Human Resources Resource

Human Resource Profile/Summary

Successful, strategic and business oriented Human Resource Professional of

quantifiable results obtained by developing policy, strategic direction of

the management of all Human Resource functions in companies ranging from

start-ups to $91B in sales. Advanced functional Human Resource expertise

includes:

Research/Analysis, Organizational Development, Compensation & Benefits,

Risk Management, Regulatory Requirements, Labor Laws, Immigration &

Naturalization, Acquisitions & Mergers, EEOC Compliance, Recruiting &

Staffing, Strategic Planning, Staff Development, Retention, Performance

Management & Succession Planning, Training, Organization and Management

Development, Employee Relations, Policies & Procedures, Domestic and

International Employee Relations, Union Negotiations and Labor Relations.

Professional Experience

City of LaVergne, LaVergne, TN

Feb, 2010-April 2010

Director of Human Resources - (Temporary)

> Managed and supervised human resource department to achieve goals within

available resources; plans and organizes workloads and staff assignments;

trains, motivates and evaluates assigned staff; reviews progress and

directs changes as needed.

Provided professional advice to the city officials; makes presentations

to councils, boards, commissions, civic groups and the general public.

> Communicated official plans, policies and procedures to staff and the

general public.

> Assured that assigned areas of responsibility are performed within

budget; performs cost control activities; monitors revenues and

expenditures in assigned area to assure sound fiscal control; prepares

annual budget requests; assures effective and efficient use of budgeted

funds, personnel, materials, facilities, and time.

> Determined work procedures, prepares work schedules, and expedites

workflow; studies and standardizes procedures to improve efficiency and

effectiveness of operations.

> Provided leadership and direction in the development of short and long

range plans; gathers, interprets, and prepares data for studies, reports

and recommendations; coordinates department activities with other

departments and agencies as needed.

> Issued written and oral instructions; assigns duties and examines work

for exactness, neatness, and conformance to policies and procedures.

> Developed, implemented, and facilitated training programs for employees,

supervisors, managers and directors to ensure that personnel are

knowledgeable on core competencies such as harassment, performance

appraisal, diversity, supervisory skills, Title VI, leadership skills and

other City policies and procedures.

> Provided guidance to department managers/supervisors regarding

disciplinary issues, advises managers on best approach for managing

problem employees/situations while avoiding/reducing exposure to

potential litigation and the significant time/expenses associated with

litigation.

> Investigated and resolves harassment and other workplace misconduct

complaints; recommends appropriate disciplinary actions. Maintained

harmony among workers and resolves grievances.

> Performed or assists subordinates in performing duties; adjusts errors

and complaints.

> Prepared a variety of studies, reports, and related information for

decision-making purposes.

> Recruited, interviewed, and selected employees to fill vacant positions

in the Human Resource Department.

> Assisted in the recruitment and job postings for other positions within

the City.

> Planed and conducted new employee orientation to foster positive attitude

toward organization goals.

> Kept record of insurance coverage, pension plan, and personnel

transactions such as hires, promotions, transfers, performance reviews,

and terminations.

> Participated in wage surveys, within labor market, to determine

competitive wage rate.

> Prepared and administered budget of human resources operations.

> Prepared employee separation notices and related documentation, and

conducts exit interviews to determine reasons behind separations.

> Assisted Department Heads with questions regarding employee discipline,

ADA, FMLA, COBRA, HIPAA, FLSA, Workers Compensation, Safety, and

personnel policy.

> Investigated complaints from citizens regarding employees. Contacts

appropriate parties involved. Notified insurance carrier of any liability

issues.

> Represented organization at personnel related bearings and

investigations.

> Contracted with outside suppliers to provide employee services, such as

training, employee assistance, or out placement.

> Planned and directed, implementation and administration of benefit

programs designed to insure employees against loss of income due to

illness, injury, layoff or retirement.

> Directed preparation and distribution of written and verbal information

to inform employees of benefits programs such as insurance plans, pension

plans, paid time off bonus pay, and special employer sponsored

activities.

> Analyzed existing benefits policies of organization, and prevailing

practices among similar organizations, to establish competitive benefits

programs.

PERIPHERAL DUTIES

> Recommended for adoption by the board such measures as may deem

necessary or expedient.

> Prepared and submits to officials such reports as may be required or

as deemed advisable to submit.

> Investigated accidents and prepares reports for insurance carrier.

Filed and maintains liability claims for the City.

> Evaluates services, coverage, and options available through insurance

and investment companies to determine programs best meeting needs of

organization.

> Served as a member of the safety committee.

Various

Sept 2006-June 2009

Consulting Assignments

> Productivity Improvement- Responsible for setting fair and manageable

territories for sales and service coverage. Ensure that fair and

effective performance measures are assigned, and that employees are

motivated to achieve and/or exceed their assigned goals and objectives

utilizing sound management tool and practices.

> Employee Development- Organized, developed, and empowered local district

staff into a cohesive and effective team trained and motivated to grow

the business. Responsible for hiring individuals who possess the

necessary skills, knowledge, and experience to fill open job positions.

Identify areas such as sales skills, business and product knowledge,

where training and development will enhance the local district's

opportunity to meet current and future business needs. Maintain an open

channel of communications among all departments and personnel to insure

consistent dialogue designed to foster initiative and maintain employee

morale.

> Safety Compliance- Ensured that all employees comply with corporate

safety programs. Responsible for ensuring that employee safety training

is thorough, complete, and up-to-date. Identifies safety issues and

hazards and notifies corporate safety officer of those conditions that

require corrective actions.

