Strategic CHRO Consultant | Talent, Compensation & HR Transformation Leader

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Summary

This Strategic CHRO Consultant is a seasoned CHRO with 20+ years leading Fortune 500 transformations. Architect of high-performing cultures and scalable HR strategies across global operations. Proven expertise in executive compensation, talent development, M&A integration, and risk optimization. This Strategic CHRO Consultant is recognized for designing innovative human capital frameworks that accelerate growth, enhance retention, and drive enterprise value.

Highlights

• Strategic HR Management
• Global Talent Acquisition
• Leadership Development
• Executive Compensation
• Organizational Design
• ChangeManagement
• Labor Relations
• Succession Planning
• Performance Optimization
• Mergers & Acquisitions
• Compliance & RiskManagement
• Employee Engagement Strategies
• Benefits Design·Talent Retention

Relevant Accomplishments

• Led total rewards transformation work for global automotive company. Served as interim head of total rewards leading 100+ associates in benefits, wellness, payroll and compensation supporting 33,000+ North American associates.
• Healthcare Strategy Improvement:Examined, realigned, and launched new healthcare strategy for improved experience and lower costs. Identified over $80m in potential annual savings and developed plan to realize over the next three years.
• Payroll Optimization:Upgraded leadership and restructured payroll function for accelerated and accurate performance and enhanced cost-to-serve.
• Talent Development & Restructure: Assumed chaotic function and in less than six months built a high-functioning organization.Upgraded leadership in three departments and developed successor for interim role. Mentored successor to ensure smooth transition
• Established and monitor transition plan to ensure orderly and optimal company ownership-leadership. Routinely meet with ownership to ensure alignment and execution.
• Executive Talent Management:Provide senior executive talent management insights to C-suite.
• Strategic Consulting:Provide strategic insights and facilitate strategy and planning for ownership and executive team. Developed strategic planning model and facilitated strategic plan for manufacturing and distribution businesses.
• Spearheaded the transformation of HR operations across distribution, manufacturing, and processing units, managing a $6M budget and leading 40+ professionals, supporting over 6,500 associates. Developed HR strategy that accelerated service and lowered cost-to-serve. Improved HR headcount ratio from 85:1 to 125:1 and reduced HR cost-to-serve by 38%.
• Organizational Excellence:Redesigned HR processes to support rapid business scaling from $2.2B to $6.5B in revenue, significantly enhancing risk management and labor relations strategies. Led the rapid growth in headcount from 2,200 to 6,500 full-time associates.
• Acquisitions:Ensured the smooth integration of 3 acquisitions. Decertified Teamsters exactly one-year after acquisition in Boise, ID.
• Cultural Transformation:Achieved an 83% employee engagement rate through innovative leadership development and a robust talent acquisition strategy, including a premier internship program that builds talent pipeline from 50+ interns annually.
• Robust Workforce Retention:Developed workforce plans that improved annual front-line associate annual retention from 67% to 85%.
• Talent Management Innovation:Revolutionized talent management and succession planning, accelerating leadership development.Upgraded over 200+ leadership positions, including the entire C-suite, across the enterprise leading to accelerated growth and profitability. Created streamlined talent acquisition operations that improved production associated time-to-hire from 60 days to 3 days.
• Performance & Accountability:Established strategic operating model and planning for senior executives to cascade strategic plan into operating plans and accountability.
• Compensation & Benefits Strategy:Overhauled executive compensation and benefits, achieving significant cost savings in fixed and variable insurance fees and costs. Led Board Compensation Committee. Reduced healthcare costs by 22% achieving recognition as the healthiest employer in Phoenix for three consecutive years and ranking #7 among the Top 100 companies in the US. Reduced benefits department headcount from 8 headcount to 1 through technology innovation and outsourcing while improving associate satisfaction.
• Pension Termination:Led the multi-year strategy to terminate frozen underfunded pension plan that removed $175m liability in 2024.
• Legal & Compliance Restructuring:Restructured the legal department to enhance corporate compliance and risk management, aligning with strategic business objectives.
• Risk Management Leader:Overhauled risk management practices and policies including but not limited to PNC, workers compensation, EPLI, D&O, and Cyber. Led restructure of brokers and carriers that improved fixed costs.
• Analytics & Technology Leader:Established clear service and cost metrics for HR and influenced same on other support functions.Drove improvement across the C-suite in cost-to-serve innovation through emerging technology and outsourcing
• HR Strategic Direction:Built a professional HR framework at the CEO’s request, leading 32 HR leaders and managing a $10M budget across 33 distribution centers.
• Cost-to-Serve:Improved HR cost-to-serve by 26% over 4 years through centralization and outsourcing.
• Leadership Transformation:Conducted a critical talent review that led to a complete rebuild of the C-suite and significantly improved leadership quality within three years.
• Safety Culture Leader:Developed a safety-first culture that halved the accident rate and dramatically reduced workers’ compensation costs by $14M.
• Brand Positioning:Repositioned Reinhart as an industry “Employer of Choice,” enhancing its employment brand and competitiveness.Improved annual associate retention from 65% to 79%.
• General Management Development:Launched the “Emerging GM Program” to identify and develop high-potential employees, successfully promoting four to Division President.
• Acquisition Integration:Seamlessly integrated 12 acquisitions in three years, fortifying the organizational structure while integrating over 2,000 associates into the organization.
• Variable Pay Enhancement:Developed and launched numerous bonus and incentive structures and schemes including long-term incentive plans, annual bonuses, sales and production incentive plans.
• Strategic HR Transition:Elevated HR to a strategic role across 30 distribution centers in multiple regions, directly overseeing 4,500+employees and 12 union organizations.
• Cost Reduction Initiatives:Implemented the company’s inaugural arbitration policy and a rigorous claims management process, slashing legal and workers’ compensation costs by $8M.
• Talent Management Innovation:Introduced advanced talent management strategies that sharpened focus on critical success factors, enhancing global talent supply and performance.
• Union Relations:Successfully decertified two unions by fostering a positive engagement culture, enhancing labor relations.   labor agreements with the Teamsters.
• Talent Development Program:Established a management trainee program, rapidly enriching the talent pool by selecting 20 high-caliber candidates in its first year.
• International Leadership:Led HR operations across Canada, Puerto Rico, Central America, Brazil, and Ireland

Roles

• Chief Human Resources Officer
• Senior Advisor
• Director

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