Human Resources Management

Chad G. Arnold

**** ***** ***** **. *********, CA 95661

HM 916-***-**** W 916-***-**** email: abnc0u@r.postjobfree.com

SUMMARY OF QUALIFICATIONS

Progressive HR professional with a successful track record of redesigning

and managing all aspects of Human Resources for mid to large size

organizations, strengths include:

- Effectively managing an organization's HR related risks while

creating flexible and innovative methods for organizations to manage

their human capital, increasing employee engagement and productivity

- Technology and HR related (local, national and global) project

management

- Organization change/redesign (i.e. staff increases, decreases,

divestitures, business model changes)

- Organization Development (creating and changing company

culture/values)

- Creating quantitative (from traditionally HR qualitative data)

measures for companies' human capital/HR initiatives.

- Analyzing key quantitative and qualitative data measures for

determining the effectiveness of and making improvements to Human

Resources programs (i.e. policies, recruiting, training,

compensation management, performance management)

- Utilizing technology in order to create efficiencies, save money and

improve services

- Implementing measurable programs (i.e. compensation, performance

management, training, talent) to increase employee productivity,

engagement and leadership effectiveness

- Leading organizations successfully through major transitions

including mergers and acquisitions, changing business models,

reorganizations, etc.

- Linking all HR/Human Capital programs together using company values,

employee life cycle measurements and technology, such as integrated

talent management, performance management and resource management

system

EXPERIENCE

First Union/Wachovia/Barclays Capital:

2000-Present

Vice President, Human Resources - Barclays Capital/HomEq Servicing, North

Highlands, CA

Responsible for managing HomEq Servicing's (5th largest sub-prime loan

servicer in US, 1,400 employees, multi site - CA & NC) HR & Communications

functions; consisting of 30 employees and a $6 million budget.

Responsibilities includes: Training & Development, Recruiting,

Compensation, Employee Relations, Diversity, HR systems, HR Operations,

(indirectly) Payroll and Benefits services (provided by Barclays) and

Marketing Communication including (internal and external communications,

business development support, internet, intranet - including SharePoint

management, rating agency relations - S&P, Fitch, Moodys). Manage HomEq

compensation strategy and practices (including merit/promo budget,

incentive compensation plans - $8.7 million budget).

- Managed all human capital related aspects of HomEq's divestiture from

Wachovia (e.g. RFP, contract negotiation to change management, internal

& external communication strategy, people transfer and HR conversion)

- Created requirements, selected, and implemented new Learning,

Recruiting, Performance and Talent management systems

- Responsible for HRIS PS/SAP platform conversion

- Designed and implemented Leadership 360, Engagement Survey and related

development coaching programs.

- Consistently exceeded industry best practice level engagement scores

- Responsible for creation and development of all company HR policies,

programs and procedures

- Created methods to measure HR functions; including training

effectiveness and recruiting selection process validation testing

(linking HR Training and Recruitment selection testing to business

results) via regression analysis. Based on results implemented

measurable improvements selection, sourcing and training programs

- Cut attrition in half by 2 years (consistently beating industry

attrition averages)

- Designed and implemented integrated Talent and development program using

a Talent/PM application enabling management to ID cross trained

employees, skills, certification, competencies, development plan

objectives, etc. for all employees

- Created and implemented strategy to maintain a union free workforce

- Create and implemented employee engagement strategy and a values based

culture supported by all HR programs (i.e. training, development,

leadership, engagement programs)

- Consistently reduced HR budget (10% of annual $6 million budget) through

process/productivity improvements and vendor contract negotiations,

while improving tools and services

- Increased training quality (based on Bloom's taxonomy based model) and

increased training hours delivered from 20,000 to 70,000 per year (in 3

years) with the same headcount

- Won 100% of agency and civil complaints

- Doubled hiring capabilities (hired 650 staff in 12 months) increasing

quality (higher new hire MBO scores & lower new hire attrition) while

reducing recruiting headcount 33%

HR Business Partner Manager - Wachovia Corporation, Sacramento, CA

Responsible for leading a group of HR professionals to provide strategic HR

services to Educaid (5th largest student lender in US), HomEq Servicing

(5th largest sub-prime loan servicer in US) and WSBC- Small Business

Capital (3rd largest SBA lender in US). Responsible for CA HR Business

Continuity Plan, CA Health and Safety and CA ergonomics programs, CA HR

policies, CA T&A system compliance, CA policy compliance, Employee

Relations (won 100% of agency complaints), Training & Development, OD and

Compensation Management. Client groups supported varied between 2,000 -

4,500+ employees. Provided HR support to the Presidents of Educaid (WEF),

WSBC and HomEq businesses

- Implemented engagement initiatives in all 3 BUs, one BU achieving top 5

score in Wachovia and all BUs scoring above Wachovia averages and above

industry best practice levels

- Created manager / leadership development programs including leader 360

based coaching

- Created a Human Capital Strategy for the 3 businesses

- Developed business compensation strategy including incentive,

commission, and retention bonus programs (include plan modeling &

design) Implemented market pricing in 3 BUs to improve compensation

management

- Managed multiple small and large scale reorganizations including

organization design, planning and communication (including non-impacted

groups effected) and execution (reductions from 2 to 350 employees)

- Developed and delivered comprehensive HR policy and legal training (2

day class) for all managers

- Implemented diversity councils and facilitated ongoing diversity council

work

- Successfully contracted with the state (ETP) to provide $300K in funds

for training for Wachovia

- Designed business unit performance management systems, MBO process,

scorecards etc.

