VP HR or Sr. Director HR or Director HR

 

William K. Helmlinger 408 NW 12th Avenue, #306  Portland, Oregon 97209  Mobile: 503.779.8425  Telephone: 5 0.1075 Email: [email protected] [email protected]  ________________________________________   ______________________ __________________  Director of Human Resources & Talent Acquisition Specialty Areas Include

Serving as a “Trusted Advisorâ€ to Senior Management  Exempt Recruiting  Employee Re

Executive Recruitment & Retention  Progressive Discipline  Staff Development  Confli solution   MS (Business Management), BA, Certified Professional Behavior & Values Analyst, Director of Human Resources & Talent Acquisition, with more than 20 years of pro active HR leadership experience in recruiting, assessing, developing and deployi ng talent that converts corporate intent into action. Experience encompasses serving as the Director of HR for Saber Software, charged with managing 3 direct/7 in-direct employees for a nationwide organization cons isting of 1,200 FTEs/600 subcontractors that grew from $25 million in 2006 to $3 10 million in annual gross revenue in 2010.  ________________________________________   ________________________________________  Career Highlights   Co Cons nstr truc ucte ted d a n new ew s sys yste tem m for for hi hiri ring ng/r /ret etai aini ning ng t top op t tal alen ent, t, whi which ch pro prove ved d inst instru rume men n tal in growing Saber Software from $1 million to $125 million (8 FTE’s to 800 FTE’s + 60 0 subs) in 7 years, selling to EDS for $420 million in 2007. Built a unified com pany culture where turnover was maintained at less than 10% over a 4-year period , and integrated 2 acquisitions with less than 5% voluntary turnover.   Se Serv rved ed as one one of of 2 k key ey ex exec ecut utiv ives es ch char arge ged d wit with h est estab abli lish shin ing g a new new nat natio iona nal l ope opera ra ting division for Oakwood Corporate Housing that was profitable in 12 months. Wi thin 30 months, opened more than 20 new cities with annual revenue growth from $ 0 to $20 million while maintaining a 5% turnover in senior management positions and not relinquishing any other HR responsibilities while still supporting 2 oth er national operating divisions.   En Entr trus uste ted d by Hi Hire re.c .com om sen senio ior r mana manage geme ment nt wit with h all all as aspe pect cts s of as asse sess ssin ing, g, tra train inin ing g and coaching a national sales force that accomplished the following 5 items: 1) Created position benchmark and altered style of sales hire. 2) Reduced turnover from 30% to less than 10%; 3) Expedited the sales closing process through sales coaching; 4) Improved customer satisfaction; and 5) Selected the right talent to help accelerate revenues to nearly $7 million in less than 3 years.   As a co cons nsul ulta tant nt for for A Air irbo born rne e Expr Expres ess, s, ben bench chma mark rked ed per perso sona nal l attr attrib ibut utes es to to su succ cces ess s fully work as a collection specialist. Revamped interviewing process and coached recruiters in interviewing techniques, thereby improving the overall selection process. Within 18 months, departmental turnover dropped to nearly 0% from 40%, reducing number of lost clients and increasing collection of outstanding invoice s.  ________________________________________   ________________________________________  Benefit Statement Demonstrated 20+ year track record of business acumen and accomplishments in mat

 

ching talent to roles which positively impacts employee engagement, productivity , team work, turnover, and company profitability, while consistently reducing tu rnover 30%+, creating benchmarks for utilization in talent management systems an d coaching/mentoring managers.  ________________________________________   ________________________________________  Key Areas of Expertise

Coaching/Mentoring & Team Development  HR Leadership by Example  Formal Presentation S kills  Vendor Management  Supporting Multiple Business Units  Diplomatic Change Agen Productivity Improvements  Enhancing Internal Communications Program  Utilizing Benchmarks for Talent Management Systems  ________________________________________   ________________________________________  Professional Experience & Accomplishments HP Enterprise Services, (Formerly known as Saber Software Inc.), Portland, Orego n 2006 to 2010 (A leading global provider of products, technologies, software, solutions and se rvices to individual consumers, small/medium/large sized businesses with revenue s in excess of $114 billion)

