TONI L. RICHINS 858-208-9355 573 N. Cleveland Street, Oceanside, CA 92054 tr11488fa@westpost.

net VICE PRESIDENT, HUMAN RESOURCES Change Management Organizational Development HR Infrastructure & Planning Employment Law Generalist Functions Talent Management Expert in Developing Cutting-Edge HR Strategies that Improve Performance, Drive Change, and Maximize Corporate Growth. Accomplished HR Executive, Business Partner, and Change Agent with 15 years expe rience delivering human capital management, organizational development, and oper ations expertise. Key contributor providing immeasurable value to senior busines s leaders while protecting company from HR liability issues. Vast experience spa ns startups to large-scale post-merger integrations. Distinguished record of accomplishments leading union and non-union companies, global-wide talent campaigns, and nationwide employee r elations and legal strategies with unparalleled results across 650 locations. Pr oactive leader able to influence widespread cultural change and execute strategi es in alignment with corporate goals. Highly skilled Trusted Advisor and Executive Coach recognized as principal membe r of senior management teams charged with navigating companies through periods o f exponential growth and opportunity. Function as dynamic driving force to translate vision into action while providing decision-making support to top-tier executives. Budget Planning Cost/Benefit Analysis Regulatory Compliance Benefits Administration/Compensation Corporate Communications Staff Management Startup Operations Change Management Operational Streamlining Policy Development Workforce Planning Employee Relations/Labor Relations Turnarounds Overhead Reduction Recruiting/Interviewing Training/Development Team Leadership Strategic Planning PROFESSIONAL EXPERIENCE Elle Consulting Group Inc., Oceanside, CA, 2009 - Present

Consulting company that specializes in delivering human resource support and gui dance to small and mid-size businesses through retained partnerships or on a per project basis. President Founder, president, and project lead solely accountable for operational oversigh t, business development, and service delivery. Create visibility-boosting market ing strategies with entrepreneurial-driven focus to maintain competitive advanta ge. Secure valuable partner agreements while promoting expertise in human capita l management, change management, and organizational effectiveness. Join forces w ith executive management teams to provide support in areas of growth and opportu nity, establish infrastructure and policies, and align initiatives with stated o rganizational objectives. Consistently deliver business solutions toward optimiz ing performance, cultivating talent, achieving responsible executive remuneratio n, and transformation goals. Notable Contributions -Seized opportunity to launch successful, rapid growth business venture from gro und up. -Propelled client revenue growth, set strategic vision, and achieved market-shar e objectives by guiding C-suite leadership to achieve greatest potential and acc omplish desired leadership outcomes. -Execute innovative client-centered approaches designed to incorporate strategic assistance in operational processes that create short-term value that sustains overtime. -Leveraged HR expertise to design, deliver, and execute strategies tailored to f it the needs of the organization, assess capabilities, improve organizational pe rformance, and produce measurable outcomes. Partial Client List: Akamai Technologies Inc., San Diego, CA ASI Limited, Inc., Indianapolis, Indiana ASI LIMITED, Indianapolis, IN, 2007 - 2010

Architectural and construction firm specializing in high-rise commercial and res idential buildings. Building enclosure industry leader with projects spanning Mi chigan, Indiana, Illinois, Kentucky, Florida, and New York. Annual revenues of $90M, with 300 employees. Vice President, Human Resources High profile position as member of executive team reporting directly to the Pres ident. Charged with oversight of enterprise-wide HR infrastructure. Instrumental in delivering strategic counsel, vision, and decision-making support to top-tie r leadership. Coached seven-member executive team in leadership and organization al development. Directed all HR functions including organizational design, chang e management, employee relations, conflict intervention, union negotiations/rela tions, compensation, succession planning, EEOC, welfare benefits, bonding and li ability insurance, safety training, compliance training, payroll, worker's compe

nsation, employee training, talent management and retention. Directed IT departm ent. Notable Contributions -Grew manufacturing headcount from 23 to 95 in three years. Concluded 1% of turn over in manufacturing contributed to advantageous employee rewards program and b enefit enhancements such as holiday pay, PTO, and HSA. -Slashed turnover from 80% to 1%, maintained 0% voluntary turnover, and increase d staff from 12 to 42, after assuming new role as VP, HR. -Boosted overall morale by establishing a worker advocate image among employees. -Safeguarded continuous bonding for projects with 12% reduction in worker's comp ensation. -Fueled operational excellence while providing vision, counsel, and support to s enior executives-transformed perspectives from reactive to proactive and employe e-focused, enhanced decision-making processes, increased contributions, and conq uered cultural differences. -Streamlined benefits to ensure and enforce regulatory compliance with 401K prog ram within 60 days. -Rolled out a formalized performance review program and methodology to capture h igh potentials, grow talent, establish promotion opportunities, enhance successi on planning, and deliver talent review processes. -Bridged collaborative efforts between management and employees, which led to av erting conflict with zero strike incidents. -Secured project bonding insurance by conducting monthly reviews of workers comp ensation and facilitating regular safety trainings to enhance safety conscience actions in the workplace. -Drove efforts to strengthen company-wide internal communication infrastructure via written, verbal, and electronic key message strategies and by identifying co mmunication-related gaps and barriers. HAT WORLD INC., Indianapolis, IN, 2001 - 2006

