Michael Boggs, MBA, SPHR SHRM-CP

Recruited for experience influencing and coaching executive leadership in a multi-state, multi-unit environment. I provide strategic human resources leadership support for 160 stores with revenue of $1B. In this role. I coach field leaders to enhance skill development, leadership, engagement, and talent pipeline planning success. Notable Contributions: ►Designed and developed operational leadership programs and business acumen of business unit leaders that boosted divisional performance by 20% and propelled the division to Top 5% in the chain. ►Implemented design and competency changes to the division’s succession planning process that improved outcomes and succession readiness by 60%. ►Consulted and provided business partner guidance for an organizational and operation efficiency program, increasing productivity by 15%, reducing costs and increasing annual operating income (cash flow) by 20%. ►Built a data reporting structure and led leadership training sessions that reduced 90 Day turnovers by 10% in the first three months, helped retain 80% of leaders, and increased leader diversity by 100%. Chaired monthly talent reviews, which established a robust pipeline of leaders at 2X prior levels. ►Achieved a staff engagement score 15% above the company average by helping leaders focus on staff development. Leadership inspired their staff resulting in the promotion of three long-term employees. ►Created processes and instituted an annual review of Affirmative Action plans with the executive team. Coached the executive team and stakeholders on best practices to handle sensitive HR issues, which decreased employee relations team investigations. ►Boosted leadership contribution to the company by realigning performance management KPIs to be a more effective performance measurement. ►Introduced a new learning and talent management system that enabled leaders to collaborate across different geographies to provide consistency in role development.

Led strategic and daily operations of this freight brokerage. I was recruited by ownership to establish performance goals for each role in the company, managing eight staff. Collaborated with department leads to uncover and activate critical metrics which aligned with the corporate strategy provided a roadmap for adding additional staff Notable Contributions: ►Brought the company to profitability, implementing a member level performance management strategy that led to 20% revenue growth and a 12% above industry average profit increase in the first year. ►Negotiated a 401K plan with new product offerings that reduced company and employee cost by 1.5%.

Consulted and managed over 60 domestic and international clients with two direct reports. I developed strategic plans to help company leaders build their teams, set staffing goals, drive profitability, and ensure compliance with FMLA, ADAAA, FLSA, and tax compliance laws. Notable Contributions: ►Transformed an underperforming staff with high turnover and service failures into a team that met all productivity goals and increased client capacity by 20%. ►Designed and introduced compensation plans validated by industry benchmarks that were instrumental in focusing the team on client retention (80%) and revenue growth. ►Coached 40 business owners on talent identification, leadership recruiting, and staff pipeline development.

Recruited to establish and enforce a human capital strategy across the organization with four direct reports in four locations. I provided leadership of the short-term and long-term strategic financial planning and HR operations for a multi-site dental practice and off-site call center. Notable Contributions: ►Introduced company-wide performance management and financial strategy that drove 20% topline growth year over year, a 10% increase in payroll efficiency, and improved retention of associated dentists by 35%. ►Spearheaded the adoption of analytics in the leadership decision process that became the basis for incentive plan adjustments, associate buy-ins, PTO plan changes, 401k plan negotiation, and individual incentives. ►Increased eNPS by updating the quality of HR policies and employee handbooks to industry best practices.

Directed HR activities and provided leadership in a retail environment with over 1,100 associates and sales of $180M. Promoted to District role in 2009 after outstanding performance. I managed 13 staff and consultants to create a district-level strategy for talent development, leadership support, and a consistent investigation process. Notable Contributions: ►Developed a team-based culture where HR leaders supported operational leaders on human capital goals. Within six months, hit staffing levels, payroll was on budget, and recruited diverse candidates through community partnerships. Achieved 100% of Affirmative Action goals by the end of the year.

Provided HR leadership to eighteen check cashing locations on the consistent execution of all company HR programs. Analyzed monthly P&L reporting to identify efficiencies as well as audit needs.

Partnered with twenty convenience store locations on associate relations, staffing, and training. Monthly P&L analysis with a focus on payroll control and expense control at all locations.