Michael Dean Email & Phone Number

Fort Mill, Sc, Us

Fort Mill, South Carolina, United States

• Manage the overall HR function and provide HR leadership to business partners, talent management, employee relations, supporting the organization to ensure the proper execution of HR strategy including some budget planning.• Develop and implement HR strategy, policies, and best practices ensuring all policies and procedures are current and meet legal requirements.• Build talent strategy in partnership with stakeholders to cultivate a diverse leadership team and foster a collaborative team environment within the facility.• Work closely with the leadership team to provide coaching and continuous improvement across the business.• Analyze, evaluate, update incentive and compensation plans regularly to meet current business needs and retain workforce.• Provide guidance and oversight for EHS and participate in injury investigations, remediation's, OSHA requests/interviews, and continuously look for ways to reduce/minimize injuries.• Oversee, analyze, recommend improvements across the facility including security services, cafeteria, building structure, office space, etc.• Ensure legal reporting requirements are met annually (OSHA reporting, EEO-1, Workers Compensation class codes and reporting).• Participate in community events and employee engagement initiatives.• Prepare/approve all communications in collaboration with legal for messages throughout the facility including posters/signs, digital signage, emails, town hall meetings.• Drive Open Enrollment annually; analyze claims utilization and make recommendations regarding benefit platform.

Charlotte, North Carolina, United States

• Consistently analyze regional workforce data to create story boards, Excel spreadsheets, pivot tables, and data charts to provide insight to Human Resource business partners• Leads process improvement initiatives designed to improve payroll processing efficiency and accuracy, implementing best practices and improvement as necessary• Drive the development and execution of recruiting, retention, and employee professional development compensation initiatives to propel competitive business results • Collaborate with Human Resource partners to cultivate learning and development initiatives to coach, train, and mentor varying levels of Enterprise leadership• Incorporate a thorough resource development and sustainment plan which achieved 100% staffing goals and 95% retention for a new global “high tech” engineering, refurbish, and repair division• Manage the maintenance and execution of the talent system, including standardizing job descriptions, standards of performance and performance evaluation instruments in collaboration with the Human Capital team• Effectively utilize explicit and tacit knowledge to upgrade organizational design, maintain progressive employee engagement, and build strong business acumen• Work directly with Human Resource Management partners to build cohesive, experienced, multi-faceted teams capable of operating in a fast paced, ever-changing, complex global environment • Utilize workforce management tools such as Workday and Tableau to analyze employee data tr

York/Chester County, Sc

• Provided professional expertise and support in the design, development and implementation of the talent review and employee on-boarding lifecycle• Ensured timely and accurate preparation of all payroll operations and work closely with the Accounting Office to ensure that payroll actions are in conformance with employment and benefits practices as well as accounting procedures• Collaborated with Human Resource partners to design and implement a new “career ladder” incentive program for new hire, mid-level, and senior employees • Championed the Professional Development curriculum for First Line Leader, Mid-Level Management, and Executive Management for the South Carolina Criminal Justice Academy• Created the policies, training requirements, and best practice procedure for specialized high risk units and established an oversight committee to govern policy gap updates• Orchestrated the development and implementation of a “new hire” learning and development program which increased the trainees first time competition rate from the South Carolina Criminal Justice Academy by 98%• Maintained effective incentive programs for workforce retention, promotion and succession planning• Developed and implemented creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates• Established an agency awards, decorations, and accommodations committee to foster a climate of equal and impartial reward and praise for employees going above and beyond their mandated duties

Various

• Consistently selected, interviewed, and recruited entry level military personnel for various career fields • Coached, trained, and mentored subordinate Non-Commissioned Officers on leadership techniques, organizational improvement, and career development• Instructed mid-level and executive level Non-Commissioned Officers at the U.S. Army’s Professional Development School for future positions of greater responsibility• Wrote mid-year and annual performance evaluations on all directly assigned subordinate Non-Commissioned Officers• Presented yearly training briefs to Executive level command teams on unit’s mission capabilities and readiness• Utilized statistical data to analyze workforce and educational trends for the purpose of formulating strategic recruiting and retention strategies• Supported executive level Officers in strategic, logistical and tactical decision making and risk analysis• Maintained 100% accountability of classified documents, military personnel, $27,000,000 of assigned military equipment with no reportable losses • Achieved the rank of Command Sergeant Major (E-9); the highest level achievable by a Non-Commissioned Officer

Masters Degree, Psychology, 3.8 Gpa

Executive Management

Executive Protective Services Leadership

Executive Management And Strategy