ENOCH:HR        

DAVE ENOCH, MBA, SPHR

President

Dave has been in leadership roles in human resources for more than fourteen years.  Prior to establishing Enoch Human Resources, LLC in 2005, he worked for several companies, including Fortune 500 Companies, engaged in international security, manufacturing, distribution, insurance, & training.  Dave has worked in both corporate and field environments; out of an office and out of a warehouse; in a call center and in a factory.

Dave holds a bachelor’s degree from Radford University and a master’s degree from Shenandoah University, as well as the SPHR designation from SHRM (2001).  In addition to these professional credentials, he was also a division one athlete in college, is a former US Marine and veteran of Desert Storm, and he is a current member of the Virginia National Guard.  He lives with his wife and two daughters in Midlothian, VA.

This wide variety of credentials and experiences in both human resources and operational roles allows Dave a unique perspective when assisting his clients with their human resource needs.  His experience in operational roles allows him the ability to understand his clients and what they are going through better than many other HR professionals.  His HR experience affords him the ability to present practical solutions to complex problems...culminating into a uniquely effective and satisfying experience for his clients.

PROFESSIONAL EXPERIENCE:

HR Consultant/Owner/President       

Enoch Human Resources, LLC.

I established Enoch HR to provide human resources services to small to mid-size companies that either do not have their own internal HR department or they may need some outside help with a special program or project.  Feel free to visit my website: www.enochhr.com.  My clientele and the projects I have completed are quite diverse.  Here are some examples:

• I managed the recruitment and employee relations functions for a $140 million dollar per year insurance company, including the day to day management of four staff members,   while the search for a full time replacement of an exiting manager was conducted.

• I developed and currently manage a comprehensive recruitment process outsourcing program for a thirty million dollar per year construction contractor.  I also developed a new performance management system for them including job descriptions, goal setting, quarterly check ups, and annual reviews, as well as performance counseling and performance improvement plans.

• I brought a manufacturer into legal compliance with regard to employment law.  I also fine tuned their recruitment and on-boarding processes, designed a new employee handbook for them, and researched and implemented a new group benefits program for them.

• I conducted a comprehensive review of the existing employee handbook for a professional association and recommended updates.

• I completed a recruitment process outsourcing project for a painting contractor designed to find new employees.

• I conducted a legal compliance assessment and handbook review for a psycho-social rehabilitation center.

• I completed a recruitment process outsourcing project for a construction materials recycling business designed to find a new sales manager.

• I also conducted legal compliance assessments for a golf club, a pest control business, a kitchen and bath remodeling business, two insurance agencies, a hair salon, a steel fabricator, a document scanning business, and a restaurant.

HR Director, ArmorGroup North America  

ArmorGroup is a US Government contractor and truly global organization that provides security oriented services and training worldwide, employing 7500 people in 26 countries.  I was responsible for managing all aspects of the human resource function for the Company’s North American locations. 

• Created and launched an entirely new recruiting process and manage the day to day function as well as the activities of a full time recruiter.

• Successfully defended the company against a Department of Labor investigation involving a full review of the company’s pay practices and negotiation of the final outcome.  

• Created and launched a customized performance management system in order to streamline the process and make it more worthwhile.

• Created and launched a customized compensation system involving the creation of formal job descriptions, researching the marketplace for compensation data, creating and slotting positions into grade levels, all tied to the performance management system to ensure fair and equitable annual merit increases.

• Conducted a full review of the company’s benefits package, identified weaknesses, and implemented cost saving improvements.

• Conducted comprehensive training to all company personnel regarding DOL and DCAA requirements regarding pay practices and the new time keeping procedures.

• Regularly interact, coordinate, and communicate with personnel throughout the world on various matters such as staffing, government and private proposal development, policies and procedures, and legal compliance.

HR Manager, Alliance/World Access         

World Access is an insurance company.  I managed Employee Relations, Compensation and Benefits, HR Policies, Performance Management, and HR Administration for an employee population of close to 500.

