Human Resources Manager
Resume:
J AMES BOWERS
***** *. ******** **. ****: 623-***-****
Surprise, AZ 85379 Email: abm8wr@r.postjobfree.com
SENIOR HUMAN RESOURCES DIRECTOR
Experienced HR executive with legal training and broad generalist background
delivering best-in-class HR results strategically aligned with business objectives
“Mr. Bowers is highly motivated, dedicated and knowledgeable.” – R.O., City Manager
Senior Human Resources Director, recognized by company leadership and peers as innovative and
decisive thought leader with capacity to quickly assess situations, rapidly craft solutions, build teams,
organize action and create value-added efficiencies. A strong and diverse background spanning talent
management, benefit administration, organizational design, recruitment and retention, employee and labor
relations and compensation programs.
Uncompromising ethics and transparent communications underpin ability to understand unique business
needs and deliver superior HR guidance to accelerate the achievement of desired results. Skilled in
leading teams and managing relationships to foster a culture of collaboration and outstanding customer
service.
CORE COMPETENCIES
• Employment & Labor Law
• Policy Design & Administration
• Employee & Customer Relations
• Labor Negotiations &
Arbitration
• Recruitment & Retention
• HRIS System Implementation
• Risk Management
• Compensation & Benefit
Programs
• Budget Administration
• Change Management
• Regulatory Compliance
• Development & Training
Programs
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BENCHMARKS AND MILESTONES
Distinguished for developing a leading edge injury reporting and treatment solution that reduced
W.C. premiums over $1.25 million annually.
Implemented trademarked and branded on-line performance management system to ensure
consistency and appropriate rigor for talent calibration, performance differentiation and goal planning
in line with strategic objectives.
In 18th month of membership, elected President (2009) of Arizona Human Resources Director’s
Association.
PROFESSIONAL EXPERIENCE
HUMAN RESOURCES DIRECTOR Jan. 2008-Present
SNAPSHOT
Company: Explosive growth Phoenix/West Valley City, 805 FTE’s, population 118,000.
HR: Managed $1.2 M budget and nine member staff.
Summary: Within 24 months reorganized HR department, and delivered desired solutions in areas of policy
development, benefit administration, performance management and organizational development.
City of Surprise, Arizona
Lauded for developing performance management software system called
“the envy of every HR department in the Valley,” to establish performance
goals aligned with City’s strategic plan and evaluate individual
performance.
Hired to fix dysfunctional department and develop staff in explosive growth city.
Utilized well-developed team building and influencing skills, demonstrated
integrity and experience to effectively address sensitive internal departmental
issues.
Quickly identified HR service gaps and partnered with leadership team members
to advance and build support for changes in and enhancements to numerous HR
programs and initiatives.
Directed research and implementation of comprehensive on-line employee
policy manual to protect the best interests of the organization, ensure legal
compliance and provide for equitable treatment of employees.
Utilized e-learning software to develop supervisory and employee training
programs aligned with the City’s strategic plan.
Implemented new Paid Medical Leave benefit resulting in better benefit for
employees and $170,000 annual savings.
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HR DIRECTOR/ASSISTANT CITY MANAGER Feb. 2003-Jan. 2008
SNAPSHOT
Company: Progressive southwestern Ohio City, 185 FTE’s, population 42,000.
HR: Managed $600K budget and three member staff.
Summary: Designed and implemented high-quality, seamless human resources programs in areas of recruitment,
classification and compensation, benefit administration and labor relations, all strategically aligned with the City’s
business objectives.
City of Huber Heights, Ohio
Gained distinction for outstanding achievement from State Auditor’s
Association for successful design and implementation of merit-based
compensation plan. Promoted to Assistant City Manager in 2007 to drive
development of strategic and operational goals and branding efforts.
Hired to design and build full-service HR department in young, growing city.
Utilized informal “roll up your sleeves and get it done” leadership style to
quickly build rapport and establish trust with leadership, peers, employees and
labor relations representatives.
Rapidly identified HR service needs and applied a collaborative and consultive
approach to strategically build foundations of HR department.
Developed comprehensive injury reporting and treatment, program,
reducing annual W.C. premium from $575,000 to $265,000 in four years.
As lead negotiator, introduced “interest-based” style of bargaining to win
successful modifications to six established labor agreements including “post-
accident” drug testing, simplified administration and reduced labor costs, and
reduced absenteeism by 45%.
Produced new web site, quarterly citizen’s newsletter and monthly cable-TV
program showcasing City initiatives.
PROFESSIONAL EXPERIENCE
HUMAN RESOURCES DIRECTOR Aug. 1996-Feb. 2003
SNAPSHOT
Company: North-central Ohio City, 600 FTE’s, population 51,000.
HR: Managed $1 M budget and five member staff.
Summary: Utilized numerous best practices and techniques to drive substantive improvements in areas of policy
interpretation, contract administration, legal compliance, employee engagement, grievance handling and changes to
undesirable past practices.
City of Mansfield, Ohio
Recognized by State Bureau of Workers’ Compensation in Autumn, 1999
BWC Focus magazine for leading collaborative efforts to return
catastrophically injured worker to position as a street maintenance worker.
Recruited in part for labor relations experience to serve as lead negotiator to
extract major concessions from three international unions in four established
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labor agreements. Led cultural change, built internal business partnerships,
provided coaching to develop supervisory staff, challenged the status quo and
offered creative HR solutions to organizational needs.
Sought agreement rather than control in negotiating complex and far-reaching
changes to labor agreements. Utilized “win-win” bargaining approach to foster
open communication with labor representatives.
Designed comprehensive injury reporting and treatment program, including
transitional return-to-work strategies and post accident drug testing, reducing
annual W.C. premium from $2M to $775K in six years.
Strategically integrated traditional HR principles with progressive
approach to managing labor relations, leading to major cost-saving
modifications to established labor agreements.
Initiated numerous employee inclusion and team building efforts to
encourage involvement and communication between diverse employee
groups.
EDUCATION AND TRAINING
Juris Doctorate (JD) – Ohio Northern University, Pettit College of Law
B.S., Pre-Law/Political Science – Ohio Northern University
Hundreds of hours devoted to ongoing professional development and continuing legal education
throughout career via workshops, formal and informal training courses, memberships in industry
associations, research, subscriptions and more. Highlights include National Public Employer Labor
Relations Association (NPELRA) Labor Relations Academy Certification Program, Annual Federal
Dispute Resolution Conferences, Annual SHRM Conferences, FEMA National Incident Management
System training, and State (Ohio) Employment Relations Board (SERB) Interest-Based Bargaining and
Labor/Management Cooperation training.
ADDITIONAL RELEVANT INFORMATION
Adjunct Professor, MBA Program, University of Phoenix, 2009–Present
Active law license, State of Ohio, Supreme Court # 0036981
Proficient (Expert Level) in MS Word, Excel, PowerPoint, Publisher, InfoPath, and Visio
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