MARK D. LERMAN, PH.D.

***** ********** ***** • Chesterfield, MO • 63005 • 314-***-**** (cell) • adhq2k@r.postjobfree.com

DIRECTOR OF HUMAN RESOURCES • ORGANIZATIONAL DEVELOPMENT

Benefits / Compensation Planning Management

EEO / AAP / OFCCP Management

Training and Education Programs Design

Recruitment and Selection Systems

Union Free Management / Empowered Teams

Policies and Policy and Procedures Development

Worker’s Compensation / Safety Management

Total Quality Management Systems

Payroll Management Systems

Incentive Plan / Executive Compensation

Regulatory Compliance and Employment Law

Performance Management Systems

Career Development/Succession Planning

Employee / Executive Skills Assessment

¢ PROFESSIONAL EXPERIENCE

Lindenwood University St. Charles, Missouri 2009 - Present

Professor of Human Resource Management / Assistant Dean, Business Programs

Oversight authority to allocate staff and resources to meet University tactical and strategic goals. Supervise and establish priorities for 8 Program Directors in ACBSP accredited Business Administration, Health Management and Human Resource undergraduate / graduate degree programs with 12 year average tuition revenues of $15 million per year.

Build and strengthen relationships within and across departments and other schools/departments within the institution with commodity/industry groups, alumni and professional organizations

Recruit, select and develop highly qualified faculty while maintaining a sustainable curriculum model for their roles as instructors, mentors, and practitioners.

Train and develop business team staff, assign and review work, establish goals and assesses performance through completion of written evaluations. Acts on disciplinary issues, up to and including dismissal. Address staff / student grievances and develop a plan for corrective action. Actively promote faculty and staff development.

Maintain and foster high standards of professional conduct while managing the safety of students through enforcement of Lindenwood policies and procedures.

Pro Image Sports / Franchise St. Louis, Missouri 2004–2008

Owner / Operator

Purchased and opened two sports apparel stores from the Pro Image franchise (Salt Lake City, Utah) in two major St. Louis malls. Planned and managed all aspects of financing, lease negotiations, store construction purchasing and operations management. Closed business operations in December, 2008.

Watlow Electric Company St. Louis, Missouri 1998 - 2003

Corporate Director of Human Resources

Direct the HR / OD systems of 11 North American plants including consulting support for Asian and European operations ($500M revenues) to foster corporate objectives / culture, attract, retain and motivate technical officers. Acted as trusted advisor to business unit leaders

Aligned human resources strategy with business strategy. Created yearly HR agenda partnering closely with executive team, HR operations and business unit leaders to effectively and efficiently deliver HR processes and initiatives across seven business units.

Rolled out Balanced Scorecard communications tools for company-wide performance tied to incentive plan.

Significantly raised labor efficiency, safety and quality standards within 7 domestic plants through comprehensive TQMS / Malcolm Baldridge Quality team processes with Lean / Six Sigma applications.

Clark Refining & Marketing Inc. St. Louis, Missouri 1993 - 1998

Refining Director of Human Resources

Responsible for 3,200 CBA / non-union personnel in the Hartford, IL / Blue Island, IL / Port Arthur, TX refineries ($2.5B revenues). Developed and managed 1-3 year operational and strategic HR plans tied to business goals in productivity, quality, safety and EPA compliance. Supervised three Refinery HR Managers and staff of 3 HR professionals.

Prepared labor plans and acted as lead negotiator in contract negotiations with over 20 unions. Guided operations managers on employee and labor relations trends, legal decisions, and statutory changes.

Managed all worker’s compensation claims by laws of Missouri Illinois and Texas according to company policy and the highest standards of employee safety and welfare.

Led compensation design team through job analysis, job evaluation, internal stratification bands and market pricing supported by costs versus benefits on short and long term business performance.

Support operational managers in three refineries in the optimization of human resources within operating budgets.

Advise and support managers in the areas of organization effectiveness, performance management and change management.

Build and manage a culture that drives innovation, manages accountability and increases employee engagement that improves individual and organizational performance.

Weyerhaeuser Paper Company Belleville, Illinois 1988 - 1993

Regional Manager of Human Resources

Directed Human Resources, labor relations and Total Quality functions for seven mid-west region packaging plants over a six state region with combined sales of $400M. Supervised seven plant HR Managers and staff of three. Member of Region Management team and participates in setting the direction of human resources support activities across the region.

Responsible for program administration in areas of ADA compliance, Worker’s Compensation or related Human Resource programs. Coordinates claims processing, requests for accommodation, investigations, hearings and settlement of such claims or requests.

Developed labor plan model templates in advance of First chair in two collective bargaining agreements and second chair in four others.

Supervised strategic and tactical planning for seven plant level HR Managers in corrugated container business units throughout the Midwest.

Designed strategic and tactical business plans on basis of SWOT analysis and organizational goals.

Identified and enhanced the skills of leaders and managers through effective coaching and mentoring.

Develop and maintain positive working relationships with operations’ leadership, employees, and union leadership

Used knowledge of Human Resources, legal, and regulatory requirements in conjunction with market best practice to ensure business unit compliance and competitiveness.

¢ EDUCATION

Illinois Institute of Technology (IIT) Chicago, Illinois

Ph. D. Industrial / Organizational Psychology

Southern Illinois University Edwardsville, Illinois

M.A. Industrial / Organizational Psychology

University of Missouri Columbia, Missouri

B.A. History / Psychology

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