Jonathan Stearns

● Assessed the HR department to determine its strengths, weakness, meeting of business' needs and business objectives, etc.
● Developed the Human Capital Strategy that was in line with the Organizational Strategy
● Constructed the KPIs to measure through data analytics the performance metrics of the department and individual
● Led the teams to recruit, mobilize, and train over 2, 500 employees in 12 months to operate and maintain the metro, resulting in 180 million SAR in performance payments for achieving the KPIs
● Reinspired and motivated the derelict Training and Competence team to turn around the department's performance and achieve the KPIs of 100% trained and competent by the deadline
● Coached the Talent Acquisition team in developing the strategy for Employer Branding, to properly Identify Talent, enhance the Onboarding experience
● Spearheaded the digital transformation and digital enablement of the HR, Training, and Competency Systems
● Managed the HR Administration team to revise and write HR Policies, document the HR Processes, construct the Saudization Plan, and ensure complete Employee Records to ensure compliance with HR regulations and the Labour Law
● Managed and coached the team to construct a Reward and Recognition system to increase employee performance by enhancing the existing Performance Management system
● Conducted a market analysis of the salary and grading structure, proposed to the board a plan to align to the market as retention strategy
● Collaborated with other Directors on Organizational Development, leading them to a more efficient organizational performance.
● Directed a comprehensive approach to Employee Relations that fostered a positive work environment, and reduced turnover rates from 12% to 9%
● Revised the Employment Contract to tighten up legal holes in conjunction with the Employment Laws. Managed the team to print and sign new contracts for all employees
● Developed the strategy for setting up the Regional Headquarters in KSA
● Wrote and implemented the payroll process, to bring the payroll process into HR
● Responsible for the HR budget and budget process

● Created our strategy for competing in a crowded and price sensitive marketplace
● Grew revenue by 300% from Business Development to ascertain new clients and engagements
● Navigated Client management for over 100 clients through the client lifecycle, keeping a 90% retention rate year over year
● Led daily operations for: Audit, Accounting, Financial Advisory, Tax Advisory, Financial Services, and Strategy and Management Consulting
● Reduced staff by 30% by redefining the job roles, streamlined processes, and providing guidance to increase productivity
● Full P&L responsibilities
● Built the teams and managed numerous strategy and management consulting projects for clients

● Assessed the company and employees. Determined the requirements of HR
● Constructed the HR strategy in alignment with the Organizational Strategy and Objectives
● Presided over cascading KPIs from Strategic Objectives down to employees to have objective measurements included in performance appraisals
● Transformed the department from administrative (reactive) to strategic (planning)
● Increased Engagement and satisfaction through implementing two programs, which avoided a strike by the employees and decreased turnover from 30% down to 12%
● Redesigned the Talent Acquisition and Talent Pipelining process and mentored staff, shrinking the recruitment process from 3 months to 1 month
● Reinforced the company with needed HR policies, HR processes, and procedures, which fostered a fair and transparent company culture.
● Effectively led disciplinary actions with the line manager to ensure fair, consistent, with the objective of performance improvement
● Conducted Market Survey, and led the team to develop a new grading structure, salary matrix and compensation and benefits plans for all staff
● Revamped the Employment Contract and policies to be compliant with local laws and HR regulations
● Oversaw HR Databases, key HR metrics, and reported to the Board monthly

● Lead organizational change for culture development and transition to new org. structure. Championed a Change Management Plan that boosted adoption and reduced resistance
● Implemented performance reviews and mapped career plans with employees for best fit into the new organization and gain employee buy-in by seeing their potential career growth
● Consulted and wrote SOW for the developers of the new Human Resources Information System (HRIS) system
● Supervised Daily Operations of organization's HR functions.
● Implemented Business Partnering with the department heads to increase the effectiveness of HR among the business

To advise, govern, oversee policy and direction, and assist with the leadership and general promotion of (name of org) so as to support the organization’s mission and needs

