Human Resources Executive

WILLIAM E. BREWER, CCP, MBA

Chief Human Resources Officer (CHRO)

****.***********@*****.*** M: 714-***-**** www.linkedin.com/in/billbrewerccp

SUMMARY

Strategic Leadership Team Advisor Organization Effectiveness & Development Change Management

Employee Retention Employee Relations Compensation & Benefits Strategy Succession Planning

Educator, Presenter, Coach, Mentor Talent Acquisition & Talent Development HR Investigations

A seasoned Human Resources professional with an MBA and 15+ years of global, multi-site HR corporate experience, with an emphasis in organizational design and development. An educator (Adjunct University Professor) who instructs the Human Resources Management Certificate Program in an academic environment.

A director accountable for overall responsibility for international Human Resources functions across notable companies and high-growth start-ups including both public and private companies (The Walt Disney Company, Fluor Corporation, and Epicor Software Corporation). Experience includes both union and non-union settings.

A member of the Executive Team who partners with executive management to provide leadership in successfully employing innovation and technology managed services and developing and executing company Human Resources strategies and programs. A manager skilled in leading organizational development and change initiatives within highly dynamic, innovative, and entrepreneurial environments. A relationship builder energized by people and an entrepreneurial spirit with an executive presence, high level of maturity, self-confidence, and creativity who brings talent insights to the forefront to create a more collaborative and engaged workforce.

A leader recognized as trustworthy, transparent, and valued for discretion, tact, diplomacy, and professionalism in handling highly sensitive and confidential information and situations.

An effective communicator with exceptional presentation, negotiation, and listening skills who is known for engaging individuals of diverse audiences, building rapport quickly, and connecting on a personal level.

A strategic thinker with innate people-intelligence and high emotional intelligence who possesses the ability to maintain a continuous pulse on the culture and connect the company’s mission and vision to people practices.

PROFESSIONAL EXPERIENCE

McDermott & Bull 2012 - Present

Principle Consultant

Executive search professional in this service-oriented company accountable for developing and maintaining high valued consultative relationships with senior executives and interfacing with industry associations and referral networks to identify the top talent and build the book of business. Synthesize varied sources of information to shape business’s strategy, successfully challenge competitors, and attract and retain the talent required to build a highly motivated search and solutions organization. Research the marketplace competitive opportunities and challenges, design an effective plan including a course of action, build consensus with a wide range of internal and external stakeholders, and deliver the world-class leadership services and solutions platform the stakeholders expect. Solutions are guided by the premise that the best performing companies are made up of individuals who bring the right skill, experience, and cultural compatibility to the team.

Team Building

Drive performance, capabilities, and profitability by creating high-performance teams with a culture defined by integrity, positive morale, sound judgment, effectiveness, and client and service focus. Consult with well-known client companies’ leadership to understand the highly specialized employee needs for their organization, nuances of the service offerings, and complexities of their business.

Alorica, Inc. 2010 - 2012

Vice President, Human Resources (CHRO)

Revenue: private, 2010 to 2012 $500 MM to $1 B Employees: 20,000 HRIS: Oracle

Top HR role for the corporate office and member of C-suite executive team for Alorica's award-winning business process outsourcing (BPO) call center industry solutions, utilized by some of the world's most elite brands,

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spanning both B2C and B2B sectors. Accountable for attracting, developing, and retaining a talented and highly motivated workforce for the company and its global acquisitions. Advised senior leadership on strategies to identify ways to enable revenue growth by enhancing the tools, processes, and culture of performance to meet the company’s business objectives, new revenue growth, and P&L responsibilities.

Accomplishments Acquisitions

Demonstrated experience in managing organizational change and growth:

Recognized as highly credible internally and with business partners, led Human Resources (HR) due diligence and integration efforts through 4 of 6 major acquisitions in 12 months increasing headcount from 7,500 to 20,000+ with global operations in North America, Latin America, and Asia/Pacific. Employed knowledge of international HR policies, programs, laws, issues and cultural norms.

Reduced annual benefits costs by $4.9 MM per year within the first 5 months following an acquisition with little impact to attrition.

Closed 2 underperforming offices with successful WARN Act notification and outplacement support.

Technology Managed Services Managing Change

Advocated for successfully employing innovation and technology managed services; maximizing the use of existing, new, and emerging technologies; and coaching team leaders and empowering staff to implement change initiatives. Analyzed, designed, and implemented transformative and innovative business practices and alignment strategies to expand this international business. Supported acquisitions, including M&A due diligence and integration activities, effectively managing change in this multilevel, competitive professional services settings.

Implemented and led performance management, succession planning, leadership development, change management, and team engagement initiatives across multiple sites.

Led diversity initiatives to add value to the employer brand and enhance success as a global enterprise.

Leveraging an integration, led the implementation of Oracle supporting HR Manager Self Service (MSS) and Employee Self Service (ESS) systems.