- Utilized various organization development tools to create high

performance teams and improve leadership resulting in lower attrition,

improved leadership scores and increased engagement scores

- Created and implemented Human Capital Planning programs (talent

assessment, succession planning)

- Created leadership development program for 3 BUs (including design and

delivery of support training) Served as a mentor to high

performing/high potential operations employees

- Assisted with The Money Store closure, managed post notification/

displacement issues related to the notification of 3,000 employees,

worked with leader to transition/stabilize the 3 businesses which were

retained (HomEq, Educaid and WSBC)

- Completed wide scale FLSA reclassifications (including retro

calculations, communications, etc.), identifying risk areas across

Wachovia

Amdahl Corporation/Fujitsu: 1996-

2000

West Area HR Manager, Sunnyvale, CA

Responsible for delivering all HR services to the West & South West Area

Consulting Businesses (information technology solution providers, providing

HW, SW, consulting, sales, service and support). Provided HR Business

Partner support to the President of the global software business, managing

HR strategy globally (primarily in the UK, Canada and throughout Europe).

Responsible for Employee Relations, OD, Compensation and T&D, initiatives

- Assisted in the acquisition & integration of a software company

- HR/Human Capital responsibility for the divestiture of a software (UTS)

business

- Created a software organization retention plan (comp plans,

communication, training, team building) decreased 6 mo. attrition from

30% to .5%

- Worked with sales mgmt to create sales compensation plans for sales and

sales mgmt positions

- Developed sales and incentive compensation plans for various positions

- Provided HR due diligence support for potential software business and

consulting services business acquisitions

- Supervised HR staff

Human Resources Manager, Sunnyvale, CA

Responsible for providing Business Partner support to the global Customer

Services business unit (SW/HW support & consulting services) including,

support groups (i.e. Finance, Logistics, etc.), includes responsibility for

international employees (Europe, England, Ireland and Australia)

Responsible for Employee Relations, OD (reorganizations, team development),

T&D, Compensation

- Created an Employee Sexual Harassment Awareness training class and

trained 300 employees, rolled program out corporate wide

- Developed, implemented and marketed (internally & externally) a company

wide college orientation and development program, resulting in 60%

decrease in college hire attrition and improved productivity

- Created and implemented an integrated employee development, succession

planning and performance evaluation program.

- Created and implemented compensation programs (bonus programs, incentive

programs, base pay management, etc.)

- Created HR web site (providing HR P&P, FAQs)

Mitsubishi Electronics Inc., EDG (Semiconductor):

1994-1996

HR Planning and Compensation Specialist, Sunnyvale, CA

Responsible for the company compensation management/strategy/Admin,

executive offers, and HR/ER Generalist support for IT

- Researched recommend and implement applicant tracking database system

- Converted existing DOS HRIS to new Windows version (Spectrum Vantage)

- Created various retention and bonus programs including a "hot skills"

retention bonus program and long term incentive programs (designed to

compete with competitor stock programs)

- Implemented job grading and job pricing, enabling creation of

compensation strategy

- Reorganized department work flow to improve service and productivity

Recruiting Specialist, Sunnyvale, CA

Responsible for all recruiting needs of company including SW Engineering,

IT, Sales, Marketing, Executive and R&D employees, managed an average of 50

open requisitions, filling on average 15 positions per month

- Internal and external sourcing for candidates (i.e. job fairs,

researchers, referrals, recruiting agencies, cold calling, internet)

- Developed and tracked cost per hire

- Determined compensation packages, negotiated offers/counter offers

- Cut recruiting agency fees by 65% through effective candidate sourcing,

vendor management and implementation of searchable applicant database

Applied Technologies Inc.:

1993-1994

Human Resources Generalist, Mountain View, CA

Provided HR Generalist support to various client groups located in CA and

NE Responsibilities included Employee Relations, Benefit Administration,

LOA Management, HR Operations and government (EEOC & OFCCP) compliance and

reporting (i.e. Vets 100 reports, EEO-1 report, and Affirmative Action

Plans)

- Developed policies and procedures for managing LOAs

- Created employee handbook and policy guide for managers

- Responsible for administration of benefits (i.e. billing, eligibility

issues and coverage problems)

- Created applicant flow tracking for EEO/AA

- Created Affirmative Action Plan feedback reports to managers

New United Motor Manufacturing, Inc.:

1992-1993

Human Resources Associate, Fremont, CA

Responsible for various recruiting assignments (i.e. high volume

recruiting, co-op recruiting), promotion selection program (with the UAW),

unemployment management (i.e. processing and appeals) and data

analysis/validation projects in a union (UAW) work environment

- Completed workforce, utilization, availability, JAAR and job group

analysis's

- Created executive summaries of data analysis and findings (including

recommendations) for senior management

- Created process to hire 150 college summer interns in 3 months and

successfully implemented

- Assisted in all aspects of the team/group leader selection process

including interviewing and testing of candidates

- Evaluated jobs for Job Analysis project for ADA compliance

EDUCATION

Bachelor of Arts, Industrial Organizational Psychology, Cum Laude

San Jose State University, San Jose, CA 1993

TRAINING/SKILLS

Certifications/Training: ACA Compensation Certification courses, ELI Civil

Treatment for Managers Certified Trainer, Group Facilitation Certified,

Japanese TQM, Work Flow Mapping, Affirmative Action Report Development,

Situational Leadership, Flawless Consulting, Diversity Practitioner

Certification from Elsie Y. Cross

Technology: PowerPoint, Front Page, HR2000 Certified, ADP HR Partners, Abra

2000, Excel, Access, Word, PeopleSoft, Greentree, Kenexa, Sumtotal,

SharePoint, Cornerstone, Magnolia, SAP

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