Joe Barnard Email & Phone Number

Us

Elevated to Vice President to continue the building and establishment of HR excellence. Change agent focused on leadership, culture, and employee experience. Leading the people function for a $7 billion company with 6000+ employees and a 9-state footprint with 73 rooftops and multiple business entities in industries ranging from automotive sales, parts and service, lending, insurance, media and ranching. • Drove initiatives with a focus on selection and connection. Turnover fell from 51% year ending 2019 to perennial years of 25%. Industry standard has been 50% turnover for 100+ years. Female sales turnover dropped from 112% to 22% and overall to levels equal to overall pace.• Partnered with Business Operations to implement the Pro Tech initiative designed to attract and retain 4 roles of automotive technician. Gross profits have increased by 10% per year. • Oversee a $32mm self-funded healthcare budget; efficiently managing costs and behavior through creative design. • Constructed metrics and reporting to evaluate human capital by partnering with Business Operations leaders who are able to see and act on trends and data. • Created the Diversity, Inclusion and Belonging function and integrating it into a 90-year-old business for the first time. Promoted an employee under my long-term mentorship and sponsorship into the role of VP of DIB. • Oversight of the successful integration of 25+ acquisitions and start up projects.• Designed and implemented a leadership training program across the enterprise called STEP Up. This leadership program has resulted in enormous change and employee engagement scores 10 points higher than Qualtrics and Peakon national average.• Formation of an emerging leader program (GEL) focused on identifying, empowering and connecting emerging talent. This program allows a diverse group of people including non-traditional employees to develop and grow in confidence, knowledge and potential.

Us

Promoted to oversee the restructuring of the HR deliverable to the business. Focused on evolving company and culture to compete in a rapidly changing marketplace and modulating employee and customer base.• Completely reimagined the HR structure for the whole organization. “Simplimized” thehierarchy and elevated the expectations and deliverables to our internal customer. Thisrestructure saved the organization $2.3mm annually and is producing celebrated outcomes.• Oversaw, managed, and architected the implementation of Workday HCM, benefits, time tracking and absence systems. Completing the implementation several months ahead of schedule and $100k under budget.• Directed the designed and implementation of a new recruiting and onboarding program (RODE),reducing turnover in several key demographics by an average of 20% YOY.• Introduced and consulted leadership on the idea of Worker Opportunity Tax Credits (WOTC)resulting in anticipated tax credits of more than $300k per annum.• Architect scorecards, dashboards and metrics that allow leadership visibility into data pointspreviously not measured or misunderstood.• Drive and analyze the employee feedback cycle through reviews, exit interviews and employeepulse surveys to guide leaders while also securing the trust and engagement of employees.• Reimagined how we do Rx by securing contracts with partners to buy maintenance meds outside of traditional methods (saving thousands) and carved Rx away from carriers resulting in rebates of $225k quarterly.• Key member of the Covid-19 task force navigating FFCRA, CARES, PPP, and business strategy in adversity. Advise and consult C-suite and partner daily to survive and thrive the crisis. • Dramatically reduced legal exposure, unemployment and worker comp costs through our structuring for success process.

Us

Brought to Ken Garff as part of renaissance of the Human Resource function. Tasked with helpingour team become more transformational in addition to being transactional. Conducting the mission ofthe CEO and ownership to recruit, train and retain industry leading talent to help us re-imagine the way we do business.• Design the benefit offering each year to ensure employee value and engagement andsimultaneously drive correct behavior and usage of the plans both self-funded and fully insured.• Continual optimization of all our benefit and compensation offerings by evaluating cost andbenefit and measuring the pulse of our employees through measurement and focus groups. Wehave been able to hold increases under a 2% YOY average over the past decade.• Creating a consultative culture and relationship with regional management teams. Establishingourselves as competent and knowledgeable business partners.• Led a team to completely reimagine the new employee orientation presentation, reducing thetime impact by 25% and increasing engagement.• Introduced FMLA and LOA tools and process to reduce Agency liability and exposure.• Partnered with the CEO in the design of a new culture focus of treating people RIGHT.• Regularly train our most important leader (GM) in employee engagement and leadership development.

Enlisted by ownership to imagine and build systems, processes, and culture with a primary focus on the latter. Charged with reducing turnover and increasing engagement. Build and adhere to budgets while adapting to fluctuations in the commodities market. Elevate the level employee recruited to meet the mission of a world class experience in a services/hospitality-based, competitive market.• Reduced turnover trends by more than half during my tenure. Accomplished by surveying employees, job analysis, rewriting job descriptions and targeted recruiting of “ideal” candidates.• Built LMS from ground up increasing skill sets and knowledge base of employees and managers. Employee engagement increased as a result of the investment in their skill set. • Introduced 50 annual celebrations at minimal cost to change employee perceptions and increase engagement. Employee satisfaction scores and retention increased.• Automated and incorporated technology into multiple HR and Risk functions to increase efficiency and accuracy.• Authored and integrated safety program including manual, focused around 10 most critical risks.• Initiated comprehensive audit process for all systems under my purview.• Member of the Executive Team with a specific charge to focus on our people and to make a difference in their lives and those of our customers.

North Salt Lake, Utah, Us

Commissioned by IS initially to build and establish training programs including materials. Promoted shortly thereafter to concurrently head up the Human Resource and Training departments. Tasked with overseeing the complexities of compliance with ACA (Health Care Reform) and instituting complex Federal Affirmative Action Plan and EEO compliance. Developed top to bottom audit schedule and operational scorecard for processes and company uniformity. Tirelessly focused on principles of strong culture, disciplined execution, and balance sheet impact. • Created and successfully implemented comprehensive training program (SAIM) based on company core competencies to ensure that best practices are utilized across the organization. • Accountable for creation of video-based training series reinforcing vital concepts using Adobe Captivate.• Member of Senior Management Team, contributing to consecutive years of 20% growth.• Partnered with business segment leader to increase his unit profits up to 120% by modifying and instituting merit-based pay program.• Supported acquisitions and new client development.

Advised owners of several real estate firms and sales groups as a consultant to evaluate current sales and operations.Highlights• Responsible for guiding/restructuring of all training, business acquisition, and recruiting practices.• Coached executives and leaders in a multitude of settings and through difficult decisions and scenarios including acquisitions/mergers, reorganizations, and partnership issues.

Recruited by Eclipse Marketing (twice Inc. 500) Board of Directors to continue celebrated capacity for talent development and acquisition. Company-wide responsibilities for specialized product training and shared responsibility for development of sales training curriculum. Budget allocation including P&L application. Tasked with development of emergent leadership. Highlights• Presided over the highest revenue region for two years consecutively. • Developed training program resulting in 50% cost reduction, increased certification passing rates by nearly double and streamlined process time to 30% of prior program.• Recruited, coached, and developed 20 managers annually.• Organized and produced regular group training for up to 800 people.• Integral member of the Compensation Team charged with development of complex commission and bonus program.• Recruited and developed several “Top 20” salespeople each year.• Maintained customer retention levels far above company average.• Led the company in new salesperson retention. • Only leader in company history to increase sales month over month for 4 consecutive years.

Master'S Degree, Human Resources Development

Business Management, Business, Dental