1. ANITA CLEARMAN
2324 Highland Park Rd. Denton, TX. 76205 ▪ Cell: 940-882-9268 ▪ aclearman@verizon.net
PROFILE
Transformational Human Resources Executive with an exemplary record of success in partnering nationally and
regionally with operational leadership, influencing at all levels to improve business performance, and developing and
implementing strategies for improving talent management. Known and respected for operational leadership and the
ability to rapidly bring about meaningful change in a wide diversity of settings. Core competencies:
 Business Partnering
 Succession Planning
 Program/Project Management
 Cost Containment
 Team Leadership
 Training & Development
 Continuous Improvement
 Change Management
 Talent Acquisition
 Organizational Effectiveness
 Labor Relations
 Employee Retention
CAREER PROGRESSION
ARAMARK Healthcare, West Region, Irving, TX 8/05 – present
A $2B ARAMARK division providing food, facility, and clinical technology services to nearly 1,300 healthcare clients
Regional Human Resources Director—West Region (8/05-Current)
Responsible for all aspects of talent management in $250M West Region (over 900 salaried and 1,600 hourly employees) in
direct partnership with Regional Vice President. During four major reorganizations, led a team of up to 10 HR professionals
focused on recruiting, talent assessment and development, employee engagement and retention at the account, district, and
region levels.
 Senior HR leader for largest region in healthcare division—20 states and 150+ accounts.
 Successfully opened the largest contract ever awarded to ARAMARK Healthcare.
 Interim VP of Compliance of Healthcare division. Offered role permanently.
 Lead for line of business in Labor relations and union avoidance.
 Healthcare champion for College Hiring and Campus recruiting.
 Lead for Healthcare division in design and implementation of new Human Capital Management System.
 Reduced salaried turnover by 10% by targeted training, development, and retention strategies, which were adopted
later at the corporate level.
 Reduced ARAMARK hourly turnover from 97% in 2007 to 36% in 2011 by focusing on employee engagement,
training, rewards and recognition, peer interviewing and rounding.
 Developed and implemented line of business recruiting strategy that led to a significant decrease in time-to-fill for
salaried positions--from over 40 days to 28 days in two years.
 Lead cross-functional team that developed on-boarding programs that slashed new manager turnover 66% in less than
a year.
 Successfully conducted largest labor conversion in ARAMARK Healthcare history. Resulted in 2,000 employees
being added to ARAMARK payroll and approximately 50M in additional revenue.
 Chosen as ARAMARK Women in Food Service Forum table panelist.
 Managed the incorporation of highly effective Studer principles into the regional culture and management processes,
to include coaching and training around the Pillar philosophy
Food Service Director (8/1991—4/1994)
Responsible for all aspects of account management including; employee cafeterias, catering, vending and coffee services in
business and correctional services.
Barnes & Noble, Inc., South Region, Dallas, TX. 1/2005—7/2005
Regional Human Resources Director
Hired as first field based HR Director for Barnes & Noble Bookstores. Developed and managed field based human resources
functions for 120+ retail stores, regional office, and eleven district offices.
 Worked in partnership with corporate leadership to develop all aspects of the field HR function.
 Developed training for field organizations in areas of recruiting, situational leadership, performance management, and
union awareness

2. ANITA CLEARMAN PAGE 2
 Supported Regional Vice President in all aspects of human resources.
 Partnered with District Managers to provide guidance in employee relations, performance management, and company
initiatives.
Best Buy Co., Inc. 4/1994—1/2005
Employee Relations Workout Team (3/2004 – 10/2004)
Selected to represent field HR from retail in the design and implementation of a centralized outsourced Employee Relations
function for Best Buy.
 Used Innovative process to develop philosophy and guiding principles for ER.
 Participated in developing the Future Role of Generalist work as a subject matter expert.
 Developed job descriptions and performed job leveling for retained ER function.
 Selected to User Advisory Board—A board of experienced HR professionals representing all aspects of business to
provide input on HR service delivery transformation tools & services.
 Provided input during development and design for various ER projects associated with the HR transformation
including: workforce investigation, exit management, leave management, compliance management, unemployment
management, policy governance, crisis management, risk mitigation, and trend analysis.
Regional Human Resources Director (3/2003 – 3/2004 & 10/2004 – 1/2005)
Managed human resources activities for 60+ retail stores, regional office, five district offices, and a service center.
 Supported and partnered with Regional Vice President in all aspects of human resources.
 Led a team of five HR generalists.
 Represented Best Buy in litigation of lawsuits working with legal to assertively settle cases before they went to trial.
 Utilized a Gallop Strengths Based approach to develop and deploy employee’s natural talents thus, improving
employee engagement, profitability, and diversity.
 Led regional diversity committee which supported company diversity initiatives and community involvement as well
as developing a formal mentoring program for women.
 Trained managers on employee relations; performance management, motivation techniques, effective interviewing
skills and change management. Conducted training of harassment, diversity, benefit changes/enrollment, and new
hire orientation.
 Supported managers and recruiter in the recruitment, screening, interviewing and selection of exempt talent bench.
 Administered exempt and non-exempt compensation plans; bonus and incentive plans.
 Managed regional HR profit and loss statement.
 Communicated law, policy and benefit changes.
District Human Resources Manger (6/2000 – 3/2003)
Provided HR services to 13 retail stores and a service center.
 Provided guidance to mangers regarding; employee relations, performance management, and HR department
initiatives.
 Managed unemployment hearings, EEOC charges, and legal grievances.
 Advised employees on variety of career, benefit, and employee related issues.
 Recruited, interviewed and selected exempt and non-exempt employees.
 Trained Retail Management Series- a program to train new internal and external mangers.
 Utilized Gallop Viewpoint Q12 to measure and improve employee engagement. Developed and implemented district
actions plans to enhance scores.
 Managed harassment and discrimination claims: investigations, reporting and proposed solutions. Also conducted
training for mangers and supervisors.
 Maintained and updated HRIS payroll records for wage increases, new hires, transfers, and terminations.
 Administered FMLA, 401(k), Employee Stock Purchase plans, EAP, tuition reimbursement, workers and
unemployment compensation.
 Preformed quarterly employment compliance and DOL audits.
District Operations Manager (2/1997 – 6/2000)
Responsible for all aspects of retail store operations for 13 retail stores in DFW area including; front of store operations, labor
management, middle of P&L expense management, inventory control and loss prevention.

3. ANITA CLEARMAN PAGE 3
Assistant Store Manager, Store Manager (4/1994 – 2/1997)
Responsible for all aspects of retail store operations including; sales, store operations, P&L, inventory control.
EDUCATION AND CERTIFICATIONS
University of North Texas
B.S. in Hotel and Restaurant Management 1991
Hay Group ECI Instrument Certified Coach
Miller Heiman Sales Certification
MOHR Training Certification
Gallop Level II Strengths Coach
Gallop Viewpoint Certification
Culinary Art Institute of America