Human Resource Management Organizational Development Learning &

Leadership

Transforming Cultures, Building Corporate Infrastructure and Engaging

Employees

Business-focused professional with broad based and progressively

responsible experience, Six Sigma Greenbelt certified. Successfully

implement cutting edge practices and emerging trends across diverse

industries, shaping high performing cultures for Fortune 500, start-up and

entrepreneurial companies. Employ innovative problem-solving and prolific

communications to deliver beginning to end, data driven, executable

strategies that motivate employees to exceed corporate objectives.

Expertise in collaborating with senior management in fast-paced, dynamic

organizations within a broad array of industries including manufacturing,

high tech, internet, finance, healthcare and retail.

KEY AREAS OF EXPERTISE

Strategic Human Resource Management ( High Performing Talent Acquisition (

Performance Management ( Training & Development ( Change Management &

Reengineering ( Succession Planning and Development ( Merger & Acquisition

Restructuring ( Process Improvement, Operational Excellence and Workforce

Planning and Optimization

BEACH ACTIVITIES OF MAUI: Maui, HI

2009- 2014

Director of Organizational Development & Sales Operations

Designed HR and Operational processes, developed organization strategies;

contributed information, analysis, and recommendations to drive company

direction for a $25m+ privately held, entrepreneurial company.

. Managed sales talent acquisition, implemented sales training, product

certification, sales technique workshops and a sales scorecard to assess,

develop and performance manage new sales talent within the first 15 days;

created a monthly talent review utilizing the sales scorecard to

proactively assess talent gaps and development needs.

. Developed standard operating procedures, on-boarding tools a brand

standard to effect a more cohesive culture, bring consistency to work

practices, improve retention and performance management, resulting in a

first-time all-employee reward program for upholding the brand.

. Led expansion planning and implementation for operations in five new five-

star hotels, four of which were on Oahu.

. Developed a functional sales leadership infrastructure resulting in more

proactive accountability and employee visibility for expedited problem-

solving and business planning.

GFLUSSIER ASSOCIATES: CT

2008- 2009

Practical Human Resource Consulting

Conducted job evaluation and compensation analysis to help small businesses

optimize their labor needs.

UNITED HELATH GROUP, OVATIONS: Santa Ana, CA

2007- 2008

SR HR Director and Organization Development Leader

Supported Regional Sales and Distribution Leaders to support the growth of

the captive distribution channel.

. OD Project lead for redesign of a captive model sales office structure

supporting the merger of two separate organizational functions into one

office, resulting in the achievement of a targeted 30% workforce

reduction

. Designed and executed a talent assessment and redeployment process across

four US regions and two organizations to optimize resources, retain top

talent and mitigate employee relations issues during implementation of

the new model.

. Formulated a framework for determining, validating and communicating

inter-office call center promotions based on quantifiable call center

metrics combined with sustained performance over time resulting in the

demotion of 3 under qualified supervisors and improved employee

relations.

BANCO POPULAR NORTH AMERICA (BPNA): Anaheim CA & Chicago IL

2005 - 2007

Vice President Learning and Leadership, Chicago IL. (2007-2008)

Vice President HR People and Leadership, CA Region (2005-2007)

Leadership team member and strategic partner hired to support a growing

Commercial Bank in CA in all areas of growth. Promoted to direct company-

wide learning and leadership initiatives.

. Created a company-wide new employee on-boarding process to assess new

employee engagement, satisfaction and productivity at critical milestones

within the first 90 days; employee engagement scores increased 10%.

. Designed and Developed Sales Training curriculum incorporating

modularized live classroom, online training and certification to serve

diverse geographic area needs and timely response to 40% turnover;

created a new manager "boot camp" to accelerate acculturation and

productivity.

INDEPENDANT HUMAN RESOURCES CONSULTANT

2004-2005

Provided consulting services. Clients: American Bank Mortgage and Loans,

Ameriquest Mortgage, Eagle-Pitcher

WASHINGTON MUTUAL FINANCIAL SERVICES: Newport Beach, CA

2001-2003

First Vice President, Human Resources

Served as champion of Washington Mutual Financial Services culture and

approach, ensuring opportunities for inspiration, integration and

improvement, fostering a workplace environment consistent with the

company's values and mission in support of a bear market.

. Successfully reorganized HR structure to provide proactive recruiting and

compliance in a geographically dispersed organization. Reduced headcount

to effect cost savings of 22%, while improving quality score from 7.3 to

8.4.

. Built core competency model to integrate with ongoing performance

management, training and development resulting in a 12% reduction in

turnover and significantly improved morale.

. Designed and implemented a sales training assimilation process that was

instrumental in generating 25% of the top 200 producers from newly hired

employees; realized a $90,000 savings by designing a more cost effective

2-tier top producer incentive program.

CONEXANT SYSTEMS: Newport Beach, CA

2000-2001

HR Business Partner

Hired to improve the strategic effectiveness of the HR function and

implement HR best practices for $1.2B, 6300 employee worldwide Semi-

conductor Company.

. Designed and restructured centralized supply chain and quality functions

as stand-alone operations; developed job families and career paths to

support new workflow.

. Developed and conducted competency assessments to identify critical

skills, retention issues and future high potential talent, resulting in

reclassification and promotion of over 30% of the existing workforce.

AMAZON.COM: Seattle, WA

1999-2000

Director of Human Resources and Strategic Growth, Worldwide Customer

Service

Offered Strategic and Operational HR support to the Worldwide Customer

Service division as it grew from 1000 to 3000+ employees in less than 1

year. Fostered strategic partnerships across the HR leadership team to

ensure first-class delivery of services supporting the businesses and

employees.

. Designed and implemented an innovative customer service career path and

created a new step-based pay structure to support growth and retention,

resulting in union avoidance during an active campaign.

. Reengineered customer service training, resulting in a 60% increase in

quality and effectiveness. Initiated a customer service, new employee-

mentoring program.

ALLIEDSIGNAL INC: Morristown, NJ

1994-1999

Director of Human Resources, Electronic Materials Division - Los Gatos, CA

(1997-1999)

Manager of HR and Talent Management - Phoenix, AZ (1996-1997)

Manager of Compensation, Aerospace Division - Phoenix, AZ (1994-1996)

Business unit leader and executive in charge of all human resources

operations; Designed and delivered talent management, leadership

development and performance-based compensation processes across newly

structured Aerospace Division Center of Excellence.

. Developed human capital infrastructure and processes to accelerate the

development and productivity of a newly acquired, deadline-driven chip

packaging business. Designed competencies and process to identify and

develop future General Managers for Electronic Materials businesses.

. Served on corporate team, to design and deliver a comprehensive semi-

annual management resource review process focused on succession planning,

organization capability and talent development; lead team in year two,

working with business segment leaders to drive implementation.

. Re-engineered and managed corporate MBA program to shift from a

recruiting tool to a cross-functional three-year early career leadership

development program. Improved MBA retention from 50% to 85% beyond year

one. Designed and implemented leadership mentoring program. Developed

three year MBA training curriculum. Introduced program calibration tools.

Authored program guides and metrics.

EDUCATION/ TRAINING & CERTIFICATIONS

Graduate Studies, Organization Management & Development at Ottawa

University, Phoenix, AZ, 1997 - 1999

B.S. Degree at Post University, Waterbury, CT, 1993, Magna cum Laude

Six Sigma Greenbelt, 1999

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