Rob Stout

Robert J. Stout
rjstout0125@hotmail.com

CAREER PROFILE
Strategically focused, tactically oriented human resources professional with expertise in the development and delivery of programs in human capital acquisition and talent management, employee relations, affirmative action planning, and HR systems requirements analysis and implementation. Recognized for organizing and leading organizational development initiatives dedicated to improving HR processes and practices using E-HR technologies developed specifically for improving talent acquisition, applicant tracking and strategic planning. Comfortable working with executives, staff management, employees and vendors. Diligent team builder who is motivated to contribute and assist others. Possesses extensive knowledge and interest in the use of E-HR management systems and software, as well as emerging HR management and organizational development practices.

SELECTED CAREER HIGHLIGHTS
► Successfully and effectively increased staff by 123% in a diverse multi-cultural organization over a three-year period.
► Redefined new hire workflow and administrative processes and procedures which resulted in saving the company $150,000 annually.
► Supervised and motivated staff and team members in the achievement of organizational goals and objectives, which were reflected in a 20% improvement in overall customer satisfaction ratings.

PROFESSIONAL EXPERIENCE
EMC Corporation
2004 – Present
Senior Consultant Talent Acquisitition
► Design and implement strategic recruitment and employment programs by leveraging the company’s investment in its talent acquisition and management system.
► Work with management to ensure timely understanding of current and future workforce needs and implement improvements to staffing processes including sourcing and selection.
► Support hiring initiatives requiring security clearances at the Secret, TSS-SBI, TSS-SCI, Lifestyle Poly level.

Allegis Group – On Contract to Merkle Direct Marketing, Inc.
2003 – 2004
Corporate Recruiter
► Identified and created operational performance standards and metrics that were aligned to the company’s business strategy.
► Developed an internal requisition and applicant tracking system for multiple client groups within the company.
► Built an effective pipeline of candidates and managed applicant flow throughout the employment life cycle process.

KMR, LLC
2003
Human Resources Manager
► Develop, recommend and implement personnel policies and procedures in the areas of talent acquisition, orientation, benefits, and employee relations for domestic and overseas employees.
► Analyze and research a variety of benefit plans for compliance with federal regulations and cost containment in support of company growth and rising healthcare costs.
► Support and facilitate the attainment of new business as an active contributor to bid and proposal initiatives.

CCS Technology Group, Incorporated
1999 – 2002
Technical Recruiter
► Managed the entire job order fulfillment process from candidate inquiry to placement of “Direct Hires”, “Contract-to-Hire”, and “Contingency-Fee” placement candidates resulting in a doubling of staff in the Consulting Services Practice.
► Developed collateral for recruitment campaigns, advertising and on-line postings of employment requirements, which increased candidate response by 30% over previous years.
► Research, identify, and establish new and cost effective candidate sourcing methods, and services, which reduced cost per hire by 10%.

Resumix, Incorporated
1999
Account Executive
► Prepared price quotes and client presentations as necessary in the sales process.
► Increased market penetration by 12% through cold calling and cross selling new product offerings and professional services.
► Worked closely with territory sales manager to exceed specific sales goals by 15%.

RWD Technologies, Incorporated
1998 – 1999
Staff Specialist
► Acted as consultant and business partner to employees, managers and business unit executives on recruitment and employment program effectiveness within and between organizational units resulting in a 3 to 1, interview to offer ratio.
► Conducted full life cycle recruitment through the use of an internal human resource information system, Internet, advertising, college recruiting, job fairs and cold calling thereby reducing the cost of agency and placement fees by $125,000.
► Researched, formulated, evaluated and recommended E-HR solutions designed to improve management of recruiting and employment requisition processes and procedures.

Integral, Incorporated
1996 – 1998
(Formerly InPower, Incorporated)
HR Consultant
► Performed needs and requirements analysis using surveys, joint application design techniques and end-user interviews.
► Consulted with clients to determine and support their post sales installation and implementation needs associated with their purchase of InPower’s human resource information system.
► Analyzed data and its conversion from the old system to the new.

Hewlett Packard
1988 – 1996
(Formerly Digital Equipment Corporation)
HR Discipline Consultant
► Managed, researched formulated and evaluated human resource initiatives that addressed Digital’s HRIS implementation and the human resource business systems, which resulted in $150,000 annual savings in administrative costs.
► Provided content and process consulting to line and executive management in employee relations, succession planning and organizational change that resulted in significant improvement in customer satisfaction scores.
► Implemented programs to client groups of 400+ employees in employee relations, performance management, affirmative action planning, corrective action and discipline. Reduced the number of external charges by 30%.

EDUCATION
BS Personnel and Labor Relations
University of Maryland, College Park

CERTIFICATIONS
EMC Corporation
AIR Academy Lean Six Sigma Greenbelt Certified December 2008
Lean Six Sigma Black Belt - Trained