BRUCE E.

CARTER
Carrollton, Texas 75007

(972) 939-5434 Office

(623) 687-6288 Mobile

carter5195@verizon.net

SUMMARY
Results oriented and analytical Human Resources Executive who leverages strong collaboration skills within
organizations to ensure alignment with business objectives. Successful in building world class HR teams with multiindustry experience. Provides exceptional leadership to enable innovative customer centric solutions and process
improvement.

Business Process and Strategy Development

Change Management
Talent Acquisition, Development and Retention
Diversity and Inclusion

Merger and Acquisition Integration

Compensation and Total Rewards
Executive Coaching
Labor and Employee Relations

EXPERIENCE
Electrolux Major Appliances North America, Dallas, TX and Charlotte, NC, 2012- 2015
Human Resources Business Partner
Direct responsibility for U.S, Canada and Mexico including the North America call center, 15 distribution centers
and headquarters Purchasing, Supply Chain and Customer Service functions totaling 1000 associates. Report
directly to the VP Human Resources and EVP Purchasing, Supply Chain and Customer Service and manage a team
of HR professionals. Translating the strategic and tactical business plans into HR best practices in driving talent
acquisition, development and retention.

Designed and implemented a broad range of incentive and base salary initiatives and established new salary
structures, grading systems and infrastructure.
Managed talent review and succession planning for North American End 2 End Supply Chain.
Refocused training on innovation, customer service and operational excellence.
Staffed 250 positions in nine months and achieved a 35% improvement in cost per hire and cycle time
through staffing process redesign, automation and with the shared services group.
Led the staffing strategy to support a new business model in attracting a new customer by restructuring
several functions into a single market-focused organization which capitalized on a $10 million net sales
opportunity.

Dallas Fort Worth International Airport, DFW, Texas, 2010-2011

Assistant Vice President Talent Management
Provided enterprise and BU solutions within an integrated strategic framework to drive talent decisions and strengthen
the capability of 2000 employees in meeting evolving business needs. DFW International Airport is the fourth busiest
airport in the world in terms of aircraft movements. In terms of passenger traffic, it is the eighth busiest airport in the
world. Directed a team of 12 human resources professionals.

Developed and implemented a robust 3 tier legally compliant competency model linked to the business strategy
used for recruitment, selection, assessment, training and development, and succession planning. Increased hires
by 50%.
Revamped the performance management process with cascading goals and consistent rating categories aligned
with the variable pay and wage and salary management programs including pay structures and merit,
promotion and adjustment increase guidelines in accordance with compensation philosophy and regulatory
requirements.
Implemented blended training for each line of business and a core leadership curriculum focused on
coaching, innovation and performance management with consistent and long term behavioral change.
Launched an enterprise wide workforce planning tool focused on forecasting, employee engagement
In building the capability of all audience groups from the attraction of key talent to retirement.

Bruce E. Carter Resume

Page Two

Nationwide Mutual Insurance Company, Dallas, TX, 2005 2009

Managing Director Operations and Diversity, Central Plains Region
Led the region as the top talent and organizational strategist on all human resource issues in the building of aggressive
and profitable business strategies for the seven state region (KS, MO, NB, ND, OK, SD, and TX).

Directed compensation programs that provided pay for performance while reducing overall salary costs.
Developed and monitored regional salary structures, reviewed spending levels, and provided recommendations
to senior management for final approval.
Refocused the strategic planning process to ensure employee alignment in meeting evolving business demands
which spurred policy unit gains of 25% and growth to # 1 among regions.
Managed the independent agency acquisition function which increased sales distribution, branding and market
share. Acquisitions grew by 15% year over year with region net income of $3.5 million.
Organized and executed cost reduction initiatives achieving a 6% decrease in overall expenses.
Developed the regions five year diversity and inclusion strategy with 50% of new agency storefronts opened
in diverse and underserved communities with 45% diverse new agent placement rate.
Cox Communications, Phoenix, AZ, 2004 2005

Vice President, Human Resources

Directed a HR organization of 62 employees for the $1.6 billion Arizona System broad band communications provider.

