Jeff Kortes, CSP

Founder | Author | Speaker | Trainer | Consultant | Workshop Facilitator | at Human Asset Management LLC
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Contact Information
us****@****om
(386) 825-5501
Location
Franklin, Wisconsin, United States, US

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Tom Schroeder

It is a pleasure to work with Jeff. He is the consummate presenter/speaker and always engages his audience with relevant stories and insight. We have utilized Jeff's C.R.A.P. Leadership program to train our management team. One of the best attributes of Jeff is his ability to customize his programs to best fit the needs of our organization.

William Banaszak

I highly recommend the

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Credentials

  • Certified Speaking Professional (CSP)
    National Speakers Association
    May, 2021
    - Sep, 2024
  • Professional Speaker Designation
    National Speakers Association

Experience

  • Human Asset Management LLC
    • United States
    • Human Resources Services
    • 1 - 100 Employee
    • Founder | Author | Speaker | Trainer | Consultant | Workshop Facilitator |
      • Jun 2006 - Present

      Human Asset Management specializes in employee retention, leadership training and professional recruitment. If you want to bring in top talent, retain good employees, and focus your leadership on creating a productive, energized culture, our services will be tailored to help you meet these critical goals. Employee Retention: I'm a professional speaker on employee retention, employee engagement, recruiting, and development of "A"​ talent (see the video in "Summary"​ for a sample). My keynote speech, "Welcome to Dodge,"​ examines the wild and crazy world of business, and how to maintain your perspective amid the frequent madness in the work world. My LinkedIn group, "Employee Retention 411,"​ has tips and discussions on how to retain "A"​ talent. Join it! Recruitment: Human Asset Management uses a systematic 10-step recruitment process to successfully complete searches in the areas of supply chain/logistics/purchasing, operations, engineering, sales, quality, R&D, human resources, environmental health and safety. Both retained and contingency searches are employed to find top talent worldwide. My program "No Thanks ... I took Another Offer"​ explores the art of selling your organization as part of the recruitment process. Anyone can recruit - but if you can't sell, you will never acquire "A" talent in a competitive marketplace. Leadership Training: Our proprietary Execution Focused Leadership series works to build leadership talent without destroying your people in the process. Show less

  • Upper Iowa University
    • United States
    • Higher Education
    • 300 - 400 Employee
    • Faculty | Human Resources | Recruitment | Employee Retention | Training and Development | Leadership
      • 2005 - Present

      I teach courses on Human Resources, Training and Development, Recruitment, Business Ethics, Compensation and Benefits, and Leadership. I teach courses on Human Resources, Training and Development, Recruitment, Business Ethics, Compensation and Benefits, and Leadership.

  • Ottawa University
    • United States
    • Higher Education
    • 500 - 600 Employee
    • Faculty | Recruitment | Employee Retention | Engagment | Training and Development | Leadership
      • 1995 - 2006

      I taught courses in Human Resources, Training and Development, Staffing, Business Ethics, Compensation and Benefits, and Management. I taught courses in Human Resources, Training and Development, Staffing, Business Ethics, Compensation and Benefits, and Management.

  • Camtronics Medical Systems
    • Medical Equipment Manufacturing
    • 1 - 100 Employee
    • Director of Human Resources | Leadership Training | Employee Retention | Recruiting | Engagement
      • 2005 - 2005

      I oversaw all HR functions for this $40 million subsidiary of a $500 million medical software and device manufacturer. Key achievements: • Developed strategic human resources plan encompassing manpower planning, organizational development, communication, and continuous improvement. Net Result: Refocused the business on growth activities after revenue recognition issues resulted in 40% drop in sales. • Designed and implemented strategic talent acquisition process to fill key operation positions. Net Result: Hired superior talent to meet immediate needs and position the organization for future growth. • Developed organizational communications and retention strategy to address panic caused by loss of largest joint venture partner. Net Result: Avoided turnover of key intellectual talent needed to run the business. Show less

  • SPX Cooling Technologies, Inc.
    • Director of Human Resources | Leadership Training | Employee Retention | Recruiting | Engagement
      • 2002 - 2005

      I was responsible for all human resources functions covering 1,000 employees in field construction throughout the U.S., Canada and Mexico. The company was a $250 million division of a $4 billion organization providing industrial products, construction services and technology. Key achievements: • Led cultural change activities across nine locations in three separate operating divisions. Net Result: Assimilated disparate divisions into overall company philosophy, and avoided dysfunctional activities associated with integration of organizational cultures. • Played key role in consolidation of two similar business units. Net Result: Ensured alignment of human resources talent with business objectives. • Spearheaded consolidation of risk management activities to optimize use of available resources. Net Result: Reduced injuries by 75 percent, saving $1.5 million per year. • Played key role on task force charged with closure of largest manufacturing facility. Net Result: Closed facility with no drop in productivity or quality, ensuring preservation of $50 million in sales revenue. Show less

