Shuttle Bus Driver

PAUL SCHAEFER, PHR

770-***-**** ********@*********.***

VICE PRESIDENT of HUMAN RESOURCES

Employee & Labor Relations / Compensation / Benefits / OSHA / Training / Regulatory Compliance / OD / M & A / Multi-State / Union Avoidance HR Development / Strategic Planning / Technology Integration / Metrics Talent Management / Employee Engagement / Change Management / Learning & Development / Labor Law / Risk Management / Startups Senior HR Executive with experience in Hospitality, Retail, Logistics, Insurance and Business Services. Leveraging consultative, innovative, and strategic approaches to HR. I offer a proven track record for developing and maximizing talent to deliver results and achieve business goals. I am particularly adept at:

Leading effective HR organizations to optimize organizational and individual performance

Devising and revising HR strategies in response to changing demands and market conditions

Tightly controlling costs (turnover, benefits, talent acquisition, compliance)

Building collaborative employee and labor relations while preserving Management’s Rights

Coaching, mentoring and guiding managers from the C-level to the newly appointed supervisor I am recognized for my integrity and trust. As an achiever, I seek out and seize opportunities while leading by example. Colleagues recognize me for my sound judgment while managing multiple priorities. Selected Accomplishments

• Upgraded HR Administration. Conducted gap analysis to determine HR Operating Plan and strategic initiatives. Managed HRIS interface of four business units for payroll and benefits and slashed operating costs by 40%. Initiated comprehensive compensation analysis integrating four division’s pay structures. Planned and executed Health & Welfare programs and maintaining cost control at 0%.

• Supported rapid growth. Aliera Companies business grew 80% the first three years. Established uniform HR services. Developed HR strategic plans to attain short and long-term goals. Provided transparent HR programs to support growth from $60M to $240M in three years.

• Tightly controlled benefit plan costs. Upon joining URS, found benefit costs were growing at a high rate while providing benefits that were not competitive with the labor market. Designed, negotiated and contracted new benefits programs. Incurred only a 2% increase at a time when the norm was 15%.

• Created more strategic HR function. At The Athlete’s Foot I transformed HR from an administrative into a strategic function and integral part of the profit-making process. Instituted Scorecard metrics. Implemented employee relations case management system, cutting legal fees 70% ($175K).

• Reduced turnover and associated costs. Athlete’s Foot employee turnover was 100% giving rise to high hiring costs while adversely impacting productivity and sales. Created new associate profile, standardized employment screening, and trained management on behavioral interviewing. Reduced turnover 42%, a $1.7M savings.

• Reorganized HR function to trim operating costs. United Retail Service’s operations and internal support teams were overwhelmed with administrative duties. Implemented HRIS, applicant tracking and onboarding systems. Cut HR headcount 20% and overall costs 17%. Improved internal customer satisfaction.

• Established HR function, enabling growth. Joined Hooters during startup phase developing the HR function within a new corporate structure. Implemented and facilitated broad range of services, training and risk management, while preparing for growth. Key leader in managing expansion from 10 to 320 multi-state locations

• Won EEOC Commissioner’s charge. Defended Hooters concept from a nationally publicized EEOC Commissioner's charge. Managed communication and public relations efforts. Instrumental in developing defense strategy. Settled $50M lawsuit with EEOC and maintained business concept with no fines or penalties being assessed to Hooters.

• Reduced legal costs. Litigation costs and EEOC charges had been escalating as the Hooters concept grew and expanded nationwide. Researched and implemented Alternative Dispute Resolution and Peer Review to lower costs and resolve employee relations issues internally. Instituted ADR program. Cut costs $600K+ in first year.

