Paul Boes

**** ****** ******, *** ***, Denver, CO, 80238 720-***-**** acpgvx@r.postjobfree.com

HUMAN RESOURCES PROFESSIONAL

HR generalist specializing in driving employment practices through

strategic planning and execution via executive partnerships

Skilled in all aspects of human resource management, including staff training and recruitment, team leadership and

coaching, promoting diversity, and facilitating strong employee relations. Expertise includes building HR

departments and infrastructure from ground zero, and driving significant organizational improvements giving

companies the competitive edge.

SKILLS, ABILITIES & ACHIEVEMENTS MATRIX VALUE OFFERED

Core Competencies Include:

BEST PRACTICES POLICY DEVELOPMENT BUSINESS DEVELOPMENT EMPLOYEE RELATIONS RISK MANAGEMENT

HIRING & STAFF DEVELOPMENT SUCCESSION PLANNING COST REDUCTION BENEFITS ADMINISTRATION

LEADERSHIP TURNAROUNDS

“What others say…”

“Paul and I worked together at Jacques Gourmet and his contributions were paramount for the success we achieved.

Paul’s entire focus was in developing strong leadership teams to empower units to enhance productivity and bottom

line results. He was instrumental in creating a harmonious work environment that incorporated multi cultured

employees from around the world….He made me a better manager and person. He has my full endorsement and

would be an asset to any organization.”

Kevin T. Farnan, President, The Selling Point, LLC

CAREER TRACK & PERFORMANCE DRIVING FORCES

HUMAN RESOURCES BUSINESS PARTNER 2014 Present

CO

THE SYGMA NETWORK (SYSCO)

Responsible for all aspects of human resource management including but not limited to benefits

administration, coordinating the compensation program, maintaining personnel files, responding to

employee relations issues and recruiting and on boarding process. Also lead the company in

strategic areas of culture change, performance management, succession planning and leadership.

HUMAN RESOURCES DIRECTOR 2009 2014

IMPACT CONSULTING CO

Work with senior management to develop and implement HR plans and solutions in order to achieve strategic

business initiatives and deliver results. Perform day to day hands on administration of policy and practices.

Partner with the business on organizational design and employee development.

BUSINESS DEVELOPMENT MANAGER 2008 2009

GEVITY HR CO

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Relocated from California and developed account relationships and sold PEO services in Colorado. Developed a

large prospect list through networking, cold calling and relationship building.

In a situation of growth, developed a large prospect list through networking, cold calling and

relationship building to increase results.

Results: 2009: 6 deals / 196 EEs 2008: 7 deals / 175 EEs

SENIOR BUSINESS CONSULTANT 2006 2007

KIMSTAFF HR CA

Developed account relationships and sold PEO services in Southern California. Researched territory,

assessed potential clients, cold called prospects and networked extensively.

Took over responsibility for an underperforming territory in Southern California. Research territory,

assessed potential clients, cold called prospects and networked extensively.

Results: 2007: 11 deals / 285 EEs

DIRECTOR OF BUSINESS DEVELOPMENT 2003 2006

STRATEGIC HR CA

Developed account relationships and sold HR Outsourcing services in Southern California. Worked to

Increase sales in underdeveloped territory.

In 2003, recruited to develop sales growth because of underperformance in this high potential area.

Developed a strategy to present a series of seminars educating businesses to understand the changing

landscape of HR practices and legal issues and responsibilities.

Results: Converted prospects to clients and increased revenue by 67% to $250,000 in a three year

period.

DIRECTOR OF HUMAN RESOURCES 2000 2003

JACQUES’ GOURMET, LLC San Marcos, CA

Hired to develop and implement an HR department from scratch for this 250 employee food service company.

Collaborated directly with senior executives to determine needs. Developed overall policies and procedures, built

relationships with personnel to maximize efficiencies and resolve labor disputes, and established benefits and

training programs to retain talent and reward staff competencies.

Organizational Impact Contributions:

Developed and implemented best practices to raise company’s ability to service clients, remain

competitive, lower costs, and attract and retain top talent.

Efforts achieved a dramatic reduction in employee turnover, from 200% to 30% coupled with an

increase in morale, lower costs, improved productivity, and higher revenue capture.

SENIOR HR MANAGER 1997 2000

YUM! BRANDS (PEPSICO) Irvine, CA

Directed overall HR functions for the Western Territory and for select national requirements. Designed and

developed new policies and procedures to lower costs, increase operational efficiencies, improve recruiting and

hiring practices, and reduce risk. Implemented metrics critical to training results and to gauge succession planning

and execution.

Organizational Impact Contributions:

Served as employee advocate to resolve complex issues, build morale and satisfaction, and lower risk

to the company. Evaluated management performance, and provided guidance and assistance to

departments and key individuals as required.

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Efforts resulted in a dramatic decrease in turnover, from 176% to 78%, and efforts helped

facilitate 75% of managers being promoted from within to lower recruiting costs and cement a positive

corporate culture.

HUMAN RESOURCES MANAGER 1995 1997

KIA MOTORS AMERICA Irvine, CA

Spearheaded all planning and execution of a new HR department for this startup automotive company. Hired and

trained HR staff, implemented all policies and procedures to quickly achieve results, and managed benefits

programs, management and labor relations, professional training, hiring and retention plans and strategies, and

compliance.

Organizational Impact Contributions:

During tenure, corporation grew from 120 to 600 managers and staff, with strong emphasis on growth

from within and ongoing professional improvements to meet challenging industry goals.

HUMAN RESOURCES MANAGER 1988 1995

COLDWELL BANKER Mission Viejo, CA

Duties included management of the corporation’s recruiting program as well as employee relations for both

corporate headquarters and subsidiary companies.

Organizational Impact Contributions:

Averaged filling 25 requisitions per month, and developed ADA and FMLA policies, and conducted

ongoing management training. Efforts resulted in a 50% improvement in recruiting, and policy

improvements achieved full compliance with state and federal laws.

LEARNING CREDENTIALS

BACHELOR OF BUSINESS ADMINISTRATION 3.6 GPA

Eastern Michigan University, Ypsilanti, MI

ORGANIZATIONS & ASSOCIATIONS

Society for Human Resources Management (PHR)

References and further data provided upon establishment of mutual interest

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