Rob Ambridge Email & Phone Number

Delray Beach

Fort Lauderdale, Fl

Led a team of HR Business Partners/Recruiters supporting the Collections and Recruitment operation for the state (1500 employees). HR Business Partner to the SVP. Designed consulting skills training for HRBPs. Streamlined recruiting process. Re-designed performance review process. Designed and facilitated management skills training. Recommended organization change that reduced span of control at supervisory level, and reduced the number of Directors, saving $800,000 annually. Designed exit survey. Identified and helped resolve major FLSA issues.

Jacksonville, Florida Area

HR partner for the Credit, Marketing, Treasury, Capital Markets, Admin Services and Internal Audit divisions. Also designed a corporate succession planning process. Developed and implemented set of HR metrics. Revised ERP to fill critical Underwriting roles (22 hires in 90 days). Revised grades and structure of Internal Audit department. Developed strategic planning process for Credit Division.

HR Business partner for the Gold Coast region - 95 stores, 1100 people.HR partner to the Regional President and senior leadership team. Responsibilities included: Annual salary review. Manpower planning. Complex employee relations cases. Rollout of corporate programs. Employee engagement (Region had the highest score in the state in 2010.) Talent management and succession planning. Affirmative action reporting. Ensuring a smooth transition from the Wachovia to the Wells model. (Merger completed in August 2011.)

HR partner to the retail bank network in FL, NJ and CT (49 branches) and the corporate Marketing function (600 staff in total).• Developed internal referral program so that 80% of hires in 2006 and 60% in 2007 were filled through local contacts.• Introduced succession planning process; designed interviewing skills training for the Region.• Successful rollout of corporate initiatives e.g. an assessment and development process for Premier Relationship Managers; new performance management system; employee survey results and action plans. (Florida District had the highest engagement scores in the US bank in 2006, 2007 and 2008.)• Corporate projects on identifying the cost of turnover for the US bank, and allocation of performance shares for PRMs.• Managed a remote team of ER specialists June-Dec 2008 during transition to a shared services model.

HR business partner to the major production division, which included a small call center.• Turnover reduced from 33% a year in 2001, to approx 25% in 2002, and below 15% 2003-5.• Employee survey results improved every year.• Outsourced professional recruitment in a partnership with Korn/Ferry, saving $100,000 a year.• Re-designed performance management system.• Introduced formal problem-solving training and 6 Sigma tools. • Partnered with OD Consultant to design corporate succession planning process.• Researched and helped to resolve major FLSA issue.• Introduced strategic planning process for HR.• Conducted culture survey for whole company.

HR Generalist /OD Consultant, First Union National Bank/Wachovia, Pompano Beach, FLPartnered with management during a major re-organization, as the bank moved from a service to a sales culture. Organizational Development• Member of 3-person steering committee that oversaw application for Sterling Award (similar to Baldrige Award). Application was Highly Commended.• Planned and facilitated strategic planning meetings for the senior leadership team.• Member of corporate team that identified Core Values.• Member of corporate team that designed first company-wide employee opinion survey.Training and Development• Introduced first systematic plan for management development, tied to key competencies and business needs.• Member of corporate team that designed leadership assessment and succession planning system.Recruitment• Reduced cycle time for sales recruitment from an average of 42 days to just under 25.• Recruited the #1 consumer lending team in the state. Designed teller referral campaign that led to 44 hires in a month vs. usual average of less than 20.Performance Improvement • Led cross-functional team that reduced teller turnover from 48% in 1995 to less than 35% in 1996. Area had the lowest turnover in the state in 1997 and 1998 out of 13 regions.Employee Relations• Provided ER advice and guidance. No successful EEOC claims or internal appeals of terminations in 5 years.

Ba, European History

Postgrad Diploma In Hr