1. CHARLES R. “RUSTY” ROOF, Director of Human Resources
37161 CR 41 – Warsaw, OH 43844
(740) 610-4714 – charlesrroof@gmail.com
www.linkedin.com/in/crroof
Innovative HR Executive with over 12 years of comprehensive experience including business partnering,
recruiting, succession planning, policy and procedure creation, communications, employee relations, contract
negotiations and benefits administration in an organization with a large number of exempt and non-exempt
employees. Proven experience collaborating with senior management to conduct HR strategic planning in order to
support and link HR strategy to further organizational goals. Possess broad knowledge of human resources in a
variety of areas including multi-site service center operations, payroll, HR technology, employee and community
programming, EHS and corporate communications. Demonstrated experience initiating cost containment strategies
resulting in significant savings. Excellent ability to address and implement strategic plans for talent acquisition,
retention and succession planning. A catalyst for change, combining strategic development with tactical execution
of organizational initiatives and strong leadership of cross-functional staff.
Expertise in:
 Business Partnering  Talent Management  Project Management
 Communications  Legal Compliance  Vendor Relations
 Organizational Development  Employee Relations  Policy Design & Implementation
PROFESSIONAL EXPERIENCE
THE LONGABERGER® COMPANY ― Newark, OH ($1 billion company and 8,000 employees in 2000)
America's premier maker of handcrafted baskets as well as home and lifestyle products, including pottery,
wrought iron, fabric accessories and specialty foods
Director, Human Resources (2010 – PRESENT). A strategic change initiative partner to fulfill organizational goals,
adjust to business fluctuations, reorganizations and business model changes. Conduct negotiations for enterprise
projects and cost-effective benefit programs. Creating and initiating cross-training programs so every position is
multi-threaded, defined with goals, expectations and job descriptions, while leveraging internal knowledge base
and best practices. Organized, thoughtful, customer service oriented and an influential communicator who
partners with leadership and links business strategies to people programs in order to maximize human capital.
Areas of responsibility (7 direct reports): Benefits, HRIS, Payroll, Environmental Health and Safety, HR
Communications, Employee Events, Corporate Citizenship, Sales Field Benefits Programs
 Reduced benefits exposure to company budget by over $400,000 in first year while simultaneously passing
on no per-pay contribution increases; in some cases reduced contributions by approximately 20%.
 Created safety programs which have contributed to reduced Workers’ Compensation claim payments over
three years by over $645,000, 45% fewer safety incidents and greater employee involvement.
 Expanded internal online training programs at no cost utilizing the company portal that contributes to
100% completion of compliance training requirements.
 Orchestrating negotiations to reduce workers’ compensation financial exposure by an additional $350,000
through integration of external occupational and non-occupational partners.
 Integrated into the sales field and developed a business case concept to stimulate retail expansion
discussions of the brand and create additional revenue opportunities.
 Leading enterprise project to retire legacy technology and replace current payroll, time and piece rate
systems with cost neutral solution.
 Responsible for re-branding Human Resources in a way that is in sync with company branding initiatives.

2. CHARLES R. “RUSTY” ROOF, Page Two
Human Resources Manager (2000 – 2010). Responsible for multi-site business units with over 850 exempt and non-
exempt employees. Transformed HR from perception of bureaucratic administrative function to strategic business
partner, by working with senior management as well as employees at the floor level to build trust, drive key
business and implement performance initiatives. Conducted extensive analysis of existing HR organization and
developed business plan to update all policies, procedures, services programs and operations. Developed
standardized organizational audits to drive a performance culture. Focused on talent management ensuring that
employees were engaged and aligned with organizational objectives. Sustained strong partnerships with both
internal and external customers to drive performance.
Areas of responsibility (6 direct reports): Multi-Site HR Service Centers, Safety, Environmental Affairs, Integrated
Disability Services, HR Communications, Employee Morale Programming
 Partnered with executive leadership in a 4 – month process of evaluating cost-containment initiatives and
reengineered key business work processes and compensation structure to create a more cross-functional
distribution workforce. Outcomes resulted in over $1,650,000 in annual savings to the business.
 Developed training initiative for management that contained leadership programs and performance
evaluation improvement. Created and facilitated training programs and developed organizational audit
metrics for which each manager was accountable for supporting a high performance culture.
 Responsible for managing and negotiating multiple vendor contracts in excess of $2,000,000 and re-
negotiated partnered staffing contract which resulted in direct labor savings of over $200,000.
 Developed workforce communications, including a monthly employee newsletter, to more effectively
communicate strategic initiatives and outcomes, promote HR programs in support of the workforce and
share industry information.
Recruiting Supervisor (1999 – 2000). Supervised recruiting group consisting of 6 direct reports, responsible for
filling over 2,000 position openings (25% labor force increase). Developed hiring plans and conducted interview
training plans to ensure compliance with state and federal regulations. Documented policies and to improve
efficiency. Consulted with business areas to find solutions to recruiting challenges, organized resource fairs for
displaced employees, and utilized the internship program to identify candidates for entry level positions.
Associate Recruiter / Intern Coordinator (1998 –1999). Grew the internship program 51% over two years and hired
100 plus students into the program. Implemented student programming that included site visits, leadership
roundtable discussions, job shadowing, career counseling, evaluations, and end of year banquet – all designed to
orient interns to the company culture for entry level positions.
EDUCATION & PROFESSIONAL AFFILIATIONS
THE OHIO STATE UNIVERSITY, Columbus, OH
Bachelor of Science Degree in Business Administration
Human Resources Management, Cum Laude
Chairman of Workforce Investment Act Joint Policy Board (10 years)
Council President for local village (12 years)
Chairman of Budget Finance Committee for Fire District Board of Trustees (11 years)
Member of the Human Resources Management Association (HRMA)
Member of the Society for Human Resources Management (SHRM)
Veteran