AARON M.

VARUOLO
286 VISTA CIRCLE, NORTH OLMSTED, OHIO, 44070 440-590-2965 amvaru ! "#ma$!%& m SKILL SET SUMMARY: * 7 years experience in Human Resources, focusing on improving recruitment and talent development, facilitating employee relations, and implementing solutions to improve quality standards * Skills in: Recruiting, Interviewing, Leaders ip, !enefits, and "mployment Law# $dvanced user of HRIS * %ertifications in &ro'ect (anagement and Six Sigma )!lack !elt*# o+taining &HR certification in (ay ,-./ PROFESSIONAL EXPERIENCE:

Human Resources Generalist, Pearson PLC

Westlake, Ohio
* * * *

March 2012- Present

(anaging pro'ects t at matc personnel skill sets wit 'o+ positions as a mec anism for promotions and succession planning, monitoring +enefits and compensation, and improving performance management systems Implementing programs t at identify and reward ig performers to improve employee motivation and morale Integrating a 01- feed+ack system into &earson2s culture as a system to improve performance management 3eveloping 4!est &ractices5 in: 46eaming, Leaders ip, and 6alent 3evelopment5 serving as tools for management and work groups, increasing t e efficiency of task completion and to refine t e skill sets of personnel No!e"#er 2010- Dece"#er 2011

Consultant, Renoir Group Dakota Gasi ication Plant- North Dakota

* * * *

7orked in t e field and s op floor, identifying ways to capture lost time and streamline work functions +etween (aintenance and 8perations departments# implemented a supervisor auditing system t at increased efficiency ,-9 Leader of a team of managers and tec nicians, finding ways to improve operational capacity and 'o+ efficiencies 3esigned a 4%enter of "xcellence5 for skill transfer, training, and succession planning wit in t e organi:ation $ddressed employee concerns a+out t e pro'ect and working conditions wit in departments, discussed negative feed+ack, and esta+lis ed new policies and procedures for Human Resources

People Solutions Specialist, Alexander Proudfoot $a oken% Platin&" Mine- 'o&th A rica (&l) 200*- No!e"#er 2010
* * * * *

%reated training materials teac ing managers ow to +e more proactive in finding solutions to daily issues 3eveloped 4+e avioral models5 as criteria for recruitment and selection, performance appraisals and 'o+ promotion Leader of t e communication strategy and marketing campaign to increase employee motivation to accomplis t e goals of t e pro'ect, creating a culture t at promotes employee participation in organi:ational c anges Improved training and development materials, focusing on improving safety standards and acquiring 'o+ skills %onducted +usiness reviews, identifying opportunities to increase profits for potential clients

Human Resources Generalist, Thomson Financial Ne+ ,ork, N, A&%&st 200-- (&ne 200.
* * *

Leader of focus groups and structured interviews to assess 6 omson2s culture and climate# targeted new ideas and implemented programs to foster a teamwork culture, and improve interdepartmental relations (anaged employee performance information, compensation and +enefits wit in HRIS %reated programs t at rewarded ig ;performing employees and facilitated solving employee relations related issues EDUCATION:

Columbia Uni ersit!" #e$ %or&, #% Masters, Or%ani/ational Ps)cholo%) 'hio Uni ersit!" Athens, 'H $achelors, Ps)cholo%) Minor, $&siness

GPA 0.1 GPA 0.-

(&ne 200* (&ne 200-