Resume - Energetic, creative, flexible, results oriented, and ethics focused visionary Hu...

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Resume #5554

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EXECUTIVE PROFILE
Master's Degree in Human Resources Management
Over 15 years in HR
Broad, cross-disciplinary business acumen

* Effective and wholly accountable approach in high-profile roles:
Consultative, decisive, inclusive and ethics focused servant leader using experience-backed judgment, calculated risk-taking, humor and a strong work ethic.
* Overcomes complex challenges and makes high-stakes decisions in fast paced, high-pressure environments.
* Adept at balancing employee needs with organizational goals.
* Team builder and proponent of empowerment and accountability who invites differences of philosophy and opinion.

CORE COMPETENCIES

Problem Solving: Creative and logical critical thinker with aggressive and thorough approach to analysis, solution development, plan implementation and outcome measurement.
* Addressed long-standing attendance and morale issues at remote mining/manufacturing facility through creation of PTO program that tied attendance to accrual of benefit and provided flexibility of cash or time off depending on employee wishes.

Employee Development: Passionate teacher and talented human capital investment manager adept at maximizing the organizations ROI in team building, needs assessment, leadership development, succession planning, competency management and curriculum development.
* Joined casino that grew from 400 to 1500 employees in one summer with little HR planning. Focused on building HR team to lay the foundation for department to support "catch-up" organizational development and preparation for next wave of growth.

Consensus Building: Diplomatic facilitator and negotiator skilled at resolving conflict, promoting dialog and building broadly supported agreements among diverse parties that address key stakeholder interests.
* Negotiated office space arrangements agreeable to both faculty and administration – issue had been unresolved for two years and had become point of contention; developed amiable relationship between administration and Faculty Association.

Change Management: Proactive and visionary change agent, maximizing the effectiveness of growth and transformation through needs assessment, planning and development of the tools, people and processes needed to succeed.
* Helped support explosive growth of direct marketing start-up, creating company's HR function, partnering with departments to anticipate needs and laying a foundation that has enabled the firm to become one of the world's top athletic goods catalogers.

Customer Service: Dedicated relationship builder in tune with the customer's operation and unafraid say what they need to hear rather than what they want to hear; provide improvement and problem prevention strategies before client is aware of the need.
* Developed close relationship with field managers and ownership of landscaping firm; able to secure support for significant revision of compensation and benefit programs that kept company ahead of the curve when labor market tightened regionally.

Technology Management: Comprehensive understanding of technology and the evaluation, design, implementation and administration of innovative solutions.
* Collaborated with programmers on development of proprietary HRIS; oversaw transitions to new HRMS's as a client and a vendor consultant; managed Novell PC and Nortel telecom networks; well versed in numerous HR & productivity applications.

PROFESSIONAL EXPERIENCE

PRINCIPAL HUMAN RESOURCES CONSULTANT
HR Development Group (Independent Consultancy): 2004 to Present
Provide advising, assessment, design and implementation services in myriad HR fields, including benefits, compensation, employee relations, HRIS, job analysis, performance management, payroll, planning, policy development, staffing, safety and training.
Recent Projects:
* Contracted by multi-state bank to review and analyze all aspects of HR and payroll to uncover compliance issues and inefficiencies, and design best practice solutions. Provided interim leadership to the HR department after VP of HR resigned during project.
* Contracted by Automatic Data Processing to add human resources expertise to the Enterprise HRMS Comprehensive Outsourcing Services implementation project for ADP's 104,000 employee, 40+ business unit multinational conglomerate client.

