Gary Martini has over 30 years of experience in human resources leadership and organization development consulting. He has a Masters in Organization Development from Case Western Reserve University and founded Martini & Associates in 1986, completing over 800 consulting projects. Martini has held various HR leadership roles, including Vice President of HR for a $850M global company, and has consulted for many organizations, helping them with strategies such as culture change, executive development, and HR processes.

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Gary L. Martini
1193 Sapphire Lane, Shakopee MN 55379
(612) 281-8224, Gary@MartiniAndAssociates.com
www.MartiniAndAssociates.com
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Overview / Expertise
 30 Yrs Human Resources Leadership & Organization Development Consulting
 Masters of Science in Organization Development, Case Western Reserve University
 1986 founded Martini & Associates,HR & OD Consulting – Over 800 projects
Employment Chronology
Sept. 2012 to Martini & Associates, HR / OD Consulting See: Below
Present Completed comprehensive one year retainer agreement (12 hrs/mo.) with Winona National Bank.
Concluded a six month retainer agreement (10 hrs/mo.) with Neurotherm Inc.
Currently providing monthly Executive Coaching to two Winona National Bank Executives.
Sept. 2010 to Roman Catholic Diocese of Winona, Winona Minnesota
Sept. 2012 Director, Human Resources & Organization Effectiveness
Designed and installed: Job Descriptions, Pay Grades, Performance Review Process,
Communication Protocols, New Hire Checklist, Exit Checklist, Employee Practices Procedures,
Paid Time Off (PTO), Relocation Benefit Policy. Launched a highly participative employee team of
8 to revise the Employee Handbook. Returned to the Mpls area to be closer to aging mother-in-law.
Oct. 2000 to Continued Martini & Associates, HR/OD Consulting - including much pro-bono work.
Sept. 2010 Founded the Cliff House Commons LLC., to purchase a resort on Lake Superior and successfully
converted it to private home ownership (515b.) . . .We kept the best one – cantilevered over Superior!
Aug. 1997 to National Computer Systems (Nasdac: NLCS), Eden Prairie, Minnesota
Oct. 2000 Vice President, Human Resources
Until it was purchased by Pearson Ltd. in October 2000, NCS was a $850 million, publicly traded,
global information services company with 4,600 employees in 30 locations worldwide. The HR
function had 80 professionals and budget of $6.4 million.
Accomplishments:
 Designed & conducted 11 quarterly reviews with NCS Compensation Committee
 Conceived and completed the total renaissance of the Human Resources Org.
 Reorganized & consolidated (without relocation) 75 of the 80 HR people into a virtual
Employee Services Center focused upon transactional excellence.
 The five HR Directors continued to report to the five Business Presidents. Without direct reports,
they became more focused on transformational excellence.
 Out-sourced OD, Benefits Administration and Relocation Services (5 positions)
 Held the HR budget virtually flat while NCS revenue grew 55% .
 Enhanced NCS Compensation & Benefits without increasing burden rate.
 Established first ever Change in Control and Deferred Compensation Programs
 Installed Oracle HR enterprise wide.
 Left because all 12 officers of NCS received Change-in-Control buy out plans.
Jan. 1986 to Martini & Associates, Maple Grove, Minnesota See: www.MartiniAndAssociates.com
Present Human Resources & Organization Effectiveness Consulting
Sometimes Designed and facilitated over 800 projects in 33 states and 11 countries outside of
concurrent the United States. Martini & Associates began with GE’s approval as a 2 day per month
to being an consulting practice. Capital Holding Corporation and Medtronic also approved of this
employee. 24 days per year outside consulting arrangement. Examples of External Consulting:

