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Peter K. Studner Associates, Inc.
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Human Resources Generalist
09.461.D.08

A successful versatile human resources professional with 10 years of diverse experience in manufacturing and retail business sectors who has supported each business to meet its visions, changes and goals.

Expertise includes outstanding skills and knowledge in recruitment and staffing, training and development, outsourcing, labor law, diversity, change management, compensation and benefit, and succession planning.

PROFESSIONAL EXPERIENCE

3 Day Blinds Corporation, Anaheim, California                                                                               2007-Present

Human Resources Director

3 Day Blinds manufactures and delivers specialized window coverings to clients within three days from their Anaheim, Encinitas and Mexico facilities. 3 Day Blinds currently has 170 stores in 17 states as well as within 17 of The Great Indoors locations. The company delivered $150 million in sales in 2006 and $100 million year-to-date. 3 Day Blinds currently employs 3,000 employees. Report to the Chief Executive Officer.

  • Lead a team of 12 managers and coordinators, providing human resources management and support for the entire organization.

  • Collaborate with the Chief Operation Officer and Vice President of Manufacturing to strategize succession planning and employee effectiveness in retail and manufacturing sectors.

  • Strategize effective human resources management, including employee relations, benefits, compensation, training, staffing, retention, performance management and career development to sufficiently support the company’s growth and changes.

  • Oversee the human resources team in developing, executing, implementing, assessing, and evaluating policies, procedures and practices.

  • Restructured the entire retail staff, enhancing profitability and employee satisfaction.

  • Successfully developed and implemented multiple compensation and bonus plans for manufacturing and retail employees.

  • Created an Employee Recognition Program that recognizes and enriches retention, specifically recognizing highly productive employees.

  • Generated and formalized a disciplinary action process. Reorganized and improved all administration processes and implemented behavior interviewing strategies into recruiting and the selection process.

Select Comfort Corporation, Minneapolis, Minnesota                                                                          2004-2007

Human Resources Director – West

Select Comfort Corporation is the creator of the Sleep Number Beds since 1987. The company manufactures and sells its beds from Minnesota, Utah and South Carolina facilities. Select Comfort currently has 500 retail stores in 34 states as well as within major mattress merchants in Canada and Europe. It realized $691 million in sales in 2006. The company employs 2,500 employees. Reported to the Chief Executive Officer.

  • Directed one retail and two manufacturing generalists, providing human resources guidance and support to 225 retail locations and two manufacturing facilities.

  • Provided human resources support to a regional sales director and two manufacturing directors on retention strategies, turnover analysis and employee relations methods.

  • Developed and implemented a succession planning process with the company’s business partners to carry out the CEO’s vision and mission.

  • Led a team of leaders, managing field and department managers to ensure that everyone complied with the company’s policies and procedures. Enhanced employee development, performance and retention.

  • Developed a Select Future Force that improved employee retention. Modified and restructured exempt and non-exempt classifications for all California employees.

  • Created a Talent Assessment Program for performance management in retail and manufacturing. Developed and implemented a Behavior Interview Process into the recruiting procedures.

  • Evaluated and reformed annual performance evaluations.

  • Streamlined administrative processes. Improved monthly productivity and safety performance for manufacturing employees.

  • Created a leadership program that improved manager skills and human resources functions. Intensified recruiting and on-boarding processes, improving employee retention from 45% to 84%.

Robinsons-May (Finlay Fine Jewelry Corp., A Leased Division), New York, New York                                                                          1993-2000

Human Resources Manager (1998-2000)

Finlay Fine Jewelry Corporation operated licensed jewelry departments in May Department Stores and Robinsons employing 2,100 employees. It consisted of 70 stores in seven states. Robinsons-May’s Fine Jewelry sold $800 million annually. Reported to the Vice President of Human Resources.

  • Modified corporate training and development materials to fit all regional needs.

  • Supervised a team of two administrators, four recruiters, a benefit coordinator, a payroll manager, and a training/development coordinator in employee relations, benefits, staffing, compensation and performance management.

  • Managed and intensified recruiting strategies and outcomes with a team of four recruiters.

  • Partnered with the director of stores to strategize, develop, and implement staffing structure, compensation, retention strategies, performance appraisals and employee development.

Regional Sales Manager (1994-1998)

Reported to the Vice President of Sales and Operations. Managed and supervised up to 18 branches with $35 million in annual sales and 150 employees.

  • Led, directed and coached a team of store managers.

  • Trained, developed and motivated each team’s leadership.

Store Sales Manager/Sales Associate (1993-1994)

Reported to the regional sales and store sales managers.

  • Motivated the staff by goal setting, coaching and communicating performance results.

  • Identified problems and opportunities, secured relevant information and identified possible solutions.

  • Communicated a clear and compelling direction and vision for the team.

  • Created a Manager-in-Training Program. Assessed and modified talent assessment to fit the retail environment.

  • Created an open position contest and a Platinum Members Club that recognized top producers.

  • Recreated all human resources processes and functions for greater efficiency and productivity.

  • Re-structured the California structure to better comply with the state’s labor laws.

EDUCATION

California State University, San Bernardino, San Bernardino, California

Master in Business Administration, to be awarded on December 2008

California State Polytechnic University, Pomona, Pomona, California

Bachelor of Science, Hospitality Management, 1998
Minor in Human Resources Management

LANGUAGE, SKILLS AND ACHIEVEMENTS

Certified Green Belt in Lean Six Sigma
Speak, read and write Vietnamese fluently
Proficient use of Microsoft Office, HIIS, Oracle, Ceridian, PeopleSoft and Lawsons
Earned “Rookie of the Year” Award in two consecutive years
“Level 5 Executive” Award
Successfully led a $5 million team to a $15 million champion team as a Regional Sales Manager

Super-Job-Search is a registered trade mark by Peter K. Studner. All rights reserved.
Copyrighted © Peter K. Studner 1997-2006
http://www.superjobsearch.com
Los Angeles - Burbank - Westlake Village - Irvine
Mailing Address: P.O. Box 241957, West Los Angeles, California 90024-9757
(310) 470-6688 - FAX (3