Dennis Armstrong Email and Phone Number
McFarland, WI, US
Dennis Armstrong's Location
Greater Madison Area, United States, United States
Dennis Armstrong's Contact Details
Dennis Armstrong work email
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Dennis Armstrong personal email
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Dennis Armstrong phone numbers
About Dennis Armstrong
Innovative and strategic leader with over 20 years of human resources and organization development experience. Designed, developed and implemented highly effective talent management, organization development, and employee relations programs that attract, develop and retain top talent, improve business processes and drive results. Experience includes leading large scale organization and culture change initiatives in Fortune 500 companies that increased employee engagement. Successfully implemented executive on-boarding, performance evaluation, leadership development and succession planning programs including presentations to Board's of Directors. Significant experience in organization design and development of highly effective cross-functional teams. Led design and implementation of compensation programs designed to drive performance and ensured compliance with state and federal employment laws. Strong presentation and facilitation skills coupled with a sense of humor that encourages discussion and resolves conflict. Excellent team building skills including executive feedback and coaching. Evidence based leader that uses metrics to evaluate the effectiveness of HR processes and drive continuous improvement.Specialties: Expertise includes: HR strategy; culture change; change management; assessment and selection; leadership competencies; employee relations; on-boarding; performance management; leadership development; coaching; mentoring; diversity; retention programs; rewards; succession planning; team building; training; organization design and development; engagement surveys; 360 degree feedback; exit surveys; metrics; work force planning; downsizing; due dilligence; and global acquisitions and start-ups.
Dennis Armstrong's Current Company Details
Dennis Armstrong Work Experience Details
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Senior InstructorUniversity Of Wisconsin CpedMcfarland, Wi, Us
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Talent Transformation StrategistBlain'S Farm & Fleet (Blain Supply, Inc.) Oct 2024 - PresentJanesville, Wisconsin, UsDeveloping strategies to accelerate the development of talent for key roles at Blain Supply and Blain’s Farm & Fleet, a big box retailer located in the upper Midwest. Responsibilities include: the development of a process to identify and develop emerging leaders ready for director level and above positions; programs to develop leaders for Regional Store Managers, Store Managers and Assitant Store Managers; developing tools and training to build the knowledge, skills and competencies required to support salaried associate development designed to improve performance and retention.
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Chief Human Resources OfficerBlain'S Farm & Fleet (Blain Supply, Inc.) Jul 2016 - Oct 2024Janesville, Wisconsin, UsResponsible for Human Resources and Loss Prevention at Blain's Supply and Blain's Farm and Fleet, a farm channel retailer with 42 stores in the mid-west and over 4,000 assocites. Creating a high performance culture through effective talent management, associate development and engagement that drives and outstanding customer experience and company growth. Also responsible for loss prevention. Blain’s has been recognized in 2018 and 2019 by Forbes as one of America’s Best Mid-Sized Employers and one of the top 10 employers in Wisconsin. Blain’s was also recognized by Forbes as a best mid-sized employer in Illinois in 2019.
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PresidentPeople And Organization Growth Partners, Llc. Jan 2010 - PresentConsulting that delivers high impact, pragmatic HR solutions to grow talent and organizations. Specialty areas include human resources strategy, talent management, assessment and selection systems, performance calibration and evaluation, succession planning, organization development, change management, organization and engagement surveys, team building and executive coaching. Worked with fast growing companies like Green Mountain Coffee Roasters. Completes an assessment of the HR function at Akron Children's Hospital to identify strengths, opportunities for improvement and provide a proposed action plan to improve effectiveness and support attraction, development and retention of the talent required to provide the best care for children.