William K. Helmlinger Page Two  ________________________________________   ______________________ __________________  Human Resources Executive – Scope of duties consisted of serving as the business par tner/director for a nationwide $310 million State and Local Government division managing the division’s leadership development, talent management, employee relation s, HR administration, integration activities, talent acquisition, compensation, and performance management.   Su Succ cces essf sful ully ly i int nteg egra rate ted d 600 600 Co Cova vans nsys ys emp emplo loye yees es int into o Sabe Saber r Syst System ems s with with z zer ero o payr payr oll errors, and then successfully integrated Saber Software into EDS Systems and Total Rewards programs.   Fa Favo vora rabl bly y ne nego goti tiat ated ed, , sele select cted ed, , and and ma mana nage ged d a wid widee-ar arra ray y of ou outs tsid ide e vend vendor ors s for for Saber’s benefit structures, simultaneously keeping company’s contributions flat while pr oviding competitive benefits. As a result, company savings estimated at $750,000 annually with previous year savings of $250,000.   Cr Crea eate ted d a c cus usto tom m desi design gned ed Men Mento tor r Prog Progra ram m duri during ng hig high h grow growth th-s -sta tage ge of of Sa Sabe ber r Soft Softw w are. Consequently, implementation of program increased leadership pipeline, impr oved employee engagement and trained managers on becoming more effective leaders . Mentees also created sub-mentoring organization specifically coaching others t owards their PMP certification. Your Your H Hir ire e Auth Author orit ity, y, Por Portl tlan and, d, Ore Orego gon n 1995 1995 t to o 20 2006 06 (An HR consulting company focused on creating position benchmarks, conducting ca ndidate testing/interviews, sales/communications training/coaching, and general HR consulting for clients ranging from emerging to large companies) VP and Head Consultant – Charged with creating position benchmarks for a national so ftware company, including administering candidate pre-employment testing, writin g position descriptions, and coaching executives on leadership development. Clie

 

nt experienced 11% top line revenue growth in a declining market, experienced de creased turnover, and improved customer satisfaction. Company was recognized as one of the best places to work 2 consecutive years.   Cr Crea eate ted d po posi siti tion on ben bench chma mark rks, s, adm admin inis iste tere red d cand candid idat ate e prepre-em empl ploy oyme ment nt t tes esti ting ng and and c hanged hiring profiles for key positions for high-profile employer. Worked close ly with recruiting staff to ensure correct candidate selection. Implemented chan ges, decreased turnover, higher employee engagement, and improved customer satis faction.   Au Auth thor ored ed m mor ore e than than 3 30 0 ta tale lent nt man manag agem emen ent t and and ta tale lent nt acq acqui uisi siti tion on art artic icle les s and and sp spec ec ial features for Inc.com and FastCompany.com, providing concise guidance on perf ormance management, best hiring, and benchmarking practices for start-up and hig h growth companies. R&B Real Realty/ ty/Oak Oakwoo wood d Cor Corpor porate ate H Hous ousing ing, , Los Angele Angeles, s, Ca Calif liforn ornia ia 1987 1987 to 19 1995 95 (A $400 million, 3,000 employee provider of temporary furnished and serviced apa rtments across the globe with nearly 4,000 locations throughout North America, E urope, and Asia) National Human Resources Manager – Initially hired as recruiting manager and as a re sult of outstanding service promoted to Senior HR role within 2 years. Additiona lly, responsible for transforming recruitment programs that focused on selecting higher quality candidates and subsequent hires.   Cr Crea eate ted d co comp mpan anie ies s firs first t inte intern rnal al sea searc rch h func functi tion ons s and and fi fill lled ed all all m man anag agem emen ent t posi posi tions for new operating division without use of any advertising or search firm i nvolvement (over a 30 month period).   Tr Tran ansf sfor orme med d hi hiri ring ng pra pract ctic ices es in in ke key y ho hosp spit ital alit ityy-re rela late ted d mana manage geme ment nt cat categ egor ory y that that decreased turnover from 40% to under 10% in less than 24 months.  ________________________________________   ________________________________________  Education/Certification Education/Certificatio n & Professional Development MS, Business Management (emphasis on Organizational Behavior), University of LaV erne, LaVerne, California BA, German, University of Central Missouri, Warrensburg, Missouri Certified Professional Behavior and Values Analyst Recent Seminars M&A Today - More Speed, Risk, and HR Involvement Best Practices in Global Training Programs Improve Your Bottom Line – Make Every Hire Count Achieving Maximum Employee Engagement How the ‘Most Admired for HR' Foster and Leverage Engagement 2010 Benefits Compliance Year at a Glance