Company Brand Culture Values

Built “employment brand” including establishment and continuous communication of company values, strengthening the employee culture and alignment to the company’s mission and values.

Initiated first company culture/engagement survey, utilizing existing company software

Created an ongoing employee recognition program.

Compensation

Developed a new long-term incentive program.

Managed executive compensation and bonus plans. Provided company owner with compensation program support.

Epicor Software Corporation 2006 - 2009

Vice President, Human Resources (CHRO role)

Revenue: 2006-2009 was $384MM-$488MM Employees: 3,000 HRIS: Ultimate Software (UltiPro) and Epicor

Top HR role (CHRO/CPO) for the corporate office and member of C-suite executive team of this global business software company. Products include enterprise resource planning (ERP), customer relationship management (CRM), supply chain management (SCM), and human capital management (HCM) software for business customers in both Software as a Service (SaaS) and On-Premises deployment models.

Led Human Resources for the Americas region (including corporate). Accountable for all facets of human resources including organizational development, benefits, compensation, employee relations, staffing, recruiting, training, and retention in compliance with discrimination, sexual harassment, and safety and health guidelines.

Accomplishments

Implemented a new recruiting/talent acquisition strategy reducing cost per hire by over 70%.

Transitioned corporation insurance benefits from fully-insured to self-insured saving $750,000+.

Organized Human Resources team to support internal “client groups” and deliver functional expertise (employment, benefits, compensation, HRIS, etc.) to encourage a performance-based culture.

Introduced a key component in pacifying an activist investor allowing the company additional time to increase stock value before seeking alternative exit strategies.

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Acquisitions Employment Branding

Pre-recession, launched Epicor 9 and grew the company through global acquisitions as well as organic growth. During tenure, the company was publicly traded and had to fight off a hostile takeover bid.

Spearheaded due diligence initiatives for potential acquisitions and integration of completed acquisitions which included NSB Group (headquartered in London and workforce in Quebec).

Enhanced existing “employment brand” to reflect the expanded company and integration of new entities with an updated corporate culture, promoting an “Employer of Choice” concept.

Maintained continued focus on the company values and recognition program communication.

Compensation Benefits

Provided Board of Directors’ Compensation Committee with program and consulting support.

Partnered with the Executive Committee and the Compensation Committee of the Board of Directors to translate strategic and tactical business and operational plans into action.

Managed executive compensation, bonus plans, deferred compensation, and stock compensation program including performance and engagement and time based Restricted Stock Award program to provide motivation, incentives, and rewards in support of the performance-based culture.

Established formal succession planning system for both short and long-term replacement solutions, intertwining compensation and organizational development initiatives with high potential employees.

InSight Health Corp. Merged with Center Diagnostic for Imaging (CDI) 2003 - 2006

Vice President, Human Resources (CHRO role)

Revenue: 2006 was $317MM Employees: 2,300 HRIS: ADP Enterprise

Top HR role (CHRO/CPO). Built strong partnering relationships with the company’s CEO, CFO, Chief Development Officer, Chief Technology Officer, and Chief Legal Counsel. Oversaw and provided guidance on appropriate policies and programs for effective management of the organization’s people resources. Directed all aspects of HR day-to-day operations including benefits, compensation and performance management, succession planning, career path development, recruitment, employee relations, training and organizational development, and administration.

Led HR through due diligence and integration of MRI/CT imaging centers. Understood and balanced a complex array of constituent needs and aligned those needs with effective solutions through anticipating and solving problems by taking advantage of opportunities, identifying better ways of doing business, and ensuring objectives were met in complex operations with multiple objectives and points of views.

Benchmarked, analyzed, evaluated, developed recommendations, and implemented HR strategies, policies, and programs designed to support the business objectives and growth of the company.

Achieved results collaboratively by translating broad goals into achievable steps and articulating clear and meaningful goals.

Accomplishments: Employment Branding Diversity Compliance

Recognized, articulated, and collaborated with the C-level team to lead and shape the organizational culture.

Built “employment brand”, including establishment and continuous communication of company values.

Designed and implemented programs to reinforce the value of diversity in the organization and blended initiatives into the annual Affirmative Action Plan ensuring compliance with required federal, state and local employment related policies.

Initiated first company culture/engagement survey leveraging Hogan Assessment Systems.

Created an ongoing recognition program featuring employees who demonstrate company values while contributing to company goals.

Organizational Development Managing Change

In joining the company (owned by 2 private equity firms), the key objective was to move Human Resources from a small to a large business infrastructure with intent to improve overall business operations oversight and effectiveness and measure performance with industry standards.

Guided Board of Directors and new Executive Committee members through implementing the change management process with sensitivity to the impact on people.

Introduced new Organizational Development role within HR and led early stage initiatives in expanding the knowledge and effectiveness of employees to accomplish organizational change and performance.

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Coaching Training Staff Development

Coached and mentored the organization through 3 top leadership changes over a 3-year period.

