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<pre>Array ( [var] => cut_url ) </pre> Resume for Shirley C. for Manager / Supervisor / Team Leader / Other / Not Classified in Plymouth, Minnesota. Search More Resumes for Manager / Supervisor / Team Leader on Resumark.com #1ZYI3ZXLD
 

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Resume for Shirley C. for Manager / Supervisor / Team Leader / Other / Not Classified in Plymouth, Minnesota




Occupation: Manager / Supervisor / Team Leader Industry: Other / Not Classified
Country: United States City: Plymouth
State: Minnesota ZIP: 55446



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Shirley C.

Harbor Lane N ¿ Plymouth, MN ¿  ¿  

Global Human Resource Leader

Objective: To bring a unique combination of passion, leadership and talent management experience to the leadership of a midsize company or business unit that needs a highly organized and versatile business partner to lead the Human Resource function and play a variety of roles in the growth and success of the company.

Talent Management Skills 

  • Talent Strategy/Planning
  • Leadership Development
  • Career Planning
  • Succession Management
  • Competency Management
  • Talent Retention/Branding
  • Coaching
  • Mentoring
  • Talent Mobility Programs
  • Systems and Metrics
  • Orientation & OnBoarding
  • HRIS Technologies
  • Rewards/Compensation
  • Performance Management
  • Organizational Development
  •  

    Professional Experience 

    NCS Pearson — Bloomington, MN

    Entrepreneurial business unit providing global computer based testing solutions for IT, academic, government and professional testing in a global network of secure testing centers. $ million in sales and , employees globally

    VP of Human Resource, to Present

    Reporting to the business unit CEO, led the North American HR organization with direct reports and HR professionals. Promoted to VP Human Resource from Director in and given dotted line responsibility for EMEA and APAC HR.

    Key Results:

  • Played a key role in ensuring the successful integration of the Promissor acquisition that doubled the size of the N.A. business. Structured and implemented programs that supported the achievement of business synergies and all financial performance metrics.
  • Established first HR strategic plan and functional development plan in support of the business growth objectives and demand for global talent.
  • Led the development of VUE’s first Global Succession/Talent Management Strategic plan and Investment.
  • Developed and executed Talent/Succession Review process for flowing best talent to most critical needs; critical moves for and planned moves in .
  • Collaborated with COO to develop strategy for contract vs. employee labor needs within the IT Software Development and QA departments, reducing costs by $, in the first year.
  • Architected competency framework for leadership and functional areas in support of the CEO’s initiative for developing a high performance culture.
  • Demonstrated cost of turnover, leading leaders to own it and reduced rate from % to % in field operations.
  • Introduced company’s first formal online, competency based performance review program, creating a flexible and wellreceived tool that is currently being adopted across Pearson North American business units.
  •  
    Shirley C. Phone: n Page Two
     

    Professional Experience continued

  • Established talent strategy and linked rewards philosophies; attracting % first choice external hired COO/Director candidates, identifying and developing high potential leaders, retaining % of top talent within the company over years.
  •  

    Teleplan Wireless Services — Chaska, MN

    A Global manufacturing organization specializing in the repair of telecommunication equipment. $ million in sales and , employees 

    Director, Human Resource, to

    Reporting to the Division CEO, recruited to fulfill a broad range of HR functions, including recruiting and training employees, establish clear performance objectives, overseeing disciplinary action and develop talent strategy.

    Key Results:

  • Achieved $m cost savings within first year by reducing reliance on contract labor over three work shifts.
  • Devised recruiting strategy that would bring in the right talent Brought the majority of formerly outsourced recruiting functions inhouse to reduce billable hours from + to less than per month.
  • Codeveloped company’s firstever standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.
  • Developed and implemented a rewards strategy to meet the business growth objectives devised creative and costeffective incentive and moraleboosting programs including special events and a tiered awards structure that increased employee satisfaction and productivity.
  • Reworked newhire orientation program to support the business growth and reduce contract labor disputes.
  •  

    Rucker and Sill — Plymouth, MN

    Importer and manufacturing organization specializing in the home improvement and retail hard surfaces markets. $ million in sales and employees 

    Director, Human Resource, to

    Reporting to the CEO, recruited to establish the HR function in a fast growing, entrepreneurial, privately held multistate, sales driven retail and manufacturing organization.

    Key Results:

  • Total Rewards strategy: reduced medical benefit costs from % above national market to % below while improving benefits most valued by employees, enhanced linkage of executive/sales compensation, redesigned field sales program saving $k.
  • In partnership with the owners, recruit top sales staff and train in best practices sales techniques, establish clear, measurable performance objectives.
  • Develop consistent processes for overseeing disciplinary action and develop talent strategy for sales staff.
  • Active member of the management team that restructured and divested the hard surface manufacturing division and moved to importing and outsourcing strategy.
  • Achieved an $k annual reduction in Worker’s compensation payments through effective safety programs and aggressive case management.
  • Designed store management level sales compensation and bonus plans that motivated and improved by % our ability to generate internal growth of management talent and diversity.
  • Designed and implemented a recruiting and interviewing best practices strategy that reduced turnover from % to % in months adding over $k to the bottom line.
  •  
    Shirley C. Phone: n Page Three
     

    Expresspoint technology services — Golden Valley, MN

    A Global services organization specializing in the repair of technology equipment. $ million in sales and , employees 

    Director, Human Resource, to

    Reporting to the CEO, recruited to establish the corporate HR function in a fast growing, entrepreneurial, privately held multistate technology services organization. Promoted in to Director and relocated from the CA facility to Minnesota.

  • Analyzed industry based pay standards and designed wage and bonus programs tied to business goals to place newly merged company in a more competitive compensation position. Improved new hire acceptance rate to % and halted the loss of key personnel.
  • Designed and implemented a national training and development partnership with local community colleges to train technical staff and deliver management courses at no cost to the company. Improved technical skills and provided retention incentives to critical staff.
  • Facilitated an indepth organizational evaluation providing a detailed plan for initiating culture changes within the corporate office. Conducted seminars for senior managers on management practices and their effect on a positive growth culture.
  •  
     

    Education & Certifications 

    University of MN — Minneapolis, MN

    Masters of Art in Human Resource and Industrial Relations,  

    nova Southeastern University — Miami, FL

    Masters in Business Administration,  

    Florida International University — Miami, FL

    Bachelor of Business Administration Major in Finance and International Business,  

    HR Designations:

  • SPHR Senior Professional in Human Resources,
  •  

    Of Note 
     

    Affiliations:

  • Society for Human Resource Management SHRM
  • Twin Cities Human Resource TCHRA
  • World at Work Compensation
  • American Society of Training & Development ASTD
  •  

    Computer Skills:

  • HRIS applications Kenexa/Webhire, Oracle, KnowledgePoint, Quicken, Visio
  • MS Office Word, Excel, PowerPoint, Outlook

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