Dave Skooglund Email & Phone Number

Dallas-Fort Worth Metroplex

Works with the executive team to set the strategic direction of Human Resources. Lead and manage all functional areas of HR. Develop the HR team.

Plano, Tx

Leads all HR operations and HR staff. Plans and implements the strategic direction of the HR function.• Led a complete transformation of the HR function during a period of rapid growth.• Lead and develop the HR staff by utilizing a “servant” leadership style. • Partners with senior leadership by tailoring HR actions to the needs of the business. Coaches on HR best practices and established HR as a “trusted advisor”.• Oversaw a 100% growth in the employee population with continuing plans to grow the population by another 50%. Adjusted recruiting strategies to meet the changing demands of the job market. Hired key members of the leadership team. • Sets the benefits strategy of the company. Conducted a full review of benefits plan competitiveness by partnering with Mercer’s brokerage and consulting services. This resulted in a dramatic improvement of benefits offerings with a net-neutral cost. Manages an expat health plan. • Implemented the company’s first 401(k) plan after reviewing vendors, plan design options, and costs. Led the implementation of the plan which included employee education. • Identifies company training needs and pushes out new learning and development initiatives. Directed the internal trainer in the implementation of a new learning management system. • Conducted a needs assessment and financial review of HR systems. As a result, implemented a new HR system (HR, payroll, ATS, onboarding, benefits, performance, and PTO modules). This moved the company to paperless HR systems and processes. Oversees ongoing management. • Directs the overall compensation philosophy of the company. Selects and utilizes salary benchmarking tools. • Applied new performance management systems for the sales and corporate divisions. • Designed and implemented a new career pathing model for the sales organization. • Rolled out new policies and an employee handbook. • Identify and manage all areas of HR risk.

Frisco, Tx

Provided support and solutions for a group of Comprehensive Services clients. • Understood client’s business and HR environment to tailor products and services to meet their needs. • Maintained a client retention rate of over 95%. • Worked closely with the Project Management team to successfully implement over 20 new clients.• Partnered with the sales team on product solutioning for new client prospects• Ensured that the client utilized all products and services and continuously updated the client on product enhancements and changes.• Consulted and advised clients on best practices and compliance. • Worked with the ADP service team to ensure clients day-to-day needs were met.

Dallas/Fort Worth Area

Led the HR team in the management of the HR function in the U.S.• Oversaw and managed health and welfare benefits programs in the U.S. Obtain CEO approval of recommended yearly plan design strategy changes. Managed the yearly open enrollment process and ongoing benefits administration. Implemented an on-line and automated benefits enrollment system to streamline processes.• Managed a health plan for 80 key executives across all Global operating units.• Led the integration of a new company acquisition which resulted in doubling the U.S. employee population. Partnered with ECOM executives in finalizing the employment agreement with the new CEO. Oversaw key integration activities with the new CEO including integration of payroll, benefits, workers comp, and 401(k). Recruited and on-boarded a new HR staff for the acquired company.• Moved the laborer population of warehouse operations to a staffing firm model saving the company approximately $150,000 per year.• Managed two 401(k) plans including plan document compliance, overseeing audits, managing non-discrimination testing, ensuring accurate and timely deferrals/matching, and 5500 form completion. Made fund and plan changes as a result of retirement committee decisions. • Managed the payroll function for union and non-union populations. This includes monthly, semi-monthly, biweekly, and weekly payrolls.• Ensured compliance in the areas of ACA, health and welfare programs, payroll, 401(k), 5500 filings, EEO-1 report, and general HR practices.• Oversaw recruiting enhancements including the use of new pre-employment assessments, a reference checking tool, performance-based profiles, and implementing a new ATS. Recruited over 60 students into the company’s intern program.• Managed immigration and mobility including H-1B, B-1, J-1, F-1, TN, and L-1 visas, as well as managing permanent resident status filings.

Managed the HR function for nine practice areas in the U.S. and Europe.• Led and managed the semi-annual Talent Management process. • Developed a career pathing framework for the Service Delivery group. Conducted a nine-box assessment with Partners for their groups. • Worked closely with Partners to identify long-term staffing needs. • Managed and resolved complex employee relations problems.

Oversaw all facets of HR and updated outdated HR processes to support the company. • Worked with the General Manager and the management team to identify needed enhancements to the HR function. Gained approval of findings/recommendations from the CEO of the holding company. • Migrated the company from a PEO to an ASO platform. This resulted in cost-savings, increased automation, and efficiency around all functions of HR.• Moved benefit plans from a PEO to a “stand-alone” platform including choosing a benefits broker, benefits carriers, and benefits plans. Oversaw benefits administration.• Improved the recruiting processes by adding a careers website, implementing a new assessment tool, introducing new recruitment sources, and overhauling the interviewing process.• Managed the biweekly payroll.

Led the HR function for the Business Process Outsourcing (BPO) service line in North America. Implemented Global HR programs and practices in North America including Organization Development, Talent Management, Succession Planning, Performance Management, Compensation, and Staffing. • Implemented a new talent management/succession planning program. • Partnered with executives to identify high-potential employees. Created development/career plans for these employees and developed succession plans for key positions. • Developed and rolled-out a competency model resulting in new career paths and job grade reclassifications. Worked with executives to manage employee career progression for their groups using this model. • Managed and oversaw the performance management system. This included Q1 performance goal planning, mid-year performance reviews, and year-end performance reviews. Directed the process of calibrating performance ratings for over 500 employees with the managers and executives. • Led restructuring efforts resulting in cost savings and higher utilization of offshore locations. • Managed the compensation budget for a payroll of over 50 million. Successfully integrated a performance based reward system to more effectively utilize yearly merit pay budget.

Hired into a newly created position in a business partner role to the newsroom. Established relationships with key newsroom leaders and created new HR infrastructure. • Introduced a new performance management system. Trained managers and employees on performance management best practices. This created a more disciplined approach to managing performance within the newsroom. • Was tasked by the CFO and Executive Editor to lead HR for Al Dia, The Dallas Morning News’ new Spanish language newspaper. Hired over 50 newsroom, sales, circulation, and finance employees in 5 months. Created the initial HR infrastructure for the new venture. • Implemented a new compensation system with the assistance of an outside vendor. Conducted market analysis, consolidated over 150 job titles to 50 job titles, and provided market adjustment pay raises to below market employees. Trained managers on how to leverage the system. • Initiated and implemented a company-wide on-line requisition approval system. This replaced a paper-based process and reduced approval time by over 200%.• Created a resume database for the newsroom. This enabled editors to manage external candidates for future hiring needs. • Worked with outside legal counsel to ensure that reporters were properly identified as exempt or non-exempt. Ensured that contractors/freelancers were managed appropriately to reduce risk.

B.A., Psychology

Activities and Societies: Phi Mu Alpha

Mba, Human Resources Concentration

Education record