Mark Dunlap's Location
Dallas-Fort Worth Metroplex, United States, United States
Mark Dunlap's Contact Details
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About Mark Dunlap
A seasoned, high performing Human Resources executive with broad experience driving results for customers, employees and shareholders in several different industries. In concert with proven leadership attributes, qualifications include strong leadership experience, in-depth knowledge of associate engagement and talent management strategies, and a track record of assembling and leading effective and diverse teams to drive business results. Core competencies include: Change Management, Strategic and Tactical Planning, Process Improvement, Employee Engagement, Talent and Team Building, Employee Relations, Leadership Coaching, Business Partnerships, Labor Relations, Succession Planning, Negotiating, Performance Management
Mark Dunlap Work Experience Details
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Vice President Human ResourcesSeko Logistics Sep 2021 - PresentSchaumburg, Il, UsResponsible for leading all Human Resource strategy and execution for NORTAM, with indirect global responsibilities. Lead a team of up to 8 human resource professionals and administrators in support of 700+ employees. -
Human Resources Head, Americas Region Us And MexicoCeva Logistics May 2016 - Sep 2021Marseille, Provence-Alpes-Cote D'Azur, FrAct as a strategic business partner to 5 VPs/SVPs across the US and Mexico with over $2B in gross revenue. Lead a team of 31 human resource professionals and administrators in support of 5000 employees. • Developed and implemented Talent Maturity Model to build bench strength, solidify focused development plans on high performers/high potentials, and form the basis for strategic recruiting• Developed and implemented extensive Engagement Strategy to increase retention, resulting in a 15% reduction in voluntary turnover YoY• Introduced HR KPIs, coaching the HR team to refocus efforts on value added initiatives for the region• Designed and implemented extensive Union Vulnerability Assessment to gauge exposure to organizing activity• Drove culture change in HR into one of proactive business partnership • Through cross-regional best practice sharing and projects, helped to create “One” cluster HR team focused on common organizational goals -
Director, Human Resources & Change ManagementFiserv Credit Union Solutions Sep 2014 - May 2017Moorpark, Ca, Us-Created and implemented change management plan to transform Credit Union Solutions from a segmented business model to a matrixed COE model-Created and implemented robust communication plan to support business transformation activities to meet engagement goals-Created "Change Champion" initiative in which hand selected associates from CUS are intimately involved in the change activites at all levels of the organization-Leading evolution of Product Management organization in CUS to drive role clarity, redefined expectations, organizational alignment, and improved skills/competency -
Vice President, Human ResourcesTransamerica Aug 2012 - Sep 2014Baltimore, Maryland, UsLead a team of 63 HR Professionals in the US and Canada in support of the Life and Protection Division of Transamerica.• Created a three year strategic plan to drive business objectives, as well as annual initiatives that support plan while integrating stakeholders• Increasing leadership bench strength through continued expansion of Talent Assessment and Succession planning throughout the L&P division• Implementing Lean Six Sigma throughout the Human Resources team• Reorganized HR to better support the business; implemented Shared Services group to supply Compensation, Recruiting and HRIS services, leading to vastly improved strategic partnerships• Eliminated $400K in HR labor costs, optimized other expenditures to better drive our value statement -
Vice President, Human ResourcesTransamerica Apr 2011 - Aug 2012Baltimore, Maryland, UsDirect a team of thirty-seven (37) HR professionals in the US and Canada in support of the Operations segment of the Life and Protection Division.• Direct a team of thirty-seven (37) HR professionals in the US and Canada• Lead consolidation of HR policies and practices from six different platforms into one, resulting in lower legal risk and higher employee satisfaction • Drive culture change in HR into one of proactive business partnership• Implement Talent Assessment and Succession planning in the Operations organization• Improve Goal Setting and tracking throughout Operations, clarifying expectations and challenging employees• Create and implement “Navigating Operational Excellence” program to help leaders deal with change• Lead creation of divisional mentoring program and web based recognition program (STARS)
