Page 20 - Garrison Diversion RFP

H Tina Hoffman, Chief Operating Officer |LinkedIn Profile Profile
Strategic, results-driven, and accomplished leader with a 20+ year track record of success in planning, developing, implementing best practices in human resources. Skilled at analyzing and identifying organizational needs, developing change initiatives, and delivering high-quality business process improvement and organizational development solutions. Proven leader with a history of recruiting, training, developing, mentoring, and motivating high-performing teams. Exemplary interpersonal skills used to interact and build alliances with business partners, senior leaders, associates, and other third parties.
Areas of Expertise
Executive and Organizational Leadership | Strategic Operational Leadership| Strategic Planning and Execution Talent Management and Leadership Development | Operational Excellence | Enterprise Performance Enablement Systems Implementation | Business Process Improvement | Program/Project Management | Employee Engagement| Organizational Development | Workforce Planning | Culture Steward | ESOP Administration | Safety & Risk Management | Financial Management & Growth
Career Highlights
• Led the development and execution of organizational optimization efforts that included a business model
shift to grow profitability, utilize tools and system, culture of continue improvement, building and development of a high-performance team, cross utilization across the organization and scalability. This demonstrates my ability to learn the business, build trust and collaboration among teams and execute our objectives.
• Responsible for the strategic leadership of all aspects of HR management and serve as a thought leader and visionary in advancing our organizational capabilities.
• Transformed 3 operating companies into unified strategic people and operational priorities which demonstrates my capability to effectively develop and execute business outcomes while balancing and executing multiple high priorities initiatives at once.
• Through focused operational and talent process improvements, developed two of our companies into marketable and sellable organizations. As the team lead for the sale of two businesses, we were able to increase the share value substantially for our employee owners, which demonstrated my business acumen, negotiating and strong project management skills.
• Spearheaded strategic initiatives for employee engagement, recruitment, onboarding, and retention. As
a result, we achieved single digit turnover, improved employee engagement, developed /updated HR policies and procedures to reflect a people centric culture, reduced safety incidents, implemented effective goal setting to tie performance to the goals of the organization (KPI’s), etc. This demonstrates a
deep understanding of business drivers and strategies to provide dynamic people solutions.
• In addition to leading and developing the Human Resources team, I was responsible for other corporate services including IT, marketing, safety and risk and project management, demonstrating my experience and capability of leading all teams, mentoring, coaching and development of credible professionals on a results-oriented team.
• Lead the development and implementation of a performance accountability culture that provides tools to
hire, develop, and retain top performers. This included developing and executing a performance management framework including but not limited to competency development, training, forms, performance expectations and coaching/support for managers and employees. This was accomplished as a result of my skills and knowledge in collaboration, influence, positivity, change management, communication, and process implementation.
• Built 4 distinct leadership development programs with over 300 leaders participating. Developed and facilitated courses for Managing Yourself, Managing Others, Leading Leaders, and Leading the Business
PRO Resources | www.PROResourcesHR.com 20.