Michelle S.

VanHoose
191 University Blvd. #817 Works: 303-733-2631
Denver, CO 80206 Cell: 303-854-4363
mvc52382@westpost.net
PROFESSIONAL EXPERIENCE:
MSV Management Services Inc. Denver, Colorado
(3/08 - Present) Founder and Co-Partner
* Providing Talent Acquisition support to a Denver based consumer electronic ret
ailer. The organization is moving into a high growth mode of approximately 50 s
tores a year plus the acquisition of talent within the corporate office (merchan
dising, marketing, strategic planning, financial planning and analysis, IT, and
the call center to name a few). Hired over 45 positions within the first 12 mon
ths of this assignment saving the employer over $1MM in fees.
* Additionally providing human resource and management guidance to a start up Ap
parel Company in Southern California; a medical practice in Tampa Florida; a mor
tgage company in Portland Oregon; a franchise organization in Denver, Colorado;
the US Government and a construction company in Portland Oregon. Services provi
ded were talent acquisition, on boarding, new hire orientation, policies and pro
cedure design and interviewing workshops to name a few.
* Developing a strategic business plan in order to acquire financial funding for
the start up concept.
* Working with local franchise organizations to create and design processes that
allow for solid record keeping meeting legal requirements as well as supporting
the employee corporate culture and creating a great guest experience.
* Provide human resources support and advice for all Human Resource questions an
d concerns to various companies throughout the US.
* Developed and provide new training programs for company team members.
* Project lead and volunteer for Colorado Aids Project focused on generating rev
enue for those in needs.
ULTIMATE ACQUISITION PARTNERS - ULTIMATE ELECTRONICS- Denver, Colorado
(2/05-3/08) Senior Vice President, Human Resources
* Provided strategic guidance and leadership to a $350 million plus, 32 store co
nsumer electronic chain with businesses that also focus on builder installation,
home installation, and mobile installation.
* Developed and lead a human resources function (with 15 direct reports) that ha
s specific initiatives that support the organizations strategic business objecti
ves resulting in outstanding business performance and results.
* Support the organizations growth through the development of a solid talent poo
l through the continuous use of a succession planning process, the development o
f our top talent and the attraction of key external candidates.
* Responsible for all aspects of Human Resources - the recruitment and selection
of top talent; executive and management development; succession planning; perfo
rmance management; benefits plan design and management; compensation and HRIS.
* Work hand in hand with the Executive Leadership Team, General Managers and Div
ision Heads across the country in developing programs and processes that support
the company's business objectives and key accountabilities.
* Hired and developed a Human Resources team that is proactive, supportive and e
ager to define effective solutions to the issues at hand in a timely and efficie
nt manner.
HOLLYWOOD ENTERTAINMENT, INC. Wilsonville, Oregon
(5/99-10/04) Senior Vice President, Human Resources
* Provided strategic leadership for the Human Resource function of a $1.8 billi
on home entertainment specialty retailer with 2,600 locations throughout the Uni
ted States, over 28,000 partners and 61 members on the human resources team.
* Reported to the Founder and CEO while establishing strong partnerships with t
he senior management team in order to complete one of the most successful busine
ss turnarounds in 2000 and 2001.
* Led the development and implementation of all Human Resource strategies to en
sure the most effective use of our human capital in order to maximize business r
esults for the organization.
* Implemented a strategic process around topgrading the organizations leadershi
p which allowed us to identify A Players, develop B players and deploy our C pla
yers.
* Developed a bi-annual succession planning strategy that ensured the organizat
ion had the necessary bench for all key position while reducing number of critic
al position
* Partnered with Operations to develop and execute a strategy that allowed the
organization to open 600 Game Crazy locations over an 18 month period. Selected
and trained all store partners to the new business concept and required guest e
xperience.
* Established the University of Hollywood Entertainment with curriculum develop
ed for all levels within the organization.
* Reduced management turnover by 34% and increased tenure by 52% by executing H
R programs and processes in the areas of performance management, selection, lear
ning and development, and employment.
* Structured compensation and benefit strategies that were competitive, equitab
le and supported the objectives of the organization.
