Robert Johnson (SPHR, GPHR) adbpk9@r.postjobfree.com

*** ******* *** ** *******, GA 30309 404-***-****

Summary of Qualifications

Performance-driven Human Resources professional with 15+ years combined expertise in HR management, recruiting, and corporate and employment law. Strategy architect in the development of innovative HR initiatives to streamline processes and capitalize on organizational growth opportunities. Known as a creative thinker, problem solver, and decision maker who effectively balances the needs of associates with the mission of the organization. Strong communication, interpersonal relations, mentoring, negotiation, and organizational skills. Gained HR Experience with Fortune 100 companies in the following large industries: Telecommunications, Insurance/Financial, Home Building, Manufacturing/Distribution, Education, Manage Services, and Food/Beverage.

Areas of Expertise

Process Improvement

Draft and implement franchising contractual obligations

Supporting vendor/franchising

Talent Acquisition, Training, and Professional Development

Performance Management/Succession Planning

Management of HR Teams in Multiple Locations US & Global

Human Capability Development

Preventive Labor Relations

Employee Relations

Experience in International Practices

Franchisee Relations

Professional Experience

Sodexo Atlanta, GA

Global Senior Vice President, Human Resources (Home Care) 2016-Present

Responsible for HR M&A activity for Asia, Europe, and Brazil; with HR teams in 11 different countries

In conjunction with the legal department and local country counsel ensure compliance with global/worldwide labor laws including global policies and procedures and executive employment agreements

Serve as a strategic business partner to country CEO’s for functional expertise and business strategy.

Anticipate and plan long-term human resources needs and trends in partnership with global operations.

Vice President, Human Resources (Comfort Keepers) 2013-2016

Direct and Oversee the management of the HR function for North America and Canada for company operations and franchisee network

Provide strategic direction for field HR function including Learning and Development.

Drove and cultivate culture of team-oriented success through innovative employee and leadership initiatives.

Established country wide succession that aligned with company core values

Worked closely with the CEO and executive team to develop and execute human capital strategies and consistent HR processes that meet, support and enhance the business objectives.

WellPoint, Inc. (Largest US HealthCare provider) Atlanta, GA

Senior Director, Human Resources 2010 – 2013

Oversees all HR functions, including training development, employee relations, performance management, employment law, talent acquisition, compensation, and OD for state of Georgia (5000-employee base).

Partners with business operational leaders to identify/extract people to drive a performance-based culture.

Creates talent calibration organization resulting in a robust development of high potential associates.

Proactively creates leadership development series to increase competencies at level 3 leadership band.

Provided guidance to senior/executive management on change management after acquisition of BCBS.

Safeco Insurance (Liberty Mutual) US Insurance/Financial Carrier Atlanta, GA

Director of Human Resources 2007 – 2010

Provided HR support to largest line of business within claims and customer care for 3,500 employees.

Led company-wide initiatives to re-connect with employees, build capability with site leaders and managers, and increase community presence nationally to drive culture changes – decreasing voluntary turnover by 3% in Auto Field (AF) (increasing talent retention of 3 or more better performers in AF).

Drove performance management process to retain talent, and increase productivity in AF, 2008 Q1 increase in Net Subro Ratio to Paid Loss 1.9%, while preparing for change to performance based recognition.

Served as Process Improvement Leader within HR, and customer related infrastructure driving virtual HR environment and a reduction in speak-up complaints to less than 50% from a difficult facility.

Consistently led initiatives to drive FTE down 9% in Q108, and planned to deliver additional 8% by June, routinely helped to decrease cost while minimizing the reduction in force needs to zero over one year.

Implemented change management efforts specifically a Claim project, which allowed a reduction in total FTE while increasing efficiencies within Claims Handlers. Led end of year calibration and performance.

Pulte Homes (Largest US Homebuilder) Orlando, FL

Director of Human Resources 2006 – 2007

Was responsible for strategic/tactical HR plans for Florida’s 7 divisions including executive area team.

Supported employee base of 3,000 within 3 Pulte’s brands (Del Webb, DiVosta, and Pulte traditional).

Supported Pulte employees and Homebuilder franchisees with Del Webb model

Utilized expertise in consulting with the upper management teams to successfully identify skill gaps, and target individual development plans to improve organization and performance capabilities.

Led the design, development, and implementation of division projects, strategic plan, and tactics for the designated customer group in collaboration with human resource functional areas and shared services.

ARAMARK Uniform Career Services Atlanta, GA

Director of Human Resources 2000-2006

Managed HR functions (USA/Mexico/Canada) for 15 thousand employees; reported to SVP (staff of 10 and $500K budget).

Supervised all HR functions for the Manufacturing and Distribution (Global Sourcing) arm of Aramark for the United States and Mexico with 7 direct reports (Mexico/USA and Asia – outsourced).

Led Global HR team who supported employee groups. Handled process mapping, directing, and advising HR Leaders in Global Restructuring efforts. Partnered with other division to align HR/Business policies.

Collaborated closely with business unit leaders on administration of U.S. and International programs.

Implemented 29% reduction in force including selection criteria, documentation, communication, and problem resolution resulting in 0% legal challenges, which included CORBA cost within severance.

Transformed poor or lacking management practices, created and implemented projects consistent written policies and procedures to establish a culture of respect and dignity resulting in a unified management team and increased employee morale in two months prior to deadline. Decreased EEOC claims by 57%.

ARAMARK (Food Division) Philadelphia, PA

Director (Corporate) of Human Resource

Worked with operations leaders and designated financial representative to ensure cost efficiencies through appropriate proper allocation of financial resources and utilization of tracking tools and measurements.

Led OD change (Sports & Entertainment, Conventions and Park, as well as Campus and Business Services) in umbrella approach to P&P. Developed and implemented HR Metric’s (diversity, training, AAP and budget to plan, and compensation/succession planning) for presentation at executive meetings.

ARAMARK (ACS) Chicago, IL

Director of Human Resources

Oversaw all HR functions, which included: training development, employee relations, performance management, labor relations (first chair), employment law, compensation, and safety for 19 states.

Experienced in directing all HR and Safety (OSHA) for union/non-union and office personnel in 165 sites and 19 states; reported directly to the RVP/HRVP with a staff of 3 and a budget of over $200,000.

Initiated the succession/performance planning for $125 million dollar region with 165 plus locations.

Worked closely in the acquisitions of BEST/CFM (Correctional Food Service Management) due diligence.

Successfully negotiated three different union’s sliding scale labor package (43% savings; bottom line).

MCI WorldCom Greenville, SC

Regional/Senior Manager Human Resources 1995 – 2000

Evaluated HR processes and projects to ensure they were consistent with client business strategy and goals.

Worked closely with line executives to sell solutions and initiatives that addressed business needs.

Managed HR teams in Mass Market call center operations in Greenville, SC; Hunt Valley, MD; Newport News, VA; and Arlington, VA. Led/supervised seven direct reports and 4000 employees in client group.

Education

Emory University Atlanta, GA

Masters of Business Administration 1995

Morehouse College Atlanta, GA

Bachelor of Business Administration 1990

Professional Development

University of Michigan – HR Executive Program 2006

University of Pennsylvania (Wharton) – HR Executive Program 2005

University of Virginia (Darden) – HR Executive Program 2004

Northwestern University (Kellogg) – HR Executive Program 2002

Stanford University – HR Executive Program 2001

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