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Director or VP of HR in Dallas Resume
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| Desired Industry: Human Resources |
SpiderID: 27063 |
| Desired Job Location: Dallas, Texas |
Date Posted: 6/1/2009 |
| Type of Position: Full-Time Permanent |
Availability Date: 6/1/09 |
| Desired Wage: 134000 |
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U.S. Work Authorization: Yes |
| Job Level: Management (Manager, Director) |
Willing to Travel: Yes, 25-50% |
| Highest Degree Attained: Bachelors |
Willing to Relocate: Undecided |
Objective:
Director or VP of HR role in the Dallas/Ft. Worth
area.
Accomplished HR Leader with expertise in building
talent, strategic planning and tactical execution of
all HR functions with limited resources and complex
HR issues. Strong, balanced background in HR, OD
and operations management with a proven track
record of achieving extraordinary ROI and other
tangible P&L results. Business acumen creates the
ability to act as an HR business partner to other
functional areas. Unique blend of large corporate,
non-profit and hands-on entrepreneurial
experience. Considered an expert in State and
Federal employment laws with exceptional
employee relations/employee development skills.
Experience:
SUSAN G. KOMEN FOR THE CURE
Director, People Development and Employee
Relations 2007 to 2008
Oversaw all training and team/individual
development for Komen (the largest breast cancer
health organization in the world) HQ and 125
independent Affiliates. Directed all employee
relations at HQ. Oversaw all efforts to increase
employee morale and productivity. Held multi-site
HR responsibility. Led a team of six towards
helping the organization strive to end breast
cancer.
•Saved the organization over $200,000 in 2007
and projected $379,000 in 2008 by developing
people and increasing team capacity and
capabilities without adding any additional staff.
•Created company-wide Core Competency and
Leadership Competency models to align people
skills with expected business results. Ensured
competencies were properly implemented across
the organization. Integrated competency model
into the recruiting process to link recruitment with
business strategy.
•Implemented an effective performance
accountability process, resulting in 30% decrease in
unemployment claims.
•Took part in a comprehensive analysis of pay
programs that were conducted every two years with
the purpose of aligning compensation with
business strategy.
•Designed an employee relations process that was
seen as fair by employees, managers and the
organization that resulted in zero EEOC, DOL or any
other state or federal agency claims filed.
•Created and implemented a voluntary employee
engagement survey, achieving 99% participation.
•Effectively rolled out a new employee handbook,
reducing from 175 full pages to 50 half pages.
•Implemented nationwide Inclusion/diversity
training with the purpose of recruiting and hiring
diverse candidates.
•Trained and developed recruiters in all phases of
the recruitment process, including sourcing,
interviewing and selecting. This resulted in
streamlining the amount of time recruiters spent in
the interview process.
•Sourced, selected and implemented online training
for all HQ and Affiliates to reduce the time and
expense of training initiatives and increase training
efficiencies.
CARLSON RESTAURANTS WORLDWIDE (TGI
FRIDAY’S)
Manager, Organizational Development 2006 to
2007
Oversaw organizational development for HQ,
company stores and franchisees (Carlson is the
third largest privately held company in the US with
over 35,000 associates and is consistently
recognized as a “Best Place to Work”). Created new
OD/HR initiatives and processes to align with
changing business landscape. Held multi-site HR
responsibility.
•Created and ran a world-class Corporate
University (from scratch). This resulted in the
company’s ability to align training with business
expectations and build leaders from within. Based
on successes, was selected by an outside
organization to speak at a large convention
designed to teach others how to create and run a
Corporate University, resulting in additional
exposure/recognition for Carlson.
•Designed and delivered a formal mentoring
initiative for high-potential leaders/executives
ranging from line managers to the CEO.
Successfully interacted with over 60 top leaders to
help them reach their full potential. Over 25% of
internal candidates selected for the mentoring
initiative were promoted within the first 8 months.
