Jeffrey Reeves

Chief Human resources & People Officer & Author, "N"spiration Enterprises,LLC

Chief Human Resources & People Officer Financial Services, Retail, Manufacturing and Beverage, Telecommunications, IT and Health Care Accomplished CAO, COO, EVP, SVP and VP of HR Executive with sound judgment for delivering consistent above target results. More than twenty years direct experience leading with extensive P&L accountabilities, supporting influential business areas including Human Resources, Operations and Staff functions with four global Fortune 100 organizations in high performing, customer focused, and value driven cultures. Engaging enthusiastic leader with the ability to work effectively with employees at all levels and executives with varied management styles including Board of Directors. Demonstrated ability to transform and meet business focused commitments in different industries and diversified cultures. BUSINESS LEADERSHIP COMPETENCIES • Board and Sub Committee Accountability • Mergers/ Acquisitions / Expansions / Startup Ventures • Executive Compensation and Benefits Transformation • Leadership Development & Succession Planning • Global International HR and Operations Oversight • Organizational Effectiveness, Growth, Realignment • Experienced Labor Relations Advocate in Both Union and Non Union Environments EXECUTIVE EXPERIENCE 2003– Inspirational Enterprise, LLC, Columbus, Ohio Present PRESIDENT AND CEO Leadership practice supporting mid-size to Fortune 1000 companies providing expertise in HR and change management, strategy development, and the assessment of improving operational efficiencies in IT, service centers and support functions. Served as Acting COO (2008) for client to transform a mediocre PEO company in Florida to a viable customer centric organization in an effort to position for acquisition. 7500 small to mid-size companies covering 110,000 employees. 2006 - 2007 Allianz of America Corporation, Novato, California A $20 billion, North America subsidiary of German Parent and the 15th largest company in the world. Includes two companies (Allianz Life – life/annuity and FFIC – property and casualty), and 9,000 employees. Reporting to Chairman and CEO. EVP / CHIEF HUMAN RESOURCES OFFICER 2007 SVP HUMAN RESOURCES AND COMMUNICATIONS OFFICER – Allianz Life Aug – Dec 2006 Key strategic leader in refocusing, recalibrating and aligning HR as business partner within the enterprise. Span of control included government relations, corporate communications, diversity, public and community relations, branding, charitable giving, enterprise property/facilities, as well as meeting planning and events. Accountable for a $60+ million P&L and budget. JEFFREY B. REEVES – Page 2 • Sponsored with Chairman integration and joint consolidation of Fireman’s Fund and Allianz Life HR function, eliminating redundancy by $15 million costs/expenses in compensation, payroll, benefits systems, talent acquisition, training, call center, facility management, and communications. • Championed with German parent the vision and assessment for creating global diversity training, Leadership Institute, and Succession Talent Management tools, in an effort to build alliances across Europe, North America and Asia. • Systematically built an enhanced performance-based metric culture evolution. Reduced incomplete number of performance reviews from 500 in 2006 to 12 in 2007, as well as improved the rating distribution to more correctly mirror that of a bell shape and actual business results: 2.1% (1’s and 2’s) to 8.7%, 50.4 (3’s) to 77.9%, 47.5 (4’s and 5’s) to 13.4%. • Initiated 2007 commercial and media blitz that successfully launched in May, 2007. • Proactively reversed six years of unaccountable performance atrophy by instilling the OPEX approach to business planning. Quickly set vision, established mission, revealed gaps and formed strategic alignment to business initiatives in an effort to improve delivery, compliance and execution. • Accountable and executed #1 organizational strategic change initiative (HP2). 1100 of 1300 employees required through process. 2003 - 2006 The Ohio State University and Medical Center, Columbus, Ohio 1.5 billion nationally ranked medical center with 15,000 employees 6 acute hospitals, Department of Health Sciences, and College of Medicine ranked 27th nationally overall. CONSULTANT 2005 – 2006 CHIEF ORGANIZATIONAL EFFECTIVENESS & HUMAN RESOURCES OFFICER 2003 – 2004 Served as member of the Strategic Planning Executive Team and Medical Center Executive Committee. • Instituted new Med Center Succession and Talent Management Process and Leadership Institute. • Led all Change Management initiatives with department chairs through assessments, internally developed 360 Surveys, retreats, and mini-sessions. • Improved efficiency, gained focus, and instilled accountability in implementing HRIS and Shared Services Model saving $4.5 million in administrative costs. • Operationally supported six acute hospital units and consolidated support to service entire Medical Center, College of Medicine, and Office of Health Sciences, consisting of 15,000 employees. Credited savings of $11 million returned towards the organization focusing on improved nursing hiring initiative. 