Jesse Kook, Mba, Sphr, Shrm-Scp Email & Phone Number

New Brighton, MN, US

Lead the Human Resources function for a financial services organization.

Treasurer

Minong, WI, US

• Planned and led all HR initiatives for the SG&A functions of the organization for North America (including Canada) and Latin America, partnering with the executive team leaders of each function to provide.
• Created an organizational design process to ensure proper succession planning and establish career development paths for employees.
• Developed a sales certification program for all sales staff to ensure proper skills and competencies were developed.
• Structured and implemented a reporting and tracking process integral in the organization’s ability to respond to COVID-19 affects on operations.
• Partnered with total rewards team to create a compensation structure to consistently align across functions.

30 Offices, Globally, US

• Developed the talent strategy and HR function from scratch for the entire business ecosystem, delivering several firsts for the organization vastly improving engagement, performance, recruitment, leadership.
• Created, implemented and managed a talent development model that facilitates and communicates objective assessment and employee development
• Supported 100% company growth within two years, including mergers and acquisitions and increasing hiring activity in 12 months, after establishing an HR service model
• Implemented first-ever firm-wide onboarding program and talent acquisition strategy, providing consistent messaging and training delivery to new hires
• Designed a decentralized talent acquisition process reducing candidate evaluation/selection time
• Implemented the first structured emerging leader’s development program, facilitating transition and succession planning for key leadership positions within the company

Oakdale, MN, US

• Guided all talent management efforts including establishing a talent management strategy, new programs, internal and external recruiting efforts, interviewing, developing compensation and benefit analysis and programs.
• Developed and implemented a performance management system that effectively aligned individual focus with company goals, delivering a 10% reduction in operating expenses and first year 50% increase in EBITDA
• Directed the HR cyclical process including talent acquisition, employee relations, organizational development, leadership development, safety and compliance
• Designed and integrated a multi-rater feedback process to identify high potential employees for key positions, improving communication and operational efficiency
• Reduced turnover by 50% in nine months and cut hiring costs by 70% in less than a year after implementing a recruiting strategy and technology; dramatic positive results led to promotion in less than one year
• Reduced EEOC claim costs by 75% and mitigated future cost and risk after partnering with legal counsel to consolidate all policies into a single employee handbook and implementing a first-ever training program that.

Arlington, Virginia, US

• Served in multiple leadership positions that included training and leading 100+ soldiers into combat. Earned recognition as the “Best Executive Officer” among five in the unit.
• Served in Iraq providing unit leaders with daily Intelligence
• Turned around a non-functioning intelligence team by focusing on team member development
• Selected ahead of peers to serve in the most complex intelligence position in the organization
• Partnered with team leadership and led the development of a completely new training plan for a platoon integrated into a new organizational structure within the Army; training led to achieving the best training score.

Kalamazoo, MI, US

• Turned around a struggling franchise-based dealership from unprofitable to highly profitable, pushing it into the top three performing dealers out of the nine owned by the auto group and the Top 25 in the nation - for.
• Responsible for a staff of 40 and $10M in annual revenue, and all operations including human resource functions, and aligning business needs with talent to facilitate long-term strategic objectives and sales goals
• Created and implemented daily operating procedures, talent management, and development programs, driving dealership into the top three in sales out of nine dealerships
• Established a new sales process that led to being named the top dealership in the region
• Increased profitability by 5% in one year after implementing an improved underwriting procedure
• Reviewed financial statements and developed quarterly plans to maintain P&L targets, ensuring operations were in the parameters of the budget

Master Of Business Administration - Mba, Human Resources Management

Bachelor Of Arts - Ba, Political Science, Military Science