Ron Carr Email & Phone Number

Garden City, Mi, Us

Ann Arbor, Michigan, United States

Greater Detroit Area

Bingham Farms, Mi

*Envisioned, designed and led a sweeping overhaul of health insurance benefits that, through innovative plan design changes and aggressive negotiating, resulted in a cost reduction of approximately $200,000.*Performed overtime analysis; trained and coached managers individually on methods of reducing overtime—all of which led to a one-year reduction in overtime expense of $150,000 (60%).*Conducted a comprehensive compensation market research project, identifying Market Reference Rates for all positions. Created job families, salary bands, pay ranges and a framework of uniformity and controls.*Engaged the entire staff and management team in the creation of job descriptions for all 70+ unique positions in the organization, while at the same time using this opportunity to collapse some job titles into ‘families’ and simplifying language and titles. *Overhauled the traditional performance review system by eliminating the annual reviews and replacing them with weekly 1:1 conversations between managers and all their direct-reports. The weekly talks were designed to be brief (10 minutes) and highly focused (3 questions) and the goals were to promote regular communication and clarity of feedback. Managers and millennials loved the result and championed it thereafter!*Managed a talent review process with the goal of identifying low performers and problem employees. Within the first six months approximately ten such employees (5% of the employee population) were dismissed without risk or harm to the company, consequently “raising the bar” for talent expectations across the organization.*Envisioned and led the design of a year-long Leadership Academy—the first of its kind for the organization—designed to prepare current and future leaders in support of the organization’s strategic growth and succession planning goals.

Greater Detroit Area

Provided client, United Way of Greater Toledo, with strategic and tactical support for organizational change through Employee Engagement.

Greater Detroit Area

Providing strategy, coaching and tactical support for Canine To Five, a Detroit-area business looking to establish operational excellence in all forms and position itself for growth.

Detroit, Michigan

*Envisioned, designed and led the implementation of a fundamental culture change with a focus on the simple formula: Strengths + Passion = Higher Value. Based on the Gallup Strengths Concept, targeted results achieved included a flatter hierarchical structure, ‘distributed leadership’ and widespread cross-functional collaboration.*Introduced and led the implementation of the Gallup Employee Engagement Principles, whose purpose is to provide a culture that more fully engages employees, who then willingly deliver greater discretionary effort in the pursuit of organizational goals. As a result of my vision and leadership, within two years the organization received national recognition as a Gallup Great Workplace Award honoree, achieving measurable Employee Engagement scores deemed “World Class” by Gallup.*Chief architect of the most significant, innovative organizational redesign in company history, resulting in a model that broke down hierarchical barriers (silos), integrated functions for greater synergies, reduced the supervisor-to-staff ratio and more purposely deployed talent where it was best able to deliver value.*Responsible for leading an HR Team that provides value through the creation and delivery of customer-centric, cutting edge services in such areas as employee relations, coaching, staffing, comp & benefits and risk management. *Designed and personally delivered management skills training on interviewing skills, conducting performance evaluations, coaching, talent assessment using the 9-Box, strategic planning and goal setting, and much more.*Designed and implemented a comprehensive, six-month on boarding program, achieving improved time-to- engagement of new-hires, shortening the time-to-value metrics as assessed by their managers, and reducing first-year turnover. Manager ratings exceeded 85% satisfaction within the first year; new employee ratings exceeded 90% engagement; first-year turnover decreased by an astounding 23.2%!