Matthew Waggoner

*** *** ***** **** **. Falmouth, VA 22406

Telephone: 916-***-**** Email: acgdmr@r.postjobfree.com

Objective: Seeking a challenging position within a driven organization involving Human Resources Management and/or

Senior or Executive Management utilizing my skills attained in prior professional experience and education.

Education: Bachelors of Science, Business Administration, Minor, Finance, California State University Sacramento,

Sacramento, California, 2005

Core Concentration: Human Resources Management, Organizational Behavior, Industrial Relations,

Employment Law, Compensation Management and Analysis.

Experience:

Nov 2013 Centene Corporation (Healthcare Support Staffing - Contract Position)

To Sept 2014 Manager, Human Resources California

Manager, Human Resources for a $380 million annual budgeted health plan with 170 employees and

four facilities throughout the state of California. I supported seven departments and eight executive level

leadership groups. I managed an HR department and all administrative functions.

Recruiting/Selection

• On-boarding of all levels of staff. Completed hiring implementation and budgeted staffing in 2013-

2014 increasing staff from 25 to 170 employees for a 680% increase in staff during a 10 month

timeframe.

• Creation of job requisitions and job postings through Workday to be posted on multiple recruitment sites.

• Ιnterviewing of all candidates for staff, management and executive job openings within the organization.

• HRIS systems; Taleo, Workday and Talent Manager

Policy and Procedure

• Policy and procedure development/implementation utilizing the corporate employee handbook and CA

State and Federal guidelines for the new health plan.

• FMLA, NLRB, EOE, Kin Care.

• Plan roll out of such procedures and implementation with specific timeframes and deadlines met.

• Recommend any possible changes or modifications to the corporate leadership group and collaborated

on the decision making process on merit and implementation of such changes.

Employee Relations

• Human Resource related issue resolution including investigatory meetings with management and

employees.

• Assist managers in reviewing employee performance based upon data reported by a tracking system and

offered comprehensive direction of next steps.

• Attended workshops and all research in order to document and to stay current with all government

regulations and changes on the state and federal level.

• Participation in Department of Labor unemployment and claims hearings as needed.

Leadership

Collaborated and partnered with managers on establishing employee recognition and incentive programs.

Organized and participated in multiple committees and leadership groups.

Orientation and Training

• Conducted trainings and orientation for new employees including processing of all I-9 paperwork and

State and Federal documents including HIPAA and compliance.

• Auditing employee performance through targeted company metrics in order to evaluate personnel

coaching and skill development needs for all staff members.

Planned and conducted all corporate mandated manager training I.e., Fundamentals of Management,

Organizational Development for Leaders, etc.

Reporting to, Interfacing and Collaborating with

• CEO Plan President

Aug 2009 Cirks Construction Inc., Sacramento, California

To Nov 2013 HR Advisor, Northern California

HR Advisor for a multi-state commercial construction which contained a construction department, service &

maintenance department and call center with a $75 million annual budget and 250 staff members.

Forecasting Staffing Requirements

• Evaluation of upcoming projects, examining staffing levels, providing recommendations for deficiencies

in areas that may be low and need additions for client satisfaction.

• Increased staffing levels from 32 staff members to 250, an increase of 780% over a three year span.

Associate Relations

• Creating and maintaining a positive work environment while continuing to uphold CCI’s initiatives of

policy and procedures.

• Interpretation of all personnel policies for management and staff.

• Formulating action plans utilizing the SMART plan.

• Investigate, respond and find solutions to all employee complaints or concerns in a timely manner.

Recruiting/Selection

• Evaluation procedures, using HRIS system to filter resumes of candidates.

• Interviewing of candidates for field staff and management job openings within the organization.

• Work with leadership at the corporate office to insure proper compensation offers.

Orientation and Training

• On-boarding of staff, conducting trainings and new hire orientation for new employees.

• Personnel coaching and skill development of staff members as needed.

Policy and Procedure

• Policy and procedure development/implementation.

• FMLA, NLRB, Kin Care, EOE.

• Plan roll out of such procedures and implementation with specific timeframes.

• Recommend any possible changes or modifications to the corporate leadership group.

Leadership

• Monitoring and assessing performance of staff on a daily, weekly, and monthly basis.

• Attendance and Performance engagements/meetings.