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Chief Human Resources OfficerVitamix Sep 2011 - Dec 2015Olmsted Falls, Oh, UsResponsible for global HR, Talent and Culture and Real Estate and Facilities for the Vitamix Corporation a manufacturer and retailer of premium blenders for the household and commercial markets in the U.S. and over 80 international countries. Built HR team of 20 and developed the HR strategy that supported the business strategy helped double sales in two years. Implemented the HR staffing processes that enabled Vitamix to hire over 2000 people in three years to support the growth of the company, including implementation of talent acquisition systems, realistic job previews, on-boarding programs, learning maps and training programs designed to engage employees and reduce the time required to reach effective or higher levels of performance. Implemented highly effective HR systems including: performance calibration and evaluation; individual development and career planning; culture shaping and training programs for Vitamix University; and succession planning to attract, develop and retain talent for key positions during high growth. Improved Vitamix's ranking in Cleveland's Plain Dealer Top Workplaces Survey from 13th in small companies in 2011, to 6th place in large companies in 2013. Assessed and revised compensation programs to reduce costs in line with market and implemented a long term incentive program for senior leaders. Supported the Compensation Committee and made presentations to the Board of Directors. Developed HR policies and programs for US and International employees designed to improve workforce effectiveness and drive employee engagement. Reduced benefits costs 13% by redesigning programs and improving wellness education and programs. Received recognition from independent organizations for HR programs and systems including: Crain's Cleveland Archer Award for HR Team of the year in 2015 and HR Executive of the year award in 2014. -
Svp - Human ResourcesVictoria'S Secret Stores Jan 2008 - Oct 2009Columbus, Ohio, UsLed team of seventeen responsible for human resources strategy and service delivery for Victoria's Secret Stores channel including over 300 home office and 31,000 stores associates. Developed the HR strategies that supported the business strategy, focusing on the assessment, development and retention of top talent. Led development and implementation of talent management systems including performance evaluation, compensation, development, coaching and mentoring. Led executive team discussions on performance calibration and succession planning to drive alignment on top talent and creation of actionable development plans. Created dashboard of critical talent metrics including turnover, retention, staffing and exit survey results to assess effectiveness of HR programs and support workforce planning. Conducted reorganizations in key functions and led new leader on-boardings and cross-functional team meetings to clairfy roles, responsibilities and decision making authority. Led change management and talent retention plan for large scale SAP implementation which was on-time and on budget with no loss of top talent. Supported stores field re-organization that improved in-store customer experience and achieved $9 million wage rate cost reduction. Led executive team building sessions and provided feedback and coaching that improved the effectiveness of the top ledership team. Completed downsizing that reduced headcount by 15% and payroll by $16 million, by eliminating layers and increasing spans of control. Led brand engagement survey process that achieved a 96% response rate and supported action planning that resulted in year-over-year improvements of 10% - 15% in development support, commitment and intent to stay. -
Svp Talent Management & Organization EffectivenessLimited Brands May 2006 - Jan 2008Columbus, Oh, UsLed twenty one person team responsible for the design, development and implementation of talent management and organization effectiveness initiatives for the Limited Brands. Created enterprise talent management strategy and developed the HR programs to support the business strategy. Created integrated enterprise leadership development center and launched curriculum of 400 e-learning programs and over 30 modularized workshops that achieved 88% attendance rates with 94% satisfaction ratings, while reducing vendor costs by 15% to 50%. Developed and implemented simplifed processes for annual and mid-year performance reviews, development planning and succession planning; developed and participated in succession planning presentations to the Board of Director's. Launched first enterprise associate engagement survey with 30 items focused on key areas and achieved 96% response rate in first two years. Managed enterprise culture change initiative and conducted culture change workshops and executive team building sessions. Created functional learning center for merchandising, finance, marketing and other key areas; had over 800 participants with a 91% satisfaction rating. Created engaging, interactive executive on-boarding program that achieved 95%+ attendance ratings and 99% effectiveness ratings. Developed change managment, organization design, and role and decision making clarification training to support organization change inititaives. Created dashboard of HR metrics to assess effectiveness of HR programs and support workforce planning; identified and addressed causes of voluntary turnover in key functions. -
Vp - Enterprise IntegrationLimited Brands Nov 2002 - May 2006Columbus, Oh, UsResponsible for providing leadership, analysis, project management and change management support for the implementation of large scale, cross-organizational change projects and business integration initiatives (e.g. integration of functions from different brands into one centralized function; integration of portions of brands into a new business entity; etc.). Provided expertise on organization design, change management, and culture change. Conducted culture change workshops for brand and function business units to align culture in support of business strategy. Created change management plans to support business change initiatives including creation of a centralized Loss Prevention function, a centralized procurement function and creation of Beauty Avenues, a $1 billion production and sourcing business. Worked with the Chairman and Vice-Chairman to develop agendas and facilitate the monthly meetings of the Enterprise Executive Leadership Team (i.e. all CEO's, COO's and function leaders) and COO meetings. Designed and facilitated strategy alignment sessions for top leadership team meetings (over 250 VP's and above). Designed and facilitated senior leader strategy sessions for brand and funciton leaders including executive team building workshops. Provided change management training and support to function leaders in the business. Designed, developed and conducted brand, function and enterprise surveys on key issues, presented results and developed action plans to address issues. Led team building and strategy alignment session for COO that led to 20 - 60 point improvements in survey on effectiveness of leadership team. Designed and conducted brain storming sessions for senior leaders to support new product development and process improvement. Supported the development, implementation and communication of the of the enterprise business strategy.
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Vice-President Stores HrLimited Brands Apr 2002 - Nov 2002Columbus, Oh, UsResponsible for the design, development and implementation of common HR systems and approaches across all stores brands including: Victoria's Secret, Bath and Body Works, Express, Limited, Victoria's Secret Beauty, New York & Co., White Barn Candle. Introduced common stores succession planning process and performance evaluation process. Implemented pilot of centralized stores recruiting process and system. Created succession plan for key leaders and directed creation of development plans for high potential associates.
