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Cb allen resume_rev11082010
 

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    Cb allen resume_rev11082010 Cb allen resume_rev11082010 Document Transcript

    • CRAIG ALLEN 138 West Slatestone Circle, The Woodlands, Texas 77382 Home: (281) 419-0407 Email: cballen4@mac.com HUMAN RESOURCES EXECUTIVEStrategic, customer focused, results driven Human Resources Executive with core expertise inlabor and employment law/relations. Respected as a collaborative business partner who has ledthe HR function for multi-billion dollar U.S. and international corporations. Strong leader in drivingchange and accomplished at developing and championing corporate values, vision, and mission.• Visible achievements include ability to lead corporate and divisional assignments in diverse environments including startup, growth, acquisition and restructuring. Proven ability to work with senior management team, Board of Directors, and Unions in leading change and building organizational effectiveness. KEY COMPETENCIES • Benefits & Compensation Management • Organization Design & Development • Employee & Labor Relations (NLRA) • HR Compliance Management • Mergers & Acquisition/HR Start-up • Talent Management/Assessment • Manage HR Budgets to $10 million • Performance Management • Strategic Planning • HR Business Alignment CAREER & SELECTED ACHIEVEMENT SUMMARYSERVISAIR USA INC – Corporate Offices, Houston, Texas 2001-2010Servisair is a $1.2 billion global aviation ground handling and airport services provider created by theconsolidation of GlobeGround PLC (Germany) and Servisair PLC (United Kingdom). Servisair USA Incwas created following the merger of GlobeGround North America LLC and Servisair USA Inc. Servisair, inThe Americas operates in 20 U.S. states, 6 Canadian provinces, 4 Latin America countries, and Trinidad,with 10,000 union and non-union employees and $600M in combined revenue.Vice President, U.S. Corporate Human Resources (2008 – 2010)Serve as key member of corporate executive committee. Direct overall HR leadership and provide subjectmatter expertise for U.S.-wide HR policies and procedures to ensure synergies with U.S. businessstrategy. Using employment law, corporate counsel, and HR knowledge have overall responsibilityencompassing employee and labor relations, compensation/benefits, organizational development, payroll,and internal communications. Directly supervise 3 U.S. HR Business Partners, 7 Regional HRGeneralists, along with day-to-day oversight for worker’s compensation claims management processes intotal department of 29 employees.Vice President, Human Resources, The Americas (2003 – 2008)Direct overall HR management for division-wide HR functions, including compensation design, health &welfare benefits design and implementation, employee and labor relations, including collective bargainingwith extensive mediation and arbitration experience Day-to-day oversight of HRIS/Payroll, HRCompliance, including EEO/AAP and DOT requirements. Lead initiatives in talent management, trainingand organizational development, and succession planning. Established and led an international humanresources organization which supported the strategic business plan of global expansion. Supervised HRactivities of (in country) Human Resource Directors in U.S, Canada, South America and Trinidad in a totaldepartment of 50 employees.Regional HR Director, U.S. Eastern Region (2001 – 2003)Responsible for implementing regional HR initiatives covering 1,700 hourly and salaried employees inunion and non-union roles. Supported compensation design, regulatory compliance, managementdevelopment, recruitment/on-boarding, and collective bargaining. Served as mentor, coach and counselor
    • CRAIG ALLEN, Page Twoto regional operations management team. Promoted to top HR position, based on demonstrated HR skillsand background and proven ability to connect with diverse employees. Led critical initiatives to establish"best-in-class" practices. Developed framework for HR infrastructure and new organization field structurefollowing corporate reengineering.• Advanced overall HR mission through design and restructuring of HR functions in both U.S and Canada along with HRIS refinements. Increased divisional HR Business Partner effectiveness by rebuilding talent acquisition strategy, improving on employee relations, implementing performance management programs.• Developed labor avoidance strategy to address aggressive union organizing of non-union subsidiary. Recommendations received unanimous Board approval, which included union awareness training, strike contingency planning, employee satisfaction surveys, and exit interviews.• Lead negotiations/collective bargaining of 25 collective bargaining agreements covering 2,250 employees in 10 (right-to-work and non-right-to–work) states represented by three Unions. Transitioned pension plans to 401(K) plans, and renegotiated medical plans without significant concessions or disruptions.