Manager Management

J EFF D . A LVAREZ

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

Home: 650-***-**** • Cell: 650-***-**** • 105 Esplanade Avenue #43, Pacifica, CA 94044

Senior Human Resources Manager/Director

L E A R N I N G & D E V E L O P M E N T / O R G A N I Z AT I O N A L E F F E C T I V E N E S S / H R I N F R A S T R U C T U R E & P L A N N I N G

Expert in developing and designing leading edge organizational strategies that maximize performance and growth.

Accomplished, multi-faceted HR executive with comprehensive experience supporting business partners, delivering strategic leadership

solutions, employee relations, staffing, and benefit administration. Credited for creating award-winning HR initiatives in the areas of

diversity, employee development, retention, policy implementation, innovation, and process improvement. Championed organizational

development projects by streamlining operational systems, retaining top talent, and ensuring regulatory compliance. Innate business

savvy and keen ability to align corporate objectives with talent and succession planning initiatives. Deep and rich knowledge of

California employment laws and statutory requirements. Regarded as a manager capable of driving performance levels, building HR

infrastructure, training solutions, and delivering the highest standards of productivity, quality, and efficiency. Adept in cultivating talent

and fostering high levels of retention and growth. Natural ability to establish positive rapport and nurture profitable relationships.

Charismatic Leadership. Trusted, influential, and approachable leader committed to inspiring excellence and building performance-

driven teams that reliably deliver. Capable of identifying/empowering high-potentials to build strong team environments. Foster a sense

of pride among staff. Adept in managing vision/purpose and utilizing goal setting techniques to motivate strong cohesive teams.

Powerful Presentation Skills. Dynamic, engaging public speaker who delivers winning presentations that express value and benefit.

Passionate about translating vision into action effectively convey mission statements to capture attention of large-scale audiences.

Change Management. Equipped to manage change and maintain momentum when strategic focus shifts. Resourceful decision-maker

who immediately adapts to changing needs of the business. Adept at steering workers through organizational change transformation.

Areas of Expertise

Talent/Succession Management Organizational Effectiveness HR Management

Leadership Development Organizational Development Policy and Procedure

Recruitment and Training Change Management Workforce Planning

Employee Training and Development Diversity Strategy Regulatory Compliance

Skills Assessment and Analysis Project Management Negotiation

Team Building and Empowerment Restructuring and Transformation Employee Relations and Retention

P ROFES SIONAL E XPERIE NCE

Netflix Inc., Los Gatos, CA

The world’s largest subscription service for streaming movie and TV entertainment, as well as offering DVD’s by mail. Headquartered in

Los Gatos, CA, Netflix operates with over 8,000 employees in distribution centers strategically located across the US.

Senior Human Resources Business Manager, Western US 03/2010 –

07/2010

Assumed high profile role as Senior HR Business Manager to oversee and lead teams spanning Netflix’s four largest regions. Provided

immeasurable value, support, and leadership to 6,410 employees across multiple distribution centers within each region. Drove initiative

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to design and implement a reduction in force strategy to impact 50% of distribution center employees. Played key role in developing

strategies to integrate state-of-the-art technology designed with focus on streaming movies as opposed to renting DVD’s.

Selected Achievements

EEOC Analysis. Joined forces with senior legal team to develop an adverse impact analysis tool to review EEOC data.

Succession Planning. Expeditiously implemented a selection process new to the organization by deploying an abbreviated version

of succession planning.

Workforce Planning. Co-developed a groundbreaking labor model to forecast exact headcount after installation of automated

technology. Executed the model roll out to include employee notification, government filing, and managed press inquiries.

Leadership. Commended and substantially rewarded for “highest standards of performance” by executive leadership team.

Performance Management. Embarked on ambitious project to assess and observe Regional Management performance levels in

collaboration with VP of Operations, which led to pinpointing opportunities and development of leadership training strategies.

Training. Designed, delivered, and evaluated training plans including a mentorship program, 360-feedback process, key

competency evaluation, and regular HR team sessions.

Performance Recognition. Captured recognition from Netflix’s corporate community after two months of employment as “model

hire” and the future of the company culture and operation.

24 Hour Fitness, Inc., San Ramon, Ca

An industry pioneer, 24 Hour Fitness has grown to become the largest privately owned U.S. fitness center chain with more than 450+

athletic clubs across the U.S. and Asia. Credited for introducing a variety of innovations to the health club market, the company has

achieved its goals and success in making fitness a way of life and leading the industry in cleanliness, service, and quality. The

organization employs a workforce comprised of 25,000 nationwide, and yields annual revenue of $1.5 billion.

