PATRICIA A. McCOWN

**** ** **** ****** • Oklahoma City, Oklahoma 73127

405-***-**** • uwwizo@r.postjobfree.com

LEADERSHIP: Human Resources

Human resources (HR) professional with a history of successfully developing and implementing HR policies and programs that enhance strategic business objectives, reduce expenses, build strong employee relations and minimize turnover. Proficient in leading HR participation in mergers and acquisitions and transitioning new employees. Skilled in analyzing situations and developing cost-cutting, effective solutions. Team leader and communicator with strengths in selecting, mentoring and motivating personnel of all levels and cultivating solid relationships with customers while maintaining confidentiality and meeting company standards and regulatory compliance.

Areas of Expertise

Human Resources Management • Benefits Administration • Processes & Procedures • Negotiations

Strategic Initiatives • Change Management • Employee Relations • Team Evaluation & Retention

Personnel Development • Regulatory Compliance • Employment Law • Recruiting & Training

Cross-Functional Communication • Mergers & Acquisitions • Problem Resolution

CAREER HISTORY

CARLISLE FOODSERVICE PRODUCTS, Oklahoma City, Oklahoma • 2003-2012

Global manufacturer of food service products to support healthcare, restaurants, hospitality and catering operations, with 1,000 employees in the division.

Director of Human Resources

Managed HR, Environmental Health & Safety and Benefits for 850 employees in the United States. Developed, implemented and advised on HR strategies, including talent, change, organizational and performance management, succession planning, benefits and compensation, and regulatory compliance. Established, streamlined and interpreted policies and procedures. Investigated and resolved employee relations issues. Presented training programs for all levels of employees.

Key Achievements:

• Played a key role in the development of a high-deductible consumer-driven health plan that reduced health claim expenses by 7%.

• Increased the retention rate of new hires and reduced turnover by 25% through utilization of the Targeted Selection Interview process.

• Represented HR in merger and acquisition opportunities.

• Smoothly transitioned employees from 2 newly acquired companies by developing and implementing an acquisition transition plan.

• Resolved employee relations issues without incurring litigation or financial impact.

• Introduced a division-level Financial Wellness Program that was adapted at the corporate level, successfully growing 401(k) participation from 68% to 72% and thereby reducing company tax liabilities.

• Participated in the selection, development and implementation of a performance management process vendor software program.

• Created a 180-degree performance management process for all hourly employees.

PATRICIA A. McCOWN • Page 2 • uwwizo@r.postjobfree.com

Director of Human Resources continued…

• Assisted in the reduction of claims’ expenses and improved productivity through the introduction of health and wellness objectives and programs for employees and their families.

• Initiated an on-line learning management system to keep staff current on training requirements.

• Created an employee service-oriented atmosphere.

PROFORCE / FLEXFORCE STAFFING, Oklahoma City, Oklahoma • 1990-2003

National staffing firm with clients in the aerospace, technology and manufacturing industries.

President / Vice President of Human Resources

Oversaw HR activities for on-site representatives and account managers working with a variety of clients. Prepared policies and procedures that incorporated regulatory and company guidelines. Maintained attendance records, orientation and training materials and employee evaluations. Directed customer service relations. Handled unemployment, workers’ compensation and employment law issues. Negotiated pricing and prepared proposals and contracts. Recruited clients, selected candidates and conducted background checks.

Key Achievements:

• Established effective recruiting and retention processes.

• Managed day-to-day employee relations for 900+ employees at Seagate Technologies manufacturing plants.

• Motivated temporary employees to become invested in their positions through ongoing training and career development.

• Recognized by Seagate Technologies for going “above and beyond” in customer service by filling in for a line supervisor.

• Facilitated new employee orientation and continuing education in safety, violence awareness / prevention, cultural diversity and harassment issues.

EDUCATION & PROFESSIONAL TRAINING

Bachelor of Science Degree in Business Administration

(anticipated completion: December 2012)

Capella University, Minneapolis, Minnesota

Certified Training Facilitator for Targeted Selection Interviewing and Coaching (2008)

Development Dimension International, Inc.

COMPUTER SKILLS

MicroSoft Office Suite, Kronos, HR Perspectives

Experience Detail:

• October 29, 2003 to February 2, 2012 – Carlisle FoodService Products – Oklahoma City, OK (HR Manager 10/03 – 5/04; Director of HR 5/04 – 2/12)

