Stephen Jordan

Experience

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  United States Air Force

  Jun 2008 - Jun 2009

  Human Resources Director (Commander, 8th Force Support Squadron)

  Principal decision-maker leading team of over 300 personnel providing full-service HR support; supported 20 different organizations with all manpower and personnel programs for over 3,000 personnel and for all food service, fitness, recreation, lodging, and entertainment programs. Executed a budget of over $2M annually and oversaw use and upkeep of over 30 facilities and a fleet of 50 vehicles.- Led implementation of new HR delivery system; went from zero to fully operational in less than 3 months with zero interruption of service to leadership and employees- Guided over 20 senior leaders and over 3,000 personnel through complex HR system transition…buy-in achieved- Ensured all leaders and personnel were briefed and trained on new system and way of doing business- Team builder; integrated two distinct organizations into one cohesive team in only 1 month; organization later recognized as "Best in the Pacific" for 2008- Successfully resolved over 30 employee relations cases; used alternate dispute resolution process to bring parties together and develop mutually agreed-to solutions and rebuild positive work environment Show less

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  US Transportation Command

  Jun 2009 - Aug 2011

  Human Resources Director (Chief, Personnel Programs Division)

  Developed and executed manpower and personnel policies affecting 1,400 personnel in 89 locations worldwide. Principal liaison with Department of Defense and Military Services to ensure organization is equitably resourced to meet mission. Led a staff of 12 providing support on staffing, recruitment, retention, education, training, and employee professional development.- Maintained a 98% fill rate for 1,400+ manpower positions…best fill rate in organization's 25-year history- Strategic business partner with 14 senior leaders…used business needs and objectives to drive HR policies- Ensured compliance with policy guidance through careful review of over 100 policy documents and updating of key HR functions and processes- Devised division metrics and tracked personnel programs; identified improvement efforts resulting in an increase of 30% in one quarter in all key HR processes Show less

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  Camber Corporation

  Sept 2011 - Sept 2013

  Joint Training Facilitator Specialist

  Responsible for managing all aspects of training design and development. Partner with business units to conduct needs assessments, analysis, evaluation, and validation of all training programs. Utilize LEAN concepts to identify gaps and opportunities to find efficiencies. Partner with subject matter experts and outside vendors to plan, develop, write, update, and maintain training programs and performance support tools. Develop, execute, and track individual and staff training courses for a staff of over 2,000 personnel offered in both classroom and through on-line learning tools. Maintain and update training activities in organization’s SuccessFactors/SAP Learning Management System. - Authored Human Capital Development Roadmap to support organization’s strategic plan- Developed automated tracking system for Newcomer’s Orientation…attendance increased over 60% - Validated and updated content for nine on-line courses…now 100% in line with customer training requirements- Completely retooled Newcomer’s Orientation course to meet manager’s initial training requirement; decreased new employee ramp-up time by 30 percent- Led organization-wide annual training program; 14 training programs for over 2,000 employees assigned and tracked in learning management system; overall 98% completion rate for all annual training Show less

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  Conperio Technology Solutions

  Oct 2013 - Dec 2013

  Technical Learning and Development Project Manager

  Accountable for the development and implementation of training strategies, plans, and processes to support the technical and operational goals within the Manufacturing Division of Nestle Purina North America. Responsible for developing technical programs that include business process analysis and technical training and ensuring that those are collaborative and in support of the technical operations of the business. This training has a technical and operator skills focus that supports the factories.- Developed comprehensive competency model for extruder operations. Identified key aspects of position and requisite knowledge, skills, and abilities for incumbent. Used this information to work with Subject Matter Experts to design and implement various training opportunities focused on increase effectiveness and efficiency in daily operations.- Spearheaded effort to design a process to secure contract support for long-term e-Learning development projects. Worked with acquisition department to ensure all corporate policies and procedures were followed. Drafted Statement of Work for new workload and evaluated potential partners to ensure they met the requirements in the Statement of Work and would fit well into our training development construct.- Utilize Kirkpartick Model for measuring and determining training effectiveness from initial reaction to training (Level 1), to assessing whether students acquired the intended knowledge, skills, and attitudes (Level 2), to determining to what degree students applied what they learned to their job (Level 3), to assessing to what degree targeted outcomes occurred as a result of the learning event and subsequent reinforcement (Level 4) Show less

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  Kellogg Company

  Jun 2014 - Feb 2023

  Provided leadership and direction for the planning, development, and execution of the plant HR function for a 350-employee unionized production facility. Drove talent management to continually improve individual and organizational effectiveness, and create a favorable work environment. A key objective is to enhance employee safety, employee relations, personal welfare, and productivity. The role strives for organizational values and the achievement of short and strategic long term Company goals and objectives. Led 9 Box talent reviews and succession planning activities for plant salaried personnel. Coordinated with Talent Acquisition and Hiring Managers on all plant talent acquisition needs to ensure process to fill vacant positions is timely and candidates are a good fit. Coached and mentored line supervisors and managers on effective communication with employees. Facilitate Leading the Kellogg Way and Impact and Influence classes as part of the Leadership Essentials leadership development program. Worked with outside consultant to implement safety culture change program for all plant personnel. Led mid-year and end-of-year PDP calibration sessions and compensation planning sessions for plant salaried personnel to ensure business rules are adhered to and ratings are an accurate reflection of performance. Led Performance and Development Plan creation activities to ensure all employees had appropriate objectives and developmental goals for the year. Lead facilitator for daily Tier 4 meetings and weekly Senior Leadership Team meetings ensuring meeting objectives were met and items were identified and tracked for future action. Show less

  • Regional Plant Learning and Development Manager

    Jun 2016 - Feb 2023

  • Plant Human Resources Manager

    Jun 2014 - May 2016
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  United States Space Force

  Feb 2023 - now

  Program Manager, Force Development Integration and Outreach