• Formulated a 3-year HR strategy for a facilitates management company
• Solved Sr. Managers’ issues on implementation of the Oman Labor Law
• Collaborated with government organization on plan for reducing staff without terminating Omanis
• Built program for the knowledge transfer from expats/managers to direct reports
• Instituted a career guidance program for Omani schools
• Composed an Induction Program to onboard new employees
• Individualized a Competency Model & method for assessing staff

● Established, developed team, and managed Talent Management: Talent Development, Career Development, Succession Planning, and Performance Management
● Pioneered new corporate training model; taught over 2, 000 employees versus 150 the year before on the same budget
● Launched a Succession Planning program to both transfer knowledge from experts to Omanis and prepare potential employees to easily step into key positions
● Overhauled the Performance Management system to break the culture of 95% of employees awarded top 2 ratings
● Planned and executed a 3-year Change Management program to lead change to a performance-based culture
● Spearheaded the cascading of KPIs from Strategic Objectives down to employees across the company
● Customized a Sales Incentive plan for the retail department of over 400 staff
● Wrote a Business Plan to establish a subsidiary Training Institute; approved by the Board and implemented
● Established and directed the internal communications department, mentored replacement, and transitioned department to the mentee

● Centralized 9 training departments into one department that trained over 7500 employees
● Executed a Change Management Plan to decrease resistance with all cross-functional stakeholders and gained buy-in on the transition
● Consolidated training schedules, requirements, and reporting; escalated efficiency for employees and leadership to view training from one location
● Coached and mentored the HR Training team to schedule, develop, and facilitate leadership training, soft-skills, technical, and compliance courses
● Operated as Managing Editor of Internal Communications to plan, write, layout, and publish weekly & monthly publications
● Increased the participants' learning by utilizing employee self-service online training when appropriate
● Increased Satisfactory with training by 60% by redesigning the Management Development Program that improved impact and results of the participants
● Prepared and facilitated the Retention Workshop that decreased turnover by 15%

• Develop and facilitate training for corporations on Management, Leadership, Teamwork, Customer Service, Effective Communication, Conflict Management, and Employee Development (a program on how employees can be the type that companies will fight to keep)
• Conducted process consulting with organizations to develop and/or streamline various internal business processes
• Consulted with small businesses on best way to grow and developed expansion strategies
• Consulted with companies on using measurements to further their strategies: what to measure, best measure methods, setting up processes required for measurements, and how best to use those measurements to make better management decisions

• Reduced delivery costs by 27% from an implementation analysis of the financial and qualitative impact choosing lowest cost option from 5 delivery options
• Designed and presented to executives a new on-the-job training program; deployed to over 270 field trainers
• Recovered lost business with 20 customers, increasing $765, 000 in yearly revenue
• Analyzed 200 issues and crafted a Troubleshooting Guide that rose customer retention by 35%
• Devised a CRM solution that Mercedes-Benz adopted as the standard for certification of the auto dealerships nation-wide
• Formulated with the Executive Continuous Improvement team on strategies and improvements, yielding a 65% increase in customer satisfaction survey results over 6 months

• Consulted and fostered small to mid-size business to develop new processes and trained on software for over 100 engagements, keeping above a 98% customer satisfaction level
• Developed method for creating custom forms in a software, totaling a new revenue stream $124, 000 per year
• Constructed on-demand custom schedules and forms (outside work hours) for businesses across the nation to address the growing demand, increased adoption of the functionality by 85%

* 3rd in nation in sales after 3 months with company, bringing in over $55, 000
gross commissions in 3rd month
* Promoted twice in six month period to sales leadership position and
managed team of 7 associates
* Discovered a tax-free investment vehicle for small business owners, which
resulted in $35, 000 gross commissions
* Built bankbook from scratch to 550 prospects and clients in 6 months

● Traded more than 1 million dollar in securities each year
● Developed own trading techniques and strategies after reading one book
● Taught his partner the techniques and strategies resulting in a 30% increase in revenue