Strong background in Human Resource management gained as a business partner in the following industries: education, retailing, high technology, greeting cards, auto, financial services, insurance and credit cards. Established credibility with executives, staff and employees as a results-oriented problem solver. Provided human resource expertise and guidance to all levels of management. Facilitated learning and development initiatives. Expertise in the following areas:
• Compensation & Benefits • HRIM: PeopleSoft, SAP, UltiPro, & Banner
• Employee Relations • Organizational Development and Training
• Strategic Planning/Change Management • Payroll
• Acquisitions & Divestitures • Employment Law
• Talent Management • Executive Coaching
GMA and Other 2005 – Present
Atlanta-and Ca. based provider of employee benefit design and benefit services ranging from 401 (k) and defined benefit to health and welfare
Part Time Consultant/Adjunct Faculty
Responsible for benefits consulting to various profit and non-profit organizations to attract, motivate and retain key talent in a dynamic global competitive environment.
• Created “total reward” models to attract, retain and motivate key talent based on industry and business life cycle.
• Facilitated and implemented performance management systems with an emphasis on a “performance-based” culture.
• Designed and facilitated workshops on “Civil Treatment training”, “Behavioral-Based Interviewing,” “Improving Individual & Team Performance” and “Coaching for Optimal Performance.”
• Created and implemented balanced scorecards to increase organizational productivity and effectiveness
• Spearheaded design of broader pay structure to create a pay-for-performance culture.
• Adjunct EMBA faculty teaching Human Resource Management and Organizational Analysis.
M2 Collision Care Centers—Santa Monica, California 2004 – 2005
Largest chain of collision repair facilities in the West that handled all insurance companies.
M2 had 750 employees in 29 locations. Managed 2 direct reports. Company liquidated April 2005.
Director, Human Resources
Responsible for all human resource areas. Reported to CEO. Scope emphasizing responsibilities included structure and consistency in the application of all-human resource practices and policies.
• Key Human Resources team participant in due diligence and liquidation process.
• Designed and implemented General Manager Assessment tool identifying strengths and developmental opportunities.
• Created and facilitated Behavioral Based Interviewing Skills Workshop for field management group.
Cuyahoga Community College—Cleveland, Ohio 2002 – 2004
Two year community college with three campuses (Metro, Western, and Eastern) and Corporate
College (Westlake) with over 3800 employees. Managed 4 direct reports. Fulfilled two one year contracts.
District Director, Compensation, Benefits, & HRIS
Directed management of compensation, benefits, and HRIS functions. Reported to VP, Human Resources
• Facilitated design of a new pay structure focusing on market competitiveness, internal equity, and career development.
• Designed and implemented Balanced Scorecard for Benefits area emphasizing financial and operational measures.
• Designed “Total Rewards Model” to attract retain, and motivate key College talent.
• Facilitated design and development of a new competency-based Performance Management System.
Americangreetings.com—Brooklyn, Ohio 2000 – 2002
A relationship service provider for enhanced communications and content; 600 associates;
multiple locations (Chicago, New York, Reston, Los Angeles San Francisco, and San Diego ); union free.
Managed 2 direct reports.
Executive Director, Human Resources 2000 - Present
Directed management of all human resource areas. Reported to CFO. Scope emphasizing responsibilities included structure and consistency in the application of all-human resource practices and policies.
• Created and
implemented Performance Management System linking employee performance
• Redesigned benefits package resulting in a $100,000 savings.
Key player on acquisition team reviewing all human resource issues for
Blue Mountain Arts, eGreetings, and
• Designed and
implemented a Management Succession Planning System to attract,
motivate, and retain key
OfficeMax, Inc. – Shaker Heights, Ohio 1998 – 2000
Retail leader in office supplies, electronics, business equipment, furniture, and printing services;
40,000 associates; multi-location; union free. Managed 6 direct reports.
Director of Corporate Human Resources/Ecommerce
Directed management of all Human Resources functions. Reported to Senior VP Human Resources. Scope of responsibilities included ensuring structure and consistency in the application of all human resource practices and policies.
• Designed and implemented career progressions for IT and Finance reducing turnover by 30%.
• Developed and implemented a 401k plan for international OfficeMax locations (Canada, Mexico, and Japan).
• Created Global Leadership Development Institute for over 400 middle and senior management.
• Business process owner for SAP benefits configuration and end-user documentation/training.
compensation sections of the proxy, compensation materials for the
Compensation Committee of the
• Facilitated 360
degree feedback sessions for IT and Finance Management to interpret
feedback and develop action
JM Family Enterprises, Inc. - Toyota - Deerfield Beach, Florida 1994 – 1997
Businesses include Southeast Toyota and financial, insurance, manufacturing, and assembly companies; multi location; privately-owned; union-free; 3,500 associates. Managed three direct reports.
Director of Total Compensation/ Human Resources
Internal consultant to business units: alternative reward strategies, associate relations, strategic staffing, training and OD interventions. Reported to VP, Human Resources
• Spearheaded design of broadband structure with focus on market competitiveness, internal equity and career planning.
• Redesigned a Cafeteria Benefits Plan generating savings of $400,000.
• Designed pay-for-performance incentive program replacing traditional “entitlement” bonus program.
Xetron Corporation (Sub. of Westinghouse Electric Corporation) - Cincinnati, Ohio 1987 – 1994
Radio frequency communication field in the defense and commercial areas; 410 employees.
Managed two direct reports
Manager, Human Resources 1989 – 1994
Responsible for staffing, benefits, compensation, employee relations, and organizational development. Reported to Director, Human Resources.
• Designed and implemented broader-grade structure reducing turnover by 30%.
Facilitated development and implementation of a skill based pay program
for assemblers and quality inspectors
• Key participant in designing and implementing compensation, benefits, and employee relations programs for
several Mexican plants.
• Designed, implemented and analyzed climate survey to increase overall organizational communication and productivity improvements.
Human Resources Generalist 1987 – 1989
• Directed DCAS and OFCCP audits resulting in full compliance letters from both government agencies.
• Staffed the
engineering organization with a 35% reduction in cost per hire through
the development of a college
PART TIME FACULTY EXPERIENCE
Adjunct Faculty at Cleveland State University teaching in the Management Labor Relations Department--
Human Resource Management and Principles of Management
Adjunct Faculty for CEBS course—Human Resource Management/Compensation
Formally taught WorldatWork courses in Performance Management, Variable Pay—Incentives, Recognition and Bonuses, Base Pay Management and Total Rewards Management
Applied Card System, Inc. – Boca Raton, Florida 1997 – 1998
Secured and unsecured credit card company; 1,400 associates; multi location; union-free. 7 month assignment.
• Directed start-up of Human Resource and Payroll functions for the south Florida market.
• Reduced customer service representative turnover and increased associate productivity by moving to a single on-site source vendor with an annual savings of $150,000.
M.E., Personnel Administration, Kent State University
B.S., Secondary Education (Social Studies), Kent State University
27 hours of additional post-graduate coursework (i.e., Leadership, Career Development,
Emotional Intelligence, Ethical Fitness, Planning and Implementing and Organizational Change)
HUMAN RESOURCES “BEST PRACTICE” WORKSHOPS:
Attended two interactive workshops with the following “HR Thought Leaders”:
• Dr. David Ulrich, Professor University of Michigan
• Dr. Edward Lawler, Professor University of Southern California
Senior Professional Human Resources Certification (SPHR)—Awarded December 2005
Certified Compensation Professional (CCP)
Certified Benefits Professional (CBP)
Global Remuneration Professional (GRP)
Emotional Intelligence Certification (EI)
American Management Association
Society for Human Resource Management