Matthew J. Sims

SPHR, SHRM-SCP

Livonia, MI

734-***-****

adgxc7@r.postjobfree.com

linkedin.com/in/mattsimssphr

Background Summary

Human Resources leader with progressive experience assessing, developing and implementing practical methodologies to improve organization capability and employee engagement. Proven record of leadership with the reputation as a valued strategic business partner and trusted employee advocate.

Professional Accomplishments

Organization/Talent Development

Successfully facilitated capability assessments with a strong focus on the engagement plan validation processes, organizational SWOT analyses, 9-box calibration and capability action plans.

Successfully deployed employee engagement strategies of monthly skip-level meetings, employee engagement teams and employee survey action plans, specifically driven by focus group feedback.

Certified Development Dimensions International (DDI) facilitator; delivered comprehensive leadership development training in: Connect through Conversations, Essentials of Leadership, Resolving Conflict, Prohibited Harassment, Targeted Selection, Performance Management and Individual Development Planning.

Facilitated 360 feedback (Profilor + Leadership Mirror) and Hogan Assessment Inventory sessions in corporate and manufacturing environments, including several European locations; facilitated action plans based on results.

Partnered with site HR and leadership to successfully implement three unique performance management systems.

Selected vendor for and implemented an e-learning solution (Quicknowledge), increasing utilization by all locations, focusing primarily on professional development and competencies.

Drove 12% improvement in business unit employee engagement results, achieving the highest increase globally within Tenneco.

Talent Acquisition/Retention

Successfully utilized analytics in developing an effective talent acquisition campaign with Indeed.com, specifically in the areas of engineering and manufacturing operations.

Served as project manager for the implementation of a global Applicant Tracking System (OpenHire) and electronic onboarding/offboarding solution (RedCarpet); reduced non-value added, new hire orientation time by 95%.

Significantly reduced cost-per-hire utilizing alternative recruitment methods, including the implementation of a successful online/social media recruitment strategy.

Co-presented ‘Onboarding for Impact and for Culture’ at the American Society of Employers Talent Symposium.

Led the implementation of Tenneco’s comprehensive employment branding initiative.

Implemented personality, cognitive and technical assessments which vastly improved the quality of hire.

Developed and implemented an electronic new hire survey and quality of hire questionnaire in order to identify and correct deficiencies in the talent acquisition/onboarding process.

Developed a highly structured, seven-month developmental program for sales new hires, resulting in 80% reduced turnover: Automotive Aftermarket Industry Association (AAIA) “Head of the Class” award recipient.

Drove retention strategies resulting in salaried voluntary turnover rate of less than 7% within my business unit.

Implemented comprehensive total rewards program, including a structured bonus program and base rate matrix, resulting in improved retention.

Compliance

Successfully managed 15 concurrent OFCCP desk audits, with no corrective actions identified.

Executed and closed multiple compliance/ethics investigations in both corporate and manufacturing environments.

Led several HR department audits, resulting in multiple improved processes.

Professional Experience

City Club Apartments LLC – Farmington Hills, MI 2019 – 2020

City Club Apartments leads the industry in developing and managing innovative, urban mixed-use apartment communities.

Assistant Vice President, People & Culture

Implemented a new, streamlined performance management process and system, with direct ties to the company’s KPI’s.

Led process of evaluating and selecting a new benefits broker (Gallagher), resulting in a cost savings of $225k.

Implemented and facilitated a management training plan, with a focus on communication and behavioral based interviewing.

Successfully implemented the Predictive Index assessment, resulting in increased quality of hire and structured development plans for existing associates.

Led a team which includes recruiting, employee relations, benefits and training and development that serves two corporate offices and 24 apartment communities, across six states within the Midwest.

Ensured documentation of all HR policies, procedures and practices; evaluated existing methods to enhance HR practices that foster growth and scale.

Led all activities of the People & Culture department by providing leadership and guidance to HR functions of benefits administration, compliance, employee relations, performance management, recruitment, succession planning and training and development.

Ensured the organizational design and rewards structure are competitive, comprehensive and align with business goals, while being conscious of management operations competitive and fast-paced environment.

Managed the overall employee benefits portfolio ensuring plans meet the needs of all employees; negotiated contracts with brokers, propose changes to enhance staff experience, mitigate risk, and minimize costs.

Formulated strategies that lead to quality and depth in the talent hired; ensuring an effective talent acquisition and recruiting process that includes college recruiting, executive roles and service positions.

Collaborated with Finance team to support and execute the operating strategy and budget, including recommending compensation and benefit strategies that are cost effective and in alignment with the company’s key performance initiatives.

Instituted practices for feedback and accountability through objective measurements and metrics; creating a performance-based work environment.

Developed the organization's strategy on core HR Services that is aligned with the City Club’s strategic direction.

Made recommendations to leadership to further develop a strategy to optimize HRIS system to meet requirements and help drive efficiencies.

Developed and led programs to foster greater diversity and inclusion among all segments of the employee base.

HRIS/HR systems utilized: Paylocity, Predictive Index, Clear Company, Entrepreneurial Operating System (EOS)

Virginia Tile Company – Livonia, MI 2018

Virginia Tile is one of the premier providers of ceramic tile and natural stone, along with resilient flooring and woodworking products.

