This document provides a summary of qualifications and experience for Ruby N. Gill. She has over 25 years of experience in human resources, including expertise in compensation, benefits, recruitment, and training. Her most recent role is as Project Administrator for Gateway Roofing, where she supports project estimating and manages the project billing process. She has held prior roles in business consulting, project management, and compensation administration. Gill has a bachelor's degree in management and communications and several professional certifications.

1. RUBY N. GILL
10505 Langford Drive
St. Louis, Missouri 63136-5407
Home: 314.867.8207 Office: 721.7282  Cell: 483.9661  e-mail: ruby@gatewayroofing-stl.com
SUMMARY OF QUALIFICATIONS
HUMAN RESOURCES PROFESSIONAL with an understanding of corporate organizational cultures, operating systems,
and work/life issues. Demonstrated expertise in strategic business planning and execution (to include merger &
acquisition due diligence and transitioning of organizational systems), organizational development and design issues
and advisory role for all levels of management. Specialist in total compensation, recruitment and retention, employee
relations and generalist in benefits and human resources development and training. Successfully managed projects
from concept to implementation, thoroughly versed in user-oriented IT development life-cycle processes, thrives on
challenges created by change, successful in an independent or team-oriented environment. Effective
organizational, planning, negotiation, financial analysis, administrative, communication, presentation, and
interpersonal skills. Possesses a strong sense of integrity and maintains confidentiality; ability to instill trust in peer,
client and vendor relationships.
PROFESSIONAL EXPERIENCE
GATEWAY ROOFING,LLC 2001 TO PRESENT
Project Administrator (2004 - Present)
Supports President & Senior Estimator in estimating process- -reviews bid documents, insurance requirements,
contracts, oversees set-up of online project files for awarded jobs, acts as liaison with General Contractors and Project
Managers. manages project billing process. Completes job close-out process- -prepare and issue lien waivers,
warranties, final invoice, close-out correspondence. Responds to client inquiries and resolves problems, initiates
contact and/or correspond with General Contractors, Vendors, Union representatives, clients, other business and
industry contacts, as required. Maintains project/financial management system. Designs electronic reporting tools and
completes special projects as required- -e.g. industry/insurance/union audits; functions as liaison with IT support
vendor in new system implementation and ongoing service issues
Project Specialist/Administrative Assistant (2003-2004)
Maintains Inspection Log, prepares Bids, set-up client online and hard-copy files for new jobs, completes job close-out
process- -prepare and issue lien waivers, warranties, final invoice, close-out correspondence. Maintains Bid Tracking
Log, tracks open Invoices, posts payments, processes mail, answers phone and responds to client inquiries and resolves
problems, initiates contact and/or correspond with General Contractors, Vendors, clients, other business and industry
contacts, as required. Maintains project/financial management system, generates data for and prepares monthly
insurance reporting, Develops full Proposal Packets and acts as liaison with General Contractors.
Business Consultant (2001 –2003)
Designed and implemented new and re-engineered existing administrative and technology-based operating procedures,
forms, templates and reporting tools- -e.g., Daily/Weekly Activity Schedule, Project/Financial System Maintenance
Schedule for A/P, A/R, Depository records, and management and insurance reporting.
Acquired skill in use of project/financial management system which included customizing the Chart of Accounts and
loading prior years data to facilitate staff use of all system features- -e.g., Estimates, Invoices, Statements, Depository
recordkeepping, customized reporting, data auditing, etc.
Developed field staff Safety Manual per construction industry standards and in accordance with OSHA regulations
(completed) and Employee Handbook (in progress).

