Human Resources Manager

**** ********* **** ****** *. Waits, Ph.D. Home: 847-***-****

Hoffman Estates, IL *******@*****.***

***** ****://www.linkedin.com/in/pamwaits Mobile: 847

***-****

Profile

Ph.D. senior level human resources strategic partner. Experienced in both

union and nonunion environments. Unique combination of experience in both

mature and start-up companies. Created a human resources department,

developed, directed and drove new initiatives.

Proven success in building business partnerships, creating innovative

processes and motivating high-performance teams to strengthen organization

effectiveness enterprise-wide. Creative thinker with sound judgment, who

produces results, focuses on preventive strategies and emphasizes teamwork,

coaching, and customer focus.

CORE COMPETENCIES

Employee Relations Talent Acquisition Employee Recognition

Labor Relations Performance Management Training

Labor Law Compliance Workforce Planning Compensation

Employee Communication Change Management Benefits

Policies Organization Effectiveness Organization Development

On-boarding Metrics

Project Management

Professional Experience

HomeDirectUSA, Hillside, Illinois 2006 - 2009

Newly created supply chain management/logistics company that handles more

than 800,000 shipments per year with 250 employees located in Illinois,

Indiana and Michigan. Private Equity Owned - Transportation Resource

Partners/ Penske Corporation.

Managing Director - Human Resources (2008 - 2009)

Director - Human Resources (2006 - 2008)

Reporting to the CEO, and as a member of the senior management team,

conceived and staffed the company's first Human Resources department and

function and managed a $2.4M budget. Full generalist responsibilities

included the development, and implementation/administration of

compensation, benefits, employee policies/procedures, recruitment, employee

relations, HR planning and analysis, labor law compliance, HR training, on-

boarding, employee recognition, performance management, metrics, and

organization development. At peak, managed and developed a staff of seven

professionals, including Facilities Manager and ISO Quality Specialist.

Selected Key Accomplishments

. Developed and implemented Company's first employee handbook and

corporate HR policies.

. Researched, selected and implemented company's first Human Resource

Information System (HRIS) that immediately identified $22,000 in

billing errors.

. Streamlined the benefit open enrollment process by implementing the

self-service component of the HRIS.

. Implemented the company's first strategic, structured, corporate-wide

employee recognition program.

. Streamlined and restructured the performance evaluation process to

measure core competencies and key performance indicators.

. Directed reductions-in-force including providing tools for managers

and impacted employees.

. Selected and transitioned 401(k) providers; increased participation

rates from 44% to 56%.

Pamela C. Waits, Ph.D. Page 2

MILEAGE PLUS, INC., Rolling Meadows, Illinois 1999 - 2006

A wholly-owned subsidiary of United Airlines that services United's

frequent flyer program customers. A workforce of 500 employees (85%

unionized) responded to an average of 18,000 customer calls per day.

Headquartered in Illinois with call centers in Arizona, South Dakota, and

West Virginia.

Director - Human Resources

Reporting to the President, and as a member of the senior management team,

led all aspects of Human Resources and Labor Relations and managed a $5M

budget. Full generalist responsibilities included the administration of

compensation and benefits, development and implementation of employee

policies/procedures, recruitment, employee relations, labor relations, HR

planning and analysis, labor law compliance, HR training, on-boarding, and

performance management. At peak, managed and developed a staff of 22 - six

headquarters and 16 field.

Selected Key Accomplishments

. Directed opening and staffing of two new call centers that were

designed to employ 300 employees each.

. Managed the development and implementation of a new compensation

system for all non-union employees.

. Completed all requirements to ensure HIPAA compliance with no cost to

MPI.

. Developed and directed company's response to union organizing

campaign.

. Worked with United labor relations to lead MPI's union contract

negotiating team.

. Developed contract interpretation manual and developed and delivered

contract implementation training to 25 MPI management employees,

including a train-the-trainer component.

. Directed system-wide reduction in force that resulted in the closing

of one call center.