Specialty retail leader of officially licensed/branded athletic fashion headwear with 700+ locations across the nation, Puerto Rico, and Canada. International l ocations within major department stores in Korea, Hong Kong, and China. Annual s ales of $400M, with 5,000 + employees. Senior Director, Human Resources Vital role to oversee multi-site HR infrastructure spanning national and interna tional business operations. Reported directly to the President and leveraged $2M + budget. Held fully accountable for directing team of seven Regional Directors, 1,450 management level employees, and 3,000+ Store Associates. Key member of A & M team to direct four domestic and one international acquisition. Managed broa d scope of HR functions, including recruiting, HR business partnering, benefits, compensation, training, employee relations, and talent/succession management. L ed all OD activities framing multiple layers of operations. Led field embroidery operations across 150 stores. Facilitated training programs to over 5,000 emplo yees. Notable Contributions -Designed breakthrough employee complaint resolution process to address complain ts within 24 hours, resulting in discharge of 100% of EEOC complaints across all state locations, reduction of external vendors, and sustained employee relation

s/litigation expenses at .004% of sales. -Pioneered first ever, formal performance appraisal system for multi-tier manage ment and multi-site workforce located coast to coast in 50 states. -Masterminded strategies for legal and employee relations programs, which led to unprecedented results spanning 650 locations across 48 states with 4,500+ emplo yees. Resulted in prestigious "Hat World Most Valuable Player," award. -Spearheaded HR and workforce transition initiatives for four domestic acquisiti ons and one international acquisition. -Seamlessly integrated five businesses and 3,000+ employees while fostering valu e-oriented culture of high camaraderie and accountability. -Co-led large-scale, post-acquisition benefit program integration by streamlinin g domestic and international programs to include four provider networks, employe e rewards, compensation grades/leveling, and EVA bonus compensation leveling. -Championed post-merger employee relations and litigation issues, enabling the H R unit to operate autonomously. -Delivered award-winning Store Manager training program in seven levels, which l ed to a reducing manager turnover from 125% to 55% and improved job satisfaction among leadership rank that initially scored highest in turnover. -Instrumental role to support loss prevention unit toward enhancing performance levels and achieving 60% increase in loss over prior two years. -Captured cost savings of $200K+ from '03 to '04 by overhauling benefit programs and integrating multiple levels with addition of a Health Savings Account. -Oversaw embroidery unit and five trainers to meet goals and accomplish sales of over $2M annually. -Recognized as KPMG "Indy's Best and Brightest 40 under 40 Finalists," for build ing solid competency programs and outstanding HR leadership. -Partnered with Habitat for Humanity and Riley Children's Hospital to launch a l andmark corporate volunteer program. -Directed a high volume Customer Service Call Center while maintaining the excel lence of HR department, and subsequently produced 65% ROI in one year following implementation of outsource initiative. MICROSOFT CORPORATION - Contract through Zomax Inc., Indianapolis, IN, 1997 - 20 01

Zomax is a world leader in outsourcing services and former business partner to M icrosoft. The organization provides supply chain solutions and specializes in IT hardware manufacturing, software publishing, and CD/DVD manufacturing services. Yielded $50M in annual sales. Regional Director, Human Resources Served in capacity of on-site Regional Director, HR for Microsoft at Zomax Inc. Leveraged $1M budget and bridged collaboration and startup relationships between Zomax and Microsoft. Scope of accountability included recruitment, orientation, employee relations, policy and procedure, performance initiatives, and protecti on of product integrity. Notable Contributions -Orchestrated full-scale new hire procedures, expeditiously filled three shifts, and recruited 200 people for startup operations in the first 30 days. -Joined forces with department managers to ensure manufacturing systems in place with maximum staffing levels, performance, and efficiencies to meet Microsoft p roduction requirements. -Averted workers' compensation loss with zero incidents by deploying valuable eq

uipment training and safety programs. -Tackled strategies to fend off unionization as catalyst for two union avoidance campaigns. -Launched sophisticated employee complaint resolution program, which challenged EEOC complaints and reported only one dismissed EEOC charge. Program was adapted and implemented in all Zomax locations. -Cut employee distribution area turnover by 40% following introduction of an inn ovative employee reward program. EDUCATION & CERTIFICATIONS MA, Psychology, Mediation and Conflict Resolution Specialization, University of the Rockies, Colorado Springs, CO Anticipated Graduation Date, 2011 BA, Psychology, Ashford University, Clinton, IA AS, Business Management, Indiana Business College, Indianapolis, IN Human Resources Certification, Ivy Tech, Indianapolis, IN Executive Leadership Development Certification, Belmont University, Nashville, T N SPHR, Senior Professional Human Resources Certification GPHR, Global Professional Human Resources Certification, Anticipated Certificati on Date, 2011