Patrick Benton Email & Phone Number

Portland, Or, Us

Portland, Oregon Metropolitan Area

Beaverton, Oregon

Vancouver, Washington

Trained management teams on labor/employee relations, union/non-union issues, and performance appraisal training forPortland/Vancouver and Montana area districts of ~2,000 employees. Worked on issues involving how management worked withline employees. Conducted new hire benefit classes, time and attendance audits, and leaves of absence. Initiated Rapid Response Team program, mapped out strategy, and facilitated classroom training to handle labor issues quicklyin geographical areas to selected HR professional and Store Directors. To date, there have been no major labor issues. Led Healthy Measures program that provided employees with discounted insurance rates for healthier living; increasedprogram turnout from 69% to 80% - highest percentage in company and largest percentage jump. Part of divestiture team in acquisition of Safeway by Cerberus Capital Management (Albertsons); kept employees calmduring midst of uncertainty.

Managed team 50 of Pharmacists and 90 Technicians throughout Oregon and Southwest Washington. Reported and scheduled construction of new Wellness rooms for 101 retail stores. Lowered outside labor cost from $2M per year to $250K; recognized/implemented cost saving measures in hiring extra floatpharmacists in lieu of high-priced staffing agency.

Manage all store functions including 70+ employees, payroll, audits, employee issues, and diversity and inclusion. In one year, turned store around from after six years of being in red to profitability at Jantzen Beach store. Moved employees to roles to best utilized skills and trained them for advancement; stimulated world-class customer service. Renewed customer loyalty by improving visual and environmental issues; remained visible on sales floor for customer’ response.

Interviewed and hired new employees for 18 Portland area stores. Promoted current employees to Management. Transitioned from central hiring to one recruiter per store. Trained staff on ADP hiring/recruiting system to be self-sufficient allowing personal focus on backstage hiring. Met and exceeded hiring quota along with first to surpass diversity quota in district. Go-to-person in special projects, i.e. difficult hire positions because of ability capitalize on local resources (job fairs).

Progressively advanced into leadership roles throughout enterprise.

Criminal Justice/Police Science, 4.0

General, General Studies