UNITED AIRLINES, Elk Grove Village, Illinois 1992 - 1999

Fortune 500 premier airline with over 90,000 employees worldwide.

Program Manager - Year 2000 Project (1998 - 1999)

Reporting to the Managing Director - Year 2000 Project, directed company-

wide approach to identify and address Year 2000 issues. Led corporate

divisions in the identification of issues, determination of solutions, and

implementation of changes, and reported progress to United Airlines senior

officers. Managed and developed communication staff of two.

Selected Key Accomplishments

. Designed comprehensive program strategy, direction, content, timetable

and communication.

. Designed training materials for use worldwide; including guidelines

for completing an inventory and technical assessment, options for

remediation, reporting and documentation procedures, and approval

process.

. Program culminated in successful transition to Year 2000. No major

problems were encountered and reported problems were resolved within

two hours of identification.

Manager - EEO Compliance (1993 - 1998)

Reporting to the Senior Vice President - Human Resources, directed all

aspects of EEO compliance. Put in place the company's first strategic

approach to EEO Compliance that integrated preventive measures including

policy and procedure development, organization design, education, and

communication, as well as investigation and rapid corrective action when

appropriate. Managed and developed staff of eight.

Selected Key Accomplishments

. Directed the annual development of affirmative action goals for more

than 70 facilities.

. Developed first formal harassment and discrimination prevention

strategy and carried it to 30,000 employees in leadership positions

through training, reference materials, and ongoing communication of

the "zero tolerance" philosophy. Strategic interventions resulted in a

10% reduction in the number of agency filed discrimination complaints

during a one-year period and a 50% reduction in employment related

litigation expenses.

. Directed nine OFCCP compliance reviews, each resulting in no cost to

United.

. Redesigned reasonable accommodations process and provided training for

2,500 supervisors, managers, and union officials on new requirements

to comply with the Americans with Disabilities Act.

Pamela C. Waits, Ph.D. Page 3

UNITED AIRLINES, Elk Grove Village, Illinois (continued) 1992 - 1999

Senior Staff Specialist - Human Resource Planning (1992 - 1993)

Reporting to the Director - Human Resource Planning, developed personnel

selection and performance evaluation tools that encouraged the development

of required competencies and were seen as fair and user-friendly by

employees. Revamped fundamental systems and processes and introduced to a

diverse employee population.

Selected Key Accomplishments

. Directed diverse employee team to design personnel selection system

for hiring Flight Officers.

. Developed and provided training on the proper introduction of new

selection and performance evaluation systems and managed the corporate-

wide implementation.

INLAND STEEL CO., East Chicago, Indiana 1988 - 1992

Integrated steel manufacturing company with 8,000 employees who produced

steel from raw materials.

Senior Staff Specialist - Assessment & Evaluation

Reporting to the Manager - Assessment & Evaluation, directed personnel

selection and corporate/union training activities. Designed employee

selection systems and performance evaluations for use throughout the

corporation. Implemented organization design strategies to improve safety

and efficiency of operation.

Selected Key Accomplishments

. Conceived and developed a corporate process to comply with the

Americans with Disabilities Act.

. Designed and evaluated an innovative joint union/management employee

education program: JobLink 2000. Also developed and delivered training

for union and management JobLink 2000 participants.

Education

Ph.D. Industrial/Organizational Psychology, University of Nebraska, Omaha,

Nebraska

Dissertation: A Comparison of the Accuracy of Rational Estimates of

Employment Test Validities and Statistical Models

M.S. Industrial/Organizational Psychology, Iowa State University, Ames,

Iowa

Thesis: Weighting Criteria of Performance in Graduate School Using Conjoint

Analysis

B.S. Psychology, Minot State College, Minot, North Dakota

Professional Affiliations

Society for Human Resources Management

Human Resource Management Association of Chicago

Fox Valley Society for Human Resources Management

Psi Chi, National Honor Society in Psychology

Kappa Delta Pi, General Scholastic Honorary

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