Human Resources Manager
Resume:
Christopher Postel
San Francisco, CA 94109
www.linkedin.com/in/christopherpostel
*********@*****.***
________________________________________________
OBJECTIVE
Seeking the career opportunity that allows me challenge, growth and
development,
both personally and professionally. Pursuing a successful company,
led by employees that are encouraged to contribute in meaningful ways on a
daily basis!
EMPLOYMENT HISTORY
Gap Inc: November 2009 - May 2010
Corporate HR Manager, San Francisco, CA (Special Assignment)
. Provided Human Resources Generalist support for the entire Gap Inc
Global Human Resources organization, to include Communications, Global
Responsibility and all of the Brand Human Resources teams.
. Specialized in compensation administration, employee relations, talent
management, succession planning, organizational effectiveness,
employee engagement and global Human Resources support.
. Partnered with Senior Leaders to provide thought leadership and
insight from a unique perspective that positively influenced business
and people decisions
Old Navy: March 2009 - November 2009
Human Resources Project Manager (Special Assignment)
. Led the design and implementation of a new organizational structure
within Old Navy's highest volume stores, throughout the United States,
Canada and Puerto Rico
. Partnered closely with key Stakeholders at all levels within the
organization regarding the initial recommendations, timelines,
communications and implementation of this restructure.
. Partnered with local Human Resources and Store/District/Regional
Leadership to ensure a smooth transition to the new organization, to
include organizational design, implementation, severance
administration and redeployment
. Specifically partnered with leaders and outgoing employees to
administer the appropriate severance packages and employee
communications were implemented, ensuring the best possible outcome
for both the business and exiting employees.
. Led the Human Resources specific transformation of over 300 Old Navy
store locations to a new concept/design/structure
Old Navy: March 2008 - March 2009
Regional Human Resources Manager, Mid-Atlantic
. Partnered with the Regional Director, six District Managers and 59
Store Managers in all aspects of Business and Human Resources
Management, to include employee relations and engagement, staffing and
retention, diversity, compensation, training and development,
performance management and benefits/compensation administration
. Built the Field Leadership Pipeline to include succession planning,
destination planning, career pathing, Individual Development Planning
and Talent Assessment.
. Advised and consulted with business leaders on performance management,
employee relations, compensation, policy interpretation and HR
compliance.
. Leveraged HR reporting to assess organizational needs, recommend
solutions and partner with other business partners as necessary.
. Ensured compliance with EEO, ADA, FMLA and other employment laws to
reduce legal liability.
. Conducted high risk investigations, analyzed organizational health
issues, and worked in partnership with the business to develop and
execute plans to address problem areas.
Best Buy Co Inc: February 1997 - March 2007
District Human Resources Manager, Washington DC
June 2005 to March 2007
. Manage all Human Resources aspects in a multi store (10-14 stores,
120 employees per store) environment to include employee relations
and engagement, staffing and retention, diversity, compensation,
training and development, performance management and benefits
. Responsible for the implementation and delivery of new
policies/procedures relating to all aspects of the business, as well
as interpretation of existing policies
. Leveraged business acumen to provide consult related to all aspects
of district management of stores to include Sales, Merchandising,
Operations and Inventory
. Coordinate and lead all Human Resources and Leadership Trainings as
part of the district Talent Management and Development support
system.
. Leveraged systems to mine and analyze data in order to strategize
with business leaders to enable more complete, accurate and effective
business and people management.
. Assisted in the transition from an entirely internally supported
Human Resources function to one in which Benefits, Payroll, Employee
Relations and certain Staffing responsibilities were outsourced to a
third party
June 2003 to June 2005
***PROMOTED Corporate Human Resources Generalist Manager, Minneapolis,
MN
. Led the Commercial Sales division's reorganization and establishment
of process and structure that allowed for increased productivity at
the individual and team levels and multiple positive business
outcomes.
. Subsequently merged Commercial Sales with the new and high profile
'Best Buy For Business' organization, creating efficiencies and
positively impacting employee engagement.
. Supported the corporate Best Buy For Business Teams in all aspects of
Human Resources, as well as supporting retail-facing Human Resources
work impacted by the Corporate Teams' initiatives.
. Led the design and implementation of Employee Resource Groups, a
diversity initiative positively impacting both employee engagement
and customer satisfaction.
June 2002 to June 2003
***PROMOTED Corporate Human Resources Manager - Staffing, Minneapolis,
MN
. Analyzed the current state of the Enterprise's Human Resources
staffing service delivery, as well as existing staffing best
practices externally.
. Recommended and implemented new service delivery models,
organizational structure and redesigned scalable staffing processes,
systems and policies, streamlining the function throughout the
enterprise
. Successfully led the design and implementation of an 'end to end',
fully automated staffing and applicant management technology in over
550 retail locations throughout the United States, resulting in a
savings of more than $3,000,000 annually, as well as creating
significant gains in Management productivity and greatly improved
candidate experience
September 1997 to June 2002
***PROMOTED District Human Resources Manager, Iowa, Virginia & San
Francisco
. Manage all Human Resources aspects in each of these multi-store (10-
14 stores, 120 employees per store) markets to include employee
relations and engagement, staffing and retention, diversity,
compensation, training and development, performance management and
benefits
. Responsible for the implementation and delivery of new
policies/procedures relating to all aspects of the business, as well
as interpretation of existing policies
. Leveraged business acumen to provide consult related to all aspects
of district management of stores to include Sales, Merchandising,
Operations and Inventory
. Coordinate and lead all Human Resources and Leadership Trainings as
part of the district Talent Management and Development support
system.
. Leveraged systems to mine and analyze data in order to strategize
with business leaders to enable more complete, accurate and effective
business and people management.
February 1997 to September 1997
Human Resources Administrator, Minneapolis, MN
. Records administration for over 40 stores
. Respond to calls from store management regarding employee relations
issues
. Lead Human Resources related corporate projects such as new employee
orientation development, recruitment advertising development and
employee referral program development.
. Supported the Regional Human Resources team by providing general
administrative support as well as some basic Human Resources
responsibility
HONORS AND ACHIEVEMENTS
University of Minnesota, Liberal Arts 1991-1992
Member of the Society for Human Resources Managers
Led the design and implementation of Employee Resource Groups at Best Buy
Led Best Buy to 5 years of 100% on the Human Right's Campaign's Corporate
Equality Index
Fluent in Spanish, Solid Understanding of the German language
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