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Dean Holt

Human Resource Director | Compensation and Benefits Director

Executive Summary

Visionary leader bringing over 12 years of experience in establishing operational optimization across diverse industries in both national and international operations. Recognized for talents in strategy development and providing corporate vision from an HR perspective. Converts strategic plans into tactical reality through guiding companies in establishing themselves as a viable business. Devises and implements new programs and initiates successful processes to produce new product with maximum revenue. 

  • Extensive background in HR affairs, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development and legal compliance.
  • SHRM Certified Professional in Human Resources (SHRM-CP™) offering a 12-year HR career distinguished by commended performance and proven results.
  • Demonstrated success in negotiating win-win compromises, developing personnel manuals, corporate policies, job descriptions and management reports.

Professional Experience


Compensation and Benefits Consultant

Nestle Skin Health, N.A, Fort Worth TX

Provider of pharmaceutical, consumer, and aesthetic and corrective products. Manage and communicate benefit, retirement and wellness programs, ensure statutory compliance with FMLA, ADA, COBRA, ERISA, OSHA, and HIPAA, oversee annual filings and audits as well as administer LOA programs Ensure plans are administered in accordance with plan, IRS, and ERISA rules. Ensure compliance including government filings and required participant disclosures(i.e., Form 5500' s, Annual Funding Notice, PBGC, proxy circular, SARs, SPDs) Ensure plans are administered according to service level agreements and the appropriate customer service is being provided to plan participants. Regularly review the company's compensation levels relative to market, developing and recommending changes to the salary structure to attract and retain qualified staff, oversees job evaluation process, and/or serves as lead for conducting job evaluations and communicating results Research competitive practices, recommend new programs or enhancements based on cost/benefit analyses, benchmarking, and alignment with the company's strategic direction Manage the external compensation survey process Responsible for all survey subscriptions Ensure timely submission of company data to survey providers and analyzes the results of the surveys; makes recommendations for changes Responsible for the planning, design, administration and implementation of the annual compensation salary planning process


Director, Compensation and Benefits


Provider of fuel, lubricants and chemicals to the Energy, Marine, Mining and Industrial markets. Annually reviewed and made recommendations to executive management for improvement of the company policies, procedures and practices on personnel matters Provide leadership in the development of strategic recommendations for benefit program design, administration and funding that competitively positions the Company and its business units Monitor controls and procedures to ensure that benefit plans are designed and delivered in a compliant and fiscally efficient manner Determine, develop and obtain approval for benefit plan changes/new plans or services, oversees implementation of approved recommendations Administered coaching and feedback to team members under my leadership Design, implement, and manage salary classification and compensation programs Oversee competitive analysis, merit increases and salary structure. Provide leadership, support, guidance and direction to personnel working in the area and assisting on projects in the area Advise employees on state and federal employment regulations, collective agreements, benefits and compensation policies, personnel procedures and classification programs Communicate changes in personnel policies and procedures and ensure proper compliance is followed SANTANDER CONSUMER USA-North Richland Hills, TX Provides lending services to consumers across the credit spectrum


Senior HR Business Partner

Santander Consumer USA, North Richland Hills TX

Builds collaborative relationships and gains credibility with operational management and associates to identify HR needs and work collaboratively to implement ideas and strategies Proactively minimizes legal risk by ensuring clients' compliance with company policies and procedures. Makes recommendations, provide solutions, and resolve issues as challenges arise Provides expert advice to local management on a range of individual and collective HR issues in accordance with company policies, procedures and Best Practice to deliver solutions on employment issues Seamlessly executes a full range of duties aligned to deploy HR Strategy and objectives into client group Leads employee relations for the organization including coaching on HR related issues, disciplinary actions, HR investigations, and separation Contributes to the development of HR policies which are aligned to business goals and legal requirements Analyzes HR data for client group/business area to identify opportunities for improvement and implements solutions to enhance service quality and cost effectiveness(i.e.: Labor Turnover trends, absence management, etc.) Identifies training needs within business area and works with Talent Solutions to ensure availability of associate development is aligned to functional and organizational objectives Works with Talent Acquisition to source and attract top talent into business area through targeted recruitment activities(i.e.: Behavioral Interviewing) to ensure improved talent attraction in achieving business goals that model company values.


HR Manager


Provides management services to homeowner's associations and condominiums. HR Manager, Worked with senior management to create HR policies and procedures; recruit employees; create group benefits databases; and develop orientation, training and incentive programs. Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs; administer HR budget; and handle HR generalist workplace issues. Key Results: Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation. Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Negotiated salary offers at both the exempt and nonexempt level. Brought workers' compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury. Reduced benefits costs by 15% annually through meticulous record keeping and ensuring that company did not pay for benefits for which employees were ineligible. Co-wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information. Introduced company's first formal performance review program, creating a flexible and well-received tool that was later adopted company-wide. Revised job descriptions across all levels.“ Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.