Human Resources Manager

Jermaine B. Jenkins

Phone: 510-***-****

Email: ********.*.*******@*****.***

SUMMARY OF QUALIFICATIONS

Accomplished and highly regarded Human Resources Executive, Business Partner and Strategic Advisor with progressive HR

experience in the Business Process Outsourcing (BPO), Healthcare, Retail and Hospitality Management industries.

I have been intimately involved in growing successful entities in internationally diverse cultural environments ranging from

structured and hierarchical organizations to highly entrepreneurial companies.

Success has been demonstrated in leading Human Resources and Administration functions in organizations ranging from $5

million to $1 billion in revenue and employee populations of less than 1,000 to over 167,000+.

KEY HIGHLIGHTS

Solid history of successfully leveraging internal partnerships and alignments with executive leadership and internal HR

partners in Recruitment, Total Compensation, Workforce Planning, Employee and Labor Relations, HR Compliance

and more.

Expert in pipeline development, marketing strategy development, diversity pipeline building and employer branding.

Demonstrated success in streamlining interview processes and evaluating current hiring practices to help drive talent

development.

Extensive knowledge of federal, state and local laws.

Proven success in leveraging external partnerships and resources.

Highest achievement in building long-term relationships at all levels through collaboration and influence.

Subject matter expert in technical programs, such as PeopleSoft HR Management System (HRMS), Hire.com and

Taleo.

PROFESSIONAL EXPERIENCE

The Natural Grocery Company, El Cerrito, CA 2013 – Present

Human Resources Director

Drive the talent review process for all client groups, consult with and train management on creating development plans

Guide succession planning to improve bench strength

Understand and analyze organizational capabilities with all groups

Increase staff by 142% within 1 year with 92% retention rate

Proactively develop and implement organization design and structure improvements to support delivery of the business strategy

Drive the business planning (goal-setting) and performance review process.

Work with managers in identifying and addressing performance related issues.

Provide coaching and support of managers on corrective action items including Performance Improvement Plans

Assess and understand colleague engagement survey results

Champion new initiatives in the areas of colleague engagement and culture

Assist in developing and implementing action plans for improving engagement and cultural alignment

Identify and ensure equity in compensation process

Manage resolution of complex employee relations issues

Conducts effective, thorough and objective investigations to ensure organization effectiveness, legal compliance and fairness to

employees

Overhaul and restructure Benefits to improve employee options while saving company dollars

Collaborate with management team to develop processes that engage and inspire colleagues at all levels

Effectively partner with the Sr. Leaders of all groups as a thought leader that recommends solutions to improve business

performance

Work with managers to effectively diagnose organizational issues and partner to solve them

Lead team in maintaining in depth knowledge of legal requirements related to day to day management of employees, reducing

legal risks and ensuring regulatory compliance

Partner with external legal team as needed/required

Provide HR policy/guidance and interpretation

Work closely with management and employees to improve work relationships, increase productivity and build morale

Provide day to day performance management guidance to line management (Coaching, counseling, career development,

disciplinary actions)

Assist in determine staffing needs and in the selection of top talent

Responsible for the preparation and submission of AA Plans to the OFCCP as well as all other state and Federal reports

Direct the development of EEO/AA programs and practices and manage their implementation

Kaiser Permanente, Oakland, CA 2005 – 2013

Human Resources

External Recruitment Consultant

Demonstrated ability to quickly build and maintain relationships and establish trust with leaders, hiring managers, colleagues and

candidates.

High level of political acumen demonstrated by the ability to identify problems, work confidentially and effectively with Sr.

managers to develop ideas and strategies to address short and long-term employment issues.

Able to function effectively in an advisory role to hiring managers

Excellent oral communication skills which demonstrate the ability to effectively convey and explain information, influence

outcomes and tactfully deal with diverse people, situations and ideas.

Selected by Sr. leadership to have a pivotal role in strike planning and labor implementation

Responsible for full life cycle recruitment of exempt, nonexempt and director/ executive level business and management positions

for Kaiser Permanente. Develop and implement strategies to meet projected workforce needs for high profile specialty areas and

other areas as assigned.

Identified by leadership as the recruiter responsible for all Patient Care Services (RN) leader and executive positions throughout

Northern California

Educate and consult with managers on recruitment and retention needs for assigned positions. Collaborates with hiring

managers to implement process changes and improvements that ensure consistency and efficiency in hiring practices across the

specialty area.

Consult with business leaders in developing diversity goals as it relates to building a pipeline of qualified candidates and

executing against staffing plans.

