.

Promoted to Director Human Resources.

1981 to 1995

Hyatt Hotels Corporation, Chicago, Illinois

A $3 billion luxury hotel management company with over 37,000 employees in 103 hotels located nationwide.

1990

to

1995

Director Human Resources: Responsible to the Assistant Vice President Human Resources for employee relations, college relations and internal communications.

Directed a college relations program to attract talent from top schools. Net Result: Increased acceptance rate from 65% to 82% and hired 300 management trainees from 60 campuses.

Key member of senior management team that planned company-wide restructuring of field operations. Net Result: Reduced operating costs by 15% annually.

1989

to

1990

Manager of College Relations: Responsible to the Assistant Vice President Human Resources for the company’s college relations and recruiting program.

Promoted to Director Human Resources.

1981

to

1989

Held various Operations and Human Resources Management positions. Promoted five times during this period. Initial position as Operations Team Leader with final position as Hotel Director of Human Resources.

Education:

MBA - Loyola University Chicago, 1992

BA – Boston College, 1981

Military:

US Air Force, Honorable Discharge, 1978

Professional Certifications:

Senior Professional in Human Resources, (SPHR)

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