Education: Professional Experience:

Transcription

1 Mark A. Yuran Profile: Seasoned HR leadership experience as a change agent, employee advocate and process champion in corporate human resources, strategic planning, resource allocation, process reengineering and organizational development for a diverse workforce in higher education, healthcare, retail and customerfacing environments. Proficient as a multi-project manager with hands-on abilities in staffing strategies, resource allocation, work scope definition, employee performance analysis, executive reporting and relationship building. Creative implementation and execution of successful, high-impact training and performance metrics plans; conduct and implement employee evaluation surveys and skills assessments. Expertise in the negotiation and resolution of complex cases with top management and key decisionmakers; skills in compensation & market labor studies, management/employee relations and conflict resolution. Effective hiring, management, deployment and development of top-notch talent at field levels; motivation of teams to achieve peak performance, streamline corporate growth, maintain top quality standards and meet aggressive business objectives. Fully familiar with JCAHO, EEO, ADA, FMLA, OSHA and related federal, state and local guidelines. Education: The University of Georgia, Athens, Georgia M.Ed. in Human Resources & Organizational Development The University of West Georgia, Carrollton, Georgia B.A. in International Economic Affairs & French Villanova University, Villanova, Pennsylvania Master Certificate in Human Resource Management L Institut des Etudes de Touraine, Tours, France Completed certificate program designed to augment overall linguistic and cultural experiences in addition to the enhancement of reading and writing abilities. Professional Experience: Human Resources Officer Technical College System of Georgia, Atlanta, Georgia July 2006 to Current A department under the Executive Branch of the Governor s Office, the Technical College System of Georgia (TCSG) consists of 33 technical colleges with four university system technical divisions and 31 satellite campuses. The system provides a broad range of career opportunities through a variety of certificate, diploma, and associate degree programs; continuing education programs; and economic development programs. The Technical College System of Georgia has approximately 16,000 employees and 200,000 students. I am responsible for: Managing all human resources functions regarding payroll and compensation, benefits administration, employee recognition and total rewards programs, HRIS transactions, operations, employee relations, supervision of HR staff for the system office, Quick Start and its satellite offices throughout the State of Georgia. Developing and participating in the creation of policies and procedures for the organization in collaborative cooperation with the Chief Human Resources Officer for a workforce of over 16,000 employees. Serving as the primary point of contact for the technical college Presidents, Vice Presidents, and Human Resources staff in matters pertaining to the utilization of PeopleSoft procedures and policy interpretation as outlined by the State Board of Technical & Adult Education to ensure the consistent and equitable application of organizational policies and procedures. MSU-CHRO: Yuran Page 1

2 Assisting the Office of the State Solicitor and the Department of Law regarding official investigations in departmental affairs or technical college inquiries. Providing necessary data and statistics to the agency s legislative liaison, senate, or house representatives during the legislative session(s) to determine which house or senate bills will positively or negatively impact the colleges relating to human resource issues. Drafting legislative impact analysis reports on various house and senate bills that are proposed for the Commissioner, Deputy Commissioner, and Assistant Commissioner during the legislative session(s). Serving on loan to other agencies at the request of the Commissioner or Chief Human Resources Officer on special project teams for the State Personnel Administration or the Governor s Office. Working in tandem with the research and planning department to prepare and submit the agency Workforce and Succession Planning report to the State Personnel Administration. Acting as the point of contact for the agency grievance hearing officer for all formal and informal grievances. Participating as a hearing officer or lead investigator into formal complaints for a College at the request of the President, Chief Human Resources Officer or Commissioner s Office. Coordinating the performance review process for the system office staff. Assisting the budget officer in a concert effort to ensure the human resources and payroll departments are within budgetary guidelines and expenditures as it relates to the personal services and benefits administration budgets. Serving as a subject matter expert on various HR issues to executive staff at the system office and technical colleges to ensure individual and team effectiveness. Assisting the Commissioner, Deputy Commissioner, and Assistant Commissioners with HR related policies and procedures in a consultative manner to foster best practices enabling the colleges', faculty, staff, and students to achieve academic and community success to help achieve the mission and purpose of the Technical College System of Georgia. Identifying training needs, the development and delivery of associated training and organizational development activities, and training materials. Partnering with the recruiting HR Officer and division heads to ensure TCSG advertising efforts, new hire appointments, and promotions are diverse and inclusive with regard to minority populations that reflect the rich cultural diversity of the State of Georgia. Discovering opportunities to create and promote an environment and climate respectful of individual differences whereby harnessing the collective knowledge of all groups to advance the mission and purpose of the Technical College System. Performing demographic research and analyzing population trends within the State to accurately reflect and address under utilization with regard to Affirmative Action Plans (AAP). Submitting all AAPs to the Chief Human Resources Officer and Commissioner for review and approval. Director of Human Resources/Chief Human Resources Officer Athens Technical College, Athens, Georgia September 2002 to June 2006 A unit of the Technical College System of Georgia the College provides comprehensive educational programs designed to enhance the ability of students to participate in Georgia s economic development. Established in 1958, the school has increased its enrollment and facilities to meet the needs of the Northeast Georgia community and continues to strive for excellence in academia. My role was to: Assess and implement key Human Resource (HR) initiatives and policy to aid the College in achieving its goals and objectives in accordance with the Technical College System of Georgia. Ensure the Office of Human Resources goals are linked to the mission of the department and College. Serve as a consultant to the President, Vice Presidents, and Administrators within the organization on specific Human Resource issues and concerns. Oversee the processing of adverse actions, grievances, and other employee related matters. Work in tandem with both the Vice President of Institutional Effectiveness and the Vice President of Academic Affairs to aid program directors in meeting accreditation guidelines. Administer the faculty and staff performance management process. Research, organize, document, and complete special projects assigned by the Vice President of Finance & Administration and the President. Serve as a liaison with external entities including other technical colleges, committees, and task forces. Own the direct responsibility for benefits administration, classification & compensation, pension administration, contracts, recruitment, retention, staffing and search committee formulation, new hire orientation, HRIS, policy development and implementation, employee relations, and payroll. MSU-CHRO: Yuran Page 2