1999 - 2002 Sam’s Club, Bentonville, Arkansas A $43 billion division of Wal-Mart Stores, Inc., and the second largest warehouse club in the US, employing more than 100,000 employees in 650+ stores worldwide. SENIOR VICE PRESIDENT & CHIEF PEOPLE OFFICER Recruited to transform an under-performing HR team of 7 direct reports and 56 associates into a strategically-focused business partner in driving aggressive growth and market expansion. Member of the Executive Leadership Team, reported directly to the CEO. JEFFREY B. REEVES – Page 3 • Leveraged expertise in change management, management development, and benchmarking external business best practices to launch Leadership Strategy Summit, identifying and accelerating high potentials throughout the enterprise. • Developed and piloted New Field Pay System across three markets in showing cost neutral execution while improving quality of hire 40% improved retention, increased staffing flexibility. • Conceived and implemented SAM’s Club University, training 2,800+ Field Managers. • Engaged in Assessment/Feasibility Studies for mergers/acquisitions/expansions into Canada, Puerto Rico, UK, and Japan, working very closely with Expatriate Program Administration. • Improved first-line management retention by 60%+, increased retention broadly in organization and among hi-pos, and enhanced bench strength – changed business paradigm among front-line management by building fast-track development and mentoring programs. Mentoring programs focusing on education and development. • Delivered $5 million in projected cost savings while successfully placing 93% of Field Directors into new roles – restructured and consolidated more than 20% of regional/divisional field operations, as well as flattened management layers by expanding span of control. • Built best-in-class human resources organization that served a pilot for all new initiatives and benchmarked business practices that were adopted by corporate HR and rolled out across all Divisions of Wal-Mart Stores, Inc. Designed several Human Resources programs including succession model, proactive workforce planning analysis, and exit interview process. 1998 - 1999 Federated Systems Group, Atlanta, Georgia IT Services Division of the $15.5 billion largest upscale department store retailer in the US, operating 460 stores in 34 states, Puerto Rico and Guam under Macy’s, Bloomingdale’s and regional chain names). 1,300 employees. CONSULTANT ADVISOR TO HUMAN RESOURCES ORGANIZATION and EXECUTIVE LEADERSHIP TEAM Supported the Chairman/CEO and SVP HR • Shifted HR from an administrative function into a strategic business group, and repositioned the systems group as employer of choice for IT professionals, through leveraging outreach, college relations, technical recruiter relationships, employee referrals, enhancing market visibility and attracting high-caliber talent. • Outlined 3-year business plan with new recruitment/training programs accelerating improved process by 25%, capitalizing on technology, and the introduction of alternative marketing strategies and field training modules. . 1996 - 1997 US West Communications (Qwest), Denver, Colorado A $13 billion “Baby Bell” telecommunications company with 18,000 employees in 14 states. VICE PRESIDENT OF HUMAN RESOURCES AND CONSUMER BUSINESS DEVELOPMENT Served as Corporate Change Agent and Strategic HR/Operations Leader for startup of 3 new lines of business. • Recognized as a strong matrix-driven leader and key partner in executing a customer focused and market based business strategy to access business acquisition and merger potential for start-up businesses. JEFFREY B. REEVES – Page 4 • Designed/launched mentorship program, new hire orientation/integration process, succession plans and competency models transformation of multiple-site human resources organization from a non-strategic personnel function to a leaner, more professional, business focused performance based and diverse team in less than one year. 1994 - 1996 Pepsi Cola Company, Inc., Atlanta, Georgia $650 million business unit of Pepsi, with 3,300 sales and operations personnel in 12 regional markets. DIRECTOR OF HUMAN RESOURCES • Transitioned southeast market from #12 to #2 ranked business organization in first year via new operation alignment, and efficiently refocusing target marketing, reducing headcount duplication by 30%, upgrading talent, and expanding market priorities. • Proactively responsible for transforming workplace into diversified and level playing fields with designed succession plan that increased focus on promoting from within. Drove a 2-point increase in employee morale and improved employee retention rate by 10% while increasing female representation in sales by 47%, market share by 15% and annual retention from 18% to 6%. 1984 - 1994 Scott Paper/Weyerhauser Company, Pennsylvania, Alabama, New Jersey and Washington 50 billion multi-line union and non-union manufacturer with multiple plants up to 4,500 employees per site. DIRECTOR OF LABOR RELATIONS 1991 – 1994 HUMAN RESOURCE / OPERATIONAL EFFECTIVENESS MANAGER 1989 – 1991 SENIOR LABOR RELATIONS SPECIALIST 1988 – 1989 LABOR RELATIONS SPECIALIST 1986 – 1987 EMPLOYEE RELATIONS MANAGER 1985 – 1986 HUMAN RESOURCE / LABOR RELATIONS INTERN 1984 – 1985 EDUCATION Master of Business Administration (MBA/MSW) in Social/Policy Administration Bachelor of Science in Literature, Science, and Arts (Criminal Law) University of Michigan (U of M), Ann Arbor, Michigan Labor Relations/Employee Relations and other business certifications RECOGNITION International Who’s Who Professionals – Three times / Outstanding Young Men in America – Five times Human Visionary Award – Who’s Who in Black Columbus Recipient of Mobile Sports Hall of Fame Award Society for Human Resource Management (SHRM) / National African American Association Human Resources (NAAAHR) PUBLICATIONS Author: “The Art of Branding Yourself: How to Advance your Career Quickly,” Released July 2008 Author: “Parental Guidance: From the Neighborhood to the Board Room,” to be released Spring 2010 Author Insert: “For Buckeye Fans Only” by Rich Wolfe, Chapter 3, pages 112-118 ADDENDUM AVAILABLE UPON REQUEST