Laura Ruby

LAURA RUBY CORE COMPETENCIES Aligning HR & Business Solutions Building Strong HR Infrastructures Strategic Planning & Execution Collaborative Problem Solver Coaching, Training & Mentoring Driving Business Transformation Change Management Cross-Functional Collaboration Team Leadership & Motivation Full Cycle Recruitment HRIS & Program Implementation Policy & Procedure Development Continuous Process Improvement Project & Program Management - |-| linkedin.com/in/laura-ruby HUMAN RESOURCES BUSINESS PARTNER HR Strategy & Vision ● Organizational Planning ● Business Leadership Accomplished HR executive with 20+ years of proven experience aligning HR policies, procedures, and processes with the overarching goals and strategy of a business. Delivers results through a consultative approach, strong technical knowledge of various content areas, and provides creative HR solutions that solve complex business problems. Integrating HR & Business - Played a key role in charting the course and multiyear roadmap for multiple businesses as Director of HR and HR Consultant. Change Management - Expertise developing succession planning programs, as well as in post-acquisition integration and consolidation efforts. Strategic Planning & Execution - Partner at the executive level to provide the vision, strategy, and leadership necessary to shape HR organizations. Policy & Procedure Development – Ensures 100% compliance with internal processes and procedures, as well as with external guidelines and regulations. PROFESSIONAL EXPERIENCE LJR CONSULTING, LLC 2018 to current Owner/Principal Consultant Formed consultancy to address Human Resources needs of small- and mid-sized businesses. Working with several firms (from 6-40 employees) with developing Employee Handbooks, management coaching, employee relations recommendations, and sourcing training/business information. PLASTICARD LOCKTECH INTERNATIONAL, LLC / PRODUCTION SERVICE ASSOCIATES, LLC 2008 – 2017 Director of Human Resources Recruited to the organization to develop a comprehensive Human Resources department to support the company with 300+ employees. Formerly a contractor to PSA was brought on in 2009 as Director of Human Resources as a key member of the executive team blending strategic development and day-to-day operations in this manufacturing and loyalty program organization. Strategic Partner to Business Operations o Drove the end-to-end reorganization of Human Resources from four separate companies to a shared services model; consolidated benefit programs, merged 401(k) plans, and moved to a single payroll platform. o Supported the organization’s significant shift in operations by developing and implementing a new Human Resources model, including personally writing Standard Operating Procedures (SOP), processes, and HR programs. o Played a crucial role in multiple facility mergers and relocations, including the due diligence behind right-sizing efforts as the company centralized operations. o Streamlined post-acquisition operations following the addition of new full-time and part-time employees, including providing HR and payroll support to a newly adopted facility. o Increased retention 15% while simultaneously reducing time-to-fill by partnering with business unit managers to define operational strategy in support of HR goals and objectives. o Continuous Process Improvement Achieved synergy across multiple locations nationwide by focusing on HR system integration, including establishing ATS, benefit renewal, open enrollment, and conducting management training. o Ensured 100% compliance to policies, procedures, and best practices by developing training standards and processes, and by providing hands-on training across multiple departments and business units. o Significantly improved internal communications by identifying, developing, and implementing training, metrics, and Key Performance Indicators (KPI). o Project & Program Leadership Developed and deployed competitive benefit programs that secured strong buy-in and engagement from employees, with 70% enrollment in the first year and 85% participation in the second year. Continued on Page 2… LAURA RUBY - |-| Page 2 of 2 Director of Human Resources at PLI/PSA, Continued.. o Decreased temporary turnover and time-to-replacement for open positions by creating a robust agency program for temporary labor; worked closely with on-site management on workflow and staffing requirements. o Identified an $80K State Unemployment insurance overpayment by launching an audit shortly after joining PSA. o Positioned the company to avoid paying fines and penalties during an unscheduled ICE audit by uncovering and correcting numerous DHS compliance issues. o Delivered a $250K YOY savings by leading strategic relationship building and negotiations efforts with full-time, onsite representatives, allowing for senior management to allocate efforts to more mission-critical programs. o Organizational Leadership & Development Fostered corporate and personal development by providing hands-on coaching, training, mentoring, leadership, and development of an HR staff comprised of Generalists and HR Assistants. o Played a key role in simplifying and executing the company’s over-arching strategic direction into HR activities at both the department and company levels. o Worked alongside the executive team to shape the company-wide HR strategy, including participating in multiple annual planning programs and initiatives. LM CONSULTANTS, INC. 2005 – 2008 Director of Human Resources Acted as an HR Business Partner and senior Human Resources leader for the architectural engineering consulting firm. Recruited to develop its HR department during a period of substantial anticipated growth. Provided detailed recommendations to executive leadership regarding company direction and goals, including how Human Resources acts as a strategic partner to business operations. o Played a key role in the organization’s seamless growth from 35 to 90+ employees, ensuring the necessary processes, policies, and business infrastructure were in place to meet growth requirements. o Spearheaded efforts to develop a Fast-Track Mentor Program for engineer and architectural licensure, allowing for 20% YOY staff growth through remote office buildout. o Increased the company’s bench strength by partnering with executive leadership to create a succession plan, define the skills of effective leaders, and build an internal assessment matrix to identify high-potential candidates. o Minimized corporate expenses while expanding offerings and overall improvement of benefits administration, holding annual increases to less than 6% annually with added HDHP/HSA with 60% participation rate. o Improved new hires’ ability to get up to speed quickly by redesigning the onboarding program into a 5-day intensive workshop, including formalizing tools, programs, and workflow. o Increased campus hiring ROI by analyzing overall candidate fit from specific schools (curriculum and skills-based reinforcement), and by identifying critical EQ and behavior skills that lead to successful engineers and architects. UD TESTING, INC. 1999 – 2005 Vice President, Human Resources Member of the Board of Directors (Corporate Treasurer) for the early-stage startup operating within the healthcare space. Led six direct reports and ten indirect reports across Operations, HR, and Finance. o Played an essential part in the company securing $2M in startup capital; instituted the policies, procedures, processes, and business plan that investors needed to feel comfortable with the company. o Built and delivered an end-user training program; wrote technical manuals for Data Entry & Client Data Operations and provided hands-on field training nationwide on-site for clients. o Developed an at-home data entry employment model that achieved and maintained a 99.7% accuracy rate. o Owned the $500K web results report project and scaled the budget to $1M to encompass operations and asset management of database and IT functions. EDUCATION & PROFESSIONAL DEVELOPMENT University of Denver Master of Business Administration (MBA), Focus in Management University of Northern Colorado Bachelor of Arts (BA) in Sociology, Minor in Psychology MS Office Suite (Word, Excel, Outlook, PowerPoint), HRIS (ADP, Ceridian), Payroll (ADP), ATS (My Staffing Pro)