Human Resources Management

Stacy M. Branchaud

*** ****** ***** *****, ******, CA 92603

949-***-****/**************@******************.***

corporate strategy . organizational development . hr & operational

effectiveness

Accomplished and forward-thinking Human Resources Executive with extensive

experience leading and supporting HR strategic planning

initiatives, operations, and process improvements in mid to large public

companies within a variety of sectors generating significant bottom line

growth. Successful planning and execution of HR programs to strategically

transform and manage change. Particularly effective in reorganizing,

streamlining, and strengthening business processes to maximize employee

performance, recruitment, and retention. Excel at building and

strengthening high-performance teams supporting all aspects of human

resources. Generating award winning results in both Forbes and Fortune,

with a strong business acumen and a demonstrated functional hands-on

approach. Exceptional project management skills in scoping, designing and

delivering change management projects. Recognized as a strategic business

partner committed to driving results and continuous change. An asset at

building profitable rapports and credibility with peers, executive

management, and other stakeholders. Able to disseminate ideas and generate

action across all levels of an organization.

Core Competencies

OPERATIONAL EFFECTIVENESS Organizational Analysis Policy Development

Strategic Planning & & Design Team Leadership &

Execution Regulatory Compliance Collaboration

Performance Management Facilities Management Change Management

Initiatives

Professional Experience

VICE PRESIDENT OF HUMAN RESOURCES & OD

ALLIANCE ACCEPTANCE CORPORATION OCTOBER

2008 -JULY 2011

Reporting Relationship: President & CEO

Reporting directly to the CEO, a key contributing partner in the strategic

planning process responsible for creating and implementing comprehensive

and diverse human resources and operational strategies for driving the

development and execution of both short and long-term objectives in

alignment with the company's business plan.

. Lead the development and implementation of comprehensive HR

strategies, policies, and practices in support of company and client

group business plans in the areas of recruitment, benefits, employee

relations, compensation, talent and performance management, change

management, employee engagement, retention, professional development

and diversity.

. Establish and implement short- and long-range departmental goals,

objectives, policies, and operating procedures. Provide support,

coaching, feedback, and development to staff addressing their needs

and engaging them. Work with employee(s) to create annual performance

goals, identify development opportunities, and address performance

issues as necessary.

. Develop a company staffing plan system-wide to include the creation of

a strategic recruitment and selection plan.

. Develop/select, implement/administer and evaluate benefits programs

that support the organization's strategic goals, objectives and

values.

. Evaluate and implement procedures and technology solutions to ensure

proficiency in human resources data management.

. Develop and manage annual budget and perform periodic cost and

productivity analyses.

. Identify legal requirements and government reporting regulations

affecting the HR function. Monitor exposure of the company.

. Acts as primary contact with labor counsel and outside government

agencies. Develop and coordinate grievances and mediate workplace

disputes.

EXECUTIVE VICE PRESIDENT & CHIEF OPERATING OFFICER

UNITED PANAM FINANCIAL CORPORATION (NASDAQ - UPFC)

MARCH 2005 - JULY 2008

Reporting Relationship: President & CEO

Staff Management: 20

Reporting directly to the CEO, a key strategic leader in this award winning

FORBES and FORTUNE NASDAQ financial services company with over $500MM in

annual revenues and 1200 employees in 146 locations nationwide. Responsible

for developing and supporting the organization's mission, vision, and

values, and effectively aligning HR and operational strategies in support

of the organization's strategic plans and business requirements. A key

contributor in the strategic decision-making processes and due diligence

for business changes. Served as a subject matter expert and credible

business partner in the development of HR and administrative infrastructure

that supported the overall business initiatives.

. Direct, and manage Human Resources initiatives and core corporate

processes across the range of HR service areas (facilities,

recruitment, training and development, employee relations,

compensation and benefits, audit, legal, etc.) to meet the needs of

each key line of business.

. Responsible for the development, implementation, and maintenance of

executive, management, and employee development and training programs,

interpersonal skills and communications training programs, performance

management systems, organizational effectiveness programs, design and

development of curriculum and training materials, facilitation of

training activities and support of learning management systems

. Responsible for the design and development of the organization's first

restructuring plan resulting in significant comprehensive process and

operational improvements resulting in cost savings of $22.5MM.

. Led and managed high level growth and change at all levels of the

organization ensuring profitability through creating programs which

led to organizational efficiency and operating performance.

. Successfully designed and implemented an automated recruiting and on-

boarding program which integrated new hires into the organization

accelerating time to performance more quickly and thoroughly creating

maximum productivity.

. Converted the company to Sarbanes-Oxley Section 404 Compliance by

establishing concise HR business processes and narratives more

consistent, reliable, and efficient in the context of Section 404

requirements.

. Developed and instituted comprehensive corporate policies, procedures

and corporate communications. Designed and implemented full-scale HR

automation transactions for Benefits, Payroll, Recruiting, Employee

Relations and Auditing departments.

. Built retention rates and reduced turnover by 30% through the

structuring of a total rewards, benefits and performance incentive

plans.

United PanAm Financial Corporation, Biofem, RAJ Manufacturing 2003 -

2005

Executive Advisor - HR & Operational Development

reporting relationship: executive management

Acted as a C-Level business advisor to C-Suite executives and their

respective senior leadership teams. As the primary liaison between HR

Functional, Segment Leadership and Business Leadership, I was responsible

for the full spectrum of the client HR portfolio and the successful

implementation of the company's strategic initiatives, as well as

identifying HR solutions and strategies needed to support the business unit

specifically. Assisted client organizations improve performance primarily

through the analysis of existing business practices and developed plans for

improvement.

GRANITE DEVELOPMENT (AKA GRANITE HOMES, INC.) 1999 - 2002

Director of Human Resources & Organizational Development

Reporting Relationship: President & CEO

Staff Management: 4

PAGENET (Paging, inc.) 1995 - 1999

Director of Human Resources - Western Region

Reporting Relationship: Vice President of Human Resources

Staff Management: 5

COMMERCE BANK 1991 -1994

Human Resources Manager

Reporting Relationship: Director of Human Resources

Staff Management: 3

EDUCATION

Pepperdine University, PKE - MBA (In Progress)

California State University, Los Angeles - Business Administration Studies

Predictive index analyst Certification - Predictive Index Worldwide

Saddleback College - Emergency Medicine Certification

PROFESSIONAL MEMBERSHIPS

SHRM, ASTD, NHRA, PI WORLDWIDE, MCDERMOTT & BULL EXECUTIVE NETWORK, C-LEVEL

SENIOR LEADERSHIP CONSORTIUM, OCEAN

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