3 Properly administer the budget and fiscal affairs for the Office of Human Resources & Payroll. Report monthly and quarterly taxes in accordance with the guidelines and codes set forth by the State of Georgia Department of Revenue and the Internal Revenue Service. Exhibit management and leadership traits fostering teamwork and cooperation in addition to adapting human resource programs appropriately to effectively deliver change management initiatives. Project organizational needs for the four campuses and provide recommendations in all areas of Human Resource Management. Create, deliver, and evaluate curriculum for training programs and organizational development. Accountable for faculty and staff development in all Human Resource competencies areas. Work in tandem and a collaborative effort with the Office of Academic Affairs to provide faculty and staff development to enhance organizational efficiency, performance, and continuing education. Serve as a resource to the local community and Athens area businesses regarding best practices in the field of Human Resources. Teaching Experience: Adjunct Instructor: Athens Technical College, Athens, GA EMP 100: Interpersonal Relations & Professional Development MSD 102: Employment Law Staffing Manager/Senior Agent Randstad North America, Atlanta, Georgia March 1998 to September 2002 Operating in more than 13 countries throughout Europe, the United States, and Canada, Randstad North America is a wholly owned subsidiary of Randstad Holding NV, Netherlands. The third largest staffing company in the world, Randstad places more than 250,000 people everyday through its network of more than 1,800 locations worldwide. I was responsible for: Creating and implementing development plans for employees providing them with career counseling and planning, performance evaluations, résumé consulting, training, benefits and compensation packages, and employee relations in the workplace. Initiating on-line recruiting and special out reach efforts for hard to fill positions. Performing special training and orientation programs for ISO 9000 clients for pre-employment screenings and safety regulations. Serving as a mentor and coach for other Agents and assisted Market Managers in their training and development. Conducting screening, interviewing, and granting employment offers to potential employees. Executing regulatory guidelines to ensure compliance with OSHA, ADA, EEO, and FMLA standards. Implementing the process necessary to accomplish tasks and knowledgeable on how to organize activities and motivate employees. Customer Service Manager/Human Resources Manager Norrell Services, Inc/Spherion, Atlanta, Georgia February 1997 to February 1998 A 3.8 billion human capital management organization that helps companies enhance workforce performance. Comprised of specialized business groups ranging from technology to outsourcing to executive search and staffing, Spherion operates more than 1,000 offices throughout North America, Europe, Australia, and Asia. I was accountable for: Constructing, designing, and implementing recruiting programs for various clients including Pennington, Harland, Covington Molding, Sweetheart Cup Company, and General Mills to increase the number of quality and skilled employees and decrease turnover. Monitoring and managing workers compensation and unemployment claims to ensure minimal losses and injuries. Assisting with the development of strong branch teams dedicated to total quality. Shaping and illuminating strategies within all facets of human resource management to include recruitment, employee relations, training and curriculum development, legal compliance and reporting, benefits planning and enrollment, organizational development and design. Establishing and achieving business plans and organizational objectives. Anticipating and adjusting for problems and roadblocks, measuring performance against goals and budgets, evaluating results. MSU-CHRO: Yuran Page 3

