Gregg Roberts, Sphr, Shrm-Scp Email & Phone Number

Kansas City, Mo, Us

Workforce Oversight: Provide strategic direction for a diverse, multi-location workforce across 38 payroll states, overseeing manufacturing, distribution, sales, and retail operations.HR Department Leadership: Lead five key HR departments, including Recruiting & Hiring, Benefits Administration, Employee & Management Learning & Development, and Rewards & Recognition, ensuring alignment with corporate goals.Acquisition Expertise: Actively contributed as a senior leader in nine business acquisitions, driving successful integration across labor relations, safety protocols, training programs, and compliance with federal and state laws.Comprehensive Benefits Management: Manage all aspects of employee benefit programs and contracts, including self-funded medical plans, dental, life insurance, AD&D, STD, LTD, LTC, EAP, 401(k), profit-sharing, pension plans, and more.Financial Oversight: Oversee HR, benefits, and liability coverage financials, ensuring accurate reporting and budget management.Labor Relations and Negotiations: Lead collective bargaining negotiations, manage arbitration and mediation processes, and address labor disputes with a focus on resolving issues efficiently and equitably.Mergers & Acquisitions Integration: Direct workforce and liability calculations during mergers and acquisitions, ensuring smooth transitions and compliance with regulatory requirements.Compliance Leadership: Serve as Corporate Affirmative Action & Equal Opportunity Officer, ensuring adherence to affirmative action plans and anti-discrimination policies.Fraud Investigation & Legal Action: Act as Corporate Fraud Officer, leading investigations into workplace fraud, coordinating legal actions, and ensuring compliance with corporate governance standards.

Enhanced Internal Communication: Designed and launched a comprehensive HR intranet, streamlining communication across departments and reducing employee queries by 23%.Pension Plan Transition: Developed and executed a strategic plan to freeze the existing pension plan, successfully transitioning employees to a new discretionary contribution structure.Vendor & Compensation Strategy: Managed vendor contract negotiations and restructured compensation programs to align with industry standards, improving cost efficiency and employee satisfaction.Performance Management System: Created and implemented a robust job description and performance evaluation framework, accompanied by targeted management training to enhance team performance and career development.Strategic Alignment with Leadership: Worked closely with senior leadership to ensure HR strategies, particularly in hiring and retention, were aligned with broader company objectives and market trends.Department Budget Management: Designed and implemented a comprehensive departmental budget plan, ensuring effective resource allocation and optimal workflow throughout the fiscal year.Leadership Talent Acquisition: Developed and introduced a structured interview model, improving the selection process for key leadership positions and enhancing the quality of new hires.

Benefits Budget & Financial Oversight: Led the preparation and management of the benefit program budget, ensuring comprehensive review, audit, and timely payment processing to maintain fiscal responsibility and program integrity.Vendor Performance Management: Developed and implemented a benefit vendor scorecard to monitor performance, track service quality, and optimize vendor relationships, ensuring competitive compensation and service levels.Strategic Benefits Advisory: Advised executive leadership on emerging benefits trends, presenting tailored options for plan enhancements that align with workforce needs and company objectives.Cost-Control Communication Strategy: Designed and executed a communication strategy to drive employee consumerism in benefits utilization, resulting in an 18% reduction in overall benefit costs without sacrificing plan quality.Compliance & Regulatory Oversight: Ensured compliance with legal requirements and state-mandated benefits programs across 38 states, mitigating risk and ensuring adherence to regulatory standards.Employee-Centric Benefits Design: Created and tailored benefits programs based on employee feedback, strategically aligning them with organizational goals to improve workforce retention and attract top talent.Satisfaction-Driven Plan Improvements: Conducted regular employee satisfaction surveys, using feedback to implement cost-neutral improvements to benefit plan designs that enhanced employee engagement and satisfaction.Total Compensation Communication: Launched a comprehensive total compensation communication program, featuring personalized benefits summaries to enhance employee understanding and appreciation of their full compensation package.

Partnership Coordination for Workforce Development: Conven state, regional, and local partners to strengthen the capacity and performance of the workforce development system, fostering collaboration and alignment across all levels.Economic Growth through Workforce Alignment: Advance economic growth by aligning and promoting employment, training, and education programs to ensure workforce development initiatives meet the evolving demands of the labor market.Public and Private Sector Collaboration: Work closely with both public and private stakeholders to achieve strategic workforce goals, ensuring a coordinated approach to meeting employment and training needs.Workforce Policy Development and Implementation: Establish and implement comprehensive workforce policies for the state’s workforce programs and regions, guiding operational practices and ensuring alignment with state and federal goals.Job-Driven Workforce System Creation: Guide efforts to build an enhanced, job-driven workforce system, with a focus on education and career preparation to better equip individuals for long-term employment success.

WIOA Regional Funding Administration: Manage the allocation and oversight of regional Workforce Innovation and Opportunity Act (WIOA) funding, ensuring effective distribution and compliance with federal and state regulations to support workforce development initiatives.Funding Utilization for Economic Growth: Direct the strategic use of federal, state, and local funds to implement workforce development programs, driving economic growth and enhancing job readiness across key sectors.Labor Market Needs Assessment & One-Stop Career Centers: Utilize in-depth assessments of local job market needs, optimize resource utilization, and monitor the operation of One-Stop Career Centers to provide integrated workforce services and support.Access to Employment, Education, and Training Services: Provide access to a wide range of employment, education, training, and support services, ensuring alignment with labor market demands and advancing workforce development goals.Employer-Worker Matchmaking: Coordinate efforts to connect employers with a skilled workforce, helping businesses meet talent needs and remain competitive in the global economy.

St Joseph, Missouri, United States

St Joseph, Missouri, United States

Irving, Texas, United States

Ms, Quality Systems Management (Qsm)

Bs, Human Resources

General Studies

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