Darlene L. Trenier

*** **** ******* *****, *********, CA 90302

310-***-****-Home 310-***-****-Mobile

ac7xtf@r.postjobfree.com

PROFESSIONAL SUMMARY

V.P., Workforce Development - Director of HR – Employee Relations Manager - HR Manager

Strategic Planning - Change Management - Expertly skilled in both Employee and Labor Relations - Training & Team Leadership

Reducing turnover & improving employee engagement - Policy development and interpretation - Proactively reduced workers' compensation insurance costs - Compliance driven and metrics oriented

EMPLOYMENT HISTORY

Human Resources Manager, G4S Secure Solutions 2017 - 2018

Los Angeles, CA

The largest privately-owned Security Business servicing both international and national clients; as the HR Manager for both the Los Angeles Branch and the San Fernando Valley Branch which consisted of approximately 1000-3500 employees combined. This is a union environment. Responsible for all aspects of day-to-day operations within the Human Resources Department including, Process Development & Implementation, Employee Relations, Benefit Management, Workers’ Compensation & EDD Management. This position afforded me to utilize my strengths of coaching, mentoring and educating managers on how to produce more effective engagement with a return of a higher level of service in their employees and to their customers.

•Increased communication by 50% between the Operations Management Team and staff by attending their regular meetings and going to each facility to hear management and employee concerns consistently.

•Produced an increase of 50% between management and staff which increased employee engagement and productivity.

•Saved the organization 10% of their cost-to-hire budget by reducing turnover and improving management/employee relations.

V.P., Workforce Development, Yukon-Kuskokwim Health Corp. 2014 - 2016

Bethel, AK

A comprehensive healthcare system located in Bethel which services the rural southwest Alaskan communities and employs approximately 1400-2000 employees. Responsible for all aspects of the day-to-day operations within the Human Resources Department, the Risk Department, the Legal Department and the Public Relations Department.

•Increased the perception of HR to all staff that we are a support system and business partner to each division, department, and function whereby we assist them in meeting their corporate goals which increased productivity and retention by 30%.

•Produced written step-by-step procedures for all management and staff which saved hundreds of dollars in duplications and non-compliance.

•Saved the Recruitment Department's advertising budget by $10,000 by implementing never before used tactics (i.e., advertising at the only theatre in town for free) and taking advantage of all the tools CareerBuilder could do for us with our current spend.

•Achieved employee engagement by 75% by successfully training management how to respect, reward, and recognize staff using inclusion communication.

Human Resources Director, Yukon-Kuskokwim Health Corp. 2012 - 2014

Bethel, AK

•Responsible for all aspects of the day-to-day operations within the Human Resources Department including, Policy and Process Development & Implementation, Employee Relations, Recruitment & Selection, Training & Development, Benefit Administration, HRIS Administration, Wage Administration, On-Boarding and Workers’ Compensation Management.

•Saved the Recruitment Department's advertising budget by $10,000 by implementing never before used tactics (i.e., advertising at the only theatre in town for free) and taking advantage of all the tools CareerBuilder could do for us with our current spend.

•Achieved employee engagement by 75% by successfully training management how to respect, reward, and recognize staff using inclusion communication.

•Successfully passed the JACHO file audit in 2015 which had not been accomplished in several years.

Employee Relations Manager, Yukon-Kuskokwim Health Corp. 2011 - 2012

Bethel, AK

Developed and implemented processes and policies to assist management in navigating through the employee discipline process to ensure consistent and fair methodology to all employees and provided in-depth counseling, training and mediation services. Although we were a non-union environment, as the ERM, I re-established the Grievance Hearings for all affected employees upon request.

•Handled all Employee Relations matters at all levels for the hospital including Dispute Resolution mediation meetings and hearings.

•Successfully established a universal company-wide process for termination of employment.

Regional Human Resources Manager, Mariner Healthcare 2010 - 2011

Santa Monica, CA

Long and short term rehabilitation and respite care facilities throughout northern and southern California employing approximately 500-1000 employees. This is a union environment. Responsible for all aspects of the day-to-day operations within the Human Resources Department including Process Development & Implementation, Employee Relations, Benefits Administration, Workers’ Compensation Management, all EDD cases/hearings, DFEH, DOL, and EEOC cases including investigations, company representative at all hearings and Union mediation/hearing meetings.

•Increased the communication by 50% between the Facility Administrators and the Corporate Office by conducting regular meetings and going to each facility to hear management and employee concerns consistently.

•Produced an increase of 50% between management and staff which increased employee engagement and productivity.

•Saved the organization 30% of their cost-to-hire budget by reducing turnover and improving management/employee relations.

•Achieved a 20% reduction in employee grievances by working with management and the employee both before and after the Union got involved.

Human Resources Director, Menzies Aviation 2007 - 2009

Los Angeles, CA

A global provider of passenger, ramp and cargo handling services which strives to deliver customer excellence from touchdown to takeoff employing approximately 1000-1500 employees. Responsible for all aspects of the day-to-day operations within the Human Resources Department including, Policy and Process Development & Implementation, Employee Relations, Benefit Administration, HRIS Administration, Wage Administration, and Workers’ Compensation Management.

•Increased employment engagement by 50% by creating and distributing the first employee handbook in over three years.

•Produced three much needed procedures for recruitment, terminations and transfers which resulted in savings in the HR Department and the Finance from making costly errors and reducing duplication of effort.

•Saved at least a 20% reduction in our advertising costs by utilizing

•Achieved a 100% turnaround improvement in working with Directors and Managers of the Management team throughout the LAX area by meeting regularly and attending their meetings as needed to ensure the lines of communication remain open and honest.

Director of Human Resources, Drew Child Development Corp. 1998 - 2006

Los Angeles, CA

This is a non-profit agency providing services to the underserved and disparaged communities in the Watts and Compton surrounding areas employing approximately 200-500 employees. Responsible for all aspects of the day-to-day operations within the Human Resources Department including, Policy and Process Development & Implementation, Employee Relations, Benefit Administration, HRIS Administration, Wage Administration, and, Safety, Risk & Workers’ Compensation Management.

•Increased both employee engagement and retention by 35% by ensuring management and non-management staff were well trained in computers by teaching Saturday classes on the Microsoft Office Suite products.

•Produced consistent and coherent policies coupled with standard operating procedures for all staff to adhere to and management to enforce.

•Saved the Corporation over $100K in workers' compensations costs by reducing their experience modification numbers.

EDUCATION

Bachelor of Arts, Business Administration (Human Resources), Loyola Marymount

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