Responsible for determining best practices and providing leadership in developing and executing the human resources strategy in support of the overall business plan and strategic direction of the organization. These responsibilities were specifically in the areas of staffing and recruiting, succession planning, talent management, change management, organizational and performance management, training and development, benefits and compensation and providing guidance to ensure total compliance with all State and Federal laws and guidelines (EEOC, Title VII and associated amendments, FLSA, ERISA, FMLA, ADA, ADAAA, USERRA, etc.). Maintained in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Specific duties included, but were not limited to: establishing and implementing HR efforts that effectively communicated and supported the company’s mission statement; developed HR plans and strategies to support the achievement of the overall business objectives; functioned as a strategic business advisor to the executive/senior management of each business unit, both locally and on a national basis; developed effective strategic recruiting and retention plans to meet the immediate human capital needs as well as those to support the strategic goals of the organization; developed and implemented a comprehensive compensation philosophy and plan with the assistance of Tandehill Human Capital; designed and implemented employee benefit plans that were both competitive and cost effective for the organization (including moving the organization from a PPO to a CDHP and providing on-going employee education to maximize the consumerism aspect and resulting cost savings for the company); and partnered with corporate general counsel and local counsel in the response to and defense of all claims and/or charges received with regard to employment practices and procedures. Oversaw the preparation of the annual Affirmative Action Plan, EEO-1, and VETS100 and using the results thereof ensured that appropriate actions were taken to create balance and diversity within the organization. As the HR Director, I was also responsible for providing policy and procedure establishment, guidance, and interpretation. Managed and resolved complex employee relations issues through effective, thorough, and objective investigations. Effectively developed, executed, and implemented the transition of all HR functions during the acquisition of two outside companies ensuring legal requirements were met while ensuring minimal interruption of business and a smooth transition for the employees of the newly acquired companies. Participated in the due diligence process. Managed a staff of five subordinates in the areas of HR support and administration, benefits administration, employee relations, and environmental health and safety. Established the key controls and supporting standard operating procedures for the HR department to ensure compliance with Sarbanes-Oxley requirements.

• July 10, 1990 to January 8, 2003 – ProForce/FlexForce Staffing Services - Oklahoma City, OK (Various HR Positions held during tenure.)

During entire tenure, assigned to various Human Resource positions within the company to include Vice President of Human Resources, Director of Human Resources, Director of Safety/Security, Employee Relations Manager, Recruiter, Personnel Administration, and Office Manager. Appointed, by the Chairman of the Board to the position of President & CEO in April 20, 2000. Responsibilities continued to include, but were not limited to: overseeing all on-site representatives and account managers to ensure fair and consistent treatment of all employees and continuous total customer satisfaction through quality performance; researching, writing and administering all employee policies and procedures, application forms, orientation and training materials; maintain and audit all employee attendance records; prepare and administer all employee performance evaluations, corrective action memos and remedial actions; preparation and distribution of all client requested reports; conduct new employee orientation and provide continuing education for all employees via training sessions regarding safety, violence awareness/prevention, cultural diversity, and all phases of harassment awareness/prevention; interfaced with all levels of management to ensure quality performance by all employees; investigated and handled all employee grievances (i.e. harassment issues of all types, claims of discrimination on all levels, violence issues, etc.); investigated all on-the-job injuries/illnesses; continuous customer service relations; and handled all unemployment, workers’ compensation, and employment law issues. While assigned to the position of Recruiter, was responsible for recruiting for all clients, regardless of position utilizing all tools available, interviewing and selection of candidates, conducting background investigations and extending offers of employment. Was responsible for the handling of all unemployment claims to include letters of protest/appeal and representing the company at all OESC appellate hearings. In addition, provided corporate risk management and claims administration, and served as the Facility Security Officer for the Defense Investigative Services Contracting Office with regard to facility clearance on various contracts. Beginning in January 1999, was responsible for writing all proposals and contracts, to include negotiating all pricing issues.

• September 1983 to June 1990 - Allied Signal Aerospace - St. Inigoes, MD – (Held several positions including Logistics Administrative Assistant, Technical Writing Administrative Assistant, and Documentation Specialist)

Assisted department supervisor in overseeing the production of technical manuscripts, reports, electronic test procedures, computer application user guides, and contract proposals utilizing a variety of computer hardware platforms and software tools for the United States Naval Communications Sea Systems Command. Additional responsibilities included new operator training, definition and maintenance of computer documentation standards, and IV&V (Independent Validation & Verification) of miscellaneous software packages. Previously assigned to the Systems Engineering and Integration logistics section that supported the United States Naval Communications Sea Systems Command on new-build and retrofit ships. Responsibilities included: daily computer updates based on the receipt of material, inventory control, maintenance and preparation of monthly inventory/status reports and monthly management summaries for all active class ships; weekly receipt/shipping report to PMS 377 (Naval Sea Systems Command); research for and preparation of government requisitions and Allied Purchase Requisitions utilizing the Federal Supply System and commercial vendors; daily updates to the Purchasing Data Base; maintenance of equipment history logs for all class new construction ships; preparation of financial analyses for various class ships; routine serialized correspondence; preparation of shipping documents, maintenance and procurement of technical publications in support of all new construction ships; direct interaction with Naval Sea Systems Command concerning Government Furnished Equipment (GFE); and various other duties as assigned.

• 1975 to 1983

Held a variety of positions to include commercial banking, customer service for real estate investment, credit and collections, and began training in human resources while working in retail sales/service. Mastered the basics in computer skills and several software packages that were utilized in performing assigned duties that set the platform for the level of expertise required to complete all assigned tasks.

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