Marcus Cadell's Email

Excellent record of adding value to small companies by coaching individuals and teams to improve effectiveness resulting in increased profitability. Extensive background in human resources, risk management, public relations and business development. Specialties: Coaching & development, communication, hiring and recruiting, customer satisfaction, corporate operations and change management.

Human Resources Director @ Manage human resource, benefits and payroll functions across the US. Working with operations team to realize objectives of sustaining profitability, gaining market share and expanding brand. From July 2015 to Present (6 months) Phoenix, Arizona AreaConsultant @ Helping small businesses to have the right people and processes in place to be successful. Business partner working with staff of all operational functions to assess human resource function, identify areas for process improvement, technological needs, develop staff to improve service. From December 2014 to Present (1 year 1 month) Phoenix, Arizona AreaLCC @ From 2013 to 2015 (2 years) Director @ Managed human resource, customer service, public relations, shared responsibilities in marketing and social media with 2 direct and 18 indirect reports. Link initiatives to business plan, improve bench strength, meet and exceed service goals. • Selected and implemented HRIS system with payroll, benefits & human resources applications without adding cost. • Implemented a leadership training program that led to the promotion of 10 employees to manager roles over 24 months. • Took over customer service group, coached and added bench strength to team, improved processes resulting in a 40% increase in department’s efficiency in 12 months. • Designed and delivered a performance management program and a companywide metrics based bonus plan. • Responsible for an annual budget in excess of $750,000. From November 2010 to December 2014 (4 years 2 months) Phoenix, Arizona AreaConsultant @ Business partner and project manager for human resource and operational functions with 1 direct report. Identify knowledge gaps, develop staff, execute strategies and achieve goals. • Recommended and converted to a new HRIS system with human resources and payroll applications. • Developed and introduced corporate policies, separate employee handbooks for all 15 locations across the country, moved handbook online estimated to reduce employee relations inquiries by 30%. From March 2009 to November 2010 (1 year 9 months) Human Resources Supervisor @ Strategic business partner managing human resource and operational functions for multiple locations for the Mastercraft brand with 2 direct reports. Leveraged human and technology resources to link initiatives to the business plan, improve our bench strength, meet or exceed production and service goals. Traveled regularly to our multi-state locations to support our staff and meet with senior managers. • Created and instituted a new talent acquisition/retention plan enabling the organization to reduce facility turnover by 40% in the first year, 21% in the second year and maintained thereafter. • Designed and implemented a supervisory training program resulting in a 70% reduction in time spent on employee relations issues, a savings of more than $50k annually. From September 2006 to February 2009 (2 years 6 months) Human Resources Manager @ Established and directed the human resources department, developed and attained goals with senior management to meet our objectives. From July 2005 to June 2006 (1 year) Human Resources Coordinator @ Business partner responsible for human resource, benefit and payroll functions at corporate headquarters supporting employees at multiple offices across the US. Worked with operational leadership to create and implement recruitment/retention, employee relations, coaching and benefits/compensation strategies to achieve company goals. • Collaborated with senior management of both companies in the sale of the company, the integration of the organizational and conversion of the HRIS and benefit systems. • Initiated and implemented a new process to place all employee health insurance data on-line for easier access of data for employees while reducing the cycle time to administer benefits by 33%. • Established benchmarking and rolled out best practices in talent acquisition resulting in a turnover rate of less than 13% each year sustained over my four plus years at the company. From May 2001 to July 2005 (4 years 3 months) Payroll Clerk/Benefits Specialist @ From 1995 to 2000 (5 years)

Master of Business Administration (MBA) @ Arizona State University, W. P. Carey School of Business From 2010 to 2012 Bachelor of Arts, Human Resources Administration/Business Management @ Ottawa University From 2002 to 2004 Marcus Cadell is skilled in: Employee Relations, Change Management, Project Management, Human Resources, Talent Acquisition, HRIS, Coaching, Customer Retention, Performance Management, Onboarding, Recruiting, Talent Management, Deferred Compensation, Employee Engagement, Organizational Development