Michael Roane Email & Phone Number

Kansas City, Missouri Area

Kansas City, Missouri Area

• Recruited to define HR strategy, establish a performance management system, and direct all HR initiatives across four US regions. Manage 34-member HR team including four Regional Vice Presidents of Human Resources.• Built the performance management process from the ground up, including selection and implementation of an electronic performance management system that enables employees to establish career goals electronically and allows managers to complete performance evaluations and monitor/track goal attainment and employee training/development electronically, improving productivity and standardizing performance measurement across the organization. Trained users in system utilization.• Professionalized the Human Resources organization by hiring seasoned HR professionals and engaging the HR team in development of HR processes, policies, and procedures, as well as compensation, bonus, and benefits programs.• Successfully shifted the culture of the organization, creating a performance-driven culture with engaged, motivated employees and an expanded capacity to attract and retain future leaders.• Key role in defining and guiding the succession planning process for the organization; served on the Succession Planning Team to replace the CEO, a 3rd-generation family member. • Defined, developed and implemented Human Resources strategy aligned with overall corporate strategy and objectives.• Developed and conducted the company's first employee engagement survey that led to the company's recognition and a national award for achieving the highest employee engagement score, as measured by a leading operations consulting firm. • Established balanced bonus calculation system with formulas based on business objectives and employee performance ratings.

• Recruited to spearhead development and implementation of a Strategic Talent Acquisition/Management program, leading to the hiring of a Packaging SVP, Supply Chain Vice President and several key management staff.• Saved $300K per year in health care costs by redesigning and consolidating the company's existing benefit plans.• Improved engagement, motivation, and retention of top employees by creating a progressive and proactive compensation, incentive, and benefits program.• Reduced overall labor costs 3% by defining and executing strategy to negotiate favorable labor agreements, strengthen labor relations, and communicate effectively with union representatives.• Worked with Compensation Committee of the Board to ensure executive compensation aligned with shareholder interests.

• Led 10-member Human Resources team with $1.3 million annual operating budget. Direct reports included three Directors of Human Resources and a Director of Organizational Development.• Established a robust succession planning process, which identified high-potential employees within Sage Software, provided career development opportunities, and created a pipeline of leadership talent.• Implemented initiative to reward outstanding executive-level performance by linking the company's annual financial performance to an executive incentive program.

• Recruited to $300 million US company poised for explosive acquisitive and organic growth, and global expansion.• Led 35-member Human Resources department with $3 million annual operating budget. Direct reports included VP of Human Resources, North America, Director of Communications, Director Labor Relations, and Director of Organizational Development, as well as Managers of HR in Europe, South America, Asia, and Australia.• Key member of the leadership team that grew the company from a $300 million regional company to a $3.3 billion global manufacturer of steel, plastic, fiber, corrugated, and multi-wall containers and protective packaging.• Led HR and operations team in conducting due diligence for a $750 million international acquisition.• Integral member of leadership team that determined strategy and objectives for global staffing requirements and integration of people, processes, and systems into the Greif organization following completion of the acquisition.• Worked with company legal departments worldwide, in-country government agencies, as well as HR Managers in each region to create a global HR organization that took into account local/regional rules, regulations, practices, and customs.• Successfully attracted and retained the company's first General Counsel, a new CFO, and the future President of Grief, Inc. by developing a supplemental executive retirement program (SERP) and a long-term incentive plan• Reduced annual payroll expense by $250K by developing and implementing a compensation program that included job descriptions, salary ranges and merit guidelines for all positions company wide.

• Established the company's first formalized Human Resources department; built and led a 10-member HR team, including Director of Compensation and Benefits, Director of HRIS, and Director of Training and Development.• Developed and implemented HR policies/procedures, as well as performance management initiatives and internal customer service programs, strengthening employee engagement, retention, and morale.• Led team in evaluation/selection of a more robust HRIS system that integrated with the Payroll system, providing leadership with real-time access to more accurate data and timely reports, improving the executive-level decision making process.

New York City, Louisville, Ky, Richmond, Va

Multiple roles of increased scope and responsibility including:Manager, Employee Relations OperationsSuperintendent, Finished Good WarehouseEmployee Relations ConsultantSupervisor, Labor RelationsLabor Relations RepresentativeEmployee Relations RepresentativeCorporate Recruiter

Bachelor Of Science In Business Administration (Bsba)

Education record