Peggy Hinkle

About Peggy Hinkle

Strategic Human Resources leader who inspires and builds confidence in leaders to drive strategic thinking, focuses on the why, and builds the right talent to enable growth. Proven track record in connecting company culture, business results, and talent strategy that drive business success and agility. Our Dedicated Transportation executive team benefits from my experience in holding key leadership positions in multiple divisions as well as an operations leadership background. Focus is in leading an HR division built for Business Purpose. As the business climate becomes more complex with increased technology and the need for even greater people strategies, our HR team focuses on the following:Leadership Effectiveness: Improved performance comes from the ability to get results through others. This requires dynamic and inspiring communication, ability to build strong relationships, use of active listening skills, and freedom to innovative.Empowerment: Understand risk/reward tolerances and environmental factors, surround with the right talent, and make bold decisions to create value for the customer and Ryder.Connecting Technology & People: Recognize when to automate processes and use analytics to understand current realities is only a portion of the puzzle. The real connector is to link people to more complex problems, build new skillsets, and support change management. Forbes has recognized Ryder as a one of “America’s Best Employers” and “The Best Employers for Women”. FORTUNE has named Ryder as one of the most “World’s Most Admired Companies”.

Experience

1. Group Human Resources Director

   Ryder System, Inc.

   Jan 2014 — Present · Miami, TX, US

   Strategic Partner on the Executive Management Team responsible for the human resources oversight of all U.S. based employees in the Dedicated Transportation Services division; 7,500 union and non-union employees; 21 direct HR team;$900M revenue.• Part of leadership team who created scorecard metrics and built transformational change management communication plan for continued growth as well as stronger execution of operations. • Successfully built and deployed Operations Leadership Playbook to guide leaders on strategic initiatives as well as tactical operations; provided flexibility in managing their own operations.• Led reconstruction of a leadership recruiting strategy; including the development of a leadership trainee program designed to build future leaders company-wide. • Oversaw development of a comprehensive compliance strategy for California’s legal complexities: compensation changes, in-depth manager training, change management, and audit metrics. • Navigated through several union campaigns and built employee relations plans for stronger trust in locations where the company was both successful and not successful. • Fully analyzed and linked internal investigations, legal issues, union activity, and employee interviews for a roll out of driver orientation, enhanced communication strategy, and CSA changes for reduced turnover and stronger employee engagement.

Education

• Arizona State University

  Bachelor of Science (B.S.), Business Administration and Management, General

• Phoenix

  Master of Arts (M.A.), Organizational Leadership

  1998 — 2000

Skills

• Change Management
• Succession Planning
• Leadership
• Business Process Improvement
• Organizational Effectiveness
• Strong Business Results Through People
• HR Transformation
• Executive Coaching
• Culture Development