Kenneth Holstein has over 20 years of experience in human resources leadership roles. He has a proven track record of developing practical solutions to workplace problems that improve operational efficiency. As Director of HR at Wornick Foods, he reduced turnover by 15% through training programs and standardized hiring processes. He also redesigned compensation plans to reward increased skills. Holstein holds a Ph.D. in Psychology and is SPHR certified.

1. KENNETH A. HOLSTEIN, Ph.D., SPHR
10857 Sharondale Rd., Cincinnati, OH 45241 ▪ 630.414.4040 ▪ kaholstein52@me.com
DIRECTOR OF HUMAN RESOURCES
PROFESSIONAL SUMMARY
Expert in: Labor & Employee Relations ~ Compensation ~ Benefits & Administration ~ Training
Performance-driven professional with extensive experience in all functional areas of HR, including labor and employee
relations, employment, compensation, benefits design and administration and organizational development and training.
Strategic problem-solver. Outstanding strategist with a proven track record of developing practical, tangible and
measurable solutions to workplaceproblems and improving operational efficiency. Skilled in negotiating partnerships with
all stakeholders.
CORE COMPETENCIES
Organizational Development ~ Change Management ~ Employee/Labor Relations
Retention ~ Compensation Planning ~ Talent Acquisition ~ Policy Development~ Strategic Planning ~ Team
Development & Leadership
PROFESSIONAL EXPERIENCE
Wornick Foods, Cincinnati, OH
2014- present
Director ofHuman Resources
Responsible for all HR functions for this US affiliate of a global food manufacturer.
▪ Reduced turnover among hourly employees by 15% by implementing on boarding, 90 day reviews and formal training
programs for both new hires and current employees.
▪ Rewrote employee handbookresulting in improved employee understanding ofHR policies and increased consistency
of application across all employee groups.
▪ Redesigned hourly compensation plan to include pay for increased skill level attainment.
▪ Standardized selection process improving quality hires and reducing salaried turnover by 7%.
BEAIRD CONSULTING,Naperville, IL 2009 - 2014
Consultant
Developed and implemented competency models for a large insurance company. Consulted with small to medium sized
businesses on HR issues such as compensation, selection processes employee relations and compensation.
THE EVERGREEN STATE COLLEGE, Olympia, WA
2003 - 2007
Associate Vice President ofHuman Resources
Specialist in human resources management directing HR initiatives including diversity hire goals, training, labor agreement
negotiation and employee relations.
▪ Increasedcommunity outreachinitiatives andimproved on-boardingand mentoringprograms.
▪ Exceeded diversity hire goals while reducing turnoveramong protected classes by 45%.
▪ Developed andled teambuilding programs fordepartments improvingperformance and,on average, reducingturnover
(17%) and costperhire (23%)and training costs.
▪ Negotiatedlaboragreements with state largest union.Handledallinternaland externalemployeeand laborrelations
complaints,harassmentanddiscrimination allegations andinvestigations and ethics charges,working closely with
department managers,thestate’sattorneygeneraloffice andexternalagencies.

2. CITY OF NAPERVILLE,Naperville, IL 2000 -
2002
Director ofHuman Resources
Brought on board to leverage extensive knowledge of HR practices and laws to lead a department that serves the needs of
employees while fully aligning with overall organizational strategies.
▪ Streamlined recruiting process reducingcostperhire by 14%,cycle time by 30% and improved retention by56% in 10
months while reducingHRrecruiting operatingexpenses by11%.
▪ Acting as ChiefSpokesperson,successfullynegotiatedcity’s collective bargaining agreements while reducing
negotiating expense by 68% andpartnered with local universitycreating aproprietary supervisorymanagement
program improving employee ratings ofsupervisors handling of employee relations matters by 19% .
▪ Designed compensation planreducingcompensation expenseby 6% while improving employee ratings ofprogramby
73% and implemented HR benchmarking andmetrics improving HRROI by 9% and operationalefficiency by 11%.
WELLS LAMONT,Niles, IL 1996 -
2000
Director OfHuman Resources
Fully responsible for implementing a competency-based selection process, introducing a joint labor/management
communications training. Created sales compensation plan and also was responsible for market analysis and market pricing.
▪ Implemented competency-based selectionprocess resultingin betterhires asmeasured byimproved performance scores,
improved customerserviceratings by 14% while increasing sales by 6%.
▪ Introduced joint labor/management communications training reducing grievances by71% inthe firstyear
resultinginasignificantimprovement in labor management relations andemployee morale.
▪ Created sales compensation planresulting in decreasedcorporatecompensation expense.Sales improved6% in 10 months.
▪ Implemented market analysis/pricingandWells Lamonts’first formalcompensation plan.Compensationplan resultedin
employee complaints decreasingby 22% in first yearand turnoverdueto compensationissues decreasing by7%.
EDUCATION AND PROFESSIONAL DEVELOPMENT
Ph.D., Psychology
The Ohio State University, Columbus, OH
B.A., Psychology
Olivet Nazarene University, Bourbonnais, IL
Certifications
SPHR