8/3/2019 Director Of Human Resources Hr

1/3

Cheryl W. Standage 9425 E. Jasmine CircleC: 480-262-6131 cherylwstandage@cox.net

Mesa, AZ 85207

SENIOR OPERATIONS DIRECTOR & HUMAN RESOURCES EXECUTIVEStrategic Visionary with proven ability to deliver and execute innovative solutions to launch and growstart-ups, drive change management, performance, market expansion, revenues andprofits with experience as:

OPERATIONS DIRECTOR Expanding Business to 5 Additional States & Securing Engagements on Projects Totaling up to $600 Million Managing All Aspects of BusinessDevelopment & Marketing Improving Profitability by a Minimum of 20% by Conducting Company-Wide Financial Analysis

DIVISION HR DIRECTOR / BUSINES PARTNER Staffing 3,500 Employees & Driving Operational Excellence for Division Expanding from 3 to 7 Locations Advising President, VP, GMs, Departmental Managers & Leading Development of Entire Culture Definition Researching, Recommending & Developing Progressive HR Programs & TalentManagement Plans Managing Recruitment, Employment, Compensation, Benefits, Learning & Development & Employee Relations

DIVISION MANAGER / VP LOAN ORIGINATION Managing $150 Million Monthly Pipeline &Increasing Performance15% through Effective Leadership of 125 Staff Deep Expertise in Organizational Leadership & Fostering an Employee Culture of AchievementManaging Learning & Development, Coaching, Mentoring & Building World-Class Te

ams

GROUP MANAGER / VP SAVINGS INTERNET BANKING Managing $13 Million Budget & Launching Internet Banking, Managing Call Center & Sales Driving Internet Bank to Opening of 4,000 New Accounts Per Month & Increasing Efficiency by 100% Developing & Implementing Comprehensive Learning & Development Program to Support Exponential Growth Serving as Senior Executive Team Member Traveling Country-Wide to Deliver Leadership Training

DISTRICT HR MANAGER Taking Staffing from 1,800 to 7,000 Employees in 3 Years &Supporting Expansion from 6 to 23 Locations Providing Leadership Training Development for 350 Department Managers, 23 GMs & 15 Asst Managers Managing & Developing an 18-Month Management Trainee Program Providing Continual Mentoring Through HR

MANAGER & ADMINISTRATOR EMPLOYEE RELATIONS, EEO/AA, TQM, SIX SIGMA, FINANCIALSDriving Operational Excellence Through Improvement of 21 Employee Teams of Te

chnical & Professional Groups Developing Company-Wide Quality Improvement (QIP)Policy & Change Management Practice Budgeting & Tracking Projects Ranging from$250,000 to $1 Billion

OPERATIONS DIRECTOR S&A Consulting Engineers 2008-PresentEXPANDED BUSINESS OPERATIONS Securing Engagements on Projects Totaling Up to $600M Utilizing proven business acumen, expanded operations to 5 additional states, procuring engagements on 150 projects totaling up to $600 million. Directedbusiness operations generating $3 million in fees.Innovative Business & Marketing Development Generated new business by implementing innovative marketing methods in a declining state market. Spearheaded registration in additional states to secure new projects in more prosperous states.Secured registration as GSA contractor in record time. Also, executed targete

d market campaigns.

8/3/2019 Director Of Human Resources Hr

2/3

HR, Financial Management & Profitability Improvement Conducted company-wide financial analysis and significantly improved profitability by a minimum of 20% by implementing: Job cost accounting, proposal tracking and follow-up, shopping suppliers, analyzing banking, and reviewing employee benefit costs.

DIVISION MANAGER / VP LOAN ORIGINATION World Savings Bank/Wachovia Bank 2006-2008MANAGED PIPELINE GENERATING $150M MONTHLY Across a Tri-State Region Managed loan origination and pipeline generating $150 million, across a tri-state region(Arizona, Nevada, Southern Utah) spanning 10 offices, through a tumultuous transition from World Savings Bank to Wachovia.Talent Management & Leadership of 85+ Staff Increased Closure Rate by 15% Drove performance through effective leadership of loan agents and back office staff through learning and development, coaching, mentoring and closely monitoring the pipeline; took closure rate from 50% to 65%. Built an employee culture of personal achievement.

GROUP MANAGER / VP SAVINGS INTERNET BANKING World Savings Bank 2001-2006LAUNCHED INTERNET BANKING, MANAGED CALL CENTER & SALES with $13M Operating Budget Utilized deep experience in organizational development to initiate start-up,develop and launch of complex and highly efficient internet banking including account processing, sales, customer contact, branch interaction, fraud detectionand email support.

