EVP Human Resources or SVP Human Resources or VP Human Resources

8/6/2019 EVP Human Resources or SVP Human Resources or VP Human Resources

http://slidepdf.com/reader/full/evp-human-resources-or-svp-human-resources-or-vp-human-resources 1/3

Donald P. [email protected] SUMMARY

Senior human resource executive responsible for developing human resource initiatives in some of America's most admired companies as recognized by Forbes, Fortune, and Business Week. Experience includes management in all areas of human resources, with a wide scope of knowledge regarding business operations. This extensive experience, combined with broad based skills, provides exceptional capability for leadership opportunities in established Fortune 500 companies, emerging high-growth enterprises, or restructuring organizations.

EXPERIENCE OVERVIEWHuman Resources Strategy Development/Implementation Organizational Development Human Resources Culture/Values Initiatives Executive CompensationProject Management Labor RelationsEmployee Relations Health CareHuman Resource Information Systems Training

Benefits Recruiting

PROFESSIONAL EXPERIENCE

MCKENNA CONSTRUCTION, LLC, Hilton Head, SC 2002-PresA luxury regional home building contractor

General Manager/Owner* Developed high-end home building innovation strategy* Projects recognized in Architectural Digest and Coastal Living Magazines* Recruited, managed and led cross-functional subcontracting teams* Accountable for setting and managing client expectations, defining requirements and processes, and executing and delivering final project on time.

MCKENNA CONSULTING, Atlanta, GA 1994-2002A generalist Human Resources consulting firm

General Manager/Owner* Retained by $8B British retailer to provide overall innovative HR strategy* Analyzed, designed and provided recommendations around compensation structures, organizational structures and company identities for small middle market business owners* Contributor to bestselling book "Inside Home Depot" HOME DEPOT, Atlanta, GA 1984-1993World's largest home improvement retailer and second largest US retailer-conside

red a leading innovator in human resources in its first 10 years, the human resource philosophy was one of the key elements in the company's success. This industry-leading philosophy, and its accompanying programs and policies supported thebusiness plan of 40%, 10 year annual sales growth, resulting in 10B in sales. These initiatives allowed the business to grow over 10 years, from a 4 store, 600employee organization to a highly regarded Fortune 500 company with 350 storesand 75,000 nonunion employees worldwide.

Vice President, Human ResourcesReporting directly to the President and Chief Executive Officer, established a p



rogressive human resources function* Developed human resources infrastructure; developed business plan, compensation, and succession planning* Worked closely with executives, board members and venture capitalists to define the company culture, whilst spearheading the initiatives to ensure the companynurtured and retained core values* Constructed organizational development program for operating management, resulting in qualified, trained talent capable of sustaining 25% annual new store growth* Designed and implemented employee retention programs* Lead the acquisition and installation of a state-of-the-art human resource information system* Created union prevention strategies that allowed the company to grow rapidly,ultimately resulting in 300,000 non-union employees today. These initiatives arethought by many to be one of the differentiating components necessary to deliver exceptional service to the customer* Provided the structure for rapid organizational growth over a 10 year period

ITT CORPORATION 1971-1984A Fortune 50 conglomerate with 100,000 employees, operating 300 companies, generating over $25B in sales.

ITT AUTOMOTIVE DISTRIBUTORS DIVISION, Piscataway, NJ1978-1984Vice President, Human Resources and Administration* Worked closely with the division president and senior executives to redesign the company culture to include employee respect and customer service* Designed manpower and compensation control programs saving $1 million (6.4% oftotal compensation) the first year.* Successfully defended the company against six union organizing attempts over three years* Developed a corporate culture geared to maintain non-union status* Designed and instituted employee training programs and pre-employment testingprograms* Upgraded health and pension plans without increasing cost to the company.

ITT AUTOMOTIVE PLASTICS DIVISION Detroit, MI1977-1978

Director, Human Resources/Industrial Relations* Worked directly with the division president and senior executives to build a culture of trust and respect throughout the company.* Re-negotiated three union contracts at manufacturing facilities extending theterm of the contracts from two to three years.

ITT SERVICES INDUSTRIES, Cleveland, OH1971-1977

Regional Human Resources Manager* Provided human resource direction throughout a four state region

* Negotiated labor agreements and handled grievances and arbitration for the region* Developed and monitored compensation programs* Created and re-designed organizational structures for maximum efficiency

EDUCATION

Merit Scholar, Mathematics



Georgia Institute of TechnologyBS Mathematics, Point Park University, Pittsburgh, Pa

PERSONALMarried with four sons.

Documents

EVP Human Resources or SVP Human Resources or VP Human Resources