Bob Gordon, Sphr, Shrm-Scp, Cbp, Ccp Email & Phone Number

Wytheville, Va, Us

As a member of the Advisory Council to the CEO of a complex state political subdivision organization with a total budget of $96.2M and a staff of 968 employees ($61.0M total compensation), responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of diversity, succession planning, talent management, leadership development, employee relations, engagement, change management, organizational and performance management, training and development, policy and procedure development, human resources information system, learning management system, and compensation and benefits. Provide strategic leadership by articulating HR needs and plans to the executive management team and the board of directors. Produce diversity, equity, and inclusion numbers which accomplished zero (0) EEO job groups being underrepresented in females or people of color.• Serve on the executive leadership team, functioning as a forward-thinking, data-driven, strategic advisor to each program regarding key organizational and management issues.• Key member in continuity of operations plan (i.e., agility/crisis management team) regarding pandemic response, resulting in increasing weeks of unrestricted cash from eight (8) to fourteen (14) weeks reserve through telework, rolling and extended furloughs, process reconstruction, digital collaboration, etc.• Work with the agency’s executive management team to establish a sound plan of management succession that corresponds to the strategy and objectives of the company. • Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals. Hired/promoted 203 employees (149 external, 73.4%, and 54 internal, 26.6%) during last 12 months; also filled 236 vacancies the year prior in days of higher turnover nationwide; successfully doubled the minority hiring rate over the last five (5) years.

Wytheville, Va, Us

As a member of the Executive Leadership Team of a complex state political subdivision organization with an employee labor budget of $39.4M, develop and executive Human Resources strategy in support of the overall agency strategic plan. Provide strategic direction, vision, and leadership to agency staff (averaging 735 employees) and within the functions of the Office of Human Resources and its staff. Direct agency operations in talent acquisition, on-boarding, engagement, leadership development, succession planning, affirmative action, talent/performance management, employee/labor relations, benefits administration, compensation, payroll, workers’ compensation, risk management, leadership development, training and development, policy and procedure development, human resources information systems, and change management. • Serve on the senior leadership team, functioning as a strategic advisor to each program regarding key organizational and management issues.• Develop collaborative relationships with a diverse group of agency constituents as well as provide counsel and coaching to senior executives on all complex human resources-related matters. • Manage and enhance the Agency’s Human Resources operations by planning, implementing, and evaluating employee relations and Human Resources policies, procedures, programs, and practices. Manage Human Resources budget to ensure financial resources are managed appropriately. • Ensure legal compliance of the agency.• Support and advise leadership on sensitive employee issues including counseling, disciplinary procedures, disputes, and grievances to ensure effective decision making. Investigate grievances and/or complaints from employees to reach a resolution that ensures a healthy work environment.

Mooresville, Nc, Us

Drove Employee Relations (ER) policies, processes, communications, and employment practices across the enterprise, as well as supported continuous improvement efforts and compliance. • Partnered with key stakeholders to communicate, influence, and bring innovative solutions to challenging enterprise problems or conflicts, with concentration in the areas of benefits and employment practices—one of which was projected to save the enterprise $9.1M.• Assessed, planned, redesigned, and implemented new and improved human resources business processes using Lean Six Sigma workflow design (e.g., assisted in the redesign of the “Candidate Experience” employment practice associated with the Applicant Tracking System/Lowe’s Career Portal). • Designed and implemented HR/employee relations/employment practices policies.• Built business rules and guidelines governing the design, documentation, approval, maintenance, and communication of HR policies, processes, and employment practices.• Served as liaison between HR and other enterprise communications units in order to manage business alignment, generate cross-discipline project requirements, direct program/project management execution, resolve process and employment practices issues, and communicate results/outcomes to employee population.• Served as a communications leader, having developed complex employee communications on paid time off, leaves and accommodations, military leave and reemployment, benefit policy changes, etc. Developed and delivered HR communications via presentations, scripts, manuals, blogs, forums, learning maps, videos, job aids, etc.• Led the Lowe’s Policy Administrators Community of Practice for the enterprise.