• Developed and implemented unique Pay for Performance plan transitioning 500 collectively bargained employees from traditional merit pay plans to performance (KPI) based plans, promoting increased employee alignment with business objectives. Saved $160K in first year on $4M of payroll costs.• Succession and Development Planning. With Servisairs president, conducted succession and development planning meetings nationwide to assess strength of leadership team. Deliverables included completing web-based succession planning system and creating a rating and ranking of top talent for Board review. Created “The Way Forward.” to facilitate short and long term succession planning for top 50 key management positions.• Designed assessment tool and supporting processes to identify skill gaps and thereby strengthen supervisory/leadership proficiencies and management development skills for top 50 managers.• Developed core competencies for General Managers, implemented performance management including Balanced Scorecard, and delivering communication and training tools.• Implemented $1.2M HRMS/Payroll ERP system on time and within budget while incorporating 1,900 acquired employees. Scaled work plan to optimize staffing assignments and optimize contractor deliverables.• Outsourced non-core HR functions performed by field personnel. Directed strategy to consolidate decentralized data entry, reduce errors, and eliminate waste. Realized first year savings of $728K.• Reduced employee turnover in Fueling division by 25% and improved Fuel Agent retention using HR metrics, examination of talent sourcing, and highlighting P&L impact of turnover.• Co-developed behavior based safety initiatives saving $1.4M in Workers’ Compensation costs.• Effectively implemented employee health and wellness programs, vendor management, executive reporting and analysis, and proven success in cost containment, realizing $180k in first year savings.• Overhauled large complex self-funded medical plan. Co-designed employee wellness initiative including Biometric screenings, weight loss, stress management, smoking cessation, and compulsory body mass index assessments. Turned cash drain into $268K savings in 2 years on $6.7million net claims.EARLY CAREER PROGRESSION INCLUDESALeNET, INC., B2B Enterprise (ERP) Systems/PeopleSoft Consulting and ASP Start-up Miami, FloridaVice President, Human Resources 2000 - 2001Recruited to build a start-up human resources and administrative infrastructure including staffing technicaland C-level personnel. Developed stock option and executive compensation strategy in partnership with
    • CEO. Led process for transitioning to ADP outsourced Payroll/HRIS/Benefits platform.CRAIG ALLEN, Page ThreeBANKUNITED, FSB, Miami, Florida ($4B Commercial Bank employing 1,000 people in South Florida)Vice President, Human Resources 1998 – 2000Recruited to develop and implement organization’s HR policies/procedures in the areas of talentacquisition, incentive compensation and benefits design, employee relations, and employee retention.UNION PLANTERS BANK OF SOUTH FLORIDA, Miami, Florida ($6B Commercial Bank employing2,300 associates across South Florida)Human Resources Director 1996 – 1998Recruited to lead South Florida acquisition/expansion strategy. Drove due diligence and integration forfive bank acquisitions adding 1,700 associates. Played key role in selecting and assimilating leadershiptalent from acquisitions.Held professional roles with increasing levels of HR management responsibility with PhysiciansCorporation of America, Avatar Holdings, Inc. and FPL (NextEra Energy).EDUCATION / CONTINUING EDUCATIONMBA, Nova Southeastern University Ft. Lauderdale, FloridaB.S., Labor Relations, Florida International University Miami, FloridaA.A., Pre-Law, Miami-Dade Community College Miami, FloridaBasic, conversational Spanish, self-studyUnion Experience: International Association of Machinists & Aerospace Workers (National), InternationalBrotherhood of Teamsters, Transport Workers Union.Additional course work on updates in FMLA, ADA, and Patient Protection and Affordable Care Act(PPACA) Detailed Reporting Knowledge of Employment Laws HIPPA / OSHA / COBRA / FMLA /ERISA / ADA / FLSA / EEOTECHNICAL SKILLSADP ERP v4, Kronos v6, MS Office Suite (Outlook, Word, Excel, PowerPoint), Lotus NotesPROFESSIONAL AFFILIATIONS/CERTIFICATIONSMember, Society for Human Resource Management (SHRM) - CurrentGreater Miami Society for Human Resource Management, Past President, and Treasurer (1992-1994)Airports Council – North America, Human Resources Committee – 2008-2010Quality Improvement Team Leader/Facilitator – Florida Power & Light Co.Senior Professional in Human Resources – certification pending, expected June 2011BOARD OF DIRECTOR AND INDUSTRY BOARDSUnited Way of Dade County (Loaned Executive) 1984-1986Greater Miami Chamber of Commerce – Human Resources Committee 1990-1999Miami Dade Living Wage Advisory Board – 2005-2006