4 Store Management (HR Generalist) The Kroger Company, Atlanta, Georgia June 1989 to February 1997 Headquartered in Cincinnati, Ohio, Kroger is the nation s largest grocery retailer with annual sales in excess of 51 billion dollars. The company operates 2,519 supermarkets in 32 states. Kroger also operates 794 convenience stores, 444 fine jewelry stores, 412 supermarket fuel centers, and 41 food processing plants. I was accountable for: Successfully resolving customer and employee conflicts. Exceeding regulatory compliance standards with the Department of Agriculture and the Food and Drug Administration. Personally ensuring OSHA, ADA, and EEO compliance procedures and records were maintained. Cultivating and supervising more than 200 personnel. Experienced in the practices and policies of unions. Enhancing relationships with the United Food & Commercial Workers Union (UFCW) and the Teamsters. Administrating contract terms and conditions. Investigating all grievances to ensure and validate or deny claims. Negotiating with the union shop stewards, bargaining agents, and union representatives to ensure a win-win outcome for all parties involved. Effectively training full-time and part-time staff. Establishing clear objectives for employee performance and creating job analysis for positions. Areas of Expertise: Legal & Regulatory Guidelines Compensation & Benefits Staffing Organizational Change Employee & Labor Relations Management Practices EEO/ADA/OSHA/FMLA General Employment Practices HR Development Community Service: Atlanta Habitat for Humanity Athens Area March of Dimes Athens Area Leukemia & Lymphoma Society Athens Area Project Safe Seminars & Certificate Programs: Sexual Harassment Awareness for Employees Sexual Harassment Awareness for Managers Family Medical Leave Act Americans with Disabilities Act Diversity in the Workplace Access to Employee Exposure & Medical Records Substance Abuse Negotiating Techniques Hiring & Firing Investigating Employee Claims Time Management Violence in the Workplace Boards: The University of West Georgia National Alumni Board, Appointed Fall 2009 Professional Memberships: Phi Sigma Iota International Foreign Language Honor Society National & Local Member of the Society for Human Resource Management (SHRM) Kappa Delta Pi International Honor Society in Education Pi Lambda Theta International Honor Society and Professional Association in Education The Honor Society of Phi Kappa Phi Manchester Who s Who Registry of Executives and Professionals Member Representative in the College and University Professional Association for Human Resources (CUPA-HR) Software Programs: Microsoft Word, Excel, PowerPoint, & Outlook PeopleSoft HR & PeopleSoft Payroll Corel Acrobat Adobe MSU-CHRO: Yuran Page 4

5 Recent Career Success: Technical College System of Georgia: 1) Volunteered to serve as a test agency for the State Accounting Office to implement the PeopleSoft Module Electronic Leave management. After successful implementation in our agency, I lead the organizational developmental process to implement the module in all Colleges throughout the system. 2) Served on the HR project team at the request of the Governor s Office for the outsourcing of the Georgia Technology Authority resulting in a 1.2 billion dollar contract for AT&T and IBM and displacing approximately 598 state IT employees. All 598 displaced employees were offered jobs with either AT&T, IBM or one of their subcontractors Xerox or Dell at comparable compensation packages. 3) Appointed the project team lead for all Human Resources & Payroll functions for the merger of 13 technical colleges by July 1, This positions works in conjunction with the State Accounting Office and the Department of Audits to ensure the mergers are implemented on time without audit violations. 4) Reorganized the System Office Human Resources department and reclassified positions to better serve the needs of the organization internally and to better align the department to operate functionally with the Colleges. 5) Partnered with the Office of Technical Education to ensure faculty and staff exceed criteria for clinical sites and hospitals to meet established JCAHO guidelines. 6) Lead the initiative to create the Technical College System s 403(b) Model Plan documents which assisted 33 member colleges in obtaining compliance with the new 403(b) IRS guidelines effective January 1, The Model Plan provided each campus with a cost effective comprehensive 403(b) solution to include plan documents, custom vendor selection, plan compliance, and administration of loans and hardships. Athens Technical College: 7) Created and implemented the Office of Human Resources website for Athens Technical College. 8) Asked to participate as a trainer/facilitator for the PeopleSoft 8.8 upgrade serving 33 technical colleges in the State of Georgia. 9) Aided several programs in the Division of Allied Health Sciences to ensure our employees met the requirements for the Joint Commission for the Accreditation of Healthcare Organizations (JCAHO) for local hospitals and clinical sites. 10) Implemented and launched a new web-based benefits orientation for College new hires. 11) Successfully championed the Office of Human Resources role and efforts for the College s reaffirmation of accreditation from the Commission on Colleges of the Southern Association of Colleges and Schools (1866 Southern Lane, Decatur, GA ; Telephone ). 12) Designed, created, and launched a new system of records retention in accordance with the State of Georgia official codes to better serve the needs of the Office of Human Resources and the College. The scope of this project included reviewing nearly 7,000 employee records dating to ) Launched the new PeopleSoft module Employee Self Service to better serve both the faculty and staff. This module allows employees to access personal, payroll, and benefits information at their convenience. 14) Redesigned the performance evaluation process, procedures, and forms to more efficiently facilitate a constructive approach to employee feedback and performance. MSU-CHRO: Yuran Page 5