DIRECTOR OF HUMAN RESOURCES
Potawatomi Bingo Casino – Milwaukee, WI: 2002 to 2004
Midwest's largest casino: 1700+ employees, 1500 slots, 40 table games, 2000 seat bingo, 500 seat theater & 4 restaurants.
* Supervised up to five managers and 20 staff employees, serving as one of four casino officers.
* Improved efficiency by 37%, with each HR team member serving 27 more employees than previous year.
* Cut time to fill jobs by 34%; implemented internet-based RMS & assessment tools to identify those likely to succeed.
* Created "goal sharing" incentive program linking pay to achievement of critical objectives.
* Initiated point-based pay plan – brought structure, equity, market competitiveness and fiscal responsibility to system.
* Designed and implemented HR Balanced Scorecard, aligning HR planning & goals with business strategy.

SUPERINTENDENT OF HUMAN RESOURCES
Teck Cominco Alaska – Anchorage, AK: 2000 - 2002
U.S. subsidiary of Canadian multinational metals producer, operator of Red Dog Mine, world's largest zinc mine & mill; manufacturing over 1 million metric tons of zinc concentrate (10% of world's supply), with over $800 million annual revenue.

* Contracted for two-year period to direct all aspects of HR while supervising and developing six member all Native Alaskan HR staff.
* Reduced absences by 19%, saved $800,000 in 1st year though "Pay / Time Off" plan targeting attendance problems.
* Developed and managed $6M HR and hospitality services (food service, housekeeping & janitorial) budget.
* Enhanced benefit programs, diversifying plans while containing costs; able to freeze employee premiums for two years.
* Created supervisor and management development program; included personally teaching multiple modules.
* Engineered successful union avoidance campaign against efforts of three locals - unions walked away without vote.
* Member of mine's ISO 140001 implementation team.

DEAN OF ADMINISTRATION AND FINANCE
Ilisagvik College – Barrow, AK: 1998 to 2000
Native governed community college with over 600 students in remote Arctic.
Promoted from Director of Human Resources: 1998

* Member of College President's cabinet, supervising five college directors and up to 40 classified staff employees, overseeing the College Foundation and HR, Finance, IT, Facilities Management, Warehouse, Bookstore and Food Services.
* Conserved $120,000 per year from personal fulfillment of two executive-level college administration positions.
* Developed and managed $14M budget, adding $3.7M in grants and contract funding while earning clean fiscal audits.
* Directed sections of successful accreditation by Northwest Association of Schools, Colleges and Universities.
* Lowered staff turnover by 35% by improving recruiting, performance management and supervisor training.
* Audited, identified and resolved $2,000,000 institutional COBRA liability during first week as HR Director.

HUMAN RESOURCE MANAGER
Brookwood Landscape – San Diego, CA: 1992 to 1998
One of California's largest commercial landscaping firms; offering design, construction, installation & maintenance services.
* Devised worker's compensation and safety programs that decreased injuries by 20% and cut costs by 30%.
* Achieved 20% cut in unemployment insurance tax and 98.5% success rate in unemployment claim challenges.
* Authored model employee handbook that was later sold as "how to" primer for industry association members.
* Implemented ADP-based HRIS to process payroll, manage records and provide job cost info to project managers.

PERSONNEL AND PAYROLL MANAGER
Road Runner Sports – San Diego, CA: 1987 to 1992
Premier direct marketer of running shoes, athletic accessories that grew from 15 to 450 employees in five years.
Promoted from Payroll & Accounts Receivable Supervisor: 1989; Promoted from Distribution Supervisor: 1988

* Created & developed entire HR function, designing initial benefit offerings, wrote first policy manual, teamed with programmers to design HRIS, created orientation & training programs, developed sales commission & base pay plans, executed mass recruiting.
* Reduced workers compensation and unemployment claim costs by 50% in first year managing process.

EDUCATION & CERTIFICATION
Master of Arts in Human Resource Management (3.8 GPA): National University
Bachelor of Arts in Interdisciplinary Studies (Summa Cum Laude honors w/ perfect 4.0 GPA): National University
Associate of Arts in General Studies: Southwestern College

Advanced Human Resources Generalist Certification: Society for Human Resource Management
Payroll Practice & Management Certification: National University
Resource Development Specialist: National Council for Resource Development

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