John G. Montgomery

Orlando, Florida 32819

Human Resources Executive
Generalist HR Training and Organizational Development Employee Relations Benefits Plan Design and Administration
Career Profile
A skilled Generalist with a diverse background, bringing a service-oriented strategic business management approach to multi-facility, multi-state, 1000+ employee settings.

Policy and procedure interpretation
Authoring safety programs, industrial hygiene programs, hazard communication programs, and handbooks
Performance planning, programs, systems and processes
Compliance and reporting for OSHA, EEO, and AAP
Benefits plan design and administration
Employee retention, morale and loyalty enhancement
Organizational change agent
Unique recruitment alternatives
Career pathing, career succession planning, and talent management
Corporate culture and internal branding
Compensation, salary structures and salary administration
Strategize with team leadership to develop learning and development partners to create quality employee development programs at all levels.
Performance management

Work Experience

Vice President, Human Resources, Payroll, and Training Services. Island One Resorts, Inc. - Orlando, FL 2006 to 8/2008
Built strong service oriented Human Resources, Payroll and Training Services team to drive HR Services activities supporting all levels of the nine-facility, 1100+ employee Sales, Marketing, Development and Hospitality Services Organization.
Saved $370,000 in annual recruiting costs through process changes and service changes after analysis of recruiting processes.
Saved $260,000 in Workers Comp premiums by implementing safety programs and return-to-work programs.reducing lost time days- 160 in 2006; 18 in 2007; 6 in 2008. Changed Experience Mod from 1.4 to 1.03. Additional $125,000 reduction realized in 08-09 plan year.
Automated all payroll processes, including Sales and Telemarketing commissions and incentives.
Implemented and placed Field Human Resources and Training personnel directly into the larger facilities to provide service to the operators enabling them to focus on serving the customer.
Added additional benefit product lines to become more competitive.
Achieved status of Top 100 Companies for Working Families (Orlando Sentinel).
Developed compensation programs that targeted key performance markers to maximize performance in the Sales, Marketing, Accounts Receivable, and Sales support groups.

Director, Human Resources Harlan Sprague Dawley, Inc. Indianapolis, IN 1999 to 2005 (Bio-Medical Supplier)
Directed the national Human Resources activities through a ten person team for a 26 facility (13 state) 1000+ employee organization diverse in animal, feed, bedding and biomedical supply production along with distribution, warehousing and a nationwide trucking fleet of 100+ OTR drivers. Consulted on international HR issues in Canada, UK, Spain, France, Germany, Israel, Italy, Netherlands, Norway, Denmark and Sweden, which included welfare programs, compensation programs, deferred comp & pension plans, employee relations, immigration and relocation. Also served as the Safety Director for all US facilities.
Redesigned medical programs that allowed costs to only fluctuate 7% over a five-year period
Redesigned the 401(k) plan into 404 (c) compliance.
Successful acquisition, employee cultural on-boarding, benefits and payroll systems setup of a research facility in Canada.


John Montgomery Page 2

Harlan Sprague Dawley, Inc. - Continued
Design and implementation of the Development Courses for People who Manage People which provided managers and supervisors with Employee Relations and HR standards/tools which virtually eliminated employment-based litigation in the organization.
Created and implemented the safety manual and standardized the safety programs, training modules and return to work program, which reduced Workers Compensation costs an average of 14% per year for six consecutive years.
Created a team of Human Resources professionals with a service mentality that became an integral part of the organization by partnering daily with operations to achieve organizational goals and visions.


Manager, Human Resources and Administration Liebhardt Mills, Inc. Daleville, IN 1997 to 1999
Managed national Human Resources activities through a five-person team for a 600+ employee, four-facility, multi-state, non-union textile manufacturing organization:
Brought the 401(k) plan into 404 (c) compliance by changing the number and types of investment options to ensure diversification options for the employees. Provided semi-annual education on investing.
Brought payroll in-house which allowed automated check writing directly to each facility and eliminated external payroll processing.
Delivered standardization of policies and practice to all facilities, resulting in18% reduced turnover, and a 80% reduction in litigation.

Manager, Human Resources and Development Rally's Hamburgers Louisville, KY 1987 to 1997
Managed the Human Resources and Development needs including: salary administration, conducting development classes, conducting orientations, investigating EEOC and harassment complaints, managed employee relations issues, managed unemployment claims and costs, controlled budget, recruited and tested applicants, wrote policy; counseled management in the consistent administration of company policy and procedures, assured proper documentation, reviewed and approved all hires, promotions, and terminations to assure fair labor practices within state and federal laws.
Combined Training and Human Resources together as a function, bringing HR to the field for the first time.
Selected to train the newly hired President of Rallys Hamburgers in a 12-week program.

Area Director
Managed sales in eight company restaurants; trained and developed management teams; communicated company policy and procedures; set expectations; monitored progress; solved employee relations issues; planned budgets; controlled profits.
Awarded Highest Controllable Profit in the company
Awarded Lowest Team Member Turnover in the company

Manager, Regional Development
Evaluated training environments in nine cities; set expectations; monitored progress; trained trainers; developed, and supported operational management; communicated changes in corporate direction.
Decentralized Training, allowing new markets to train locally which reduced travel for Management Training by 47%. Also reduced strain on corporate home market and reduced management turnover by 15%.

Manager, Training Services
Trained managers; wrote training materials, job descriptions, and performance evaluations; created and facilitated workshops; conducted orientations; planned and controlled budgets; communicated concepts; negotiated and realized corporate philosophy changes.

Other Positions Held:
District Manager, Special Projects Manager, Training Coordinator, General Manager and Assistant Manager
Designed, built and operated a prototype restaurant inside a baseball stadium as the Special Projects Manager.

EDUCATION
BS - Business Administration (Personnel and Industrial Relations) Indiana University 1984
AFFILIATIONS
Better Business Bureau of Central Florida, Inc. Board of Directors Member
Society for Human Resource Management Member since 1983