1. M IKE J. T URTURICE
338 Fannis Circle  Gallatin, TN 37066  (615) 394-8236  MJTurturice@gmail.com
HUMAN RESOURCES DIRECTOR
Professional in Human Resources with a 14+ year HR career distinguished by commended performance
and proven results.
Extensive background in HR Director 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.
Demonstrated success in negotiating win-win compromises, developing teambuilding programs, and
writing personnel manuals, corporate policies, job descriptions and management reports.
HR SKILLS
HR Department Startup
Employment Law
FMLA/ADA/EEO/WC
Mediation & Advocacy
HRIS Technologies
Staff Recruitment & Retention
Employee Relations
Alternative Dispute Resolution (ADR)
Benefits Administration
HR Program/Project Management
Orientation & On-Boarding
Training & Development
Performance Management
Organizational Development
HR Policies & Procedures
PROFESSIONAL EXPERIENCE
MUR-CI HOMES — Antioch, TN
Provides 24 hour care and residents for persons with mental retardation.
HR Director, 2007 to Present
Description
Consistently maintains the utmost confidentiality in dealing with employee records and business
information. Using excellent customer service skills establishes and maintains effective working
relationships with employees, officials, and all members of the general public. Plans, organizes and directs
the activities and staff of the Human Resources Department, including recruitment and selection,
classification and compensation, employee benefits, environmental, health and safety, organizational
development and training, payroll, labor relations, affirmative action, and risk management. Work involves
the application of professional knowledge and personal judgment to a variety of technical personnel and
managerial problems and issues. Manage the development and implementation of Human Resources
department, goals, objectives, policies and priorities for each function. Plans, organizes, directs,
coordinates the Human Resources Department's work plan; assigns projects and programmatic
responsibilities; reviews and evaluates work methods and procedures; meets with staff to identify and
resolve problems. Responsible for conducting wage surveys within labor markets to determine competitive
wage rates. Analyze wage and salary report data to determine competitive compensation plan on a yearly
basis. Responsible for records of personnel transactions such as hires, promotions, transfers, performance
reviews, and terminations. Explains Human Resources department programs, policies, and activities;
negotiates and resolves sensitive and controversial issues.
Key Results:
Played a key role in ensuring the successful expansion of the campus, doubling the previous client
population. Structured and implemented programs and policies in the areas of training, staff
development, compensation structures, benefits packages, incentives and new-employee
orientation.
Fostered a teamwork/open-door environment conducive to positive dialogue across the
organization. Personal efforts were cited as the driving force behind branch’s employee-retention
rate of 76% within an industry where high turnover is the norm.
Negotiated approximately 40 salary offers annually at both the exempt and non-exempt 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.

2. MICHAEL TURTURICE
Phone: (615) 394-8236
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Reduced benefits costs by 36% annually through restructuring pervious benefit package to a HRA
health plan, meticulous recordkeeping and ensuring that company did not pay for benefits for
which employees were ineligible.
Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA
policy and benefits information.
Introduced company’s first formal progressive correction policy, utilizing proven discipline
procedures.
Revised job descriptions across all levels. “Shadowed” and interviewed employees to construct an
accurate picture of the duties and skills required for each position.
PROFESSIONAL EXPERIENCE (CONTINUED)
LG INTERNATIONAL. — Birmingham, AL and Nashville, TN
Corporate Transportation.
TN State Operations Manager, 2003 to 2007
Develop start-up business plan to successfully open and operate 3 new operation locations in the State
of TN. Fulfill a broad range of HR functions, including recruiting and training employees, administering
benefits, overseeing disciplinary action and managing HR records.
Key Results:
Recruited and trained 20-member management team on interviewing techniques and best
practices, conducting workshops and one-on-one coaching sessions that contributed to sound
hiring decisions.
Co-developed company’s first-ever standardized operation procedures for all new operations in the
State of Tennessee which included disciplinary procedures and tracking system that insulated
company from legal risk and ensured consistent and fair discipline processes.
Devised creative and cost-effective incentive and morale-boosting programs (including special
events and a tiered awards structure) that increased employee satisfaction and productivity.
Reworked new-hire orientation program based on site specific needs and to include HR
information and company resources.
LAKE MARTIN TRANSPORT. — Dadeville, AL
Transportation.
Operations Manager, 2000 to 2003
Manage local operation, providing advance response to the emergency needs of the county. Fulfill a
broad range of HR functions, including recruiting and training employees, administering benefits,
overseeing disciplinary action and managing HR records.
Key Results:
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Planned and monitored daily staffing schedules and adjusted accordingly to ensure adequate
staffing levels that support operational demands and business objectives
Managed revenue and expenses to reflect budget constraints
Managed and oversaw administrative functions to ensure all paperwork was processed efficiently
and in a timely manner and met all compliance requirements
Trained and certified new employees on all performance standards
Kept abreast of emerging technology changes and innovations through formal or informal study,
reading business and professional publications, networking and participation in professional
organizations
Ensured directives, rules and procedures were communicated to all operation's staff
Personally coached, trained and mentored direct subordinates and provided career development
opportunities through training and quality management activities
Ensured safety methods, practices and programs were implemented and maintained
EDUCATION & CERTIFICATIONS

3. MICHAEL TURTURICE
Phone: (615) 394-8236
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CENTRAL ALABAMA COLLEGE — Alexander City, AL
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Completed Advanced Business Management course.
Activities:
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Volunteer in local Boxing Gym training youth in the sport of boxing.
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Member of the Nashville Striders Running Club.
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Member of SHRM – Society for Human Resource Management
Personal References upon Request:
OF NOTE
Professional Development:
Complete ongoing training in the areas of compensation and benefits, manager development, employee
and labor relations, leaves of absence, workers’ compensation and workplace safety/security.