HOA NGUYEN, MBA, SPHR

**** ********* *** #*-*** ۰ Manhattan Beach, CA 90266 ۰ Phone: 310.210.8792۰ Email: acwdof@r.postjobfree.com

SUMMARY OF PROFESSIONAL QUALIFICATIONS

Accomplished Human Resources Professional with fifteen years of increasing leadership experience and strong business acumen across multiple industries. Effective in driving strategic initiatives to optimize productivity, efficiency, and profitability. Proven leader excelling at counseling, mentoring, and partnering with all levels within an organization, including C-level executives and staff. Dedicated professional noted for integrity, reliability and diplomacy. Critical thinker, out-of-the-box problem solver and adept decision-maker with keen independent judgment. Articulate presenter with excellent verbal and written communication skills.

CORE COMPETENCIES

Employee Relations

Performance Management

Training and Development

Workforce Planning

Organizational Development

Policy and Procedure Implementation

Regulatory Compliance

Change Management

Payroll Operations

FMLA/CFRA/PDL/ADA

EDD/DFEH/EEOC Representation

Benefits Administration

Succession Planning

Workers’ Compensation Management

Wage and Hour Compliance

EDUCATION

Master of Business Administration (MBA) Bachelor of Science (BS) in Psychology

University of Redlands – Redlands, CA Texas Woman’s University – Denton, TX

CERTIFICATION

Senior Professional in Human Resources (SPHR)

PROFESSIONAL EXPERIENCE

East West Eye Institute – Los Angeles, CA

March 2016 to Present

DIRECTOR OF HUMAN RESOURCES

Responsible for determining and providing leadership in developing and executing human resources strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation.

Provide strategic leadership by articulating Human Resource needs and plans to the executive management team, shareholders and to the board of directors

Lead and manage employee communications, employee relations, policy development, legal compliance, compensation and benefits

Establish and implement HR efforts that effectively communicate and support the firm’s vision and strategic vision

Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues

Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals

Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective for the firm

Develop and deliver/rollout corporate messaging through various communication vehicles/tools that effectively articulate company strategy encouraging employee engagement and driving desired performance

Provide overall leadership and guidance to HR function by overseeing talent acquisition, career development, succession planning, retention, training and leadership development, compensation and benefits

Provide practical formal/informal executive coaching and development in all areas of leadership, particularly in cultural creation, alignment and change management at the individual, team, and organizational level, including the development and management of formalized performance management and feedback processes/system

Close collaboration with executive leadership to ensure the culture is a strong component of the company’s overall business strategy

Medical Scribe Systems, Inc. – El Segundo, CA

January 2015 to March 2016

DIRECTOR OF HUMAN RESOURCES

Lead, directed, and managed all Human Resource initiatives to ensure alignment with the company's overall strategies, goals, and objectives. Provided leadership and direction in the development and implementation of HR policies, processes, and systems to include but not limited to: employee relations, organizational development, change leadership, succession planning, full-cycle recruitment and retention, performance management, regulatory compliance, wage and hour compliance, training & development, workers’ compensation management, risk management, benefits administration and payroll operations.

Drove organizational effectiveness and change initiatives to ensure the organization has the right people, right structure, and right processes to achieve short and long-term business success

Provided group and one-on-one coaching with management and employees to support leadership development, business decision-making and operational excellence. Ensured nationwide compliance pertaining to regulatory and legal requirements

Determined and recommended employee relations and culture development practices necessary to establish a positive work environment

Identified, evaluated, and resolved employee relations issues, work performance, and organizational productivity concerns by developing training programs to offset and minimize potential liabilities and claims for the company

Conducted investigations and responded to employment claims and demand letters, as well as state and federal agency claims (including claims filed with the EDD, DFEH, EEOC, DLSE, DOL, etc.) resulting in over $200,000 dollars in cost-savings in potential fines and damages

Negotiation and management of the health benefits, occupational health & workers' compensation programs for the company, resulting in over $50,000 in cost savings

Barrett Business Services, Inc. (BBSI) - Ontario, CA

August 2004 to January 2015

DIRECTOR OF HUMAN RESOURCES / BUSINESS PARTNER

Provided strategic guidance and direction in matters related to human capital and business processes, policies, procedures and practices, including but not limited to, labor relations, organizational development, change leadership, succession planning, full-cycle recruitment and retention, performance management, regulatory compliance, wage and hour compliance, training & development, workers’ compensation management, risk management, benefits administration, payroll operations and the overall development of best practices in human capital management. Oversaw and directed internal Human Resources Generalists, Payroll Administrators, Risk Managers and support staff. Involve with Sales and Operations as needed to promote business development and customer service.

Facilitated and managed the strategic planning process by aligning it to the corporate mission and vision in order to assist organizations in achieving their short and long-term business goals

Translated human resources and business strategies into solid execution of initiatives and trainings that positively impacted client’s business goals, objectives and profitability, resulting in 99% client retention

Developed strong partnerships with corporate leadership and employee groups to foster trust at all levels within an organization in order to lead processes and interventions to effect positive change and increase organizational effectiveness

Provided group and one-on-one coaching with management and employees to support leadership development, business decision-making and operational excellence

Conducted investigations and responded to employment claims and demand letters, as well as state and federal agency claims (including claims filed with the EDD, DFEH, EEOC, DLSE, DOL, etc.) resulting in over $1 million dollars in cost-savings in potential fines and damages, additionally minimized claims and liabilities for client companies

Conducted comprehensive root-cause analysis and determined optimum solutions to solve employee relations issues, grievances, labor disputes and conflicts

Provided guidance on integrating best hiring practices and retention tools to reduce turnover and hiring costs. Using a new-hire program like the Work Opportunity Tax Credit (WOTC), which earns at least $250,000 in tax credits annually and educating clients on how to utilize the EDD Work Share Program to avoid layoffs and increase retention

Utilized proprietary HRIS to mine data to develop metrics and present analysis in the areas of recruitment costs, turnover costs, cost-benefit analysis, KPI reporting and strategic planning. Collaborate with I.T. Dept during system upgrades, troubleshooting and program development

Professional Affiliations & Memberships

National Society of Human Resources (SHRM)

Inland Empire Society of Human Resources (IE-SHRM)

Professionals in Human Resources Association (PIHRA)

CA Chamber of Commerce

Dale Carnegie Leadership Certificate

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