Human Resources Manager

STUART SOBEL

**** *********** *****, ****** *****, CA 94598

909-***-**** ***********@*****.***

Award-winning, creative, high energy, hands-on Human Resources professional

experienced in global, high-growth companies in healthcare, high

technology, and automotive services industries, as well as smaller, growing

companies. Strong business acumen. Translate large company best practices

to create pragmatic small company solutions. Enjoy making significant

contribution to dynamic organizations in all aspects of HR, including

through times of great change. Strategic and operational expertise in:

. Employee Relations . Organization

Development

. Training and Development .

Compensation & Benefits

. Talent Management . Labor

Relations

PROFESSIONAL BACKGROUND

Stuart Sobel Human Resources Leader 2011 to present

HUMAN RESOURCES CONSULTANT

Work with companies and organizations to help their people be successful to

achieve individual and organizational goals. Develop HR strategies,

policies, practices, programs and services to drive business strategy and

goals. Create pragmatic solutions using sound business judgment and common

sense combined with technical knowledge.

. Created comprehensive compensation policy that incorporated eight

separate programs

and policies, for social services agency

. For healthcare organization:

o Designed multi-media orientation

o Organized and documented processes for recruiting, hiring,

medical credentialing,

and leaves of absence

o Delineated Strategic, Managerial and Administrative human

resources functions

and competencies to aid in hiring of new HR Director

Haight Ashbury Free Clinics, San Francisco

2008 to 2011

$13M community medical clinics

DIRECTOR OF HUMAN RESOURCES

Developed HR strategy, policies and procedures to support major

organization transformation for 170 employees. Managed one HR Manager and

one HR Coordinator.

. Facilitated creation of Integrated Service Model for two medical

clinics and

substance abuse treatment programs

. Reduced dependence on outside legal counsel, saving $35,000 in three

months

. Streamlined HR systems and processes to improve customer service

. Position eliminated due to merger

Club Assist, Los Angeles, CA 2005 to 2008

$85M international battery service provider to AAA and other motoring

clubs.

HUMAN RESOURCES DIRECTOR, NORTH AMERICA

Created HR strategy and infrastructure for 220 North American employees.

Managed two HR Business Partners, Payroll & Benefits Administrator, and HR

Assistant.

. Created "Success Profiles," a competency-based selection process

including

behavioral interviewing. Cut time-to-hire by 20%

. Developed complete talent management strategy

. Designed and conducted first management development/coaching program

. Moved back to Bay Area for family reasons

UGS Corp., Cypress, CA 2004 to 2005

$1.2B global software development company.

SENIOR HUMAN RESOURCES BUSINESS PARTNER

Led implementation of strategic initiatives for 2300 employees. Managed

$140M payroll, one HR Generalist.

. Developed worldwide job classification system

. Implemented global leadership development program

. Job moved to Dallas, TX; did not decide to relocate

Andus Group, Inc., Ontario, CA 2002 to 2004

Group of four, foreign-owned manufacturing and distribution companies in

diverse industries.

DIRECTOR OF HUMAN RESOURCES

Developed HR policy and programs and directed full range of HR for 110

employees. Managed $32M payroll, $450,000 HR budget, one HR Generalist.

. Reduced benefit costs by 27% while adding new benefits

. Cut workers compensation costs by 18%

. Instituted HR infrastructure to support major growth.

. Company did not grow, so I recommended and implemented outsourcing of

HR function

Bayside Associates, Walnut Creek, CA 1999 to 2002

Three-person firm providing consultation in all HR areas to a broad variety

of industries, including healthcare, telecommunications, high technology,

and engineering.

PRINCIPAL HUMAN RESOURCES CONSULTANT

. Designed HR strategy to integrate 1400 unionized and non-unionized

employees in 40 separate operating units into a single organization for

leading healthcare provider. Established system-wide recruitment,

compensation, and training programs

. Saved $18,000,000 contract as approved provider by developing testing

program; job progression; performance management system; management

training; and safety program in 90 days for telecommunications company

. Established complete staffing programs, including recruitment

strategy, branding, advertising, sourcing, vendor relations, college

relations, and selection process and tools for two high technology

companies. Reduced time-to-hire by 30%

Aircraft Technical Publishers, Brisbane, CA 1996 to 1999

World's leading provider of aircraft maintenance information.

DIRECTOR OF HUMAN RESOURCES

Created values-based HR strategy and directed all aspects of HR for 170

employees. Managed $6.8M payroll, $1.2M HR budget, one HR Generalist and

one HR Assistant.

. Managed change from labor intensive processes to high technology

solutions

. Retrained and retained all current staff, saving $135,000 in

recruiting costs

. Cut turnover by 25% through proactive employee relations,

communications program, training, coaching and career development

programs

. After successfully leading organization transition, sought more

challenging opportunity

TRW Financial Systems, Oakland, CA 1990 to 1996

$90M worldwide leading edge computer systems manufacturer and integrator,

subsidiary of large corporation.

DIRECTOR OF HUMAN RESOURCES

Top HR person for subsidiary. Built HR department from scratch, then

developed HR strategy to support major growth and project ramp up for 400

employees. Managed $3.4M payroll, $1.1M HR budget, Staffing Manager,

Personnel/Facilities Manager, Communications Manager, HR Assistant,

Benefits Assistant, and four contract recruiters and coordinators.

. Implemented workforce planning process and recruitment strategy to

achieve growth from 200 to 400 employees in 12 months, while

decreasing time to hire by 30% and cost to hire by $390,000

. Led major organization changes including business, technology, and

systems strategies

. Created retention strategy to reduce turnover to less than half the

industry average

. Designed total compensation strategy and developed sales, bonus and

incentive plans

. Helped merge company with another division of corporation

RECOGNITION

. Society for Human Resources Management (SHRM) Northern California

Chapter (NCHRA) - Outstanding Achievement Award

. TRW Hero Award

EDUCATION AND PROFESSIONAL DEVELOPMENT

Queens College, New York, NY BA Political Science

Over 50 courses in all aspects of business, management, and human

resources

UNIVERSITY TEACHING

Frequently brought in to influence and upgrade skills of HR peers.

Portfolio includes:

. Cal State San Bernardino - Employee & Labor Relations, 2003-2008

. UC Berkeley Extension - Employee Relations, 1997-2002

. Diablo Valley and Mission Community Colleges - Business & management

courses

. John F. Kennedy & Holy Names Universities - Graduate courses in Labor

Relations

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