* Developed reward and recognition programs that support partner promise and th
ose behaviors valued by the organization.
* Implemented a Human Resources scorecard that evaluates the effectiveness of o
ur programs and processes and ability to meet the organizations objectives.
GYMBOREE, INC., Burlingame, California
(10/96-3/99) Vice President, Human Resources/Organization Development - Stores
(6/95-10/96) Director, Human Resources, Stores
* Defined the Stores Human Resources function for a $320.0 million children's sp
ecialty retail organization, with 380 plus stores and 6,000 employees that adds
value to the business and ensures the company has the resources necessary to acc
omplish its business goals while opening 70 stores each year.
* Provided HR counsel to company officers in Stores, Play Programs, Real Estate,
Construction, Visual and Operations, to facilitate company growth; foster team
work while resolving internal business issues.
* Led the International HR strategy that prepared the organization for expansion
into the United Kingdom and Ireland. Partnered with Operations to attract, mot
ivate, and retain team leaders and members for stores abroad. Coordinated a seve
n week U.S. training session for International Store Team Leaders. Implemented
the expatriate and extended business policies for transferring employees.
* Enabled the organization with the requisite human resources to sustain company
growth through the recruitment and development of talent at all levels.
* Developed processes for selecting talent that meet established success charact
eristics (including alternative sourcing, identification of core skills and comp
etencies).
* Defined processes to assess individual employee performance against agreed obj
ectives, communicate progress with employees, and establish developmental plans
to address corrective measures.
* Managed the process for identification of high potential talent and establishe
d development and succession plans for each individual.
* Established a scorecard that determines the effectiveness of human resource pr
ograms and processes in adding value to stakeholders.
* Defined compensation strategy that positions the organization at a competitive
advantage (cost and market), creates an incentive for achievement of agreed upo
n financial objectives, and ensures internal equity.
H2O PLUS, LP, Chicago, Illinois
(3/93-6/95) Director of Human Resources
* Defined the Human Resource function for a $48 million manufacturer and distrib
utor of skin care, color and fragrance products.
* Partnered with the Chairman and President to support business strategies and i
nitiatives. Designed processes that were flexible and cost effective, supportin
g the business priorities and core values.
* Developed and managed employee relations, recruitment, compensation and traini
ng for all divisions of the corporation, (corporate and franchise stores, wareho
using, manufacturing and department store divisions).
* Defined a performance management process that was results driven, fact based a
nd interactive.
* Conducted employee feedback sessions in stores and manufacturing to ensure emp
loyee contribution was recognized and shared, feedback and communication was ope
n and honest, and employees had access to necessary resources to meet their need
s.
THE GAP, San Bruno, California (Chicago based)
(9/92-3/93) Regional Recruiter - THE GAP, Gap Kids and Banana Republic Division
s
* Directed the recruitment efforts for positions in the Kentucky, Louisiana and
Nashville, Tennessee regions.
* Actively involved in all manpower planning and internal placement.
* Assisted the culture with moves towards a more diverse workforce.
EDDIE BAUER, Redmond, Washington (Chicago based)
(2/89-9/92) Regional Human Resources Manager - Midwest
(10/87-2/89) Human Resources Manager, Midwest and Canada
(2/87-10/87) Manager, New Store Planning and Recruitment
* Provided HR support to a Regional Manager, 16 District Managers and 90 - plus
retail stores generating over $180 million in volume.
* Directed the staffing, employee development, and employee relations activities
within stores and districts. Conducted annual employee feedback surveys to ass
ess management capability, employee contribution, and business processes and eff
iciencies. Partnered with operations in support of business goals.
* Lead the performance management and manpower planning process for all levels o
f management.
* Defined the compensation and salary administration practices to ensure a compe
titive advantage.
* Partnered with the organization to ensure employees had the resources to meet
their needs, (training, systems, HR processes).

EDUCATION:
UNIVERSITY OF ARIZONA, Tucson, Arizona
BS Fashion Merchandising
Kappa Kappa Gamma - Officer
Organizations:
Rocky Mountain Leukemia and Lymphoma Society
Light the Night Walk Sponsor
Make a Wish Foundation
March of Dime Foundation
Colorado Aids Project