Human Resources Director
Resume:
David Samuel Ryder
*** ***** *** **. ********, PA 17512
***********@*****.***
Major Home Improvement Retailer: Consultant to Executive January 2021-present
• Consultant for structuring centralized department/HR contact center based in Charlotte, NC.
• Project created new department to consult with field/store employees regarding policy interpretation, internal investigations for code of conduct issues, Asset Protection cases involving internal theft, review performance improvement plans prior to dismissal, major disciplinary infractions, or other unique circumstance in partnership with respective Employee Relations leadership.
• Led design and implementation, focusing on performance metrics to ensure department is a critical partner to employees
• Design and implementation of communication model to ensure efficient partnership and timely resolution
• Monitor to ensure resolution meets standards for compliance to all federal and state laws and regulations
• Asses Labor impact to ensure enterprise remains free of 3rd party representation Bell Nursery USA/ Central Garden &Pet
Vice President, Human Resources/Chief Employee Advocate August 2015 thru January 2021
• Day to day and strategic HR leadership for multi-platform enterprise manufacturing, agriculture, logistics, retail with over 300 locations
• Chief Influencer to ensure solid ethical decision making from the C-Suite down. Champion new solutions that impact the business
• Change Agent and example for who to drive and welcome transformation. Created Human Resources department and structure. Led sourcing and implementation of enterprise HRIS system managing internal stakeholders and vendor relationship. and field Human Resources department for entire enterprise from the ground up. Source and implementation of new HRIS for FY2016
• Lead all phases of recruitment and selection to attract and retain best in class employees
• Lead employee relations (coaching models/growth and advancement procedures/employee recognition/ Employer of Choice employee committee model, leadership assessment and training
• Occupational Health and Safety
Key accomplishments include
Manage company expansion into eight new states over three years Assessment of pay-banding/compliance with new and emerging federal standards Design of Return/Retention program for annual seasonal employees totaling over 1500 Establish H2A program to support 2 states (VA and NC) providing over 150 H2A workers to rural locations solving major staffing opportunities
The Home Depot Human Resources Director/AACG Northern Division June 2012 thru August 2015
• Key member of team tasked with building department specializing in employee relations/consultation regarding performance and policy violations/executive communications/appeal reviews adverse employment actions
• Led Northern Division team of salaried investigators and support staff covering 8 regions comprising 900+ locations
• Review and measure performance metrics and quality assurance of investigative work Key accomplishments include
Led effort to establish standard performance minimums for the AACG team Benchmarking/ improving Northern Division productivity/time to resolution by 20% during tenure Promoted 24 AACG investigators into field and corporate Human Resources and Employee Relations roles during tenure
Mid-Atlantic Regional Associate Relations Director January 2010 thru June 2012
• Ensure that over 18K associates could enjoy working environments
• Manage AR for a 6-state region including 97 retail locations
• Conduct and oversee sensitive employee investigations
• Design and execute dynamic new programs
• Train and develop operational leaders at local and district levels
• Maintain a union free environment
• Protect the enterprise from EEO/Civil liability
Auto Nation Regional Human Resources Director December 2005 thru January 2010
• Manage and direct the Human Resources team including 23 dealerships and 2000+ employees
• Champion for all recruitment and staffing processes
• Leader of Occupational Health and Safety
• Company-wide performance assessments to drive bench strength and career navigation o 30/60/90 day “pulse checks” for new hires
o Structured implementation of behavioral based interview model o Designed and delivered manager training
o Re-designed annual performance review delivery process o Design Occupational Health and Safety training and compliance Key accomplishments include:
Drove down market attrition by 18%
Successful record of Labor Relations
Dynamic management of unemployment/workers comp claims led to substantive cost savings annually 2008 reduction in force impacting tenured positions securing savings of over one million dollars quarterly
Capital One Human Resources Generalist June 1996 thru December 2005
• Ownership over the on-boarding process for the contingency department in the Richmond, VA market
• Guided new associates through the first 90 days of employment and managed their success in partnership with training managers, quality assurance leaders, and operation al leadership
• Conducted new hire orientation and training, while delivering capital one corporate policy and directives
• Oversaw process of unemployment claims and exit interviews within departments Education/Association
University of Richmond JD 2003
Virginia Commonwealth University psychology BS 2000 Society for Human Resources Intensive Training
PHR and SPHR
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