Government Regulations

• Attending workshops and doing all research in order to document and to stay current with all

government regulations and changes.

• Participation in Department of Labor unemployment hearings when necessary.

Reporting to, Interfacing and Collaborating with

• Director of Operations, General Manager Operations, and Director of Finance.

Aug 2006 Kaiser Permanente, Sacramento, California

To Sept 2008 Regional Human Resource Planning Manager

Human Resource planning for 3 Regional Tele-Service Representative & RN Advice Appointment Call

Centers (Sacramento, Vallejo, and San Jose) approx. 2500 staff members with a $145 million annual budget. I

managed an HR department and all administrative functions.

Employee Relations/Union Relations

• HR related issue resolution

• Work with ELRC (Employee Labor Relations Consultant) on any legal issues ensuring that leadership

skills are demonstrated to find resolution.

• Investigatory meetings with Union Reps to assess grievance validity.

• Help managers in any investigatory or HR issues.

• Assist managers in reviewing employee performance based upon data reported by our tracking system.

• Attendance adherence using proven tracking methods.

Policy and Procedure

• Policy and procedure development/implementation.

• FMLA, NLRB, EOE.

• Plan roll out of such procedures and implementation with specific timeframes.

Recruiting/Selection

• Evaluation procedures, using HRIS system to filter resumes of candidates.

• Interview of possible hourly candidates for facilities.

• Member of interview panel for salaried management candidates.

Orientation and Training

• Conducting trainings and orientation for new employees, including HIIPA and compliance trainings.

• Personnel coaching and skill development of staff members as needed.

Forecasting /Budgeting

• Analysis with forecasting for each fiscal year and adjusting for needs on a daily, weekly, and monthly basis.

• Volume Trend Analysis

• Cost Analysis

• Forecast Variance

• Report findings to Senior Leadership with specific plans to either continue on the same path or implement

change.

• Conducting meetings with senior management and team managers on a monthly basis to review

performance and plan future outlooks using data from our monthly analysis.

Leadership

• Monitoring and assessing performance of staff in each call center on a daily, weekly, and monthly basis.

• Attendance and Performance engagements/meetings.

Reporting to, Interfacing and Collaborating with

• VP of Human Resources, Director of Human Resources, Executive VP of Finance, Director of

Operations for each facility and Director of SEIU union.

Aug 2004 DIMS-Diebold Inc., Roseville, California

To Aug 2006 HR Generalist – Contract Assignment, ended due to corporate merger with Diebold, Inc

• HRIS implementation and maintenance on Taleo and PeopleSoft

• Job requisition creation and posting

• Recruitment, selection and hiring

• On-boarding for new hires including orientation and training. I-9 completion and submission to payroll.

• Benefits administration

• Compensation management

• Executive Admin Supporting the General Manager and Director of Operations

• Project Management

• A/P and A/R

• ADP Payroll administration

• Forecasting and budgeting

• RFP compellation and distribution

• Software demonstration and development

• Election Software support and implementation

• County software training

Reporting to, Interfacing and Collaborating with

• VP of Human Resources, Director of Human Resources, Executive VP of Finance, Director of

Operations, VP of Corporate Marketing and VP of Software Engineering

Feb 2000 21st Century Traveler, Bakersfield, California

To July 2003 Independent Representative

Recruiting: Host of nightly training calls explaining company model, Trainer for new associates on business

development; Marketing: Outside and Inside Sales.

Aug 1997 Copeland Sports, Bakersfield, California

To Feb 2000 Assistant Store Director

• Personnel Management

• Policy and procedure development

• Recruitment, selection and hiring

• Orientation & training of new staff members

• Coaching performance

• Management/Union relations

• Benefits administration

• Analyzing monthly P & L statement

• Forecasting and budgeting for fiscal year

• A/R & A/P

• Payroll administration

• Merchandising project management

• Inventory Management

June 1988 Payless Drug Store, Inc., Bakersfield, California

To July 1997 Store Director

• Personnel Management

• Policy and procedure development

• Recruitment, selection and hiring

• Orientation & training of new staff members

• Coaching performance

• Management/Union relations

• Benefits administration

• Analyzing monthly P & L statement

• Forecasting and budgeting for fiscal year

• A/R & A/P

• Payroll administration

• Merchandising project management

• Inventory Management

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