Human Resources Manager
Resume:
Kerry Forsell
Laguna Niguel, CA ***77
*************@*****.***
Human Resources Consulting/Contract Recruiting
April 2007 - present
Clients include:
JBC Style Recruiting
Quiksliver
DC Shoes
O'Neill Clothing
Wet Seal, Inc.
Anchor Blue
Access Nurses Inc.
O'Neill Clothing, Irvine CA
Director of Human Resources December 2004 -
April 2007
Responsible for all aspects of HR management including benefits
administration, compensation, worker's compensation, performance
management, employee relations, executive coaching and recruitment.
. Created new focal review forms and tools. Administered training and
coaching to managers and above on new tools.
. Responsible for compensation administration. Partnered with CFO to
complete budgeting process for 2006 -2007 salaries and proposed org
design.
. Responsible for benefits administration, including education and
enrollment. Researched and changed insurance carriers in June 2005 and
2006 to maximize employee coverage while maintaining costs.
. Coach and counsel upper management on employee management, org design,
retention and recruitment strategy.
. Full service recruitment for all positions.
. Provide employee relations counseling to employees; facilitate conflict
resolution and recommend action.
. Partner with all management on terminations, position eliminations and
restructures.
. Create new on boarding tools such as employee handbook, and new hire
guides.
. Plan and organize all employee recognition functions such as employee
luncheons, anniversary awards and holiday party.
. Certified Sexual Harassment Trainer. Trained staff of 50 supervisors and
above on Sexual Harassment.
Gap Inc., Southern CA
Human Resources Manager September
2003-December 2004
Support Old Navy western zone in all facets of HR including performance
management, training, succession planning, employee relations, compensation
and benefits.
. Ensure fair and consistent application of all company policies and
procedures, assist in implementing interventions and solutions to improve
organizational health.
. Provide employee relations counseling to employees; facilitate conflict
resolution and recommend action.
. Manage annual performance management cycle included but not limited to
compensation analysis, training and salary/stock recommendations.
. Create and implement regional strategy for recruiting, on boarding and
retaining key talent to support future growth.
. Create and implement succession planning, accelerated development and
talent assessment programs.
. Coach executives on leadership development and performance goals.
. Created succession-planning and retention initiatives for high potential
employees.
. Use business initiatives and strategies to align HR goals to support
business direction.
Wet Seal, Inc., Foothill Ranch, CA
Recruiting Manager September 2002
-September 2003
Developed and implemented nationwide action plans to recruit and retain
employees in a timely and cost effective manner. Spearheaded recruitment
plan to identify, attract, track and retain high caliber candidates.
. Partner with Field executives to create on boarding procedures,
developing bench strength strategies and succession planning initiatives.
. Constructed new Performance appraisal form and training for the field.
Managed Focal calendars and administered training to field management
staff.
. Created Employee Referral policy and Internal Placement policy for
Corporate and Field.
. Created new recruitment guidelines and tools for field, i.e. behavioral
interviewing assessments, internet recruitment training and networking
training.
. Recruit for senior level field directors for all three concepts: Wet
Seal, Arden B, and Zutopia.
. Recruit for corporate functions, i.e. Benefits, Finance, IT, Human
Resources.
Gap Inc., San Francisco, CA
Human Resources Manager September 2001 -
September 2002
Supported Gap brand headquarters employees in all facets of HR including
employee relations, succession planning, training, organizational
development, compensation, and benefits.
. Train business partners on employment laws, compensation guidelines, and
benefit enrollment.
. Educate and support business partners on company policies, procedures and
new HR initiatives.
. Provide employee relations counseling to all levels of employees;
facilitate conflict resolution and recommend action.
. Manage performance review process for Gap Brand. Recommend merit
adjustments, promotions and stock grants.
. Collaborate with business partners to design organization structure to
best support business.
. Assist with the development of key business objectives, strategies and
initiatives for the organization.
. Coach executives on leadership development and performance goals.
. Created succession-planning and retention initiatives for high potential
employees.
. Responsible for creating reports to track and analyze turn over, new
hires, and promotions.
HR Project Manager (Gap Inc. cont.) February
2001 - September 2001
Worked with core Gap Inc. HR project team to relocate 300 HQ jobs to New
Mexico and facilitate layoffs of 15% of Gap Inc. staff.
. Coached and counseled impacted employees through transition.
. Facilitated training courses on applying for internal/external jobs,
resume writing and negotiation skills.
. Managed coordination and facilitation of internal and external career
fairs. Impacted employees attended career fair in which 25+ external
companies were represented.
. Collaborated with recruiting teams to target jobs that would be possible
skill matches for employees.
. Managed accounts with Lee Hecht Harrison/Drake Beam Morin for
outplacement efforts. Designed career counseling sessions and career
workshops.
. Administered severance packages to impacted employees.
Executive Recruiter (Gap Inc. cont.) March 1999 -
February 2001
Successfully recruited for multiple divisions and brands within Gap Inc.
including finance, information technology, real estate, human resources,
marketing, design, and production.
. Recruited for all levels from administrative assistants to senior
executives.
. Collaborated with hiring managers to develop staffing strategy for
current and future needs.
. Participated in annual strategic staffing initiatives including
budgeting, workflow, and process.
. Evaluated skill level and provided guidance to employees throughout the
interview/internal placement process.
. Provided feedback and recommendations to applicant and hiring manager
regarding strengths and development needs of candidates.
. Managed offer process, including reference checks, salary
recommendations, offer letter generation, and offer acceptance/turn
downs.
. Sourced candidates through cold calling, networking, career fairs,
internet sourcing, and employee referrals.
. Managed Recruiting Coordinator
Esprit de Corp., San Francisco, CA
Corporate/Field Recruiter
September 1997 - February 1999
Effectively interviewed, screened and hired all retail and non-exempt
employees. On the cusp of internet recruitment, placed paper advertisements
by sourcing local newspapers across US to facilitate recruitment for Esprit
store and corporate hiring.
. Met with management to foresee open positions and decipher skills needed
to fill position.
. Organized and executed retail and corporate job fairs.
. Placed and tracked all temporary employees within corporate. Sourced new
agencies while implementing tracking system detailing all temporary
assignments.
EDUCATION
BA, University of San Diego, CA
COMPUTER SKILLS:
Microsoft Word, Excel, PowerPoint
Skillset: Recruiting Database
People Soft-GEMS application
Power Source: HRIS- Employee database
ProBusiness: Payroll specific application.
ADP
FullCircle
TRAINING:
AIRS
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