Executive Resume Sample For HR VP

O LIVIA A NNE G RAYSON
Dallas, Texas 75248 • [email protected] • (214) 555-4461
V I C E P RE S I DE N T , H U M AN R ESO U RC E S
~ A Practical Thinker who Pioneers HR Programs that Enhance Revenue Growth and Profitability
while Creating Employee-Friendly, Safe, and Productive Work Environments. ~
Personable, Analytical, and Cost-Conscious Senior-Level Executive offering broad-based experience providing
excellence in human resources leadership. Considerable expertise creating innovative benefit and wellness programs, developing
leading-edge training programs, and implementing the strategic HR function for high-growth organizations.
Superior project management, implementation, follow-up, negotiation, and consensus-building skills. Able to keep a diverse group
of strong sales leaders on track. Extremely focused on creating training that delivers an above-average ROI.
Proven ability to investigate and resolve highly complex and sensitive workforce complaints and ensure internal and regulatory
compliance. Proficient in Microsoft Office Suite, ADP/HRB, Ultimate Software Payroll/HRMS. MBTI Certified.
C ORE C OMPETENCIES
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Developing & Executing Strategic HR Goals
Communicating & Administering HR Policies & Programs
Spearheading Key Projects, Initiatives & Rollouts
Providing Employee Training & Support
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Implementing HR Management System Upgrades
Providing Advice/Counsel to Senior Management & Staff
Serving as a Chief Spokesperson In Labor Relations
Ensuring Regulatory Compliance with State & Federal Laws
N OTABLE C AREER H IGHLIGHTS
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Initiated and developed a groundbreaking benefit and wellness program at Colemont that fostered a healthy lifestyle
culture and significantly reduced claim costs.
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Innovated a cutting-edge broker development program that positioned Colemont as a choice employer, significantly
enhanced the company’s ability to attract top talent, and altogether changed the recruitment process.
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Twice managed the integration of data from multiple companies into a centralized online repository… integrated 8
companies’ data for Marketing Specialists Sales Company and 3 companies’ data for BenefitMall.
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Parlayed knowledge from previous Fortune 500 experience to successfully create and implement best-in-class HR
functions in 3 expanding companies (Goldrich Brokerage Group, Premier Benefits, and Cheshire Marketing Company) and lay
the framework for enhanced profitability, organizational growth, talent acquisition, and retention.
P ROFESSIONAL E XPERIENCE
Goldrich Brokerage Group, Carrollton, Texas
~ Full service, wholesale insurance broker generating $1 billion in annual premium volume. ~
VICE PRESIDENT, HUMAN RESOURCES
2001–2010
Recruited to build and launch the corporate HR function for growing organization. Managed an annual payroll budget of $40.9
million and a departmental budget of $600,000. Provided strategic support and coaching to the CEO, executives, and
management on employee, regulatory, and business issues. Developed a competency-based performance management process.
Directed payroll systems initiatives. Developed a multi-faceted lead generation and nurturing program. Chaired the 401(k) Review
Committee. Developed and presented Harassment and Discrimination Awareness and Prevention training.
• Created the Broker Development Program that resulted in 100% of new hires meeting or exceeding their initial sales
goals and generating an additional $45 million/annually in new revenue.
• Played a key role in growing the company from $500 million in premiums to $1 billion and in driving programs that led to
its outstanding reputation in the industry, both of which contributed to the company’s quick sale despite the tough economy.
• Initiated and launched a cutting-edge wellness program that led to a 4% reduction in insurance claims.
• Lowered insurance costs by boosting employee’s use of in-network providers to 95% in 2009—from 50% in 2002.
• Saved the company $180,000 by sourcing a new wellness-plan broker and negotiating a favorable contract.
• Reduced workforce complaints by 95% over a 5-year period by developing & implementing leadership-training initiatives.
• Increased efficiency, accuracy, and access to real-time information, while saving $85,000 annually, by implementing a
Web-based Payroll/HRIS integrated system that housed benefits and wage information in a centralized repository.
… C ONTINUED …
O LIVIA A NNE G RAYSON –
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Dallas, Texas 75248 • [email protected] • (214) 555-4461
Target Consulting Professionals (formerly Resources Connection), Ojai, California
1999–2000
~ A publically held consulting firm providing best-in-class consulting services by hiring only seasoned professionals. ~
HUMAN RESOURCES CONSULTANT (working on location at Premier Benefits)
Placed on assignment at an online broker services start-up in Addison, Texas to develop their strategic HR roadmap and assist in
integrating payroll systems resulting from their acquisition of 3 separate companies.
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Laid the groundwork for growth and enhanced profitability by developing a strategic roadmap for the company’s
corporate HR function.
• Improved efficiency, accuracy, and access to information by spearheaded the integration of data resulting from 3
acquisitions into a centralized ADP payroll system.
• Created a process to identify and address employee concerns during a period of rapid and unprecedented growth by
designing and implementing an employee satisfaction survey.
Cheshire Marketing Company, Dallas, Texas
1997–1999
~ A national food broker with 3,000+ employees located across the U.S., generating $450 million in revenues, and the leading
provider of outsourced sales and marketing services to food manufacturers, producers, and suppliers. ~
VICE PRESIDENT, HUMAN RESOURCES
Recruited to create the company’s first functional HR division. Managed a staff of 5 direct and 6 indirect reports. Managed a $196
million payroll for 3,000 employees and a $25 million health and welfare budget. Directed organization and assimilation of 8
acquired food brokerage companies.
• Reduced healthcare costs by 5% through skillful negotiation and creative cost-sharing strategies.
• Initiated and managed the execution of an industry-specific salary survey, resulting in the development and
implementation of competitive salary ranges for positions companywide.
• Launched a centralized data repository that integrated employee data for 10 companies into one system and laid the
framework for the company to later implement a Human Resource Management System (HRMS).
A DDITIONAL H UMAN R ESOURCES E XPERIENCE
Cranston Property Company, Dallas, Texas
HUMAN RESOURCES DIRECTOR
Developed and grew the HR function. Played a key role as a member of the executive leadership team in developing and
implementing strategic company initiatives for this company generating $250 million in revenues and its 700 employees.
General Mills, Golden Valley, Minnesota
HUMAN RESOURCES MANAGER
Developed a formal mentoring program for field sales organization. Led HR activities for the acquisition integration team.
Negotiated 2 contracts as the company’s chief spokesperson.
R.J. Reynolds Tobacco Company, Tobaccoville, North Carolina
LABOR RELATIONS SPECIALIST / REPRESENTATIVE
COMPENSATION ANALYST
WORKERS’ COMPENSATION SPECIALIST
E DUCATION , A FFILIATIONS & C ONTINUING D EVELOPMENT C OURSEWORK
University of Florida, Gainesville
BACHELOR OF SCIENCE
Society for Human Resources Management (SHRM)
MEMBER, 1990–Present
SENIOR PROFESSIONAL HUMAN RESOURCES CERTIFICATION (SPHR)
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