Human Resources Resource
Resume:
Bruce N. Willoughby ****************@*****.***
Las Vegas, NV 89113
702.642.1978H 702-***-**** C
Work Experience
Specialty Trial Attorney 0210-1112
David L. Riddle & Associates David L. Riddle
7475 Arroyo Crossing Parkway 702-***-****.May Contact
#200 40 hours per week/125,000
Las Vegas, NV.89113
Shareholder 0307-0210
Kolesar & Latham Robert Kolesar
400 S. Rampart Blvd. 702-***-****.May Contact
#400 40 hours per week/125,000
Las Vegas, NV.89145
Attorney 0405-0307
Peel Brimley LLP. Richard Peel. May contact
3333 E. Serene Ave 702-***-****
#200 40 hours per week/125,000
Henderson, NV. 89074
Attorney 0201-0405
O’ Reilly & Ferrario John O’Reilly. May Contact
325 S. Maryland Parkway 702-***-****
Las Vegas, NV. 89101 40 Hours per week/125,000
Partner-Managing Partner 0495-0499
Brown and Drew None
159 N. Walcott P: 307-***-**** May contact
Casper, WY. 82601 40 hours per week/200,000
Partner-Managing Partner 0382-0495
Murane and Bostwick None
201 N. Wolcott P: 307-***-**** May contact
Casper, WY. 82601 40 hours per week/200,000
Developed human resource operational plan for 45-50 employees to, interview, test and determine
suitability for position. Perform background checks. Determined the needs of the firm for present and
future personnel needs. Authored and placed advertisements for recruitment Directed recruitment, by both
hiring services, direct hire, regularly reviewed results of the recruitment process. Reviewed individually
search agency successes and determined which agencies to use. Coordinated all employee retirement,
leave, adverse action, incentives and labor matters. Advised and provided information to retiring
employees regarding availability of regular retirement, disability retirement, health benefits, pension
benefits after retirement.
Monitored use of approved vacation, leave, sick days. Recorded employee’s use of vacation, leave, sick
days. Maintained required human resources records for state, federal government reporting. Maintained
information on software system. Advised employees regarding sick leave, leave without pay, retirement
benefits, life insurance and health benefits available to employees
Reviewed current employment law standards and regulations issued by state and federal government
departments to identify required changes to policy, regulations and procedure. Translated human
resources, policies, laws, standards regulations affecting employees into terms the supervisors could use
in their daily interaction with employees and facilitation of a firm wide guidance for employee relations.
Advised supervisors regarding labor management suitability.
Monitored applicable current federal laws affecting employee and supervisors. Advised supervisors
regarding revised affirmative action. Revised conducted employee orientations ongoing training.
Prepared, edited Employee Handbooks. Prepared and presented employment law seminars and books for
supervisors and other human resource professionals to be used for resolving highly complex and sensitive
employee problems and for guidance for employee relations.. Reviewed and commented regarding human
resource policies and procedures currently in force by managers, suggested necessary revisions.
Met regularly with supervisors, instructed supervisors regarding specific policies and procedures
regarding employee situations, evaluated manager’s application of human resource policies and
procedures to specific employee situations. Advised supervisors regarding disciplinary and adverse
actions, allowed disciplinary actions permitted for employee misconduct, poor performance. Counseled
supervisors regarding the law for reasonable accommodations and drug testing.
Conducted employee performance evaluations for 40-50 staff members on a quarterly basis. Reviewed
and discussed with supervisors, their individual performance reviews. Reviewed supervisor’s employee
performance evaluations of supervised employees. Instituted personnel policy changes developments.
Recommended instituted personnel policy changes development. Administered monitored employee
transfers terminations. Addressed employee complaints, concerns, allegations. Mediated employer
supervisor disputes on an informal basis through communication with all parties. Provided summary of
resolution of dispute to all parties.
Resolved conflicts through negotiation. Prepared applicable settlement agreements for review and
signature by parties. Prepared reports, rendered approved technical advice, and conducted briefings
regarding investigative proceedings, fact-finding activities, including written findings of facts and
conclusions of law for review by effected employee, supervisors and peers. Developed cooperative
relationships between human resources, supervisors, employees, supervisors. Prepared staffing charts
using Microsoft Excel. Reviewed the staffing charts with peers, supervisors, explained the significance
of the information contained in the charts.. Communicated with peers, supervisors, employees by email.
Interacted with peers, supervisors, employees using computer system software. Collaborated with peers
and supervisors to obtain information, achieve results, accomplish goals, objectives, priorities,
efficiency, productivity, operational interrelationships.
Performed day to day administrative tasks, maintained employee records for state and federal government
requirements, including workers compensation records, disability compensation records, EEOC statistics,
unemployment compensation records, vacation and sick leave eligibility. Supervised maintenance of
employee files, reviewed files, processed paperwork. Supervised entering, storing, maintaining employee
information in electronic format.
Analyzed information, evaluated results, chose solution, solved problems, implemented solutions.
Assisted supervisors in establishing,maintaining and monitoring effective performance programs to
reward employees for performance. to accomplish the objective of hiring and retaining the most qualified
employees.
Applied practices, laws, regulations, techniques of staffing, recruitment to determine hiring trends,
workforce planning strategies, made projections of future work force needs. Determined procedures to
evaluate most efficient use of present workforce. Monitored regulatory changes and significant
employment law court decisions. Distributed summaries of significant employment law cases to
supervisors with a decision summary for daily use by supervisors.
Obtained available data for recruitment regarding competitive salaries in region, benefits packages
offered by other employers. Compared salaries, benefits of comparable firms, made recommendations
based on the research. Reviewed available commercial tests for determining an applicant’s suitability for
position, selected best test for recruitment purpose, monitored the results of the test taken by applicants
for efficiency in selection..
Advised clients in labor management issues including grievances, terminations, discrimination,
disciplinary actions, adverse actions, current labor laws, third party issues. Represented clients in labor
arbitration hearings before a commissioner, administrative board hearings and appeals to NLRB.
Education
Juris Doctor: Gonzaga University School of Law, Spokane Washington.6/1975
Graduate School: MBA University of Wyoming, (Human Resources) Casper Wyoming.6/1992.
Undergraduate: Bachelor of Business Administration, (Personnel) Gonzaga University. 2/1965
Job-Related Training
Attended and presentation of numerous employment law and human resources seminars for
supervisors and employers. Researched, authored and presented a semi-annual seminar for
human resource professionals in Wyoming.
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