Human Resources Leadership

GLORIA OLSON

Mobile 859-***-****

*******@*******.***

Trusted HR Executive that advises senior leadership in Employee Relations, Talent Acquisition, Training Development and Facilitation, Business Partnerships, Rewards and Employment Law. Demonstrated success in large and small, domestic and international organizations. Viewed as operational and strategic business partner who contributes beyond the HR function through a comprehensive understanding of the business and organization.

PROFESSIONAL EXPERIENCE

SENNECA HOLDINGS September 2019 – present

Manufacturer of custom specialty doors for various industries. Parent company representing over 15 brands

HR Business Partner

Partner with General Manager of Commercial division, Industrial and Commercial Senior Sales Vice President and Director of Customer Experience

Provide HR generalist support to 4 non-union and 1 union manufacturing sites and the Inside and Outside Sales departments.

Interface with payroll and HRIS systems

Educate workforce on rewards offered by the company and facilitate new hire and open enrollment for benefits.

Create job descriptions and recommend organizational designs.

Recruit and hire talent for exempt and non-exempt roles.

Establish sales commission plans and ensure understanding for employees and candidates.

AXCESS FINANCIAL January 2016 – July 2019

Sub-prime lender and provider of financial services via 1000 retail locations and eCommerce channels

Vice President of Human Resources

Led the Human Resources strategy and function for privately owned organization of 2500 employees located in 26 states

Coached and developed a staff of four HR Business Partners, two Recruiters and a Rewards Manager

Developed leaders through coaching and training as certified DDI instructor

Provided leadership and functional direction to HR Manager in the United Kingdom and Poland

Worked with Company President to optimize Employee Engagement efforts via recognition and employee development programs improving Glassdoor company rating from 3.1 to 4.2

Designed and implemented organizational development strategies which created 4 advancement roles in company’s career path

Implemented Workday as Human Capital Management system and reengineered internal processes to limit customization and increase operational efficiency

Enhanced recruitment processes for optimal talent attraction and improved retention from less than 2-year average tenure to 3 years

Developed motivating Commission plan for revenue growth of 10% partnering with CFO

Along with the Executive Leadership team, created and integrated company belief system in annual performance objectives and recognition program

Analyzed and improved employee data including average tenure, pay for performance, technical competency definition and pre-employment assessments resulting in decreased turnover and improved quality of hires

Minimized legal expenses from employment claims by 30% in 2 years

GENERAL CABLE December 2014 – December 2015

Global Manufacturer of Wire and Cable since 1927 that was purchased by Prysmian in 2017. General Cable North America operated 3 Canadian operations, 3 Mexican plants and 22 plants in the United States.

Human Resources Director

Partnered with the Industrial and Specialty and Integrated Supply Plant divisions. Served as HR Team Leader to 9 manufacturing plants and 3 regional distribution centers.

Partnered with VP Manufacturing to address and resolve arbitrations and grievances across 9 union facilities including IBEW, Teamsters and UniteNow

Advanced an Operator Led environment in union and non-union plants that optimized operator ownership and decision-making while eliminating supervisory roles

Created and implemented a skill-based pay program for regional distribution centers that cross-trained hourly associates in all areas of warehouse

Worked within International employment parameters in Quebec and Toronto, Canada

Provided training for plant HR Managers on Workplace Violence and High Deductible Health Insurance campaigns

Advised Plant Managers on legal employment matters

Was first line of contact for employee hotline on all employment related matters and served as liaison with Vice President, Compliance.

SCHNEIDER ELECTRIC/SQUARE D COMPANY August 2007 – November 2014

Energy innovation company operating 5 Business units in 160 countries, generating 2 billion Euro in revenue and employing 160,000 employees. Services division for Electrical Distribution, Power Generation and Automation made up $800 million of North American revenue.

Senior Human Resources Director (2014)

Human Resources Director (2010-2014)

Human Resources Manager (2007-2010)

Provided HR support to Field Services Vice President, Services Sales organization, Field Service Location Managers, Field Service Representatives and Manufacturing employees. Total employee population estimated at 2200 employees and total revenue estimated at $800 Million.

Served as lead change agent transitioning from old legacy HRIS to Global Peoplesoft platform

Served on Due Diligence team for major acquisition of 200 Employee and $45 Million Company in the Southwest and managed integration of cultures

Partnered with Vice President of Field Services to establish career succession and development plans for key potentials

Created and administered Field Service Representative sales leads program resulting in $800k increase in revenue in 2 years

Managed and developed HR Manager at the only union facility and HR Coordinator in the Nashville Office Park

Implemented new compensation architecture decreasing from over 3000 job titles to 600 globally and equalized pay across all business units with standard job titles

Led local Healthy Lifestyles initiatives and Community Volunteer events for my home location which is also the primary hub for local manufacturing segment of Field Services

SCHNEIDER ELECTRIC/SQUARE D COMPANY September 2004 – August 2007

Staff Human Resources Representative

Provided HR support to Customer Contact Center, Information Services organization and Sales division

Promoted organizational change through redesign of call center and outsourcing IT infrastructure services

Communicated HR initiatives including Performance management practices, talent management, diversity, recruitment of salaried personnel and health awareness/safety

Coached client group managers in employee relations, employee development and teamwork programs

Developed and implemented technical competencies for Information Services, Sales and Customer Service functions

Updated and audited Affirmative Action plans for two Florence locations

EDUCATION CERTIFICATIONS

UNIVERSITY OF CINCINNATI, Cincinnati OH DDI Instructor

Master Labor and Employment Relations

ADRIAN COLLEGE, Adrian, MI Personnel Decisions Inc 360 Feedback

Bachelor of Arts - Major: Spanish/Minor: Business Administration

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