Columbus, Oh, Us

Designed benefits and compensation packages and communications for executives, including supplemental retirement savings plan, supplemental executive retirement plan, deferred compensation, long- and short-term incentive programs, stock options, and perquisites. Supported the HR Committee of the Board of Directors. Represented corporate management when presenting recommendations to the Board. Counseled/onboarded/offboarded executives in their benefits and compensation plans to maximize value. Administered equity programs, and managed associated vendors. • Redesigned the Supplemental Retirement Savings, Compensation Deferral, and Senior Executive Financial Counseling Plans to make plans stronger while complying with federal codes. • Negotiated down by 25% the pension calculator vendor contract to automate executive non-qualified retirement / pension calculations and communications.• Established strategic relationship with Executive Management and members of the HR Committee of the Board of Directors in completion of job duties.• Advised each member of the Board of Directors on options for stock unit accumulation and retainer deferral plans to ensure maximum benefit.• Developed management / Board book materials and reports, and presented content at the HR Committee of the Board of Directors meetings.• Assisted in providing data and drafting AEP’s HR related proxy disclosures in accordance with SEC requirements.• Participated in, and interpreted data from, executive salary and benefits surveys to ensure market value. • Presented findings to corporate leadership and reviewed executive scorecard and performance unit incentive scores with the HR Committee of the Board of Directors.• Documented all equity offering processes.• Exercised sound judgment and discretion in developing policies and procedures and applying and interpreting state and federal laws to include ERISA, FLSA, HIPAA, FMLA, USERRA, FASB, Sarbanes Oxley and IRS Codes.

Columbus, Oh, Us

Led the Corporate HR Service Center with a staff of 33 providing services for more than 35,000 employees / retirees / survivors and with an operating budget of $2M+. Managed HR administrative services and communications in all areas of the employee life cycle (employment, benefits, compensation, work/life activities, retirement, and insurance settlements). Utilized strategic change execution tools to improve processes and customer service. Collaborated with vendors and recommended competitive benefits, compensation, and work/life plans. Represented HR in mergers, acquisitions, and divestitures, while leading communication activities. Established priorities to meet constantly changing demands. • Improved HR Service Center’s customer service level index rating by 5% and to its highest score in its history (from 4.275 to 4.5 on a 5.0 scale) and achieved a perfect overall performance rating in seven measurements, while reducing headcount by 13%.• Served on a cross-functional team to further automate the on-boarding process. Instrumental in benefits specifications development related to new hire Total Rewards enrollment. Led the redesign of new employee orientation through the development of content for a Human Resources “AEP Connections” electronic learning map to aid in cultural integration.• Led a team in the development of specifications to fully automate offboarding.• Led a team to determine how human resources could more proactively aid regulatory affairs in rate case recovery.• Worked with pension calculator vendor in the release of system upgrade.• Developed succession plan and ensured staff development to fulfill the plan.

Columbus, Oh, Us

Consulted with unit managers on and led benefits design / administration in the areas of retirement savings, retirement, and insurance settlements. Represented HR in mergers, acquisitions, and divestitures, and developed communications. Managed HR vendor relationships. Ensured COBRA, HIPAA, and PII compliance. Staff of 12 direct reports.• Served on 401(k) team that delivered annual savings while simultaneously increasing the breadth of investment options.• Completed merger and acquisition due diligence activities.• Developed, in conjunction with legal, divestiture-related employee matter agreements.• Improved employment practices and off-boarding processes and procedures through workflow automation and process improvement.• Built team member capabilities through rigorous cross training and employee development.

Columbus, Oh, Us

Delivered benefit policy interpretations in the resolution of benefit issues and assisted in the design of benefit offerings and open enrollment. Designed benefit communications. Interacted with benefit vendors to ensure delivery of quality services. Assisted in the negotiation of vendor contracts. • Wrote and designed award winning “Leaving AEP Guides” to include Severance addendum. • Responded to employee benefit appeals in writing. • Centralized retirement and insurance processing services into the HR Service Center and automated manual activities and workflow, while streamlining communications. • Implemented a new pension calculator system as part of AEP’s strategic investments to ensure we could meet business needs. • Led the implementation, development of knowledge content, and roll-out of an HR knowledgebase using Authoria software—enabling self-service communications capability.• Created presentation materials and visited strategic outsourced vendor units to educate them on the AEP culture and quality standards to help ensure they met AEP expectations/metrics.

Columbus, Oh, Us

Assisted the Vice President of Human Resources in the development of the HR Shared Services strategy, product offerings, measurements, and change management communications. Also drove projects in workforce planning, benefits, compensation, employee relations, employment, employee planning and development, and safety. • Key member of a merger team tasked with designing and communicating the new HR organization and processes. In designing new organization and processes, developed new processes while utilizing the best practices from both companies. Mapped out organizational charts and determined how to measure performance. • Established performance-measurement tool kit for HR staff and tracked results to provide senior leadership with data on the impact HR had on the company’s bottom line. • Led compensation and payroll merger activity teams in redesign of their organizations. • Planned and monitored HR budget for the enterprise/corporation.• Assisted in contract negotiations, union and non-union grievance and arbitration procedures and hearings, labor board actions and hearings, union avoidance, etc.

M.S., Human Resource Management And Labor/Employee Relations

B.S., Business Management

Associate'S Degree, Business Administration

Leadership Program Graduate

Education record