Glen Christopherson Email & Phone Number

180 North University Ave 6Th Floor Provo, Utah 84601 Usa

Responsible for organizational development, recruitment, staffing, employment law, performance management, employee relations, compensation, and benefits. Ensure the effective execution of Human Resources in accordance with Questel's policies and practices. Guarantee compliance with labor laws, regulations, and administrative rulings of governmental organizations and other regulatory and advisory authorities. Responsible for strategic human resource planning in order to provide the organization with the best talent available and to position the organization as the employer of choice, by being aware of policies, practices and trends within the Information Technology & Services industry. Provide strategic guidance to the management and employees in support of the company’s goals and in driving an environment of achievement, accountability, and collaboration.

180 North University Ave 6Th Floor Provo, Utah 84601 Usa

Olympia, Wa

Focused on strategic vision, innovation and operational excellence, while providing leading-edge HR programs and services for highly diverse, cross-functional employees. Served as the principal HR executive for the organization. Pioneered and directed HR strategies, programs, and operations in order to engage employees, empower leaders, and turn around under-performing teams and organizations.Efficiently and expertly navigated the challenges of a decentralized HR organization. Developed leading-edge systems and solutions and worked diligently to build a high-performing workforce across 148 agencies, boards, and commissions, six universities, and 34 colleges.✔ Built a new HR governance structure and established teams across key areas of HR operations: Recruitment, Retention, Employee Engagement, Development, Diversity, and others.✔ Created economies-of-scale by implementing strategic roadmaps, best practices, and state-of-the-art systems to propel the enterprise to the next level of performance.✔ Introduced LEAN principles to eliminate inefficiencies and cut costs.✔ Led the process of consolidating numerous time and attendance systems into a single, unified solution for accurate, efficient time tracking with advanced functionality for gathering analytics and forecasting workforce demands. ✔ Developed a two-year compensation structure and negotiated collective bargaining agreements with 45 unions. ✔ Updated compensation structure to attract and retain top-tier candidates in all industries: healthcare, technology, finance, manufacturing, engineering, administration, and education.✔ Designed, developed, and delivered a management toolbox, which aided managers to motivate, train, and coach their teams.

Olympia, Wa

Provided senior-level leadership for strategic HR planning, policy/program development, HR services, and operations for the Department of Social and Health Services. DSHS is a large organization with employees at two mental health hospitals, multiple residential institutions for developmentally disabled residents, and other critical services, including child and adult protective services.Introduced effective HR programs to develop or improve talent management: recruitment, development and retention, compensation, employee relations, labor relations, employee engagement, training, and conflict resolution. Mentored, coached, and mobilized employees and leaders for superior performance and morale and oversaw HRIS technologies.✔ Created and implemented the talent management model. This comprehensive solution drives the recruitment, development, and retention of top candidates in technology, medicine, finance, and other fields.✔ Implemented HR analytics to support strategic planning and decision making, which enabled the department to develop and retain a dynamic workforce.✔ Responded to financial changes and organizational pressures that arose due to the United States' financial crisis and subsequent recession. Managed a major organizational restructuring effort that eliminated 3,800 positions and two layers of management, which ensured departmental efficiency and productivity, despite the significant reduction in force.

Olympia, Wa

During this time period, I served in several key roles that required a strong balance of strategic and hands-on management abilities. Began my career with the State of Washington as a Human Resources Manager for the Department of Labor and Industries and advanced to Labor Relations Manager in 2004. After two years, I transferred to the Office of Financial Management in the Labor Relations Office to serve as Labor Negotiator.All of these positions broadened my knowledge of and expertise in HR management, administration, and operations. Performed extensive research into labor relations laws, trends, and best practices, and negotiated complex contracts and agreements.My standout contributions in these roles led to promotions to the senior HR leadership level.✔ Served as trusted advisor to senior leaders and decision makers, including the Director of Labor Relations, the Director of Office of Financial Management, and the Governor.✔ Partnered with executive leaders in developing policies that established consistency and promoted efficiency throughout the operation.

Salt Lake City, Ut And Greater Seattle, Wa Area

Initially hired as a Human Resources Manager and earned two promotions in recognition of my performance and contributions as an HR leader and problem solver. Guided HR operations and implemented strategic plans to advance the vision and goals of this Marriott subsidiary. Responsibilities included directing programs and processes for the Western Region, including 21 airports. Oversaw benefits, compensation, employee development, performance management, and training programs. Participated in grievances, arbitrations, and contract negotiations. Managed legal affairs and compliance matters in the U.S. and Canada.✔ Drove profitability and efficiency for the company by aligning HR operations with the strategy of the international organization.✔ Achieved organizational goals and objectives, and ensured full compliance with employee/labor relations requirements in the U.S. and Canada.✔ Implemented a reduction in force (RIF) throughout the western region, which raised productivity and gross revenue by $10 per-labor-hour.✔ Eliminated costly orientation programs by introducing computer-based training and orientation for new hires.

Greater Salt Lake City Area

Built the foundation for a successful career in HR leadership during my early positions with SOS Staffing Services (now Elwood Staffing). Hired, trained, and supervised personnel, managed payroll, benefits, and compensation administration. Ensured compliance with federal and state employment regulations for 43 branch offices in seven states.Originally hired as an Office Manager and advanced to Corporate Payroll Manager in 1992.