• Worked with management on a daily basis handling the majority of the employee relations and performance matters, coaching management on the interpretation and administration of policies and procedures. 

• Updated, redesigned, and launched two comprehensive updates to the employee handbook.

• Participated in the redesign and launch of the Company’s reward and recognition program

• Participated in the redesign and launch of a new performance management system.

• Managed the compensation program including developing new job descriptions, assigning grade and salary levels, and answering daily compensation inquiries from all levels.

• Helped to coordinate a comprehensive compensation study and to design and launch a new compensation system.

• Designed and implemented a continuous, proactive recruiting approach and, for a time, managed the day-to-day staffing needs of the Company.

• Redesigned the new hire and orientation process and facilitated the majority of terminations. 

• Managed the benefits plans including plan selection, vendor relations, bill reconciliation, open enrollment, and answering daily benefits inquiries from all levels.

• Helped to design and launch the Company’s Intranet site and managed the home and HR pages of the Company’s Intranet site on an ongoing basis.

HR Manager, Provant-VMS             

Provant-VMS is a training company.  As the organization's senior HR professional, I serve as an advisor and strategic partner to senior management team on all HR related issues.

• Helped transform the organizational structure of the company from a traditional hierarchical system to a cross-functional team structure. Helped to develop and implement the concept of billable career coaches and skills coaches in place of traditional non-billable departmental managers.

• Instituted and managed a comprehensive, proactive recruiting approach

• Managed the roll out of a new employee benefits package.

• Created and managed a new 360-degree feedback process. 

• Updated the company's salary matrix by conducting detailed market research.

• Updated the company's employee handbook.

• Guided the organization through two lay-offs before, during, and after the events. The most recent lay-off included my own position.

HR Manager, Aegon/Monumental Life        

Monumental Life is one of the largest subsidiaries of AEGON, one of the largest insurance companies in the world. As the HR Manager, I reported to the VP, HR and served a population of 450 corporate employees in all aspects of HR. 

• Served as an advisor and strategic partner to management on HR related issues such as staffing, performance management, policies & procedures, legal compliance, & interviewing. 

• Supervised and guided the activities of an HR Assistant, an HR Generalist, and a Benefits Specialist.

• Instituted an aggressive, ongoing, comprehensive & proactive approach to recruiting and staffing. The results of the project increased the home office staff from 300 to 450 within six months. 

• Mediated several employee performance matters and brought them to a positive outcome by adhering to the principles of progressive discipline and pursuing a win-win outcome. 

• Worked closely with other support functions such as the legal department, accounting, and customer service in order to most effectively and efficiently serve internal and external customers. 

HR/Operations Manager, Alside, Inc.                 

Alside is a manufacturer and wholesale distributor of residential building products.  I served as the HR Manager and Operations Manager for one of its facilities. My HR responsibilities included recruiting & staffing, performance management, employee relations, legal compliance & training. 

EDUCATION:

• 9/2004 SPHR Recertified by SHRM

• 2004 UVA HR Management-‘refresher’ course

• 2003 AMA OSHA Compliance seminar

• 5/2001 SPHR Designation awarded by the SHRM

• 5/1999 PHR Designation awarded by the SHRM

• 12/1997 Shenandoah University MBA w/HR concentration

• 8/1993 Radford University Bachelor's Degree

AFFILIATIONS:

• 3/2007 – Present    RASTD (American Society for Training &     Development) Board Member '07

• 5/2001 – Present    RHRMA (Richmond HR Management Assoc.) Board Member ‘04 & ‘05

• 5/1997 – Present    SHRM (Society for Human Resource Management)

• 3/2007 – Present    RCA (Richmond Compensation & Benefits Association)

COMPUTER SKILLS:

Proficient with IBM compatible hardware, Microsoft Windows, Microsoft Office software (Word, Excel, PowerPoint, Outlook), Ceridian, PeopleSoft & ABRA HRIS, also familiar with MS Access and MS Project. 

MILITARY SERVICE:

Virginia National Guard, 2008-Present

United States Marine Corps Reserve, 1990-1994

Are you in Compliance?

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