LGE Community Credit Union

* In partnership with CAO, develop the Credit Union’s HR strategy in order to meet Credit Union strategic growth objectives and support LGE’s mission and vision.
* Demonstrates enthusiastic support of LGE's short and long-term objectives. Performs job duties within our bylaws, regulations, Board of Directors policies, established internal and external service standards and our work procedures.
* Participate in and assist with Business Development and Community outreach programs.
* Plans, develops, organizes, implements, directs and evaluates the organization’s human resource function and performance. Responsible for planning, development, and implementation of effective human resource strategies and policies. Administers operational plans, policies, and goals which further strategic objectives.
* Directs the planning, design, implementation and administration of all compensation programs in order to maintain the organization’s objectives and competitive position in the marketplace. Compensation responsibilities include base and total cash compensation programs, job evaluation, and performance management programs.
* Leads the development of the organization’s plans and programs from the perspective of the impact on people and culture.
* Manages the recruiting and selection activities of the company to identify critical skills needed to ensure adequate staffing levels. Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for open position.
* Ensure company compliance with FMLA, ADA, HIPAA, FLSA, EEOC and other federal, state and local laws. Manages all aspects of the workers compensation program. Develops and implements processes and procedures to achieve cost containment.
* Oversee the development, recommendations, planning and implementation of all HR benefits, payroll functions and policies and procedures to support and meet Credit Union objectives.

Vice President Human Resources

Lake Trust Credit Union

* Develop and manage the execution of a lifecycle approach to talent management focused on ensuring an engaging experience for our Lake Trusters in the touch points of attraction, on-boarding, performance accountability, career / succession planning, total rewards, talent mobility and retention.

* Design, develop and execute robust engagement-related activity (i.e., enrichment activities, employee surveys, communications and channels, policies and processes) aligned with the Lake Trust way in talent planning, performance accountability management, total rewards, and service delivery to promote engagement, cultural alignment and organizational performance.

* Run, maintain, and measure full cycle analytics through Microsoft Power BI for recruiting, performance, and engagement.

* Drive measurement of engagement vehicles/programs to gauge overall effectiveness and relevance of message and delivery. Proactively assess business and organizational culture and the engagement of team members to recommend and drive action through a consultative approach.

* Benchmark engagement programs and cultural practices against internal and external standards and best practices and recommend changes as appropriate.

* Plan and coordinate organization design projects in partnership with business unit leaders to streamline and implement new structures, roles and/or processes that create speed and efficiency and support rapidly shifting business demands.

* Plan and lead strategies and tactics, with a strong focus on acquiring and retaining top talent and on building pipeline for future needs.
 
* Ensure legal and compliant practices are executed while identifying ways to ensure business objectives are achieved.

* Develop an annual budgetary plan to meet the growth and performance needs of the organization.  

* Provide team leadership through inspiration, coaching, partnering in development and monitoring of accountabilities to create a best in class team of credible professionals.

Talent Attraction + Engagement Manager

* Partner with internal Hiring Managers to develop and execute talent acquisition/management strategies.  Coordinate and execute the full life cycle of the recruiting process for both non-exempt and exempt positions.  Develop and maintain strong working relationships with hiring managers, HR business partners, vendors, and Talent Recruitment (TR) team to create a partnership that yields exceptional results.  Effectively partner with the TR, Learning & Development, and Total Rewards to ensure all candidate/hiring manager coordination activities run smoothly and efficiently (job posting, candidate scheduling, job offer processing, on boarding, etc.)

* Develop a thorough knowledge of Lake Trust business and culture in order to help candidates fully comprehend and embrace their potential relationship with the Credit Union.  Provide candidates with a compelling story to help them understand how Lake Trust and their professional and personal passions may align.

* Create, deliver and facilitate a candidate experience reflective of the Lake Trust brand that is positive regardless of candidacy outcome.

