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<pre>Array ( [var] => cut_url ) </pre> Resume for Jeffrey R. for Executive Manager in Columbus, Ohio. Search More Resumes for Executive Manager on #BE9KN6TN7

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Resume for Jeffrey R. for Executive Manager in Columbus, Ohio

Occupation: Executive Manager Industry:
Country: United States City: Columbus
State: Ohio ZIP: 43004

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Kesegs Way, Blacklick, OH
Financial Services, Retail, Consumer Goods & Beverage, Telecommunications & Health
Accomplished CAO, COO, and Human Resource EVP/SVP with sound judgment for
delivering consistent above target results. International executive with more than twenty years
direct leadership experience with extensive P&L accountabilities, supporting influential business
areas including Human Resource, Operations and Staff functions in four global Fortune
organizations with high performing, customer focused, and value driven cultures. Engaging
enthusiastic leader with the ability to work effectively with employees at all levels and executives
with varied management styles including Board of Directors. Demonstrated ability to transform
and meet business focused commitments in different industries and diversified cultures.
• Board and Sub Committee Accountability
• Mergers / Acquisitions / Expansions / Startup Ventures
• Executive Compensation and Benefits Transformation
• Leadership Development & Succession Planning
• Global International HR and Operations Oversight
• Organizational Effectiveness, Growth, Realignment
• Experienced Labor Relations Advocate in Both Union & Non Union Environments
• Cultural Competency / Diversity Interventions
– Inspirational Enterprise, LLC, Columbus, OH
Present Privately held Leadership Practice supporting midsize to Fortune
companies providing expertise in HR and change management, strategy development
and improving operational efficiencies in service centers and support functions.
Served as Interim SVP – for healthcare organization headquartered in
Louisville, KY; serving , employees in states.
• Created year HR business strategy facilitating the achievement of operation
• Drastically improved employee engagement survey results methodology by % in both
satisfaction and participation.
• Reestablished the need for improved performance management in Human
Resource alignment supporting the operational infrastructure.
Served as Acting COO for client to transform a mediocre PEO company
based in Florida small to midsize companies covering , employees to a
viable customer centric organization in an effort to position for acquisition.
Allianz of America Corporation, Novato, CA
$ billion, North America subsidiary of German Parent and the th largest company
in the world. Includes two companies Allianz Life – life/annuity and FFIC – property
and casualty, and , employees. Reported to Chairman and CEO.
JEFFREY B. R. – Page
Key strategic leader in refocusing, recalibrating and aligning HR as business partner
within the enterprise. Span of control included government relations, corporate
communications, diversity, public and community relations, branding, charitable
giving, enterprise property/facilities, as well as meeting planning and events.
Accountable for a $+ million P&L and budget.
• Sponsored with Chairman, the integration and joint consolidation of Fireman’s
Fund and Allianz Life HR function, eliminating redundancy by $ million
costs/expenses in compensation, payroll, benefits systems, talent acquisition,
training, call center, facility management, and communications.
• Championed with German parent the vision and assessment for creating global
diversity training, Leadership Institute, and Succession Talent Management tools,
in an effort to build alliances across Europe, North America and Asia.
• Systematically built an enhanced performancebased metric culture evolution.
Reduced incomplete number of performance reviews from in to in
, as well as improved the rating distribution to more correctly mirror that of a
bell shape and actual business results: .% ’s and ’s to .%, . ’s to
.%, . ’s and ’s to .%.
• Initiated commercial and media blitz that successfully launched in May,
• Proactively reversed six years of unaccountable performance atrophy by instilling
the OPEX approach to business planning. Quickly set vision, established mission,
revealed gaps and formed strategic alignment to business initiatives in an effort to
improve delivery, compliance and execution.
• Accountable and executed organizational strategic change initiative HP.
of employees required through process.
The Ohio State University and Medical Center, Columbus, OH
$. billion nationally ranked medical center with , employees acute hospitals,
Department of Health Sciences, and College of Medicine ranked th nationally
Served as member of the Strategic Planning Executive Team and Medical Center
Executive Committee.
• Instituted new Med Center Succession and Talent Management Process and Leadership Institute.
• Led all Change Management initiatives with department chairs through
assessments, internally developed Surveys, retreats, and minisessions.
• Improved efficiency, gained focus, and instilled accountability in implementing
HRIS and Shared Services Model saving $. million in administrative costs.
• Operationally supported six acute hospital units and consolidated support to service
entire Medical Center, College of Medicine, and Office of Health Sciences,
consisting of ,
employees. Credited savings of $ million returned towards the organization
focusing on improved nursing hiring initiative.
JEFFREY B. R. – Page
Sam’s Club, Bentonville, Arkansas
$ billion division of WalMart Stores, Inc., and the second largest warehouse club in
the US, employing more than , employees in + stores worldwide.
Recruited to transform an underperforming HR team of direct reports and
associates into a strategicallyfocused business partner in driving aggressive growth
and market expansion. Member of the Executive Leadership Team, reported directly
to the CEO.
• Delivered $ million in projected cost savings while successfully placing % of
Field Directors into new roles – restructured and consolidated more than % of
regional/divisional field operations, as well as flattened management layers by
expanding span of control.
• Built bestinclass human resources organization that served a pilot for all new
initiatives and benchmarked business practices that were adopted by corporate HR
and rolled out across all Divisions of WalMart Stores, Inc. Designed several
Human Resources programs including succession model, proactive workforce
planning analysis, and exit interview process.
• Leveraged expertise in change management, management development, and
benchmarking external business best practices to launch Leadership Strategy
Summit, identifying and accelerating high potentials throughout the enterprise.
• Developed and piloted New Field Pay System across three markets in showing cost neutral
execution while improving quality of hire, % improved retention, increased
staffing flexibility.
• Conceived and implemented SAM’s Club University, training ,+ Field

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