CHARLES R. “RUSTY” ROOF, Director of Human Resources37161 CR 41 – Warsaw, OH 43844

(740) 610-4714 – charlesrroof@gmail.comwww.linkedin.com/in/crroof

Innovative HR Executive with over 12 years of comprehensive experience including business partnering, recruiting, succession planning, policy and procedure creation, communications, employee relations, contract negotiations and benefits administration in an organization with a large number of exempt and non-exempt employees. Proven experience collaborating with senior management to conduct HR strategic planning in order to support and link HR strategy to further organizational goals. Possess broad knowledge of human resources in a variety of areas including multi-site service center operations, payroll, HR technology, employee and community programming, EHS and corporate communications. Demonstrated experience initiating cost containment strategies resulting in significant savings. Excellent ability to address and implement strategic plans for talent acquisition, retention and succession planning. A catalyst for change, combining strategic development with tactical execution of organizational initiatives and strong leadership of cross-functional staff.

Expertise in:

Business Partnering Talent Management Project Management Communications Legal Compliance Vendor Relations Organizational Development Employee Relations Policy Design & Implementation

PROFESSIONAL EXPERIENCE

THE LONGABERGER COMPANY ― Newark, OH ($1 billion company and 8,000 employees in 2000)America's premier maker of handcrafted baskets as well as home and lifestyle products, including pottery, wrought iron, fabric accessories and specialty foods

Director, Human Resources (2010 – PRESENT). A strategic change initiative partner to fulfill organizational goals, adjust to business fluctuations, reorganizations and business model changes. Conduct negotiations for enterprise projects and cost-effective benefit programs. Creating and initiating cross-training programs so every position is multi-threaded, defined with goals, expectations and job descriptions, while leveraging internal knowledge base and best practices. Organized, thoughtful, customer service oriented and an influential communicator who partners with leadership and links business strategies to people programs in order to maximize human capital.

Areas of responsibility (7 direct reports): Benefits, HRIS, Payroll, Environmental Health and Safety, HR Communications, Employee Events, Corporate Citizenship, Sales Field Benefits Programs

Reduced benefits exposure to company budget by over $400,000 in first year while simultaneously passing on no per-pay contribution increases; in some cases reduced contributions by approximately 20%.

Created safety programs which have contributed to reduced Workers’ Compensation claim payments over three years by over $645,000, 45% fewer safety incidents and greater employee involvement.

Expanded internal online training programs at no cost utilizing the company portal that contributes to 100% completion of compliance training requirements.

Orchestrating negotiations to reduce workers’ compensation financial exposure by an additional $350,000 through integration of external occupational and non-occupational partners.

Integrated into the sales field and developed a business case concept to stimulate retail expansion discussions of the brand and create additional revenue opportunities.

Leading enterprise project to retire legacy technology and replace current payroll, time and piece rate systems with cost neutral solution.

Responsible for re-branding Human Resources in a way that is in sync with company branding initiatives.

CHARLES R. “RUSTY” ROOF, Page Two

Human Resources Manager (2000 – 2010). Responsible for multi-site business units with over 850 exempt and non-exempt employees. Transformed HR from perception of bureaucratic administrative function to strategic business partner, by working with senior management as well as employees at the floor level to build trust, drive key business and implement performance initiatives. Conducted extensive analysis of existing HR organization and developed business plan to update all policies, procedures, services programs and operations. Developed standardized organizational audits to drive a performance culture. Focused on talent management ensuring that employees were engaged and aligned with organizational objectives. Sustained strong partnerships with both internal and external customers to drive performance.

Areas of responsibility (6 direct reports): Multi-Site HR Service Centers, Safety, Environmental Affairs, Integrated Disability Services, HR Communications, Employee Morale Programming

Partnered with executive leadership in a 4 – month process of evaluating cost-containment initiatives and reengineered key business work processes and compensation structure to create a more cross-functional distribution workforce. Outcomes resulted in over $1,650,000 in annual savings to the business.

Developed training initiative for management that contained leadership programs and performance evaluation improvement. Created and facilitated training programs and developed organizational audit metrics for which each manager was accountable for supporting a high performance culture.

Responsible for managing and negotiating multiple vendor contracts in excess of $2,000,000 and re-negotiated partnered staffing contract which resulted in direct labor savings of over $200,000.

Developed workforce communications, including a monthly employee newsletter, to more effectively communicate strategic initiatives and outcomes, promote HR programs in support of the workforce and share industry information.

Recruiting Supervisor (1999 – 2000). Supervised recruiting group consisting of 6 direct reports, responsible for filling over 2,000 position openings (25% labor force increase). Developed hiring plans and conducted interview training plans to ensure compliance with state and federal regulations. Documented policies and to improve efficiency. Consulted with business areas to find solutions to recruiting challenges, organized resource fairs for displaced employees, and utilized the internship program to identify candidates for entry level positions.

Associate Recruiter / Intern Coordinator (1998 –1999). Grew the internship program 51% over two years and hired 100 plus students into the program. Implemented student programming that included site visits, leadership roundtable discussions, job shadowing, career counseling, evaluations, and end of year banquet – all designed to orient interns to the company culture for entry level positions.

EDUCATION & PROFESSIONAL AFFILIATIONS

THE OHIO STATE UNIVERSITY, Columbus, OHBachelor of Science Degree in Business AdministrationHuman Resources Management, Cum Laude

Chairman of Workforce Investment Act Joint Policy Board (10 years)Council President for local village (12 years)Chairman of Budget Finance Committee for Fire District Board of Trustees (11 years)Member of the Human Resources Management Association (HRMA)Member of the Society for Human Resources Management (SHRM)Veteran