Matt Page, CLRL, SHRBP

Experience

• 

  US Army

  May 2000 - May 2006

  Military Police Officer

  Military Policy Officer

• 

  UScellular

  Sept 2003 - Dec 2023

  Created and implemented key metrics (Diversity Distribution Scorecards, Employee Engagement Surveys, Diversity and Inclusion Benchmarking) for attracting, developing, and retaining diverse talent, programs, and initiatives, that deliver on DE&I objectives.Managed the Company's diverse talent representation strategy and the DE&I Representation Dashboard by establishing equity targets, coordinating the data sources of metrics, and working with SMEs in HR systems, HR Insights, TA, and Talent Management to assist with populating the dashboard.Collaborated with cross-functional teams (i.e., Talent Acquisition, Total Rewards, HRBP Policy & Compliance, and other HR and function/division business leaders) to identify, suggest, and refine inclusive and equitable policies and practices related to DE&I initiatives and goals to support the organization's diverse talent representation aspirations.Increase employee diversity and monitor progress against the DE&I target metrics, foster a workplace environment in which the differences of all employees are respected, collaborated, and valued, and promote engagement and a sense of belonging.Work with metrics such as hiring/promotion/retention/disability inclusion/LGBTQ+/pay equity/people & culture/employee ages, etc. to measure the progress of DE&I practices and identify gaps. Show less Developed, implemented, and monitored a broad scope of programs aimed at organizational and cultural development, including employee engagement, succession planning, and career development.Managed complex and dicult HR Projects / Enterprise initiatives cross-functionally, with a goal of reducing employee turnover and increasing production, by designing and implementing talent retention and development programs. Successful 5% year-over-year reduction in employee turnover.Ownership for employee relations trends and succession planning: developed metrics and provided annual recommendations to the executive team for improved retention, training, and succession planning.Improved the performance of several business units by providing organizational design support and consultation to achieve business results by working with business leaders to implement organizational changes on a large scale.Served as a primary point of contact for local employee relations issues, investigations, and resolutions, and contributed to year-over-year improvement in employee retention. Collaborate and align business decisions with external legal counsel to increase the department's efficiency and improve employee satisfaction.Used employee relations metrics to improve the employee relations process and reduce the turnover rate at the company. Developed preventive solutions and policy adjustments to improve employee relations.Provided leadership and managed a team of two Human Resources Generalists, comprised of both remote and site-based employees. Show less Led and managed operational, business, and cultural performance for 11 company-owned retail stores, overseeing 100+ associates and leaders.Responsible for the direct leadership and management of Store Managers with indirect responsibility for Sales Supervisors, Retail Wireless Consultants, and Store Operations staff for a specified area to achieve all market and budget objectives. Developed and implemented a strong retail program to achieve or exceed established sales targets, including new customer acquisitions and the sale of essentials and vertical features on a weekly/monthly basis while achieving the highest level of customer satisfaction.Hiring, training, and development of the Managers. Ensure the hiring, training, and development of Sales Associates. Areas of training and development include but are not limited to selling skills, store operations, leadership, company policies and practices, performance management, and career development. Ownership for forecasting and reporting; including but not limited to completing or ensuring the completion of time reporting, vacation/time off tracking, expense reporting and approvals, overtime management, variance reporting and explanations, cash over/short explanations, tracking report, competitive report, weekly store management report, etc. Show less

  • Sr DE&I HR Business Partner

    Jun 2022 - Dec 2023

  • Human Resources Business Partner

    Apr 2015 - Jun 2022

  • Retail Area Sales Manager

    Sept 2010 - Apr 2015

  • Store Manager

    Jul 2007 - Sept 2010

  • Sales Manager

    Jul 2006 - Jul 2007

  • Retail Wireless Consultant

    Sept 2003 - Jul 2006
• 

  Dairyland Power Cooperative

  Jan 2024 - now

  Mgr Human Resources

  Responsible for managing the overall administration, coordination and evaluation of employee and labor relations, recruitment and onboarding, talent management and workforce planning. Ownership of efforts for maintaining and enhancing the organization's human resources strategies by planning, implementing, and evaluating human resources policies, programs, and practices.Lead and manages the coordination and evaluation of employee and labor relations activities, including negotiations, arbitration, preventative labor strategy, and contract interpretation and administration. Serve as the chief negotiator for Dairyland with oversight of administering and interpreting collective bargaining agreements, conducting incident investigations, evaluating evidence and facts, and responding to complaints, grievances, and arbitrations. Works with Legal counsel as appropriate.Responsible for the succession health, attraction, development, and retention of each business’s workforce, ensuring a strong diverse pipeline for future growth. Coach and mentor leaders and employees in the use of tools, policies, programs and concepts to ensure continuous improvement and cultivation of company culture.Drive strategic recruitment efforts and play an integral role in day-to-day oversight of recruitments to align the workforce with talent and organizational culture. Responsible for elevating recruitment efforts while aligning to strategic goals and identifying competitive opportunities to meet people growth goals.Act as a consultant for member cooperatives to offer and provide top-notch service for a wide array of employee services including but not limited to: negotiations and/or labor relations issues, talent acquisition and retention initiatives, policy and program development.Address employee relations issues in matters of EEO, ADA, performance, termination, compliance, etc. Conduct investigation on complaints in order to mitigate risk and minimize legal action. Show less