> Trainer - Planned, organized, and directed a wide range of training

activities: Internet-based training, multimedia programs, distance

learning, satellite training, videos and other computer-aided

instructional technologies, simulators, conferences, and workshops.

Diageo One NA, Norwalk, CT

June 2006-Aug 2006

Consultant - 2 month assignment

A subsidiary of Diageo plc, the world's largest producer of alcoholic

drinks, Diageo North America makes up approximately 30% of the parent

company's total beverage business. Included among them are Baileys Irish

Cream, Captain Morgan Rum, Crown Royal Canadian Whiskey, Cuervo Tequila,

Gilbey's Gin, Guinness Draught, Harp Beer, J&B Scotch, Johnnie Walker,

Seagram's VO, Smirnoff Vodka, Sterling Vineyards Wines, and Tanqueray.

> Promptly conduct investigations pursuant to complaints and

allegations of ethical wrongdoing or conflicts of interest. Prepare

written investigative reports as necessary.

> Develop and maintain confidential procedures for the handling and

processing of complaints and allegations. Provide processes for the

confidential hearing of employee issues related to the ethics or

conflicts.

IMC Corporation, New York, NY

Nov 2002-May 2006

Director of Human Resources

IMC Corporation was a wireless communications manufacturer and integrator

of enhanced video surveillance systems, access control systems, and other

Homeland Defense technologies. Its customers include the Department of

Defense, Department of Homeland Security, selected U.S. Government

intelligence agencies, aerospace prime contractors and commercial

telecommunications and wireless customers.

> Established and monitored company wide Human Resource objectives and

procedures which included accountability for all people related functions

and practices; corporate communications; payroll; acquisition

integration; union negotiation; recruiting and retention strategies;

management and labor relations; succession planning development

processes; organizational design; employee incentive plans; oversight of

executive compensation; benefits and compensation; HRIS system;

performance management; development of employee skills.

> Provided guidance, advice, expertise in Human Resources EEO risk

management, policy development and technical assistance and negotiation

of Department of Labor (DOL), Office of Federal Contract Compliance

Programs (OFCCP), Occupational Safety & Health Act (OSHA), Family &

Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA) and audits with

federal, state and local compliance agencies and auditors

> Design and implementation effective affirmative action programs within

the organization in compliance with government legislation and corporate

goals; established programs and policies that maintain healthful and safe

working conditions on the company's premises in compliance with OSHA and

other legal enactments; perform the employee relations function for the

company and serve as an advice-and counsel role; trained and counseled

management regarding performance tracking, including managing the timing

and content of performance discussions, disciplinary action and

termination.

> Provided centralized services to multiple business units in CA, AZ, NM,

TX, FL, ME, DC, VA, CT and NY.

Major Accomplishments

> Implemented new health insurance program, which saved a minimum of

$100,000 in the first year.

> Developed Corporate Compliance Programs.

> Design and implementation of all human resource polices.

> Design and implementation of a Performance Management training program

for employees, middle managers/supervisors and the development of

competency requirements for all employees at all levels.

GTI, New York, NY

Feb 1989-Oct 2002

Vice President of Human Resources

GTI was both a research organization with a business focus and a business

with an R & D focus. The research and development capabilities span many

different technologies including electro-optics, imaging, photonics,

telecommunications, and renewable energy.

> Participate in the development of the corporation's plans and programs

as a tactical partner in evaluating and advising on the impact of long-

range planning and regulatory action on the areas of responsibility;

provided leadership and business direction, manage change, develop

organizational strategy/structure; lead Human Resources initiatives to

improve organizational effectiveness and accelerate the transition of

the operating divisions from Research to Business mode; effectively

negotiating the unrestricted right to outsource all union represented

functions.

> Significant experience with restructuring strategies, including

implementation of downsizing and survivor training, as well as

internal career transitions; extensive knowledge of labor laws, labor

relations and union avoidance, organizational development and

significant recruitment experience; designed and implemented all

expatriate compensation; benefit packages; bonus arrangements; home

leaves; tax equalization; etc.; extensive knowledge of international

operations in the UK, China, Russia, Canada.

> Researches and develops new, innovative technologies that enhance the

design; development; and delivery of training programs; performance

support; product implementation; and related services; served as a

presenter and/or facilitator in conducting training; product

implementation; performance support programs; seminars; workshops; and

group meetings; reviews and analyzes results; provides department and

client feedback; made recommendations; and revises as necessary;

served as a mentor and provides coaching and related performance and

training support to other training staff.

Major Accomplishments

> Developed Corporate Compliance Programs.

> Design and implementation of all human resource polices.

> Facilitated system wide change in the organization using climate

surveys, team building, third-party intervention and conflict

resolution.

> The design and implementation of a job analysis system for all

position throughout the company.

> Design and implementation of base salary; short-term incentive; long-

term incentive and noncash compensation programs for senior

executives.

Education

M.S. Human Resource Management Hamilton College

B.S. Human Resource Management Hamilton College

Professional Memberships & Certifications

Society of Human Resource Management - SPHR American Society for

Training & Development (ASTD)

International Public Management Association (IPMA-HR) TDOT Title VI

Coordinator

American Management Association (AMA) Society for International

Affairs (SIA)

Computer Skills

Microsoft Office Word, Excel, Power Point, Access, Outlook, Internet

Explorer, Microsoft Works, PeopleSoft, SAP, Quick Books, Lotus, Lotus

Notes, Lexis-Nexis, Westlaw, Quattro Pro, Safari, RX30, IMBS, Online

Pharmacy, Kronos, ADP, Paychex, AS400, Telegence, CSP, Clarify, Snooper,

System X and Great Plains.

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