Human Resources Manager
Resume:
Tracy Roth, PHR
Cypress, CA ****0
Objective
Opportunity to partner with management in providing Human Resources support
to achieve organizational goals and objectives.
Experience Summary
Results oriented professional with extensive experience in all area of
Human Resources including:
Professional Experience
SNDYER LANGSTON May 2012-Present
Human Resources Director/Officer
Irvine, CA
Strategic Human Resources leader working with CEO and Board to build a high
employee engagement culture unlocking discretionary effort to increase
business profits and organizational effectiveness. Recognized for
challenging conventional wisdom and transcending typical HR boundaries to
analyze business strategically and holistically. Developed and implemented
high impact projects relating to management development, cultural
integration, HRIS, diversity and inclusion and talent acquisition and
development.
AECOM Technical Services (Fortune 200) February 2002-
April 2012
Long Beach, CA
Southwest District Manager II, Human Resources. Responsible for providing
support to 1,300 domestic and international employees. Actively mentored,
trained and provided development for the human resources team specializing
in employee relations, organizational development, staffing support, and
implementation of new companywide systems and processes. Direct
responsibility for a $635,000 Human Resource's budget. Developed and
implemented the North American recruiting system. Member of the committee
that developed and delivered a new performance management system. Developed
and administered the Career Path system. Worked with managers to identify
high potential employees for succession planning and bonus plans.
EarthTech, Division of Tyco International (Fortune 100)
Long Beach, CA
EarthTech was acquired by AECOM in 2009. Retained and promoted to Human
Resources Southwest District Manager. Supported the Corporate office (e.g.
Finance, Marketing/Sales, Legal, and Information Technology) and District
Environmental Engineering Organization. Responsible for establishing and
meeting Human Resources District goals in line with overall company
objectives. Worked closely with executive and line managers on all employee
terminations and actions. Coordinated with legal council to prevent and/or
defend employee litigation. Proven track record mitigating employee
litigation through proactive application of employee relation's techniques.
Responsible for organizational development from leading restructure
meetings to development and delivery of employee performance systems and
training. Proven ability to develop excellent working relationships with
all levels of executives, managers and employees. (December 2004-July 2009)
Senior Regional Human Resources Manager. Supported 1,900 employees in 28
locations. Managed two Human Resources professionals. Provided leadership
and guidance related to employee relations, performance coaching and
application of company compensation programs. Recognized for employee
relations expertise and recruiting and hiring top corporate office
executive and administrative staff and Operations technical talent (e.g.
engineers, architects, IT and Safety professionals). Partnered with
managers and guided organization restructuring to meet business goals.
Introduced and implemented numerous HR best practices programs. Recognized
for extensive knowledge of employment and labor laws and federal
Affirmative Action requirements. (February 2002-November 2004)
Javelin Systems, Inc. January 2001 -
January 2002
Irvine, CA
Manager, Human Resources. Provided leadership in employee relations,
compensation and benefits, training, and organizational development for a
nationwide management team. Revised the employee handbook to bring policies
and practices into compliance with federal and state labor laws. Trained
managers on legal compliance related to employment law. Developed and
implemented a compensation program using Mercer and Watson Wyatt industry
surveys. Developed a formal performance management process and trained
managers and employees on using the system for evaluation of employee
performance, defining career paths and succession planning. Integrated
multiple benefit and 401(k) plans of acquired companies into one plan
saving the company over $125,000.00.
Sverdrup Facilities Inc. September 1995-
December 2000
(Division of Jacobs Engineering Group)
Costa Mesa, CA
Human Resources Manager, Western Design Operation. Provided Human Resources
guidance to the Management team. Selected by management to assess
underlying causes related to serious turnover statistics. Developed the
needs assessment strategy, developed an employee survey and interview
process, analyzed the results and presented the findings to executive
management. Developed the problem resolution strategy and within nine
months reduced turnover 12%. Key to the strategy was teaching employees how
to manage change, solving major compensation issues, improving employee
benefits plans and implementing an employee bonus plan. Identified and
corrected poor management communication to foster employee confidence.
Delivered Change Management courses to assist employees and managers in
adjusting to the changing culture brought about by acquisitions.
As a federal government contractor, with a history of non-compliance,
developed a training program to educate management and staff on Affirmative
Action compliance. Developed recruiting, hiring and outreach programs to
achieve Affirmative Action goals. Wrote the first company Affirmative
Action Plan to receive a letter of compliance from the OFCCP.
Education
California State University
BA Sociology Long Beach, CA
Society Human Resources Management
Certified
PHR
HRIS: Oracle, Peoplesoft and Paycom
. Organizational Development
. Build/Buy Training Programs
. Talent Acquisition
. Team Building Leadership Style
. Change Management
. Mergers and Acquisitions
.
.
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. HR Strategic Planning & Budget Development
. Labor Laws and Employee Relations
. Executive Coaching
. Business Continuity Planning
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