Human Resources Manager

CAMILLE CAMPOREALE, MS

*** ******** *****, #*** 415-***-****

Sausalito, CA 94965 *******.**********@*****.***

SUMMARY

Leader who is execution-oriented and business-results focused. Drives comprehensive strategic workforce

planning, analytics, performance management, and organizational development in order to achieve business

objectives.

PROFESSIONAL EXPERIENCE

R/GA, San Francisco, CA, 9/2010 – 11/2012

Human Resources Business Partner

Business Partner for the San Francisco and Chicago Technology offices; building and implementing

the people strategy to help drive business success

● Directed the change management of replacing executive leadership to sustain business

continuity

● Managed workforce planning initiatives for short and long-term business needs

Citco Fund Services, San Francisco, CA, 3/2007 – 4/2010

Human Resources Manager

Transformed HR from an administrative role to a strategic business partner collaborating with

senior management to drive key business objectives and implement initiatives. Conducted extensive

analysis of existing HR organization and developed a business plan to update all policies, procedures,

services, programs, and operations.

● With turnover at 40%, addressed the areas revealed in exit surveys such as poor management,

recruiting inefficiency, salary inequities, and career development opportunities. In seventeen

months, turnover decreased to 14% and improved the business-performance indicator of quality.

● In ensuring talent acquisition success, restructured the recruiting process and methodology. As

measured by their performance evaluation scores, the effectiveness of the restructuring enhanced

productivity.

● Improved employee engagement by implementing quarterly one-on-one meetings for managers to

foster effective work relationships.

● Addressed career development by creating a mentorship program that met internal growth and

strategic needs.

● Addressed the salary inequities by implementing a pay for performance program and increased

employee engagement as measured by pulse surveys.

Wily Technology Company /Computer Associates, Inc., South San Francisco, CA, 2/2005 – 3/2007

Human Resources Manager

Provided effective Human Resources due diligence by supporting overall business objectives of the

merger and acquisition of Wily Technology.

Business Partner for growing technology firm. Developed planning models to identify competency,

knowledge and talent gaps and developed specific programs for the fulfillment of the gaps.

● Implemented workforce planning to capitalize organization capability to meet productivity

measures

● Aligned strategy, culture, practices and behavior creating an engaged work environment.

Rubicon Programs, Inc., Richmond, CA, 2002 – 2005

Human Resources Manager

Transformed HR from an administrative function to strategic business partner, including working with

senior management to drive key business and implement initiatives. Conducted extensive analysis of

existing HR organization and developed a business plan to update all policies, procedures, services,

programs, and operations.

● Improved morale by implementing poor management-identification program and recognition for

good people management.

● Revised new hire orientation process to ensure retention and decrease loss of intellectual capital

resulting in 95% satisfaction record.

● Developed supervisory training program resulting in approximately $100,000 training cost

savings.

Global Technology Systems, Corte Madera, CA, 2000– 2002

Human Resources Manager

Created and directed the Human Resources department for this start-up company. Developed planning

models to identify competency, knowledge and talent gaps and developed specific programs for the

fulfillment of the gaps. Executed benefit bargaining proposals and managed the benefit plans, policies,

and communications.

● Conceived, developed and implemented series of HR programs, services, and leadership

initiatives, including comprehensive supervisory training, performance-based compensation

programs and competency attainment.

● Increased sales potential by creating competitive and incentive sales compensation program

resulting in achieving $1 million in direct sales in one quarter.

ADP, Santa Clara, CA, 1997 – 2000

Area Human Resources Manager

Northern California oversight for the Sales and Client Services division

ITS, South San Francisco, CA, 1994 – 1997

Human Resources Representative

EDUCATION

Masters of Science, Human Resources - Golden Gate University, San Francisco

Bachelor of Arts, Psychology - College of Staten Island

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