Provide consultation on compensation, labor relations, employee relations, EEO/AA, and diversity.

Created recruitment process training tools for peers and management team to ensure compliant recruitment practices

Key recruiter for Reorganizations and Reductions in Force (RIFs) for NCAL Region. Advise executive leadership on strategy,

design and implementation. Consult on risks, process, policies and procedures, and legal review process. Develop timelines and

ensure deadlines are met and all processes and documentation are completed and compliant. Act as career counselor to impacted

employees.

Partner with regional and program office Sr. executives and local service area leadership, including Area Managers, PICs and

MGAs, hospital administration and operations, human resources and labor to execute long term and short term recruitment and

workforce planning strategies.

Subject Matter Expert and Taleo/Peoplesoft Lead for Regional Offices Recruitment Team in RSS migration and Go Live.

Stanford University, Stanford, CA 2000 – 2005

Human Resources

2004 – 2005

Interim Director of Office of Staff Employment

Manage Sr. level recruitments for the campus

Work directly with Sr. Management or their designees to develop and implement goals and strategies to meet project executive

workforce needs across all functions with a focus upon building a diverse work force of top talent

Develop action plans and monitor campus departmental progress toward achievement of goals and initiatives set for timely

recruitment of Sr. level positions

Ensure recruitment compliance with applicable federal and state laws, system wide policies and local procedures governing

employment and staff

Strategically partner with campus leaders to assess the recruitment process, determine needs, identify problems and

collaboratively develop customized processes and other solutions to meet the diverse and unique needs of the campus

departments

Lead and participate with other managers in strategic planning sessions to collaboratively develop department goals and

initiatives for recruitment matters

Maintain the confidentiality documents and information that contains personally identifiable information and the confidentiality of

the recruiting process particularly in regard to salary negotiations

Maintain the confidentiality of documents concerning labor relations matters such as salary and fringe benefit costing for

bargaining purposes

2000 – 2004

Sr. Recruitment and Retention Specialist

Responsible for delivering all facets of recruiting success throughout the organization by developing local and national recruiting

plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas

Developed pipelines in key target areas: Nursing, Laboratory, Finance/Accounting, Community Benefits, Compliance and Human

Resources.

Managed staff of FTE, including recruiters and support staff for Recruitment department

Engaged and accountable for full cycle applicant management while simultaneously developing metrics to evaluate performance

and speed of recruiting processes

Designed and developed diversity and military recruiting strategy

Managed $8M+ Manpower on Campus for onsite staffing. Developed metrics and conducted program analysis to demonstrate

return on investment and program improvements/enhancements.

Administered the job bid process of collective bargaining agreement

Managed recruitment process (offer/hire, intern/manager orientation, career development workshops, termination) for multiple

client groups.

Ensured practices complied with state and federal regulatory requirements and KP policies. Educated/coached managers on HR

practices. Consulted on internship program policies/procedures. Conducted performance reviews, provided

coaching/development to interns. Facilitated intern/manager issue resolution.

Established partnerships with school districts, colleges/universities, WIBs (Workforce Investment Board) and WIA (Workforce

Investment Act), and community and professional organizations to assist KP increase, attract and retain diverse future pipeline of

talent. Designed/developed collateral/marketing materials.

Served as project manager for the successful upgrade and implementation of PeopleSoft Applicant Tracking System utilized

organization wide

Active participant in the Human Resources Leadership Team charged with developing the overall HR strategy for the

organization

ADDITIONAL PROFESSIONAL EXPERIENCE

Kaiser Permanente, Hayward/Oakland, CA (promotion) 1999-2000

Clinical Education Department

Clinical Education Manager

Recruitment Services Support Staff 1998-1999

UC Berkeley, Berkeley, CA 1996-1998

Haas School of Business

Student Affairs Officer

EDUCATION

Xavier University/University of New Orleans 1996

Pre-Med Biology, Minor in Chemistry

UC Berkeley

Human Resources Management Certification 2004

Leadership Training

Various Training via SHRM and BLR Ongoing

LEADERSHIP TRAINING

Leadership Institute – 3 Day Leadership Boot camp ; Learn the Essence or What it Takes ; Change Management

- How to Adapt to Change ; Myers Briggs - Recognizing Personalities. ; Franklin Covey - Time Management;

Dysfunction Junction - Building Teams; Facilitative Leadership ; FranklinCovey – 7 Habits of Highly Effective

People ; DiSC Behavioral Profile and Communications Skills ; Writing Advantage – Professional Business Writing ;

Critical Incidents – Defusing and Debriefing

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