Regional Human Resources Manager, Senior Business Partner, North Division 2005 –

12/2009

Charged with full accountability and oversight of HR infrastructure within the largest region, enterprise-wide. Joined forces with west

coast Regional VP to direct high-caliber team of six District Managers across multi-site operations within the western region. Functioned

as principal HR consultant to supply leadership, support, and counsel to Regional VP. Delivered strategic expertise to leverage 81

operating units generating annual profits from $1.5 to $5 million. Overall regional revenues achieved rapid growth levels yielding

$280,000,000 annually. Five direct reports.

HR Management. Maximized productivity by providing direction and full HR leadership including strategic planning, project

management, change management, diversity programs, performance management, leadership competencies, employee relations,

succession planning, talent review, benefit administration, compensation, and US labor/immigrations laws.

Organizational Effectiveness. Realigned HR services with overall corporate goals. Devised innovative strategies for talent

management, change integration, and organizational design to support optimal organizational effectiveness. Prepared, designed, and

delivered programs with client collaboration to ensure seamless integration of HR approaches.

Performance Management. Built training infrastructure to produce high-performance workforce through team building and goal

setting initiatives. Enhanced management capabilities with ADP Manager Tools, articulation of policy development, interpretation of

regulatory compliance, and imparting performance management expertise. Coached top-tier executives in performance-based

training and conflict intervention tactics.

Selected Achievements

Policy and Procedure. Overhauled, composed, and implemented corporate-wide policy and procedure systems design.

Outlined processes for performance management, succession planning/talent review, team recognition, and new hire orientation.

Performance Management. Pioneered an innovative program outlining instructions to design performance improvement

plans, individual development plans, disciplinary action records, and involuntary termination processes.

Succession Planning and Talent Review. Vital role in co-development of a new comprehensive assessment/evaluation

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program designed for ranks of management across the region. Devised talent review biography tools for executive committee to

evaluate career development of District and Regional Management positions.

New Hire Leadership. Handpicked as the 2005 lead for the National New Hire Orientation Program. Formulated an in-depth

onboarding process/mentoring system in collaboration with expert legal counsel and consultants.

Program Development. Spearheaded a regional leadership program “Managing for Peak Performance and Decision to

Discipline,” implemented across the nation with highly successful outcomes.

Retention Recognition. Slashed manager turnover by 38% from 2006 to 2007. Received national annual conference

recognition.

Diversity Recognition. Outperformed colleagues by reaching diversity goals. Earned national “Best of 24 Award.” Drove

female management numbers 20% accomplishing 42% penetration. Boosted minority management levels 15% with 32%

penetration.

Achievement Recognition. Won 2007 nation-wide award “Pulse 24 Employee Opinion Survey.” Reported groundbreaking

regional participation, feedback, and engagement scores. Over 4,000 employees revealed elevated job satisfaction grades in three

areas.

Luxottica Retail, San Francisco, CA

A global leader in the eyewear industry, Luxottica subsidiaries include widely recognized retailers such as LensCrafters, Sunglass Hutt,

and Eye Exam of California. The organization maintains a worldwide presence as a premium distributor of prescription eyewear for the

North American Retail Division of an International Organization, comprised of 35,000 employees at 5000 locations. With net sales of

euro €5.2 billion, Luxottica leads the world in luxury and sports eyewear. The Group is supported by a wholesale distribution network.

Area HR Manager

2004 – 2005

As a well respected area manager, oversaw 18 locations, fueled collaboration, provided vision, and forward-thinking expertise to

400+ employees operating state-wide at LensCrafters, Sunglass Hutt, and Eye Exam retail locations. Supported the Regional Director

of Operations as key business partner and in co-management of P&L. Reported directly to the Regional Vice President.

Conflict Intervention. Supported and revitalized employee relations through pro-active and reactive interventions with highest

integrity, fairness, and confidentially.

Profit and Loss. Leveraged entire P&L function across multi-site operations.

Coaching. Presented coaching techniques with full transfer of knowledge and development in the workplace. Delivered full

spectrum of training tools from performance management process to goal setting, appraisal, and counseling.

Strategic Relationships. Forged collaborative team relationships to implement/align strategies to stated organizational

objectives.

Conflict Resolution. Catalyst in creating transformative conflict intervention as key contact for corporate-wide client groups.

Change Management. Positively impacted change management by developing and integrating HR/people oriented programs.

