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Human Resources Vice President Resume
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| Desired Industry: Human Resources |
SpiderID: 6810 |
| Desired Job Location: Chicago, Illinois |
Date Posted: 5/2/2006 |
| Type of Position: Full-Time Permanent |
Availability Date: 05/01/07 |
| Desired Wage: 75000 |
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U.S. Work Authorization: Yes |
| Job Level: Executive (President, VP, CEO) |
Willing to Travel: Yes, 25-50% |
| Highest Degree Attained: Other |
Willing to Relocate: Yes |
Objective:
Results-oriented executive with diversified management experience in
highly complex product/service businesses. Well-rounded professional
with ability to quickly analyze, react to, and solve complex problems
for business environments with revenues in excess of $225 million.
Effective human capitalist who assesses staffing needs, recruits
viable candidates, and implements development programs that build
productive work teams. Skilled in identifying staffing and
operational requirements in new markets and developing policies and
procedures to streamline corporate efficiencies during business
expansion cycles.
Experience:
FACTORY CARD & PARTY OUTLET, Naperville, IL 1997-2003
Vice President of Human Resources (1999-2003)
Part of executive committee accountable for directing corporate
strategic direction. Full budgetary, strategic planning, and
supervisory responsibility for HR department including staffing,
retention, training, compensation, performance management, benefits,
legal, and regulatory. Oversaw payroll functions including
timekeeping and check processing for in-house payroll system (Ulti-
Pro). Maintained and executed all service contracts, mail delivery,
and in-house printing. Supervised six direct reports and 13 indirect
reports.
* Orchestrated selection and installation of new payroll system
(Ulti-Pro), saving company over 60% on annual processing costs and
ROI of 32 months (vs. ADP system). Performed conversion and testing
within 7-1/2 months. System gained one full day in turnaround time,
allowing greater flexibility and improved productivity in payroll
processing, and additionally generated substantial savings in
operating costs.
* Directed development of retention program to retain key corporate
and store personnel as company entered into and emerged from Chapter
11. Designed retention bonus, transfer, and severance packages based
on position and tenure to retain associates in stores slated for
closing. Systematically developed retention bonus plan for other
management and realized turnover rate of under 20%, against
anticipated turnover of over 50% in six months.
Director of Human Resources (1999-1999)
Managed all staffing, benefits administration, workers'
compensation, and legal and field support initiatives. Supervised
activities of four associates.
* Analyzed integrated system for benefits reporting and discovered
lack of "look back" calculation for terminations and new enrollments.
Implemented training process for functional HRIS backup system.
Audited and systemized payments for all benefit plans, resulting in
credits for overpayment of premiums from healthcare provider of 10%
on annual healthcare costs.
* Developed management training program for use during corrective
actions and proper procedural steps in associate terminations.
Successful in quickly clearing outstanding complaints and reducing
number of new termination complaints. Implementation of initiative
reduced settlement payments and lowered unemployment insurance rates
in 20 states over two-year period (1% reduction saved over $100,000
annually).
Director of Store Operations (1997-1999)
Oversaw payroll and expense budgeting and tracking, store
communications, operational policy and procedures, and merchandise
initiatives. Supervised activities of three direct reports.
* Initiated and implemented budgeting/payroll expense control
process (sales-per-labor-hour), resulting in reductions of 27.5% of
gross payroll as percent-to-sales.
* Conceived, developed, and executed field communications manual,
reducing paperwork by 20%. Achievements of project included: reducing
amount of duplicate, incorrect, and contradictory information;
allowing better productivity planning and more timely completion of
directives; and eliminating unnecessary work while simultaneously
reducing payroll costs.
TODAY'S MAN, INC., Moorestown, NJ 1990-1997
Director of Human Resources (1995-1997)
Led all aspects of HR including staffing, compensation, benefits,
HRIS, and legal. Supervised seven staff members.
* Recruited and staffed key positions during Chapter 11 process
including VP of marketing and EVP of merchandising. Played key role
in facilitating action plans and communication efforts for closing of
six stores in Chicago market within one-week timeframe and achieved
"outplacement" for entire management team.
* Worked closely and cooperatively with outside counsel in
combating EEOC complaint. Successfully demonstrated how Americans
with Disabilities Act was unfounded in associate accusations due to
clear communication of basic physical job requirements in specialty
store environment.
Director of Personnel Administration (1993-1995)
Promoted to position for managing all benefits administration, non-
officer compensation and salary administration, and performance
management and HRIS. Implemented fully integrated payroll HRMS system
in support of doubling growth from 900 to 1,800 associates.
Supervised three associates.
* Played key role in developing and executing strategic succession
planning to address expansion into new markets and need to staff new
stores with knowledgeable management teams. Successful in opening
every new store with experienced managers, allowing company to fill
over 80% of management openings through internal promotions.
Implementation of initiative saved on recruiting and training
expense, markedly improved associate morale, and helped to quickly
introduce corporate culture and standards into new stores.
* Saved over 30% per associate through accurate research and
contract negotiations for new healthcare plan (medical, dental, and
prescriptions). Played key role in assuring company of solid cost
savings through signing three-year contract with national carrier and
stipulating caps on annual rates increases of 10% per year.
Regional Store Director (1990-1993)
Oversaw operational activities for nine stores in Philadelphia
metropolitan area with average annual volume of $9.5 million.
Instrumental in orchestrating and developing management team used to
open New York market.
Education:
Bachelor of Arts-University Of Wisconsin
Milwaukee, WI
Affiliations:
Professional Member-Society For Human Resource Management
Skills:
* Multi-Site Operations Management
* Policies & Procedures Development
* Budgeting & P&L Accountability
* Merchandising & Marketing
* Project Management & Planning
* Vendor Management/Contract Negotiations
* Human Resources Management & HRMS
* Associate Selection & Executive Recruiting
* Benefits & Compensation Administration
* Management Development Programs
* Associate Communications & Coaching
* Turnaround & Change Management
Candidate Contact Information:
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