2. RUBY N. GILL PAGE 2
Supported Manager in responding to Request for Bids as roofing contractor using various industry software programs
to develop detailed Project Proposal Packets which included System Specifications, Detail Diagrams, Product Data
Sheets, Material Data Safety Sheets, and company information.
.
GENAMERICAN - ST. LOUIS, MISSOURI 1976 -2001
Compensation Consultant (1994 - 2001)
Internal consultant to parent and subsidiary management on a broad range of issues, inclusive of: development of job
descriptions, pricing of positions using a point-factor methodology, market-based pricing of positions, job design and
re-engineering planning, base compensation practices, variable pay options and program design, reward and
recognition strategies, and executive compensation and benefits. Member of merger and acquisition due diligence
review teams for compensation, benefits, and conversion of records to parent HRIS. Teamed with training and
development consultants in design of training programs and client career development projects and with employment
consultants on employee relations, job elimination and outplacement issues:
 Led project (collaborated with in-house systems development team) in the design and implementation of an online
job description system for use by parent and subsidiary organizations. System features included access for viewing
and printing or executing modifications to content for upgrading and online submission for re-evaluation and
pricing
• Led project in the design of a 15-band market-based pay structure to replace a 110+salary level structure based on
point-factor pricing. Implemented a problem-free transition for 4,000+ employees.
• Developed audience-specific communications on new salary structure; conducted focus group sessions and
implemented pilot process, designed/developed materials and arranged logistics for 30 on-and-off site training and
informational sessions.
• Organizing member of Workforce Diversity Taskforce and member of steering committee; participated in
development of benchmark study; collaborated with outside consultant in the design of a cultural assessment
survey; chaired Policy Coordination subcommittee; project leader for Diversity Awareness training program.
Compensation Administrator (1990 - 1994)
Supervised staff of four and managed day-to-day operations of compensation department; prepared and executed
annual department budget. Developed and administered policies and programs in support of company compensation
philosophy. Reviewed and implemented staffing and organizational structure changes in conformance with approved
guidelines. Provided advice, interpreted policy, trained new supervisors and managers on salary administration
procedures; technical resource on regulatory and compliance issues. Collaborated in development and implementation
of annual salary program recommendations.
• Member of a cross-function project team charged with developing and implementing an integrated human
resources and payroll information system. Developed business requirements, business solutions specifications,
conducted testing, and approved all changes and installation of final product. Collaborated with Information
Technology to design, develop and implement a PC-based salary budgeting system for use by management of
parent and subsidiary organizations during the annual salary budgeting process. Developed and facilitated Job
Description workshop for 1st
line Leadership training program.
Compensation/Senior Compensation Specialist (1979 - 1991)
Developed annual salary program recommendation, screened performance reviews, approved salary recommendations,
conducted job content interviews, developed job descriptions, chaired non-exempt and exempt non-management job
evaluation committees. Approved requisitions for staff replacements, requests for budgeted staffing additions, screened
non-budgeted requests for approval by senior management. Consulted with management on reorganizations;
responsible for planning and coordination of all activities to implement reorganizations, inclusive of analysis of
benefits and compensation impact. Resource to management and all associates on compensation and general benefit
issues.

3. RUBY N. GILL PAGE 3
Employment/Senior Employment Specialist (1976 - 1979)
Recruited all levels and developed external recruiting sources. Provided consultation to management on employee
relations, disciplinary and termination issues. Counseled associates on disciplinary issues and career-development.
Conducted new-hire orientation and associate training sessions. Responsible for governmental reporting and recurring
and ad hoc management reporting.
EDUCATION
B.A., Management and Communications
(3+ years toward degree- -not currently enrolled)
Concordia University of Wisconsin, St. Louis, Missouri
CERTIFICATIONS/AFFILIATIONS/PROFESSIONAL/COMMUNITY MEMBERSHIPS
• Construction Industry Technician
Designation (CIT)
• Supervisory Leadership Series (SLS)
Certified Instructor
• First-Line Leadership Instructor
• Diversity Awareness Training, Facilitator
 GenAmerica Organizing/Steering Committee
Member, Diversity Task Force, 1994 - 2001
• The National Conference on Community
Justice (NCCJ)
• Dismantling Racism Corporate Network - St.
Louis
• American Compensation Association,
1978 – 2001
• Gateway Compensation Association,
1998 - 2001
• St. Louis Compensation and Benefit Network
• National Association of Women In
Construction, 2003-Present
• NAWIC Board of Directors, Region 6, 2004
 Subdivision Board of Trustees, 1993 –
Present, Various Offices: Chairman,
Treasurer, Secretary
 NAACP
COMPUTER SKILLS
Microsoft Word, Excel, PowerPoint, Access, Lotus Notes, QuickBooks Premier Financial Management System
PC -based Compensation analysis, market pricing, planning and management tool
Roofing industry-specific proposal program
PROFESSIONAL DEVELOPMENT
• Construction Industry Technician Exam
Supervisory Training - Phase I & Phase II
• Interactive Management (DDI Series)
• Supervisory Leadership Series (Wilson
Learning)
• Managing Work Styles
• Coaching
• Conflict Management
• Goal Setting
• Team Building
• Managing Human Performance
• Time Management
• Training
• One Minute Manager
• Performance Management
• Flawless Consulting Training
• Effective Project Management
• Strategies for Effective Listening
• Business, Technical and Report Writing
• Practical Negotiation Skills
• Effective Presentations
• Train the Trainer
• How to Develop Salary Programs
• How to Develop Incentive Programs