Needs Assessment. Assimilated data to determine employee needs to enhance decision-making and implement solutions.

Employee Relations. Established groundwork for all employee relations programs from development to implementation.

ManPower Planning. Championed rollout and continuation of major workforce planning initiative. Coached District

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Management and presented findings to Executive Committee.

Selected Achievements

Curriculum Development. Selected to design consultative selling curriculum and take part in the leadership committee. Rolled out

process across region with groundbreaking success. Recipient of “Visioning Award” for excellence in consultative selling methods.

Management Turnover. Successfully reduced manager turnover by 11% from 2004 to 2005.

Assessment. Masterminded new competency assessment program and received “Divisional Recognition of Merits Award” honor.

Unemployment Compensation. Slashed unemployment claims by 6% for 2004 to 2005; a record reduction for the region.

Williams Sonoma Inc., San Francisco, CA

A worldwide premier specialty retailer of home furnishings and cookware in the United States and Canada. Williams Sonoma brands

include some of the most well known in the industry. The company markets products through retail stores, catalogs, and the Internet. The

organization owns 300+ stores nation-wide producing $3 billion in annual revenues.

Human Resources Generalist/General Manager

2001 – 2004

Led from a position of strength as General Manager. Charged with leveraging a $24 million budget, P &L, and overall store operations.

Spearheaded corporate flagship location for seven months. Received fast-track promotion to HR Generalist, Corporate. Provided Human

Resources Generalist support for emerging retail divisions of Williams-Sonoma, Inc. Counseled business partners on

employee relations matters. Coordinated, Identified, and participated in HR projects that support overall business initiatives. Held full

accountability to support three districts and several new emerging brands a total of 28 stores and 1,400 employees.

Supervision. Oversaw employee hotline activities and co-supervised two HR Operators with troubleshooting hotline responsibility.

Relationship Management. Secured and nurtured partnerships through operational consultation in multi-unit field organizations.

Problem Solving. Eliminated roadblocks impacting problem resolution; provided direction and recommended solutions.

Coaching. Inspired and motivated management and associates to develop maximum performance potential.

Conflict Intervention. Innate ability to tackle conflict, build consensus, arbitrate and resolve. Aggressively conducted

investigations and took action with EEOC and state claims.

Organizational Effectiveness. Diagnosed root causes, analyzed trends, and made recommendations to increase effectiveness.

Process Improvement. Seized opportunities to streamline HR and business process effectiveness by identifying inefficiencies.

Policy and Procedure. Enforced regulatory compliance, managed risk, articulated, and co-developed policies and procedures.

Compensation/Retention. Investigated alternatives and market data research to design innovative incentive plans in support

of strategies to recruit and retain. Meticulously resolved employee benefits issues.

Employee Awareness. Supplied timely HR programs and educational resource information. Permeated awareness corporate-wide.

Project Management. Piloted a two-year workforce planning project to introduce and design innovative staffing methodology.

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Selected Achievements

2002 Recipient of national nomination for “Catch the Spirit Award” for outstanding policy engineering with HR team.

2003 Presented with the national conference “Catch the Spirit Award” for innovative and strategic thinking.

2004 Recipient of Regional Award, “Outstanding Commitment to Excellence” for execution of abbreviated 360-feedback

process.

EEOC Complaint Reduction. Credited for significant reduction in EEOC complaints by 13%, for the PB Kids division in

2003.

Employment Law. Orchestrated employment law education efforts within emerging brands divisions.

Compensation. Handpicked to revamp compensation infrastructure among all exempt and non-exempt field positions.

Learning & Development. Captured top scores in training development categories for employee learning and development.

A DDITIO NAL E XPERIENCE

Associate Store Manager, Armani Exchange, San Francisco, CA

Merchandise Operations Manager, Gart Sports, Colorado Springs, CO

E DUCATION & C ERTIFIC ATIONS

BBA, Business Administration, Human Resources Management, University of Almeda, San Francisco, California, 2007

Business Management, University of Colorado, Colorado Springs, Colorado Springs, 1997 – 1998

General Course Work, Business Administration, Pikes Peak Community College, Fountain, Colorado, 1994 – 1995

360-Degree Feedback, Myers Briggs Type Indicator, Work Place Harassment, Prevention ART Cycle Certification, and

Situational Leadership Certified

Language Skills: Spanish

Technical Skills: Microsoft Office Suite, Photoshop, JDA, Staff Works, Payroll Administrator, Lotus Notes, Windows, and highly

proficient in all PeopleSoft Software Applications

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