Donald P.

McKenna
dm7522ba@westpost.net
SUMMARY
Senior human resource executive responsible for developing human resource initia
tives in some of America's most admired companies as recognized by Forbes, Fortu
ne, and Business Week. Experience includes management in all areas of human reso
urces, with a wide scope of knowledge regarding business operations. This exten
sive experience, combined with broad based skills, provides exceptional capabili
ty for leadership opportunities in established Fortune 500 companies, emerging h
igh-growth enterprises, or restructuring organizations.
EXPERIENCE OVERVIEW
Human Resources Strategy Development/Implementation Organiz
ational Development Human Resources Culture/Values Init
iatives Executive Compensation
Project Management Labor Relations
Employee Relations Health Care
Human Resource Information Systems Training
Benefits Recruiting

PROFESSIONAL EXPERIENCE
MCKENNA CONSTRUCTION, LLC, Hilton Head, SC 2002-Pres
A luxury regional home building contractor
General Manager/Owner
* Developed high-end home building innovation strategy
* Projects recognized in Architectural Digest and Coastal Living Magazines
* Recruited, managed and led cross-functional subcontracting teams
* Accountable for setting and managing client expectations, defining requirement
s and processes, and executing and delivering final project on time.
MCKENNA CONSULTING, Atlanta, GA 1994-2002
A generalist Human Resources consulting firm
General Manager/Owner
* Retained by $8B British retailer to provide overall innovative HR strategy
* Analyzed, designed and provided recommendations around compensation structures
, organizational structures and company identities for small middle market busi
ness owners
* Contributor to bestselling book "Inside Home Depot"
HOME DEPOT, Atlanta, GA 1984-1993
World's largest home improvement retailer and second largest US retailer-conside
red a leading innovator in human resources in its first 10 years, the human reso
urce philosophy was one of the key elements in the company's success. This indus
try-leading philosophy, and its accompanying programs and policies supported the
business plan of 40%, 10 year annual sales growth, resulting in 10B in sales. T
hese initiatives allowed the business to grow over 10 years, from a 4 store, 600
employee organization to a highly regarded Fortune 500 company with 350 stores
and 75,000 nonunion employees worldwide.
Vice President, Human Resources
Reporting directly to the President and Chief Executive Officer, established a p
rogressive human resources function
* Developed human resources infrastructure; developed business plan, compensatio
n, and succession planning
* Worked closely with executives, board members and venture capitalists to defin
e the company culture, whilst spearheading the initiatives to ensure the company
nurtured and retained core values
* Constructed organizational development program for operating management, resul
ting in qualified, trained talent capable of sustaining 25% annual new store gro
wth
* Designed and implemented employee retention programs
* Lead the acquisition and installation of a state-of-the-art human resource inf
ormation system
* Created union prevention strategies that allowed the company to grow rapidly,
ultimately resulting in 300,000 non-union employees today. These initiatives are
thought by many to be one of the differentiating components necessary to delive
r exceptional service to the customer
* Provided the structure for rapid organizational growth over a 10 year period

ITT CORPORATION 1971-1984

A Fortune 50 conglomerate with 100,000 employees, operating 300 companies, gener
ating over $25B in sales.
ITT AUTOMOTIVE DISTRIBUTORS DIVISION, Piscataway, NJ
1978-1984
Vice President, Human Resources and Administration
* Worked closely with the division president and senior executives to redesign t
he company culture to include employee respect and customer service
* Designed manpower and compensation control programs saving $1 million (6.4% of
total compensation) the first year.
* Successfully defended the company against six union organizing attempts over t
hree years
* Developed a corporate culture geared to maintain non-union status
* Designed and instituted employee training programs and pre-employment testing
programs
* Upgraded health and pension plans without increasing cost to the company.
ITT AUTOMOTIVE PLASTICS DIVISION Detroit, MI
1977-1978
Director, Human Resources/Industrial Relations
* Worked directly with the division president and senior executives to build a c
ulture of trust and respect throughout the company.
* Re-negotiated three union contracts at manufacturing facilities extending the
term of the contracts from two to three years.
ITT SERVICES INDUSTRIES, Cleveland, OH
1971-1977
Regional Human Resources Manager
* Provided human resource direction throughout a four state region
* Negotiated labor agreements and handled grievances and arbitration for the reg
ion
* Developed and monitored compensation programs
* Created and re-designed organizational structures for maximum efficiency

EDUCATION
Merit Scholar, Mathematics
Georgia Institute of Technology
BS Mathematics, Point Park University, Pittsburgh, Pa

PERSONAL
Married with four sons.