Cheryl W. Standage , Senior Operations & Human Resources Executive 480-262-6131 Cherylwstandage@cox.net

Talent Acquisition & Management - Grew Operations from 5 to 150 Employees in 18Months Drove growth of departmental expansion from 145 employees in less thana year and half. Led management team of 23 employees including 13 Section Managers, 6 Department Managers and 4 Group Leaders (AVPs).Developed Comprehensive Learning & Development Program to Support Exponential Growth Program included extensive career path planning and resulted in entire management team development in-house. Held weekly coaching/counseling meetings w

ith direct reports and managers to review goals, objectives and progress; and daily learning via email to sharpen leadership skills.Senior Manager (Executive) Team Member - Traveled Country-Wide to Deliver Leadership Training Asked to join a highly respected team of Senior Managers to provide leadership training to management teams across the U.S. that included softand hard skills, coaching, counseling, mentoring, teambuilding, consensus building, time management, problem solving, negotiating, valuing diversity, and more.As a result, company maintained organization-wide in-house training. Also served as a Certified DISC Leadership Style Trainer.

DIVISION HUMAN RESOURCES DIRECTOR Central Market, HEButt Grocery Company 1997-2001HUMAN RESOURCES BUSINESS PARTNER for Division Staffing 3,500 Employees Antici

pated business needs and advised President, VP, GMs and Department Managers accordingly. Led development of entire culture definition, comp plan, talent acquisition, and enhanced benefits. Integrated vision and mission into all HR initiatives, ensuring a consistent culture of words and action. Benchmarked world-class companies and integrated best practices.Crafted Division HR Strategy Crafted complete Human Resources strategy, systems, processes and structure for entire Division, expanding from 3 to 7 stores across 6 cities in 12 months.Talent Acquisition & Management Managed staffing for every position from GM,Executive Chef, Dept Managers and Managers of Cooking School, Public Relations,

8/3/2019 Director Of Human Resources Hr

3/3

Marketing, Community Relations, and Communications to Cashiers. Developed competency models for job groupings and created 3-hour interactive interview process to identify 10 core competencies, personality characteristics, and food knowledgeto be successful in dynamic environments.Designed Compensation Plan with Incentives that Reduced Turnover from 250% to Less than 23% Designed unique compensation plan with bonus incentives tied to performance for both hourly and salaried positions combined with hiring right andbuilding a great employee culture.Opened 6 Additional Locations & Created Mock Stores to Drive Talent AcquisitionSuccess Opened an additional 6 Central Market locations, initiating recruitment for management teams in 4 cities. Built a mock store in each city for recruitment, while each store was being built; program was extremely successful and garnered local publicity for the process and each store. Subsequently asked to roll the program out to other stores (now 300+).

DISTRICT HUMAN RESOURCES MANAGER HEButt Grocery Company 1993-1996TALENT ACQUSITION & MANAGEMENT Managed Expansion from 1800 to 7000 EmployeesManaged Human Resources including employee relations to support expansion from 6stores to 23 stores, taking staffing from 1800 to 7000 employees in 3 years. Initiated strong focus on leadership development and training of management team.Played integral role in succession planning process and execution process.

Leadership Training Development Provided leadership training development for350 Department Managers, 23 General Managers and 15 Assistant GMs. Managed, mentored and developed program for management trainee program (identification of, s

election of, training program, mentoring program); this comprehensive 18-month program encompassed continual mentoring through HR.

MANAGER & ADMINISTRATORTQM, EMPLOYEE RELATIONS, EEO/AA, FINCNCIAL ANALYST Thiokol Inc. 1984-1991MANAGED HUMAN RESOURCES SUPPORT for 2,000 Employees Managed staffing of 2,000employees ranging from blue collar, hourly to senior managers and professionals.Provided leadership development, policy and procedure interpretation, training

deployment, compensation, career counseling, employee relations, and benefits administration. Developed annual Affirmative Action plan. Assisted in succession planning with regards to EEO/AA. Successfully investigated and resolved EEOCissues in a RIF environment with zero charges being filed.Operational Excellence / TQM / Six Sigma / Continuous Improvement of 21 Employe

e Teams Facilitated teams to accelerate operational excellence by identifyingimprovements that could be made in each work group. Implemented TQM, Metrics and Six Sigma Methodologies and trained groups on moving through standardized problem solving model and acquisition of resources to achieve improvements.Financial Analyst - Budgeting & Tracking of Projects Ranging to $300M Responsible for budgeting and tracking of 25-40 projects at any given time, ranging from $250,000 to $300 million per project for Facilities Engineering Department.

EDUCATIONMBA Program, Utah State UniversityBA, Business Administration - Human Resources Management, Utah State University