Position	Austin Resume - HR Leader
Location Confidential	No
Location	No preference
Willing to Relocate	Yes
Industry	Financial-Banks-Commercial/Retail&CreditCards
Function	HUMAN-RESOURCES
Compensation	$150,000 to $300,000
Resume Summary
I report to a CEO of a $1.2b operating company within a Fortune 500 corporation. I support NA & Global Operations. My team consists of 8-10 associates.
Resume Body      AUSTIN RESUME - HR LEADER
PROFILE  Seasoned HR professional with Fortune 500 global experience  Strategic business partner with extensive HR specialist, generalist and organization development background  Successful entrepreneur with proven ability to interpret financials and independently drive organizational results  Strong leader with successful track record of managing diverse cross-functional teams to achieve key business results in a rapidly changing environment PROFESSIONAL EXPERIENCE XXXXXXXXXX – XXXXXXXXXXXXX Greensboro NC Sept 2007 – Present Global Fortune 500 manufacturer of high technology retail petroleum products. Annual sales of US $1.2 billion (global). Director of Human Resources –North America and Global Operations (Aug 09 - Present)  Gained responsibility for all North America, including Marketing, Engineering, Finance, Legal and IT  Increased acquisition responsibility  Lead 8+ associates Director of Human Resources –Global Operations & NA Sales, Service and Ops (Sep 07 - Aug 09)  Report to Group Executive/CEO of North America  Lead 3+ associates responsible for Compensation, Benefits, HRIS, Recruitment, Employee/Labor Relations, EH&S, Organization Development, Performance and Talent Management, Succession Planning, Organization Review, Associate Survey Administration and Action Planning  Provide progressive HR support to approximately 800 associates within North America  Conduct due diligence and integration work for acquisitions  Work with Lean business principles and the effective application within HR  Oversee Reduction-In-Force activities for North America; reduced employee cost $8 million (est.) from 2007 to present  Play integral role with SFE (Sales Force Effectiveness) with regard to further building sales capabilities  Play integral role with headcount and recruitment forecasting/budgeting processes  Assessment, development and execution of all employee-related policies and procedures  On target to exceed all 2009 goals for the following metrics: Time-To-Fill, Internal Fill Rate and Turnover Sara Lee Corporation Sacramento CA May 2006 – Sept 2007 Global Fortune 500 consumer products corporation. Annual sales of over US $12 billion. Director of Human Resources – US Western Region  HR Director supporting 2 Regional Vice Presidents accountable for Sales and Manufacturing operations  HR support to 2500+ employees across 10 manufacturing facilities and 10 sales zones  Lead team of 15-20 HR Managers & Generalists for Employee and Labor Relations, Affirmative Action, Compensation, Recruitment, Performance / Talent Management, Training, and HRIS Data Integrity  Lead development & implementation of comprehensive People Plans for manufacturing & sales facilities  Assessed need and developed regional HR scorecard for each manufacturing facility and sales zone  Assessed need and developed field-based on-boarding program for frontline sales & manufacturing team KONE, Inc. Moline, IL November 2004 – April 2006 Fourth largest elevator and escalator corporation in the world. Annual sales of EURO $4.6 billion Director of Human Resources Services and OD – KONE North America (Feb 2005 - Apr 2006)  Supported six Senior Vice Presidents (4000+ employees across 50 US locations)  Lead 15-20 associates responsible for Employee Relations, Affirmative Action, Budget, Compensation, Recruitment, Technical Documentation, Communications, HR Scorecard/Metrics, HRIS Systems Effectiveness and Data Integrity, Technical and Non-Technical Training and Organizational Development  Lead role with the following global HR systems and processes: Global Sales Competition, Sales Management Training, Creating a Sales Culture, Sales Competency Model Development, Development of Global Sales Recruitment and Training Processes  Drove implementation of company-wide changes in core HR systems and processes for client groups to achieve competitive advantage. Examples: • Implementation of Competency Model, Performance Management Process, RecruitMax Software and Compensation Management Principles • Assessment, Development and Delivery of Recruitment Process Improvements – Effectively Managing: 1) Behavioral Interviewing, 2) Assessment Testing, and 3) Background / Drug Screening processes  Initiated several client-specific initiatives to address key HR needs: Staffing Prioritization & Delivery, Compensation Equity Reviews, Organizational Design of Sales Areas (e.g., Position Titles, Descriptions, Compensation Grading, Incentive Tiers and Reporting Structure) Director of OD & Training – KONE North America (Nov 2004 - Feb 2005)  Lead 12+ associates responsible for Sales Recruitment, Training and Performance Support, Communications, Technical Training/Documentation, & Organizational Development  Successfully assessed, developed, implemented and evaluated effectiveness of Sales Learning Tracks for US and Canadian New Equipment and Service Sales Divisions, resulting