Our goal is to help all of our clients achieve an EPIC workforce! We do this by utilizing complex science and analytics to make simple, practical solutions to fit your unique organizational needs. Our team of psychologists work closely with our team of seasoned business professionals to ensure that all of our products and services are both valid and applicable. Developed a personality assessment for first-line supervisor development, linked to 35 computer-based training modules, and performance actions needed on the job; to date over 1000 supervisors have completed the training. Completed HR consulting for companies of various sizes to create company specific solutions aligned to individualized needs and requirements. Delivered more than 500 executive coaching sessions. Built 25+ customized company solutions encompassing performance management, technical skills, on-boarding, 360 multi-rater, and behavior style assessments. Utilize executive HR experience and industrial/organizational consultative expertise to build and maintain relationships.

Dr. Mike Najar is a Senior Consulting Partner with The Rutherford Group focusing on strategic HR, leadership development, performance management, talent development, succession management, organization design, coaching, engagement, and retention.Even though he has practical experience and has provided consulting expertise in all three of our practice areas (Leadership & Talent, Strategic Human Resources, and Organizational Performance), his passion continues to be developing Leadership & Talent. Mike brings influential business leadership with more than 20 years of success leading HR for mid- to large-size companies across diverse industries. He delivers forward-thinking, business-focused solutions that produce strong sustainable results during times of both growth and instability. He was the Vice-President of Human Resources for Calumet Specialty Products, along with being the Head of Human Resources for CITGO Petroleum. ABOUT RUTHERFORD GROUPRutherford Group is a global HR and Leadership consulting, coaching, and training company based in Houston Texas. Our expertise is focused on three global practice areas: Leadership & Talent, Strategic HR, and Organizational Performance.Our mission is simple. By 2030 we want to impact the DNA of 100K+ Business Leaders and Human Resources professionals globally by developing leaders, strengthening workforces, making HR more impactful, and linking people programs to business results. We help companies grow talent, build capability, and elevate business and people outcomes. For nearly 20 years, we have been successfully supporting the people and culture side of global businesses. More than 15,000 leaders from 32 Countries have participated in our training programs, that many rate as the most life-changing development experience of their life. All of our services are designed to accelerate individual and organizational performance to bridge the gap between strategy and execution.

Responsible for directing the development, implementation, and administration of organization-wide programs related to Talent Management, Employee Services, Total Rewards, and Workforce Engagement. Participated in the development of the corporation's plans and programs as a strategic partner but particularly from the perspective of the impact on people. Translated the strategic and tactical business plans into HR strategic and operational plans. Partnered with plant management to develop and deploy initiatives related to human capital management and corporate culture. Evaluated and advised on the impact of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the corporation. Developed human resource planning models to identify competency and talent gaps, and develop specific programs to close gaps. Developed succession planning programs for key contributor and management positions. Directed and coordinated the administration and negotiation of bargaining unit contracts and oversee all grievances in order to define the conditions of employment for union-represented employees.

Dynamic PPX is changing the way companies think about, measure, and improve their talent. Talent is the foundation on which every successful business is built, and a key point of competitive differentiation. That’s why Dynamic PPX works with customers to design custom solutions that solve business challenges and deliver clear value.

Planned, directed, and provided oversight to human resource management activities to maximize the strategic use of human resources and maintained functions such as employee compensation and benefits administration, selection and recruitment, training and development, labor relations, personnel policies, organizational development, equal employment opportunity and regulatory compliance. The key objective for this position was to provide an effective human resources support, advisory and consultancy service. This position provided input and advice to CITGO’s Executive Leadership Team with regard to ongoing strategic initiatives relevant to Human Resources. Meanwhile, the position aligned individual, business unit and corporate practices and managed and facilitated change throughout the organization.

Responsible for enhancing CITGO’s “pay for performance” culture by rewarding outstanding performance through meaningful work, recognition, salary adjustments, and opportunities for advancement. Developed effective strategies to engage employees and improve their work/life balance. Responsible for successful attract, retain, motivate and reward employees through effective plan designs, competitive offerings, and quality service delivery while achieving these goals in a cost-effective manner and in compliance with applicable plan provisions and laws.

Responsible for the effective and efficient development and application of intellectual capital of CITGO through the design, development and implementation of strategic human resource programs and practices. Influence CITGO's strategic and competitive business plans through alignment of human talent and intellectual capital with systems and processes. Initiated and lead change efforts in areas of human and organizational performance.

Responsible for working closely with customers to conduct selection and survey analysis, provide strategic consulting to senior managers, and develop and implement customized management tools that drive enterprise success. Responsible for all aspects of employee development and training and partnering with customers in the development, implementation and tracking of succession management initiatives, selection systems, employee surveys, multi-rater feedback, and performance feedback.

Responsible for the strategy and design of organizational change initiatives, employee selection systems, succession management programs, employee engagement surveys, and the corporate performance management process. Specifically this included: development and administration of assessment centers; design and validation of selection systems; design of online performance management process; development of leadership competency models for all management positions; design, administration and feedback sessions related to the Employee Climate Survey; project manager for corporate and divisional succession planning processes; design of the 360 feedback process for Senior Management; organizational redesign initiatives for client divisions; and the design of reduction in force competitive review process.

Responsible for business development, client services, and training related to the design, implementation, and measurement of HR systems, including: off-the-shelf entry-level assessments, job analyses, customized job knowledge tests, and tailored assessment centers.

Responsible for client services related to the design, implementation, and measurement of personality related systems, including client presentations for business development, selection system design and validation, and personality assessment evaluation and report writing.

Responsible for the design, validation and implementation of selection and promotional systems, including, job analysis, development of job knowledge and contextual simulation tests, and the development and delivery of assessor training.