Human Resources Manager

Pauline M. Gets, SPHR

**** ****** **** *****.****@*****.***

Livermore, CA 94550 C 925-***-****

Human Resources - Vice President / Director / Manager

Innovative Senior Human Resources Executive with experience coordinating

staff development across numerous locations in rapid-growth business

environments. Proven 15+ year record of achievement, for building top-

flight teams and developing strategy-focused leaders. Well-rounded skill

set advancing all elements of HR including staff relations, labor

relations, recruitment, on-boarding and off-boarding programs, executive

coaching, and organization-wide talent planning and development.

Uniquely adept at forging productive relations with managers and staff

through all levels of an organization, with keen understanding of business

operations. Dedicated HR professional who expertly discerns broad

corporate objectives while maintaining a firm engagement with all phases of

strategic planning and implementation in collaborative partnership with

other operational leaders. Senior Professional of Human Resources

Certification (SPHR).

Areas of Experience

Staff Recruitment & Development

Expansions, Mergers & Acquisitions

Multi-Location Logistics Oversight

Employee & Labor Relations

Workforce Planning & Organizing

Process & Policy Improvement

Functional Oversight of Comp & Benefits

Cost Reduction & Elimination

OSHA & Regulatory Compliance

Federal & State Employment Laws

Professional Experience

Able Services, San Francisco, CA 94550 March 2011 - July 2013

Vice President HR

Designed and developed Human Resource Operations infrastructure for Able

Engineering Services and Able Building Maintenance. Combined headcount

of 13,000+. Served as the administrative manager for the Corporate

Office. Heavily unionized; multiple contract agreements.

. Guided organization through multiple immigration audits and

subsequent follow-up, including recruitment and on-boarding of

replacement hires within a Union environment; implementation of

E-verify and perpetual audit practices for form I-9.

. Established a skilled HR team to focus on communication, process

development and support function. Elevated employer/employee

relations in written and oral interaction. Directly impacted

ability to hear, respond and resolve issues early on and avoid

legal complexities. Established working partnerships between

front line supervisors and human resources to bring thought into

play before taking action/reaction.

. Evaluated concerns of perpetual increase of medical expense,

worked with broker to develop benefit strategy to include

wellness education and early illness detection through bio-

metric testing and health assessments. Successful conversion

from pen and paper to electronic enrollment.

. Partnered with broker and operations team in preparation for

Affordable Healthcare Act to analyze employee census data so

that we can develop a strategy for pending 2014 changes.

. Development and implementation of Handbook Guidelines - Union

and Non-Union - Policy and procedure statements on the Company's

legal position on Federal and State employment laws and critical

operational procedures.

. Safety Administration - Alternative Dispute Resolution and

Return To Work program was introduced in partnership with the

local Union to bring injured workers back to work with a 90 day

modified duty program.

. Implementation of payroll/HRIS systems - MAS to Ultipro - New

system enabled Company to electronically manage time entry as

well as HRIS data for report generation of critical key metrics

such as hires, termination, EEO1 and promotions.

. Designed monthly Manager/Supervisor Training to address lack of

skillset in the field in front line supervisory personnel.

. Corporate Office Leadership Development - focus on The Business

We're In - Designed and led monthly meeting for all corporate

supervisors and managers - keep everyone on the same page and

strengthening industry knowledge at the supervisory level.

. Close partnership with IT to develop electronic processes and

automation for all matters HR.

. Identified and corrected Governmental reporting concerns EEO1,

Economic Census Reporting

. Sexual Harassment and Discrimination Avoidance training program

- Strategic roll out included addressing management and

supervisory personnel first and then rolling the training out to

all personnel.

General Parts International, Inc., Raleigh, NC 2001 - 2010

Vice President HR Operations, North America (WORLDPAC), Newark, CA (2008

- 2010)

Regional HR Manager, Northeast Division (CARQUEST), Raleigh, NC (2005 -

2008)

HR Business Partner (CARQUEST), Ocala, FL (2001 - 2005)

Promoted to major role guiding WORLDPAC's HR force through extensive

realignment and consolidation following acquisition by GPI. Coordinated

staff development strategies during aggressive expansion throughout the

US, Puerto Rico, and Canada. Led 6 direct reports supporting 2K

employees across 86 branch locations (70 in US and 16 in Canada) and 3

distribution centers. Established strategic expense plans and designed

thrift initiatives in accordance with GPI corporate guidelines.

Controlled $1.5M budget. Oversaw all HR functions including benefits,

recruiting, and performance management. Reported to EVP, CPO, and CEO.

