Manager Human Resources

CHRISTINE CHOJNACKI

MBA, SPHR

**** ****** ******, 408-***-****

Dublin, California 9456 ***********@*****.***

SUMMARY

Senior Human Resource professional with experience across multiple industries in staffing, employee

relations/HR generalist and management/executive coaching disciplines. Demonstrated expertise in

talent acquisition and development and global HR Management in both public and private companies.

Demonstrated ability to design and implement strategic human capital programs that enable business

success.

COMPETENCY OVERVIEW

Strategic Planning Project Management Team Building

Organizational Change Management Coaching Compensation

Employee Relations Recruitment & Retention International HR

Diversity/Inclusion Policy/Practice Design Succession Planning

Performance Management Leadership Development Global/Virtual Teams

EMPLOYMENT

Lead Recruiter & Special Projects August 2008 – Present

Hitachi Data Systems Santa Clara, California

Current projects: Identification and creation of a global employer brand, creation of global on-boarding

framework, interview/selection skill workshops and core team member of software application migration.

Provide strategic recruiting for assigned client groups. Examine metrics, processes, procedures and

systems; recommend changes as needed. Lead America’s recruiters, balancing workload and increasing

their skills across a variety of recruiting activities.

Sabbatical July 2007 – Present

Adjunct Professor, Golden Gate University, Ageno School of Business

HR Consultant

Sr. Director of Talent Management August 2004 – June 2007

Performant Financial Corporation Livermore, California

Defined and created a professional HR organization for a privately-held financial services firm; led both

Talent Acquisition and Talent Development.

• Designed and implemented a complete staffing function during significant organizational change,

while successfully filling over 500 positions annually with a recruiting staff of three. This included

hiring/training of staff, creating processes, tools, forms, advertising, internet resources, evaluation of

HRIS features, contributing to HR strategic plan and implementing same.

• Partnered with business leaders during the start-up of three new business units, including definition of

initial job descriptions based on manager interviews, market research, compensation structures, and

recruitment avenues by job type; drove recruiting strategy through both marketing opportunities and

community outreach.

• Evaluated workforce needs according to business segment, mapping to potential new locations in

response to company growth. Site selection research included economic, population, education,

earnings, housing, and accessibility of location and employment rates.

• Led Talent Development team of four, providing on-going technical and leadership training events.

• Provided on-going management coaching and employee relations to senior level management across

a variety of functions.

Human Resource Manager 1979 – 2004

Hewlett-Packard Company Bay Area

Printing & Imaging Business Segment - HR Generalist and Coach for Senior Manager and Team, serving

the Americas Region.

The focus of this role was the facilitation of human resources programs, processes, issue resolution, and solution development for

assigned management group. Worked with three General Managers and their teams.

• Facilitated year-long team-building program for senior team created after merger with Compaq.

Included Getting to Know Each Other, Learning to Work Together, Business Fundamentals and

Planning Cycles. These activities were integrated into the on-going management meetings.

• Conceived, created and delivered a leadership experiential seminar for a multi-country team of 15

managers and 60 employees; concepts included building relationships, opening communication

channels, understanding power structures and breaking barriers between employees.

• Coached senior management team and their direct staff through on-going business activities.

Examples include strategic planning sessions, performance management, employee relations

(domestic and cross-nation), salary and stock decisions, promotions/demotions, remote

management, cultural awareness, HR program roll-outs including local country implications, etc.

Corporate Information Technology – HR Manager for worldwide organization.

The focus of this role was the facilitation of human resources programs, processes, issue resolution and solution development for

assigned teams. Main teams were Development, Support, Communications and Education departments.

• Facilitated and coached a “four-in-the-box” leadership team. Each senior manager led their particular

segment, yet together made decisions affecting an 850-person organization.

• Orchestrated management forum for global team of 25 managers leading 300 employees; topics

included virtual team leadership, coaching remote employees, leading through change, dealing with

loss and general leadership and managerial skill development.

• Lead transition activities during an acquisition to introduce new management, guide establishment of

meeting norms, values and behaviors, structure on-going communication and meeting guidelines.

• Partnered with senior manager on an off-shore move of work from the US. Provided HR and

communications from initial plan approval, manager speaking points, interviewing of management

candidates (Mexico and India) through marketing employees to other business units. Resulted in

successful transition of work with no decrease in performance, unexpected resignations or

management turnover.

Bay Area Personnel Services (Regional HR organization) - Bay Area College Programs Manager. Served

as the first program-level manager for regional HR delivery of college and intern recruitment. The Bay Area hired ~65% of all

college/intern hires in the US.

• Created regional strategic plan aimed at increasing the usage and quality of college/intern hires

for the region. Established relationships with campus recruitment teams and corporate program

leads, implemented outreach to local universities, wrote ‘job templates’ for on-going recruitment and

established advertising strategy. Hiring increased from 150 college/180 interns in first year to 300

college/500 interns by third year.

• Identified the need for and delivered a knowledge base for college and intern hiring program to

address needs of both managers and students. Included were checklists, program overviews,

roles/responsibilities for managers and students, local activities guides, understanding HP and similar

materials. This framework was adopted for the US-Wide company program.

Trained Recruiters on all aspects of university programs to enhance marketing of the programs

.

Various Bay Area product divisions – Recruiter, Project Coordinator, Administrative Specialist Served

multiple organizations as a recruiter for technical and administrative positions, project coordinator

specializing in processes and documentation, and administrative specialist roles in Human Resources.

EDUCATION & PROFESSIONAL AFFILIATIONS

MBA, Human Resources, Golden Gate University National & Regional Membership, SHRM

BS, Behavior Science, San Jose State University Adjunct Professor, Golden Gate University

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