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JOHN MALKOWSKI
HUMAN RESOURCES SENIOR EXECUTIVE
In senior Human Resources positions with the world’s best known gaming/entertainment companies, delivered unique solutions that transformed corporate goals into profitable reality, built effective HR and operations systems,
and managed rapid and sustained business growth.
• As Senior Vice President and Vice President with TCN / Gaming Inc. and United Entertainment, managed multimillions-of-dollars and directed the HR strategies for thousands of employees in multiple locations on four continents. Directed core management activities far surpassing typical Human Resources functions, including key components of TCN’s sale and of Gaming World’s acquisition and subsequent sale.
• With twenty years of management experience in gaming and hospitality, offer a valuable grouping of cross-functional skills, specific to the unique needs of these businesses. Thoroughly familiar with industry-related labor issues, regulatory requirements, security, employee satisfaction, staff development and complex cultural integration.
• Developed numerous programs to support corporate goals and create lean yet effective operating conditions. Programs include creation and implementation of change-management concepts to introduce a “One Company Mentality” that merged best practices of corporate policies and cultures resulting in improved systems, employee relations, and customer service.
• Recognized by company leadership and peers as a “smart, industrious, tenacious, and decisive leader and visionary.” Manage Human Resources as a value-add, not a resource drain. Quickly assess situations, rapidly crafting solutions, building teams, organizing actions, and creating profit and/or efficiency with each project’s conclusion.
AREAS OF EXPERTISE
• Multimillion-Dollar Budget Oversight • Labor Relations and Negotiations • Development and Training Programs
• Mergers, Acquisitions, and Sales • Regulatory Compliance • Executive Staffing and Recruitment
• Accelerated Growth Management • Corporate Security and Policies • Compensation and Benefit Programs
• High Performance Executive Teams • HRIS Systems Implementations • Employee and Customer Relations
CAREER HISTORY
TCN Corporation - Gaming Division, Las Vegas, Nevada • 1993 to Present
TCN Gaming/Gaming World, Inc. has annual revenues of $1 billion, and nine worldwide locations with 19,000 employees.
As Corporate Senior Vice President Human Resources ('96 to '00), reported to Chairman / CEO for Gaming World, Inc., was key member of corporate executive management team, and handled work far surpassing typical HR management responsibilities. Promoted following TCN Corporation’s acquisition and gaming unit consolidation of Gaming World, Inc.
• Managed key components of sale of company when Gaming was sold twice in nine months. Frequently called upon to handle acquisitions, mergers, downsizings, consolidations, and cultural integrations, as company’s corporate objectives altered.
• Directed human resources worldwide at nine locations with approximately 19,000 employees. Managed 14 VP-level direct reports, 100 indirect reports, a $10 million budget and HR teams at nine operating units.
• A key achievement was development / implementation of HR strategies to support company’s growth, with emphasis on cultural integration focused on employees acceptance of “one company mentality” formed from four- to- five distinct business cultures.
As Corporate Vice President Human Resources ('93 to '96), was originally recruited by TCN Corporation to lead Human Resources function for new gaming business unit, reporting to Executive Vice President of the Gaming Division. Direct reports included five corporate HR professionals as well as indirect reports located at all properties.
• A key achievement was core management involvement in maturation of this new business unit including the development of human resource strategies, executive recruitment, benefits, compensation, training, and labor relations.
• Aided in opening of five new locations by 1996 (and the acquisition of three others by 2000 while Senior VP). Developed properties in Nevada, Mississippi, Indiana, Peru, Canada and South Africa.
12345 Elm Street San Francisco, CA 94111Phone: 444-555-5555 • Fax: 333-000-0000 • Cell: 555-111-1111 • E-mail:
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JOHN MALKOWSKI
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CAREER HISTORY
United Entertainment Inc., Las Vegas, Nevada • 1984 to 1993
United Entertainment operates 17 casinos in 17 markets, employs more than 40,000 employees worldwide, and is one of the most recognized and respected names in the casino entertainment industry.
As Regional Vice President Human Resources (‘90 to '93), was promoted and selected to aid in company’s 1990 “regional emphasis” re-organization as a member of the newly established regional executive management team. Personally managed all HR issues for new region and directly supervised a staff of 35.
• A key achievement, as executive team member, was the consolidation of redundant functions, standardization of business practices, and
reduction of cost structure within two months and without negative impact to staff morale and customer satisfaction
As Director Human Resources ('86 to '90), was selected to join new senior management team for an under performing property, supervised a staff of 21 direct reports, positively impacted business / financial results, and enhanced customer / employee experiences.
• A key achievement was the introduction of a new Human Resource philosophy including formalized training/development
programs for all levels, reward and recognition systems, customer satisfaction systems, and employee feedback vehicles.
As Corporate Director Personnel & Employee Benefits (‘84 to '86), was recruited for newly established corporate role and reported to the Executive Vice President / Chief Operating Officer. Managed development of corporate human resource policies and programs, supervising a staff of ten. Introduced new uniform employee benefits strategy including health and welfare, retirement, and employee assistance plans impacting 9,000 employees.
• A key achievement was the management (including strategy, communication plan, and outplacement) of corporate
headquarters’ decentralization and rightsizing (from 250 employees to 50) as well as the complete development and
standardization of corporate policies and employee benefit programs.