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Director Leadership And Organization DevelopmentLimited Brands May 1999 - Apr 2002Columbus, Oh, UsResponsible for supporting enterprise, brand and function leadership and organization development initiatives. Developed and implemented common enterprise leadership competencies, peformance evaluation process and 360 degree feedback process for CEO's and COO's that cascaded through the enterprise. Designed and implemented enterprise interview assessment process and conducted training for all HR managers and above to improve effectiveness of new hire selection. Designed and implemented enterprise exit survey process that identified root causes of voluntary turnover. Created pulse surveys to assess associate opinions on key issues. Identified team training program and delivered training to HR leaders and several brands and functions in order to improve cross-functional team effectiveness. Developed agendas and facilitated executive leadership strategy sessions and team building sessions for Victoria's Secret, Victoria's Secret Direct, Express and Limited Stores, that improved the effectiveness of brand leadership teams. Delivered diversity and facilitation training to associates in brands and functions.
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Director Of Organization EffectivenessUnited Airlines May 1996 - May 1999Chicago, Il, UsLed team of sixteen responsible for the design, development and implementation of selection systems, performance evaluation, succession planning, diversity and organization development. Directed development and implemented worldwide employee opinion survey distributed to over 100,000 employees worldwide in over 30 countries. Conducted enterprise succession planning process including presentation to Board of Directors. Led creation of leadership training and mentoring programs to support development of high potential talent. Led development of company diversity plan and presented annual results to Chairman and leadership team. Led design and management of eight employee task teams created to support employee engagement and address key issues following transition to an ESOP environment. Directed organization redesign efforts at key airport hubs that engaged employees in key process improvement efforts resulting in improved traffic flow at ticket counters and improved aircraft turn times. -
Manager Of Training - Customer ServiceUnited Airlines Jan 1993 - May 1996Chicago, Il, UsLed the design and development of field customer service training for all North America customer service employees at the ticket counters, gates and baggage service counters. Led the development of innovative and creative training programs for computer based, video and classroom training. Increased training quantity and quality for field delivery and recieved outstanding reviews from North American Airport Operations leader.
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Airport Executive Operations Training ProgramUnited Airlines Jun 1992 - Jan 1993Chicago, Il, UsParticipated in Training program to learn Airport Operations. Learned Operations at the check-in counters, gates, baggage service, ramp service. Led team of 16 customer service representatives supporting international departures. Supervised teams in all areas of airport operations. Learned manpower management and staffing to support operations and gate management.
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Manager - Human ResourcesUnited Airlines May 1989 - May 1992Chicago, Il, UsConducted due dilligence for acquisition of Pan Am's London Heathrow and Latin American airport and support operations. Led HR team for assessment, selection and placement of Pan Am employees in new airport organization during transition to United Airlines. Managed compliance with labor and employment laws and minimized successorship liabilities. Led HR team in acquisition and transition of Pam Am's Latin American route authorities. Managed assessment, selection, transition and on-boarding of new employees while minimizing successorship liabilities. Supported negotiations and due dilligence during serval take over attempts by external parties and pilots. Managed employee absence and recognition program.
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Intern Through ManagerUnited Airlines Jan 1984 - May 1989Chicago, Il, UsVarious positions from intern in HR planning to Manager of Selection Systems. Conducted job analyses; developed selection process for reservations sales representatives; directed development of selection processes for pilots and flight attendents; created assessments and process for reductions-in-force that resulted in effective decisions and minimized adverse employment litigation.
Dennis Armstrong Skills
Talent Management
Performance Management
Succession Planning
Organizational Development
Onboarding
Employee Engagement
Talent Acquisition
Leadership Development
Leadership
Training
Interviews
Employee Relations
Recruiting
Management
Human Resources
Strategy
Organizational Effectiveness
Change Management
Personnel Management
Workforce Planning
Organizational Design
Coaching
Executive Coaching
Career Development
Hr Consulting
Process Improvement
Team Building
Mergers And Acquisitions
Hris
Culture Change
Deferred Compensation
Sourcing
Program Management
Human Resources Information Systems
Business Process Improvement
Interviewing
Mergers
New Hire Orientations
360 Feedback
Training Delivery
Dennis Armstrong Education Details
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Old Dominion UniversityPsychology -
Illinois Institute Of TechnologyIndustrial & Organizational Psychology
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Illinois Institute Of TechnologyIndustrial & Organizational Psychology
Frequently Asked Questions about Dennis Armstrong
What company does Dennis Armstrong work for?
Dennis Armstrong works for University Of Wisconsin Cped
What is Dennis Armstrong's role at the current company?
Dennis Armstrong's current role is Senior Instructor.
What is Dennis Armstrong's email address?
Dennis Armstrong's email address is d-****@****.rr.com
What is Dennis Armstrong's direct phone number?
Dennis Armstrong's direct phone number is +160875*****
What schools did Dennis Armstrong attend?
Dennis Armstrong attended Old Dominion University, Illinois Institute Of Technology, Illinois Institute Of Technology.
What are some of Dennis Armstrong's interests?
Dennis Armstrong has interest in Sailing, Biking, Sking.
What skills is Dennis Armstrong known for?
Dennis Armstrong has skills like Talent Management, Performance Management, Succession Planning, Organizational Development, Onboarding, Employee Engagement, Talent Acquisition, Leadership Development, Leadership, Training, Interviews, Employee Relations.
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