Human Resources Director

Led human resources function for all U.S. operations, with 450 employees; 25 locations; three direct reports.

Implemented an effective payroll process consistent with that of ‘One Company’ (integration of three companies).

Successfully led performance management implementation and execution for all managers and team members.

Instituted singular total rewards programs, including the development and implementation of a spot bonus award program.

Promoted the understanding, application and improvement of strategies to address talent gaps and needs.

HRIS/HR systems utilized: Paycor, Newton

Hollingsworth, LLC – Dearborn, MI 2016 – 2018

Hollingsworth is a leading provider to manufacturing and distribution communities in the areas of fulfillment, distribution, packaging, assembly and sequencing, vendor managed inventory and freight management.

Human Resources Director

Led human resources function for all U.S. operations, with 3,000 employees; 26 locations; 10 direct reports.

Represented Human Resources during contract negotiations with the APWU; counseled plant staff and management regarding collective bargaining agreements with the IAM (Georgia and Texas).

Collaborated with UM-Dearborn in implementing a presentation skills workshop for executives and directors.

Led process of evaluating and selecting a new benefits broker (Marsh & McLennan), resulting in improved customer service and cost savings ($200k).

Created and executed headcount, talent acquisition and employee development strategies across all operations.

Led positive employee relations initiatives for the hourly and salary workforce; including regular communications, analysis and action plans maintaining consistency across site management teams.

Analyzed and modified compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

Served as process owner for performance management, talent development and feedback processes.

Analyzed training needs to design employee development, language training and health and safety programs.

Implemented weekly safety meeting (all operations) in order to review incidents, identify root cause and drive corrective actions.

Successfully implemented a comprehensive relocation program.

HRIS/HR systems utilized: Paylocity, Halogen, Clear Company, Kronos, Benesyst

Tenneco – Monroe, MI 2004 - 2016

Tenneco is a Fortune 500, global manufacturing company. The company is one of the world's leading designers, manufacturers and distributors of automotive clean air and ride control products and systems for the automotive original equipment market and the aftermarket.

Human Resources Director 2015 – 2016

Division Human Resources Manager 2008 – 2015

Human Resources Generalist 2004 – 2008

Led human resources functions for the North America Aftermarket (NAAM) business unit, with annual revenues of

$875MM and 2,200 employees. Two engineering centers + three manufacturing locations (union free).

Strategically partnered with all functions and levels of Business Insights, Customer Service, Finance, Marketing, Materials Planning, Operations and Sales.

Championed HR initiatives for business unit and corporate operations including capability planning, performance management, employee engagement, position management and talent acquisition.

Conducted capability planning & talent review activities at the executive, management and professional level, with ongoing review of developmental activity as a result. Implemented robust planning processes and corresponding preparation methods and tools utilized throughout the NAAM division.

Provided guidance, tools, and resources to three Plant HR Managers & Plant HR Generalists for implementation of HR strategy and systems in the areas of staffing, talent management and organizational development, compensation, benefits, training and environmental, health and safety.

Conducted organizational analyses to evaluate advancement opportunities and replacement / incremental planning needs per annual operating plan.

Evaluated compensation structure for internal equity, competitiveness, and proper positions in range.

Counseled employees, supervisors, managers and directors regarding conflict resolution, performance improvement and talent management.

Provided HR support to 100+ North America field sales employees, including management of the entire sales compensation program.

HRIS/HR systems utilized: SAP, SilkRoad Recruiting & Onboarding, PeopleFluent, Kenexa, Success Factors

Metaldyne Corp. – Plymouth, MI 2000 – 2004

A tier one automotive supplier of chassis, driveline and engine components, modules and assemblies.

Senior Recruiting/Organizational Development Specialist 2002 – 2004

Recruiting Specialist 2000 – 2002

Consulted with and provided support for key business partners and hiring managers, specifically developmental needs of managers and interviewers in effective employment practices.

Identified and implemented recruiting strategies using the most cost effective and time efficient methodologies, consistent with the needs of the business.

Partnered with external sources including universities, search consultants, advertising media and professional associations to effectively source prospective employment candidates.

Screened resumes and applications to identify and pre-qualify candidates.

Developed corporate-wide campus recruiting program to secure co-ops, interns and entry-level professional candidates to fill open positions.

HRIS/HR systems utilized: JD Edwards, ADP V3, Quicknowledge, Performance Link

Education

M.S.A. Human Resources Administration

Central Michigan University – Mt. Pleasant, MI

B.S. Organizational Communication

Eastern Michigan University – Ypsilanti, MI

Certifications

Senior Professional in Human Resources (SPHR) – HR Certification Institute

Senior Certified Professional (SCP) – Society for Human Resource Management

Predictive Index Analyst – The Oliver Group

Hogan Personality-Based Assessment Inventories – Hogan Assessment Systems

ADKAR Change Management - Prosci

Certified Facilitator – Development Dimensions International

Leadership Mirror (360º Feedback) – Development Dimensions International

Targeted Selection Certified Trainer – Development Dimensions International

Professional Memberships

Society for Human Resource Management (SHRM)

Detroit SHRM

American Society of Employers

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