Paul Schaefer, PHR Page 2

Career History

Principal, Ps Consultants LLC 2012 to Present

Ps Consultants is Human Resources consulting firm targeting small-to-medium size businesses with limited or no internal HR staff. Our advisory services fill a critical void for our clients by providing generalist HR expertise on a contract or "as needed" basis, either for small projects that address a highly specific requirement, or as longer-term engagements to tackle more complex issues. Ps Consultant’s clients include insurance, wholesale distribution, hospitality, retail, transportation and professional services. These companies benefit from our broad hands-on experience as an HR leader and our demonstrated expertise in integrating HR with other business functions to achieve a maximum competitive advantage. Vice President of Human Resources, Aliera Companies Inc. 2019 to 2021 Aliera’s Companies is $300 service company that drives the evolution of Health Delivery Systems through it four unique business units. Implemented business start-up of HR strategic and tactical of HR services. Directed Employee Relations, Compensation, Benefits, HRIS, Recruitment, Risk Management, and compliance with government regulations

• Developed Total Rewards system through new compensation, benefit and 401k programs

• Upgraded HRIS systems to provide employee and management services, reduce operating costs by 15%

• Developed recruitment strategy to lower time to fill by 25% and costs by $800,000.

• Revised Company Hand book and Policies and implemented new unlimited PTO policy

• Reduced turnover from 56% to 22% by improving employee engagement and key selection processes Vice President of Human Resources, Interstate National Corporation 2012 to 2018 Interstate is a $280M diverse four-division family of companies providing vehicle service warranties. Manage strategic and tactical implementation of HR services. Direct Employee Relations, Compensation, Benefits, HRIS, Recruitment, Risk Management, and compliance with government regulations.

• Provided executive oversight of a major HRIS implementation which delivers HR services at 40% reduction in cost per employee

• Initiated comprehensive compensation analysis integrating three divisions’ pay structures

• Developed recruiting and on boarding processes which lowered turnover by 25%

• Lowered benefit cost by 6% per employee to the company and maintained 0% increase over 5 years

• Implemented Performance Review Program

• Improved employee engagement and provided alternative resolutions with zero litigation over five years Senior HR Consultant, PeopleFirst 2011 to 2012

PeopleFirst, a 15-year-old firm, provides small to medium-sized businesses with a full range of HR solutions. Manage client engagements. Develop new business. Services include HR outsourcing, HR leadership, HR start up and interim management, performance management, leadership coaching, HR administration, compensation and more. Vice President of Human Resources, LMS Intellibound Inc. 2009 to 2011 LMS (Capstone Logistics) is a $400M third party logistics/warehousing company. Directed all aspects of HR. Implemented programs that reduced costs including recruitment, HRIS and payroll systems, and employee relations case management program. Manage compensation, benefits, risk management and ensure compliance with government regulations. Led change management and employee engagement. Lead team of four with 2500+ associates in 33 states, 100 sites.

• Implemented HR metrics to measure human resources and organizational efficiencies

• Developed case management system that lowered litigation costs 42%

• Provided gap analysis to determine HR Operating Plan and strategic initiatives

• Planned and executed Health & Welfare programs, reducing costs 8% Vice President of Human Resources, United Retail Service, LLC. 2005 to 2009 URS was an $80M retail merchandising organization which provided service to Home Depot. Established HR and training services. Oversaw employee relations, compensation, benefits, risk management, payroll, and government compliance. Directed merger of Systematic and Marketing Group South into one company, United Retail Service and two additional acquisitions. Managed team of six and $1.5M budget for 800+ associates in 22 states plus Puerto Rico.

• Developed equitable compensation programs, lowering average wages and benefit costs 17%

• Decreased HR costs 14%, instituting technology for recruitment, HRIS and payroll systems

• Improved Talent management, reducing turnover 21%, cost per hire 33% and time to hire 40%

• Managed Federal Tax Credit programs, receiving $400K in tax credits over three years

• Controlled litigation costs. Provided alternative resolutions with zero litigation over four years

• Established risk management programs, decreasing loss ratios 50% and lowered mod rate <1% Paul Schaefer, PHR Page 3

Vice President of HR Strategy & Client Relations, US Personnel 2004 to 2005 Director of Human Resources, The Athletes Foot Group 1996 to 2004 Director of Human Resources, Hooters of America Inc. 1991 to 1996 Earlier career includes Director of Human Resources and Operations for Marriott International Education, Certification & Memberships

BSM in Management from Shorter College

Accredited HRCI PHR (Professional in Human Resources) Accredited SHRM-CP

Certifications

Certified TQM Skills Trainer through ODI (Organizational Development Institute) Time Management from the Franklin Institute

Six Sigma Greenbelt

Memberships

HRLF/HRPS - Human Resource Leadership Forum

SHRM - Society for Human Resource Management

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