•Developed a career mapping web tool designed to
retain valuable talent in the organization. The
result was promotional line-of-sight for all
employees which reduced likelihood of losing top
talent to the competition.
•Revised and ran a new manager workshop to drive
retention and brand loyalty. Based on success of
new manager workshop decreasing turnover, was
selected to design and deliver a new manager
workshop to the International market to drive
International business results.
•Trained managers and Directors of Operations in
all states how to recruit and hire talent. This
training included everything from sourcing,
interviewing, evaluating and selecting candidates to
increase effectiveness/efficiency.
•Delivered diversity training for over 1,100
managers to become more inclusive in hiring
practices/customer relations.
PROACTIVE TRAINING SOLUTIONS, INC.
Director of Human Resources 1998 to 2006
Created and ran this company successfully during
times when many training budgets were cut after
9/11. Provided HR/management training and
consulting services to over 125 organizations in
several industries, including: Healthcare,
manufacturing, banking and finance,
telecommunications, construction, transportation,
utilities/oil, universities, automotive, hospitality and
numerous state and federal entities (including the
largest unified court system in the world.)
•Decreased turnover and increased revenues and
profitability by spearheading a comprehensive
leadership development strategic initiative for a
large company with 15,000+ employees striving to
become an employer of choice.
•Designed and/or presented 70+ workplace
presentation topics spanning all human resources
concerns including recruitment, interviewing,
hiring, performance review, succession planning,
training, compensation, discipline, internal
investigations, employee programs/incentives,
employee relations and terminations with a strong
focus on application of State and Federal
Employment Laws. Each topic was designed with a
specific business result/impact.
•Delivered 1,200+ dynamic training presentations
to senior executives, human resources
professionals, managers, and union/non-union
associates in 46 states and 3 countries to assist
businesses in achieving desired P&L impact.
•Recruited over 100 people for company projects,
including a multi-state deal with Evergreen Alliance
Golf Limited (14 states stretching from coast to
coast) to help increase their customer satisfaction
and revenues.
•Authored the book and audio CD, “88 Minutes or
less: Achieving Workplace Success” Published in
December 2004, it provides practical tips, tools,
and techniques to assist employees to become
more productive and successful.
WINEGARDNER & HAMMONS INC.
General Manager / Assistant General Manager /
Human Resources 1992 to 1998
Managed operations, sales, and HR for full-service
hotels with 75-225 exempt managers and non-
exempt union and non-union employees. Oversaw
recruitment, interviewing (over 500 candidates),
hiring, performance reviews, succession planning,
training, compensation, legal compliance,
discipline, internal investigations, employee
programs, services and incentives, employee
relations and terminations. Took active part in DOL
audit and EEOC investigations. Conducted over 110
internal investigations that were seen as fair and
impartial. Directed talent acquisition and
compensation at all levels of the hotels managed.
•Received five promotions in six years in
recognition of outstanding successes.
•Successfully promoted over 60 managers who
reported to me.
Education:
BA in Business (Hotel/Restaurant Management) from
Michigan State University.
Affiliations:
SPHR (Senior Professional in Human Resources), SHRM.
Skills:
Core Competencies include developing employees
and leaders, managing performance, creative
thought leadership, values-based problem solving,
stewardship and accountability, passion for the
organization, communication, adaptability and
flexibility, inclusion, empowering others, urgent
drive for results, building relationships, planning
and organizing. Specific HR results achieved
include improving diversity awareness, reducing
turnover, aligning business strategy with people,
leading culture change, achieving desired P&L
targets with limited resources, reducing
state/federal agency claims, improving training
ROI, increasing bench strength, building a culture
of accountability and productivity,
designing/implementing effective HR processes.
Additional Information:
Other experience includes Marriott Restaurant
Manager (selected as Marriott Manager of the Quarter
and Area Director of Wine Training), and Marriott
Intern, McDonald’s Crew Chief and Radisson Server
while in high school and college.
Candidate Contact Information:
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