* Interview and gather insights about candidates to be presented to hiring managers through the use of phone interviews, in-person interviews, assessments, reviewing of resumes, and other methodologies. Organize and lead post-interview debrief sessions with interview teams and candidates.

*  Review performance of open requisitions and make modifications to selections plans to increase effectiveness while providing regular status updates to key stakeholders to ensure that they have insight into the selection progress and vacancies.

Talent Recruitment Strategist

JCPenney

* Central contact point for all of Detroit’s 21 stores on performance evaluation, progressive discipline, mediation of staff disputes, and grievance procedures in accordance with company regulations. Coordinate with Regional HR partners to report any issues and concerns for the district.

* Helped support and recommend salary cost budgets for all stores in the Detroit Market with an average weekly budget of 500K by reviewing KPI reports, partnering with store HR captains on budget and salary reductions, and continually completed trend and variance analysis along with one-on-one monthly reviews.

* Implemented the 2014 rollout of J.C. Penney’s PeopleSoft conversion to all 21 stores in the Detroit Market. Sent out weekly communication on PeopleSoft updates, implementation deadlines, and served as the main point of contact for successes and failures of the new rollout. 

* Part of Detroit District talent recruiting team responsible for sourcing, screening, interviewing, and selecting talent for multi-level positions. Recruited at job fairs, networking events, and ATS systems to strive to find industry leading talent.

District Human Resources Lead

* Built a diverse and high performing team of 255 associates; differentiated performances based on individual associate successes and developmental opportunities; coached and provided insight, feedback, and stretch assignments to grow and improve talent; empowered team by delegating decision making where possible to build skills and increase engagement; recognized and rewarded associates for outstanding effort while showing care about the associates by discussing future opportunities and development.

* Managed salary cost budget with an average weekly budget of 35k through the use of KPI reports, trend analysis reports, and budget / forecasting reports to create a weekly as well as monthly salary forecast scheduling model to help drive bottom line sales profit. Was able to cut labor cost in fiscal 2014 by 6% by maintaining highly efficient cross trained teams.

* Review targeted sales 180 reports as well as expense reports to quickly identify and prioritize areas of opportunity, determine root cause of the opportunity, and set team direction to maximize sales and / or team performance to deliver expense / profitability targets.

* Established and implemented JCP University training program for all staff members in regards to workplace performance and professional development. Focused training towards the G.R.E.A.T approach of greeting, responding, engaging, assisting, and thanking of every customer they come into contact with.

* Proactively sourced and screened talent through JCP’s PeopleSoft recruiting database. Conducted full interviews, hiring, promotions, training, and on-boarding processes for all external as well as internal candidates through the JCP talent tryout module.

Human Resources Manager

Kohl's Department Stores

* Full cycle HR organizational leadership within recruitment, benefits, compensation, training, leadership development, succession planning, HRIS, and regulatory compliance.

* Created HR organization within $35 million dollar store – recruitment, staffing, onboarding, training – for all new hires.

* Creation and sustainability of talent assessments, succession planning, and talent conversations, connecting talent needs across the store, district, and organization. 

* Create, deliver and facilitate a candidate experience reflective of the Kohl's brand that is positive regardless of candidacy outcome. 

* Stayed in the know on recruiting trends, market and environmental factors that may have influenced talent attraction and techniques and proactively share this information with key stakeholders.

Striving to live my life and career knowing that realistic expectations lead to accomplishments that have already been done before, and that lofty ambitions can lead to much more success. I believe talent and skill can be wasted if the work ethic doesn't exceed the two. I'm a passionate and driven HR leader that believes every company's true success comes from the collaboration of its team.

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Ryan Napier, SHRM-CP, sHRBP's Linkedin Analytics

Ryan Napier, SHRM-CP, sHRBP

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Ryan Napier, SHRM-CP, sHRBP

Want to drive more opportunities from LinkedIn?

Ryan Napier, SHRM-CP, sHRBP's Linkedin Analytics