AMY N. PHILLIPS, SPHR-CA, SHRM-SCP

Vallejo, CA **591 707-***-**** acrui7@r.postjobfree.com

PROFILE

Human Resource Executive offering more than 15 years of experience, 13 as the leader of the Human Resources function. Able to optimize and leverage the HR function by articulating aggressive, measurable HR goals that align with and drive the business’ priorities. Strong executive competency in partnering with senior leadership team peers regarding strategic direction, employee relations, project management, administration, cost containment, and a host of organizational issues.

Strategic HR Leadership

Organizational Development

Compensation and Benefits

Talent Management

Policy & Process Definition

Corporate Culture Development

Mergers & Acquisitions

Employee Engagement & Retention

Performance Management

Succession Planning

Change Management

HR Project Management

EXPERIENCE & ACHIEVEMENTS

NOVARTIS CORPORATION, Vacaville, CA June 2012 to Present HR Business Partner:

Proven ability to work at all levels of the HR “stack” - strategic, operational, and tactical. Advisor and key member of the senior leadership team. Ultimately responsible for all activities of the human resources department including recruiting, retention, talent management, employee relations, performance management, compensation and benefits administration, coaching and development of senior leadership, employee engagement and extensive project management.

Formulation and implementation of HR strategies, objectives and processes which are fully aligned with the overall business strategy of US and Global Headquarters for Biologic Pharmaceutical Operations.

Ensure that appropriate compensation, reward and recognition structures are in place to recruit, retain and motivate staff, congruent with the organization’s desired culture.

Counsel and support managers and employees in dealing with day-to-day issues in the work environment. Provide management coaching to senior leadership and assist managers in improving skills and effectiveness in employee relations. Identify and effectively resolve employee relations issues including conflict resolution, addressing disciplinary issues and developing performance improvement plans.

Achieved high level of employee engagement during a challenging and ambiguous time.

Deliver extensive consulting services to internal clients in all areas of human resources including recruiting, talent management, employment law, performance management, employee relations, benefits, compensation, and HR administration.

PAUL & HANLEY LLP, Berkeley, CA 2000 to December 2011 Director, Human Resources (2002 to 2011):

Advanced to this role with this plaintiff’s asbestos litigation firm to strategically direct the full scope of HR affairs during a rapid-growth phase. The business was expanding by approximately 30 employees annually; executed the full-cycle recruitment process for all positions. Additionally, created a Bankruptcy Department of 12 and added a Document Production Department of 6 to provide support necessary to trial teams. Scope also encompassed directing administration, including opening new locations and closing/merging offices.

Formalized the organizational structure, to optimize operational efficiency, solidified job roles, and clarified the chain of command, all of which contributed to shifting focus away from simply hiring additional staff.

AMY N. PHILLIPS, SPHR-CA

Vallejo, CA 94591 510-***-**** acrui7@r.postjobfree.com

Formalized the organizational structure, to optimize operational efficiency, solidified job roles, and clarified the chain of command, all of which contributed to shifting focus away from simply hiring additional staff.

Shielded the firm from risk from numerous workers’ comp claims filed soon after layoffs, alleging events as long as 6 months prior to the layoffs, and demanding payment for medical treatment up to $100K each.

- Contracted with a new insurance carrier, engaged consultants in ergonomics and related areas, and reduced premiums 20%, in addition to securing a $50K credit from the insurer against the premiums.

To contain costs, assumed full control over approving attorneys’ and staff members’ expense reimbursement reports, which previously partners rubber stamped. Evaluated the line items, and issued approvals and denials.

Directed administration for the Los Angeles, Calabasas and San Francisco offices, synchronizing their systems with the primary location, pairing all positions with main office counterparts, and transitioning the staff and equipment when the office closed.

Human Resources Manager (2000 to 2002):

Recruited directly by the partner of this start-up firm to establish the HR infrastructure, and define HR policy and procedure. The firm initially employed approximately 25-30 employees across two offices, and at peak expanded to 120 employees across five offices.

Rightsized the salary ranges, first classifying positions and job titles into standard categories, then applying current market data to determine competitive compensation levels.

Realigned benefits to raise competitive position in the dot-com boom, when it was a jobseeker’s market. Gained the partners’ consensus to increase sick and vacation time annually for staff and attorneys.

Formalized the recruitment process for legal secretaries, to upgrade the quality of candidates, and interview a higher percentage of candidates specifically offering an advanced legal skill set.

Planned and directed an across-the-board corporate culture initiative, the primary objective of which was to build an environment defined by fairness, mutuality, and recognition of individuals’ contributions.

Engaged consultants to conduct focus groups to find out elements important to the employee base.

- Utilized 3600 evaluations for attorneys and non-attorney managers.

- Prepared improvement plans for select managers just beginning their managerial careers.

Established a chain of command that positioned partners to interface primarily with managers, and managers to then interface with staff, which proved essential to maintaining a positive work atmosphere. EDUCATION

B.S., BUSINESS MANAGEMENT

University of Phoenix, Novato, CA 2001

INDUSTRY TRAINING

SOCIETY FOR HUMAN RESOURCE MANAGEMENT SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP) 2015 CA SENIOR PROFESSIONAL, HUMAN RESOURCES (SPHR-CA) 2007 - PRESENT SENIOR PROFESSIONAL, HUMAN RESOURCES (SPHR) 2007 - PRESENT PROFESSIONAL, HUMAN RESOURCES (PHR) 2006

AFFILIATIONS

Co-Chair, Northern California Human Resources Association (NCHRA) Solano/Yolo Chapter Member, Society for Human Resources Management (SHRM) Member, World at Work

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