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Director, Human Resource OperationsTransamerica Jul 2008 - Apr 2011Baltimore, Maryland, UsSupported ADMS division covering the US and Canada, with earnings totaling over $300M and over 1,500 employees.• Direct a team of twenty-five (25) HR professionals in the US and Canada• Reorganized the HR function from a site based org to a business partner based org, significantly improving partner satisfaction• Develop and implement KPI metrics for selected strategic initiatives, tracked and posted results. -Created Career Pathing tool in enhance personal growth and development, along with web based toolkit -Created and implemented Leadership 101 and Pathways to Success training programs -Reduced Time to Fill by 24% over two (2) years -Increased new employee satisfaction -Converted turnover % to $ cost, generating focus by both HR and Contact Center•Introduce Lean Six Sigma concepts and tools to the HR team, leveraging knowledge to achieve $35K reduction in costs in 2010 due to efficiency increases•Develop a talent database to manage succession and track hi potential retention•Redesign and implement compensation structure overhaul, achieving consistency within ADMS and improving market benchmarking•Conduct Union Avoidance training for ADMS leaders and managers
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Director, Human ResourcesArchon Group Aug 2005 - Jul 2008Irving, Tx, UsReport to Chief Operating Officer and VP of Operations for the Hospitality division, and the Sr. Director Human Resources for Archon Group. Supervise five (5) regional Human Resources Managers, oversee up to twenty-seven (27) hotels nationwide and representing over 2,000 employees and revenues totaling over $133M.• Implement company wide strategic plan to reduce turnover, resulting in a decrease of 44% in two (2) years• Execute due diligence on successful acquisitions and integration of hotels• Improve performance management to change from an entitlement culture to a merit based environment• Design and drive succession plans, recommend and implement enhanced organizational structures• Construct and deliver numerous service training programs to drive service scores up to and beyond brand standards• Control labor costs through planning and application of market data, thereby ensuring competitiveness with the market• Serve as the primary labor relations contact, training and advising senior managers in retaining management represented status and allowing the company to successfully re-open a formally unionized hotel without union representation• Build and direct a college recruiting program, improving hires from targets schools by 200%• Drive action planning and communication around the company’s employee attitude survey, increasing scores every year• Create human resource intranet site to improve efficiency and better respond to business partner needs -
Vp Field Human ResourcesSafety Kleen 2003 - 2005Richardson, Tx, UsReport to Executive Vice President of Operations, Executive Vice President Sales and Marketing, and Sr. Vice President Human Resources, directing the human resources support for Sales & Service and Operations. Company had revenues totaling over $900M and over 4000 employees.• Supervise four (4) Sr. Human Resource Directors and staff for a total of fifteen (15) HR professionals• Implement and drive efforts to improve human capital efficiency, resulting in a reduction in voluntary turnover of 10%, improvement in time to fill by 25%, a decrease in “hiring misses” of 15%, and a reduction in labor cost of $2.4M (annualized)• Provide extensive and expert consultancy in the development of a wide variety of performance improvement efforts, resulting in elevating accountability, raising the performance of the average employee, and improved hiring practices -
Regional Human Resources ManagerGeneral Electric 2001 - 2003Boston, Ma, UsSupport engineering and two manufacturing/assembly plants with revenue totaling over $125M in annual sales and over 500 employees. -
Various Human ResourcesUnited Technologies Jul 1992 - Apr 2001Farmington, Ct, UsMost recent position, support two sales areas totaling over $40M in annual sales and two represented manufacturing facilities with total sales of over $75M. Over 650 total employees. -
Hr ManagerUt Automotive 1992 - 1997
Mark Dunlap Skills
Talent Management
Performance Management
Succession Planning
Human Resources
Employee Engagement
Leadership
Team Building
Employee Relations
Employee Benefits
Organizational Design
Change Management
Onboarding
Leadership Development
Deferred Compensation
College Recruiting
Personnel Management
Employment Law
Labor Relations
Organizational Development
Mergers
Human Capital Analytics
Mark Dunlap Education Details
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Michigan State UniversityLabor And Industrial Relations -
University Of Texas At TylerMasters In Business Administration
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Michigan State UniversityBusiness
Frequently Asked Questions about Mark Dunlap
What company does Mark Dunlap work for?
Mark Dunlap works for Seko Logistics
What is Mark Dunlap's role at the current company?
Mark Dunlap's current role is Vice President, Human Resources.
What is Mark Dunlap's email address?
Mark Dunlap's email address is ma****@****ics.com
What is Mark Dunlap's direct phone number?
Mark Dunlap's direct phone number is +180553*****
What schools did Mark Dunlap attend?
Mark Dunlap attended Michigan State University, University Of Texas At Tyler, Michigan State University.
What skills is Mark Dunlap known for?
Mark Dunlap has skills like Talent Management, Performance Management, Succession Planning, Human Resources, Employee Engagement, Leadership, Team Building, Employee Relations, Employee Benefits, Organizational Design, Change Management, Onboarding.
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