. Implemented online recruitment tracking system that encompassed all

phases of process from pre-employment to on-boarding. Conducted skill

enhancement training for all managers on behavioral interviews.

Introduced weekly data report that kept all parties focused on timely

completion of staffing goals and improved organization's ability to

provide excellent customer service.

. Positioned company for stability in light of potential EFCA (Employee

Free Choice Act) legislation. Launched new company newsletter, executed

employee engagement surveys, trained managers on union avoidance, and

created a same-day response program for staff complaints. Developed a

90 day post hire survey to track new staff engagement level and verify

on-boarding effectiveness.

. Improved overall strategic goal achievement capacity more than 20% by

implementing an electronic performance review program and auditing

system that unified performance management and salary planning for the

organization.

. Created and implemented an automated, self-paced on-line on-boarding

program to serve hiring managers on their time-line without

restrictions on time zone, calendar or HR availability. The program

was subsequently adopted across the organization.

. Enhanced market growth efforts by annualizing short and long- term

succession strategies that gauged current skill levels and uncovered

development needs.

. Led corporate centralization of recruitment, benefits, and payroll into

one shared corporate function. Measures led to 53% HR headcount

reduction at WORLDPAC.

. Facilitated 3 operation expansions in 2009 and 4 in 2010. Supported

initial marketing and sales studies by researching and incorporating

regional employment figures, regulations, union activity, and other

metrics. Efforts enhanced overall business expansion plan and

positioned organization for growth.

. 2010 Third place winner in Bay Area Best Place to Work competition,

large company division.

HR Regional Manager, Northeast Division (CARQUEST), Raleigh, NC (2005 -

2008)

Earned promotion to leadership position coordinating all HR activity and

initiatives for GPI's brand-name entity (sister company to WORLDPAC)

across 80+ branch locations and 8 distribution centers (3 unionized).

Led high-performing team of 6 HR generalists supporting 1750 employees.

Advanced wide variety of activity including recruitment, compliance,

compensation, and complaint resolution. Participated in all union

contract negotiations and matters of employee discipline. Appointed to

act as interim Regional VP shortly before promotion to equivalent role at

WORLDPAC (above).

. Advanced corporation's marketing strategy shift to growth markets by

administering logistics and communication during elimination of 10% of

region's retail stores, overseeing all out processing communications

during store closings. Minimized loss of morale by maintaining open-

door access while constantly emphasizing vision behind and need for

strategic change. Coordinated aggressive recruiting measures to

redefine successful candidates to hiring managers.

. Pioneered a regional metric report system that was subsequently adopted

enterprise wide. Reports clearly displayed key hiring data and marked

first time that all vested parties were able to monitor vacancies and

fill rates of staff placement process.

. Orchestrated termination of regional accounting function response to

the centralization of this shared service to corporate campus in

Raleigh, NC. Administered announcement, stay bonus, severance, and

transfer assistance to all affected personnel.

. Improved efficiency and effectiveness of HR operation by updating

technology throughout. Elevated regional performance and compliance by

integrating online recruiting platform, electronic reporting system,

and web-based training and tracking program through Corporate

University.

HR Generalist (CARQUEST), Ocala, FL (2001 - 2005)

Appointed to provide array of intensive generalist HR support to 700+

employees in 1 distribution center and 72 retail store locations during

period of difficult structural change in HR organization and rapid

acquisition and growth through rest of organization (Florida headcount

grew 64% over a 4-year period).

. Appointed to serve on solutions committee to address the problem of

diluted culture that stemmed from the organization's rapid growth.

. Enacted corporate initiatives by partnering cross-functionally with

retail, regional, and distribution managers. Traveled through 2-state

region to advance training, strengthen culture, and partner with

regional and store leadership.

. Improved and modernized HR record retention within the Southeast region

converting local paper files to electronic documents for maintenance at

Raleigh headquarters.

Highlights of Prior Experience:

. Successfully built and implemented a full HR operation supporting all

185 employees and 4 locations of an 18-physician medical group

(Radiology Associates of Ocala, Inc.)

. Contributed to ambitious expansion of an 800-member Kmart distribution

center during a period of historically low unemployment while leading

full set of general HR functions.

. Coordinated benefits and workers compensation programs for 250

employees at a regional newspaper owned by The New York Times Company.

Distinctions & Education

Senior Professional of Human Resources (SPHR)

Member, Society of Human Resource Managers (SHRM)

Master of Business Administration (MBA), Walden University, Minneapolis, MN

Bachelor of Arts (BA) - Business Administration (cum laude), St. Leo

University, St. Leo, FL

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