Real Holdings Corporation, Reno, Nevada • 1979 to 1984
Multi faceted company including real estate development, lodging, and casino holdings in Arizona, Nevada, and New York
As Director, Human Resources, managed HR functions for 2500 employees including staffing, training, compensation, benefits, employee relations and labor relations. Supervised a staff of 15 direct reports.
• A key achievement was the negotiation and administration of eight complex labor agreements.
PROGRAM DEVELOPMENT
Designed and implemented these successful programs: United’s “Better People Strategy,” a toolbox that assisted the company in growing rapidly without losing internal brand identity. • Gaming’s first uniform management bonus program. • Gaming’s and United’s uniform employee satisfaction system. • Gaming’s first executive development program • United’s first company-wide labor management system. • Industry’s first behavioral-based customer service training system, eventually adopted by United’s company-wide as a “standard” practice. • Redesign of a uniform/global benefits strategy for 19,000 Gaming’s and 9,000 United’s employees. • United’s, Gaming’s, and Del Webb compensation systems. • Gaming’s management / executive bonus plan. • United’s customer satisfaction system. • Gaming’s cultural integration strategy. • United’s / Gaming’s Service / Profit chain philosophy.
EDUCATION
Business Administration Program, University of Miami, Miami, FL, 1972 to 1975
University Nevada Business School • four-week program in International Executive Development
Penn State Business School • three-week program in Executive Development
Babson School of Executive Management • one-week program in HR Leadership
Harkson Institute • two-week program for Leadership Skills Certification
Columbia University • four-week program in Industrial Relations
United’s • two three-week programs: Excellence in Management and Excellence in Leadership
12345 Elm Street San Francisco, CA 94111Phone: 444-555-5555 • Fax: 333-000-0000 • Cell: 555-111-1111 • E-mail:
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JOHN MALKOWSKI
RESUME ADDENDUM • PRIME INITIATIVES
Successfully represented Gaming World’s interest to new parent company.
Challenged to assist in seamless transition between Gaming and a new parent with no gaming expertise.
As Senior Vice President of Human Resources TCN Corporation / Gaming, worked closely with new parent to “craft” communication to the organization, bridging the culture gap. Encouraged parental diplomacy during transition to ensure that organization was not negatively affected by sale. Minimized trauma by development of retention programs, long term incentives, and frequent honest communication.
Key Results
• Company suffered no significant losses of management talent during transition.
• Developed trust with new parent without jeopardizing existing relationships.
Developed and implemented United’s new regional structure, with no negative impact to morale or customer relations.
Challenged to quickly identify talent, implement new organization structures, and achieve positive results within two months.
As Regional Vice President Human Resources for United’s Entertainment, functioned as key member of regional executive management team. Provided counsel to President of the Region on all organizational issues surrounding new initiative designed to improve employee / customer satisfaction and profitability. Selected essential members of new regional team, established standardized practices / policies, developed strong HR foundation focused on quality and reduction of cost controls, and consolidated redundant functions.
Key Results
• Reduced HR administration costs by over 30%. Shrank regional benefits costs by over 20% through standardization initiatives.
• Company formally awarded recognition to regional executive team for outstanding performance.
Key player in creation of a new $400 million gaming business.
Challenged to develop a new business vision and create a strong HR foundation to support new business’ objectives.
As Vice President Human Resources for TCN Corporation / Gaming, developed and implemented HR strategies including benefits, compensation, and training development to attract and retain the highest quality human capital for this $22 billion company with no gaming experience. Initially focused on senior executive corporate team including recruitment of a Chief Operating Officer, Chief Financial Officer, and General Counsel. Successfully established HR strategies at operating unit level.
Key Results
• Within three years, new business unit grew to five locations with over 10,000 employees.
• Revenues grew to over $400 million within the same three years.
Devised management development and succession planning system.
Challenged to identify “intangible” succession planning issues facing company and develop “tangible” solutions.
As Senior Vice President Human Resources for TCN/Gaming formulated performance assessment process to identify management talent strengths and weaknesses. Met with all senior operating unit presidents to assess management capabilities and company’s future people needs. Created development programs focused on growing management talent internally.
Key Results
• Provided corporate executive management with a solid understanding of the management challenges facing the company.
• Company was able to take proactive vs. reactive posture to address management issues and identify potential management talent.
Spearheaded mission to achieve a “one company mentality,” following Gaming World, Inc. acquisition.
Challenged to integrate four- to- five different cultures by influencing organizational behavior.
As Senior Vice President Human Resources for TCN Corporation / Gaming, assessed acquisition’s impact and determined appropriate steps for cultural integration. Created / implemented HR strategy to weave a universal approach using the most desirable aspects of each culture. Assembled senior HR council and presided over summits to discuss and implement plans to support business objectives.
Key Results
• Developed one-company mentality. Diminished negative internal competitiveness and structured common beliefs / philosophies.
• Enhanced overall performance via development and implementation of effective incentive programs.
12345 Elm Street San Francisco, CA 94111Phone: 444-555-5555 • Fax: 333-000-0000 • Cell: 555-111-1111 • E-mail:
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