  • Human Resources Consultant
    • Human Resources Services
    • 1 - 100 Employee
    • Owner
      • 1999 - 2002

      I helped improve processes and operations for a diverse client base encompassing manufacturing, professional services and retail. Services included conflict resolution, retention analysis, mentoring, performance management, labor/employee relations, human resources audits, training and development, policy formulation, and corporate recruiting. Key projects: • Performed study of organizational structure, management processes and internal communications activities for rapidly growing municipality. Net Result: Streamlined organizational structure and communication process that drove employee retention. • Designed assessment, development and succession planning process for a global heavy equipment manufacturer. Net Result: Identified and assisted in establishment of employee development/succession planning strategy, reducing turnover by 30 percent. • Developed and implemented mentoring and performance management process for large professional services firm. Net Result: Created environment that equipped the company to recruit and develop needed top talent to sustain 25 percent annual growth. • Conducted strategic analysis and restructured the human resources function for several closely held businesses. Net Result: Established human resources as a viable function in each, leading to better employee engagement and retention. • Performed conflict resolution activities for a major Native American tribe. Net Result: Diffused tension that was disrupting major business segment. Show less

  • Regal Ware, Inc.
    • United States
    • Manufacturing
    • 100 - 200 Employee
    • Director of HR | Labor Relations | Employee Retention | Leadership Training | Recruiting | Engagment
      • 1997 - 1999

      I was responsible for employee/labor relations, training, AA/EEO, safety, worker's compensation, and employee benefits for the 1,200 employees in this $220 million manufacturer of cookware products. The company had locations in Wisconsin, Texas and Arkansas. Key achievements: • Led development of labor/management partnership at company’s largest manufacturing facility. Net Result: Boosted competitiveness in global markets by focusing joint efforts on cost reduction activities. • Revamped safety and worker's compensation processes throughout entire corporation. Net Result: Designed and implemented company-wide risk management strategy that reduced worker's compensation costs by 65 percent, saving $420,000 annually. • Developed and began implementation of strategic plan to provide high-quality employee benefits. Net Result: Generated annual savings of $800,000. Show less

  • David M. Griffith & Associates
    • 1 - 100 Employee
    • Employer Compensation Strategist
      • 1996 - 1997

      I developed strategies to address worker's compensation and compensation plan issues for both private and public sector clients, following a thorough assessment of their challenges and needs. I developed strategies to address worker's compensation and compensation plan issues for both private and public sector clients, following a thorough assessment of their challenges and needs.

  • Wigwam Mills Inc.
    • United States
    • Retail Apparel and Fashion
    • 1 - 100 Employee
    • Director of Human Resources | Employee Engagement | Labor Relations | Retention | Recruitment |
      • 1992 - 1995

      I oversaw all strategic human resources functions, including planning, policy formulation, organizational design and development, labor relations, safety, compensation and benefits, and employment practices. Key achievements: • Spearheaded organizational change effort utilizing improved communications and employee involvement. Net Result: Increased employee trust and understanding of the business changes necessary to become a world class manufacturer. • Developed and implemented employee benefit strategy. Net Results: Reduced cost of health care by 20 percent, saved $200,000 annually and improving employee morale. • Developed and implemented safety/worker's compensation loss control program to address repetitive motion injuries. Net Results: Reduced worker's compensation injuries by 45 percent, saving $185,000 annually. • Directed restructuring of skilled trades training program. Net Result: Eliminated skilled labor shortage allowing company to increase production capacity by 35% in one (1) year. Show less

  • Midas Auto Service Experts
    • Canada
    • Motor Vehicle Manufacturing
    • 200 - 300 Employee
    • Manufacturing HR Manager | Safety | Recruiting | Engagement | Leadership Training | Retention
      • 1990 - 1992

      I oversaw the human resources functions for two manufacturing plants, including employee/labor relations, employee involvement, organizational development, communications, safety, staffing, and wage and benefits administration. Key achievements: • Implemented training, team building, problem solving, TQM and supervisory development improvements. Net Result: Provided employees skills needed to establish and sustain Total Quality effort. • Established safety program based on a total team concept. Net Result: Reduced lost time accidents and lost workdays by 80 percent, saving $220,000 annually. Show less

  • US Army
    • United States
    • Law Enforcement
    • 1 - 100 Employee
    • German Linguist | Interviewing |
      • 1976 - 1978

      Worked in military intelligence. Honorably discharged with rank of Private First Class. Worked in military intelligence. Honorably discharged with rank of Private First Class.

Education

  • Central Michigan University
    Master’s Degree, Human Resources
    1984 - 1988
  • Marquette University
    Bachelor’s Degree, Human Resources
    1974 - 1979

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