Developed and delivered company-wide original Manager Training program, articulating the company’s strategy and roadmap in support of the company’s employee selection, performance management, risk management, and employee retention objectives.

Compensation Benefits

Overhauled base pay and incentive compensation programs to fit business strategy. Established formal succession planning system for both short-term and long-term replacement solutions that intertwined compensation and organizational development initiatives with high potential employees.

Introduced a new 401(k) plan adding robust and discounted investment options,

Created an investment committee quarterly decision-making process with 3rd party fiduciary consultation.

Provided compensation support towards the due diligence and integration of new acquisitions as well as organic growth areas.

Provided guidance for HR policy development; established compensation plans: merit, stock, executive incentives, variable pay plans, etc. and defined benefit plan changes.

The Walt Disney Company 1995 - 2003

Director, Business Process (Human Resources)

Accomplishments

Teamed with the task force focused on design and implementation of a SAP based ERP system.

Significantly reduced leadership turnover with unique stock offering.

Successfully developed training and incentive programs enticing project team mobility.

Supported HR/Compensation initiatives tied to due diligence and integration of various acquisitions

(i.e. Capital Cities/ABC Television, Dream Quest Images (DQI), and the MLB California Angels).

Director, (Human Resources) Business Process – Corporate (2001-2003)

Managing Change

Identified existing business process throughout Disney business units and developed a best/common practice as the company’s “global template”.

Assisted business units through a multi-phase rollout in implementing the global template impacting 120,000 employees.

Director, Human Resources Programs – Disneyland International (1996-2001)

Leader on the project development team for future international Disney theme parks. In compliance with varied governmental guidelines, provided international human resources expertise to varied business units.

Accountable for development and management of a $150+ MM relocation/mobility budget in support of the Tokyo DisneySea project, the first 2 Disney branded hotels in Japan, a retail shopping area (Ikspiari), and construction of new attractions at Tokyo Disneyland.

Acted as a strategic partner in the development of plans and programs for Disney operations in the home business unit and Japan (Walt Disney Attractions, Japan and the Oriental Land Company).

Collaborated with the VPHR in developing the annual Human Resources budget and its 5-year plan.

Senior Compensation Representative – Corporate (1995-1996)

Partnered with various business units regarding salary budget compliance, executive stock, bonus planning, perquisites, etc. Provided guidance for HR policy development; established compensation plans: merit, stock, executive incentives, variable pay plans, etc. and defined benefit plan changes.

Fluor Corporation 1988 - 1995

Supervisor, Human Resources - International Human Resources

Senior Human Resources Representative - Corporate/Executive Compensation

Human Resources Representative - Employment/Staffing

Strategic Human Resources Business Partner for the Americas region. Led International Compensation and Tax Equalization administration for employees in 40+ countries. Established Human Resources function in Spain (Fluor Daniel España) while on expatriate assignment. Performed technical recruiting for engineering groups, information systems, and overhead functions.

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Accomplishments

Reduced company spending via implementation of expatriate tax strategies.

Established new human resources teams in new offices outside the United States.

Saved the company $1+ MM in championing a new compensation management approach.

ADDITIONAL EXPERIENCE

University of Redlands 2009 - Present

Adjunct Professor (School of Business Graduate & Undergraduate Courses)

Developed curriculum and instruct varied human resources graduate and undergraduate courses. Instructional programs include the Human Resources Management Certificate Program that covers all the discipline areas required for Professional in HR Management (PHR) or Senior Professional in HR Management (SPHR) certification exams. Undergraduate (BS/BA) and graduate courses (MBA and MAM) include:

Human Resources Management

Advanced Topics in Organizational Behavior

Leadership & Motivation

EDUCATION

Master of Business Administration (MBA) – University of Redlands

Bachelor of Arts, Applied Psychology (BA) – California State University, Long Beach

Certified Compensation Professional (CCP) - WorldatWork

COMPUTER LITERACY

MS Office [Word, Excel, PowerPoint, Outlook], ERP [SAP, Epicor, Oracle]

PERSONAL CHARACTERISTICS

Warm Servant-Leadership Style Leader Action Oriented Goal Driven Honest / Ethical / Trustworthy

Creative Self-motivated Independent Worker & Collaborative Team Player Active Listener Flexible Problem Solver Dependable Organized Innovative Flexible Global Mobility

PROFESSIONAL ASSOCIATIONS

Orange County Compensation & Benefits Association (OCCABA) – Board member (since 2016)

National Human Resources Association – NHRA

Society for Human Resource Management – SHRM

Co-leader of Mc Dermott & Bull’s Consumer Products Practice and Human Capital/Human Resources Practice serving both private and public companies, private equity firms, and their operating companies.

Member of the Private Equity Practice and the Board Solutions Practice.

COMMUNITY OUTREACH

Career Coaching & Counseling Ministry / Saddleback Church – Leadership Board & Instructor (since 2009)

University of California, Irvine’s Paul Merage School of Business Mentor Program (since 2007)

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