in a 90 day ROI / 12 month payback Heritage Station LLC Huntington, WV December 1999 – October 2004 Restaurant and catering company. Annual sales of over US $1.5 million. Entrepreneur  Identified opportunity with a failing, soon-to-be bankrupt restaurant (high risk, high return potential)  Reviewed financials and developed business plan to ensure successful turnaround of financial performance  Successfully and independently secured financing within 30 days  Generated profit in first year of operation in industry with >90% failure rate in first year of operation  Lead team of 75 (off season) to 125 (peak season) employees, including 8-10 managers/direct reports  Effectively managed HR systems and processes: recruitment, payroll processing, employee relations, compensation, benefit administration, performance management, new hire and continuing education training, unemployment and workers compensation claims  Reduced Cost of Goods (food and beverage) and Labor expenses to <32.5% each (previously >40% each)  Increased sales from $500k to > $1.5 million, with an average 10% annual net income  Voted “Best in the Tri-State” by local community  Approached 5th year of operations and initiated pursuit to identify buyer  Sold business to leading, rapidly growing, restaurant corporation (Boston Beanery) at a significant profit Capital One Corporation Richmond, VA December 1995 – November 1999 Global Fortune 500 Financial Services Corporation. Director / Sr. Manager - Training, Quality, Communications & Multi-Media (Sept 1997 – Nov 1999)  Assessed organizational performance needs, developed interventions/solutions, implemented solutions and measured effectiveness / impact  Lead team of 27 individuals (17 direct reports) across multiple US locations and UK  Implemented consultant-based approach for training services to consolidate new hire & continuing education  Improved new hire training effectiveness by 23%, while reducing training time by one week  Reduced training expenses $225K annually, based on 30 new hires per month for Richmond, VA  Transitioned department from a “cost center” perception to a “profit center” business partner  Developed and executed diagnostic skill assessment tools to conduct a comprehensive, skill-gap analysis based on a Risk Operations competency model for call center associates  Recognized by CEO and COO as top performing Training & Development team Manager of Training & Quality – Risk Operations (March 1996 – Sept 1997)  Successfully directed change management initiatives to integrate Training & Development and Quality, creating a continuous performance improvement system  Developed and implemented new hire learning tracks for multiple client groups  Consolidated new hire training efforts to increase efficiencies and training effectiveness  Reduced charge-off >$80k in 30 days of delivering bankcard charge-back seminar ($960k in annual savings)  Provided training and performance support services (new hire training, continuing education, and management development) to AVP and 5 senior managers (400-600 employees)  Developed standardized procedures for Fraud Recovery Associates  Managed implementation of online procedures via RoboHelp software  Played key role with other senior managers to reduce fraud charge-off by >$30M Trainer – Risk Operations, Fraud Recovery (Dec 1995 – Feb 1996)  Training and performance consultant responsible for 300-employee call center division  Assessed training needs, developed and implemented interventions, and evaluated effectiveness Chase Manhattan Bank (Banc One) Huntington, WV October 1993 – December 1995 Fortune 500 retail banking and financial services corporation. Employee Relations Specialist (September 1994 – December 1995)  Provided employee relations support to Banc One West Virginia Corporation (approximately 2000 employees)  Developed and executed job posting and recruitment processes  Certified Code of Ethics and Sexual Harassment Trainer  Developed and implemented HR Executive Management Reporting process Affirmative Action Specialist (January 1994 – September 1994)  Consolidated 18 separate affirmative action plans into 3 market area plans  Developed numerous good faith efforts to increase minority applicant flow and educate Banc One business leaders on our affirmative action status and the value of diversity  Established HR Compliance standards for 18 affiliate banks and conducted random audits  Certified Diversity Trainer and lead project manager HR Management Training Program (October 1993 – January 1994)  Executed annual benefit enrollment process; processed and balanced bi-weekly payroll  Managed numerous HR system and process projects: Overtime Calculation, Vacation Accrual, EEO and Job Group Designations, Compensation Grading, Incentive Tier Designations, Executive Management Reporting EDUCATION Marshall University Huntington WV 1995  Masters of Science in Human Resources / Training & Development, GPA: 3.87 / 4.0 Walt Disney – Internship Orlando FL 1994  Analysis of HR / T&D systems and processes Marshall University Huntington WV 1993  Bachelors in Business Administration, Emphasis in Marketing and Management Nacel Cultural Exchange Gijon, Spain 1989  Studied Spanish and lived with native family
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