Developed the framework of an HR strategy linked to the business with a rigorous succession planning system
and leadership assessment center resulting in a 25% increase in bench strength.
Revised sales compensation plans which increased orders and improved retention by 15%.
Designed and implemented leadership, customer service, sales and employee relations training providing a
35% increase in employee satisfaction and a 20% increase in customer retention.
Established leadership competencies for cross-functional teams supporting 25% annual growth.
National Distributing Company, Atlanta, GA, 1999 2004

Vice President, Human Resources

Chief Human Resources Officer for the $4 billion distributor of wine and spirits with 6,000 employees.
Hired as the companys first VPHR to build the human resources function and facilitate the development of the
companys mission, vision, values and new performance management process.

Completed 6 acquisitions in 14 months which doubled the size of the company to $4 billion.
Designed sales training program and methodology which increased sales revenues by 10% to $50MM with
laser focus on profit improvement solutions with clients and competitive accounts.
Negotiated union contracts and defeated 90% of organizing drives by Teamsters, UNITE, SEIU and other
unions by increasing employee involvement and communications.
Redesigned total rewards plans, which reduced costs by 18% and increased 401(k) enrollment by 30%.
USWEST, Denver, CO, 1997 1998

Executive Director Human Resources

Primary HR leadership for five direct reports to the President and CEO US West for the Retail Markets, Long Distance,
Wireless, Enterprise, and Finance organizations with sales of $10 billion and more than 18,000 union (CWA) and nonunion employees in 14 states. Dual reporting relationship to the Vice President, Human Resources and Law and the
Executive Vice President, Marketing. Led an HR organization including 8 HR Director direct reports, staff of 55 and
annual budget of $7 million.

Staffed 4,100 positions in six months and reduced cycle time by 15% and expenses by 20%.
Revised incentive plans resulting in 70/30 base to at risk mix to drive behavior change.

Bruce E. Carter Resume

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Ryder System, Inc., Miami, FL, 1989 1997

Group Director Human Resources
Director Human Resources
Senior Human Resources Manager
Manager Diversity Programs
Manager Human Resources

Ryder Automotive Carrier Services

Ryder Dedicated Logistics
Ryder Truck Rental
Ryder System, Inc.
Ryder Aviall

Troy, Michigan
Dallas, Texas
Dallas, Texas
Miami, Florida
Dallas, Texas

As Group Director Human Resources led strategic and operational human resources programs for the $650M
Automotive Carrier Services Division with 7,000 employees and 300 operating units in the United States, Canada and
Mexico. Directed 15 HR directors and managers.

Managed the U. S. and Canadian government negotiations, employee and union communications (UAW,
IBEW and Teamsters) in facilitating the sale of the division.
Maintained and modified operating staffing levels yielding staffing reductions totaling $1M savings.
Developed the HR strategy to support the company's first "re-engineered" operating unit.
Reduced turnover by 18% by implementing recruitment assessments and leadership upgrades.
Pioneered training and compensation programs that drove sales to largest increase in 4 years.
Managed enterprise-wide Affirmative Action/EEO programs and inclusive workplace initiatives, and resolved
100 EEO complaints and OFCCP audits with 90% compliance with savings of $800,000.

CONSULTING EXPERIENCE
Provided human capital management consulting services to Heard, Blair, Googin and Williams, Electrolux Appliances
North America, Career Transitions Reset Partners, Agile 1 and Academic Partnerships.
EDUCATION
Master of Arts Degree, Industrial Relations, University of Minnesota, Minneapolis, Minnesota
Bachelor of Arts Degree, AA Studies and History, University of Minnesota, Minneapolis, Minnesota

CERTIFICATIONS
Prosci Change Management Certification Program
Inside Out Development Coaching
AFFILIATIONS AND COMMUNITY SERVICE
Member of Human Resources Planning Society (HRPS) and the Society of Human Resources Management (SHRM).
Former Board Member of the Campaign Cabinet Greater Dallas United Way. Valley of The Sun United Way, Maricopa
County Workforce Commission, Atlanta Business League, Communities in Schools of Atlanta, HR Outlook, Dallas and
Houston Urban Leagues.