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Vasomedical, Westbury,NY Served 25% time as the senior HR executive for the company.
Successfully conducting a very thorough Human Resources Audit.
Mobil Oil of Japan – Tokyo. Designed and facilitated 3 one week seminars for US client and 14
Japanese reports. Result: annual savings of 1.6 billion yen. ($15 million).
MCC Behavioral Health Care, Minneapolis, Minnesota Contracted for 50% time Assisted new
President in successfully shifting to a “value based” & “vision led” culture.
General Electric Business Information Center (GEBIC) Served as OD consultant to GE’s Horizon
Pavilion at EPCOT. The truly amazing 106 % cost-based productivity improvement is subject of
the book , LETTING GO published by High Peaks Press.
Tate & Lyle North America, Decatur, Illinois Twelve days of consulting over six months dedicated to:
strategic planning, competitive analysis, and organization effectiveness.
Owens Corning, Toledo, Ohio Designed series of seminars focused on the CEO’s intent to create
large scale cultural change…12 weekly sessions (CEO and officers).
April 1991 to Medtronic, Inc. (NYSE: MDT) Minneapolis, Minnesota
June 1993 SeniorConsultant,Organization Development
Executive Development: developed, managed and supported corporate strategies and programs for
the development of Medtronic executives (Director and above).
Organization Development: designed and facilitated numerous organization development
interventions. Maintained outside HR/OD practice 24 days per year.
Accomplishments:
 Designed and installed the Executive Learning Systems by validating and utilizing an executive
competency model of 15 Leadership Criteria.
 Orchestrated the creation of the Leadership Development Process (LDP) a comprehensive
Talent Review Process for each business.
 Designed and facilitated dozens of team building and strategic visioning sessions.
July 1989 to Capital Holding Corporation, (NYSE: PVN) Louisville, Kentucky
March 1991 Executive Director, Capital Holding Learning Institute
Capital Holding Corporation (CHC) was the fifth largest, stockholder owned insurance company in
America with over 9000 employees located in 50 states. Designed and installed the first ever
Learning Institute for the senior 170 officers of the company.
Maintained outside HR/OD consulting practice 24 days per year.
August 1988 to Martini & Associates, Human Resources & Organization Development Consulting
July 1989 Returned to external consulting practice until Capital Holding Corporation above.
April 1985 to General Electric Company – Major Appliance Business,Louisville, Kentucky
August 1988 Manager, Organization Development & Training
Served as internal organization development and management effectiveness consultant for three (3)
GE Vice-Presidents and client population of 8,900 employees. Was allowed to launch Martini &
Associates in Jan. 1986, as a 24 days per year outside HR/OD consulting practice while remaining an
employee of GE.

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Feb. 1984 to General Electric Company – Major Appliance Business,Louisville, Kentucky
April 1985 Manager, Organization & Staffing Programs
Designed and conducted such programs as Climate & Attitude Surveys, SuccessionPlanning and
Zone ManagerAssessment Center. Successfully managed the critically sensitive project of laying
off 117 people via a unique Voluntary Lack of Work program, while simultaneously staffing a new
organization with 109 new employees.
Feb. 1981 to General Electric Company – Lighting Business,Cleveland, Ohio
Feb. 1984
Manager, Employee & Community Relations,Cleveland Equipment Plant
Directed the HR function for a 300+ person plant that manufactured lamp-making equipment.
Responsibilities included: Labor Relations, Benefits, Wage Administration, Forman Training,
SuccessionPlanning, and OSHA Compliance.
Jan. 1979 to General Electric Company – Aircraft Engine Business, Cincinnati, Ohio
Feb. 1981 Corporate Employee Relations Management Training Program
Martini was one of twenty (20) human resources professionals worldwide, whose assignments were
coordinated by GE Corporate Headquarters. Assignments included:
 UAW Shop RelationsRepresentative – Labor Relations consultant to assigned client managers
of 550 UAW workers. Reduced by 79% number of active grievances (243 to 51). Conducted
the first foreman training sessions forthe 41 foremen.
 Foreman, Fabrications – Supervised 23 UAW employees in 7 job classifications. Reduced
delinquency rate of “items shipped” by 35% .
 Specialist,Organization & Manpower - Responsibilities included salary planning, development
counseling, successionplanning, etc. for 300 exempts. Revised the Foreman Assessment Center
by training 25 evaluators & conducting scores of FACs.
 Specialist,Non-Exempt Salaried Relations – Non-exempt recruiting, placement and counseling.
Reduced backlog of 50+ open jobs to zero within 60 days.
Military Human Resources Experience
Nov. 1975 to United States Army Captain, Mannheim, West Germany
Dec. 1978 Adjutant / Personnel Administrator / Chief of Staff
Supervised 17 people in the total administrative support of a battalion of 1,285.
Sept. 1972 to United States Army Lieutenant, Omaha, Nebraska
Nov. 1975 Personnel Psychologist
Supervised 6 in the psychological screening tests and interviews for draftees and enlistees.
Education
1983 Case Western Reserve University – Weatherhead School, Cleveland, Ohio
Masters of Science in Organization Development & Analysis
1972 University of Minnesota – College of Liberal Arts, Minneapolis, Minnesota
Bachelorof Arts in Sociology / Psychology