Human Resources Leader

Ruth L. DeLeon, SPHR

San Diego, California mobile (858) 220- 0575 e-mail: **********@*****.***

SUMMARY

A strategic thinker with a ‘roll up your sleeves’ attitude, currently seeking a Human Resources leadership role that partners with client business groups and leverages my Organizational Development background to influence key organization projects, solving a wide-range of complex problems in a creative and practical manner.

Areas of Experience

Performance Management

Project Management

Policy and Procedure Development

Employee Relations

Professional Development

Compensation

Recruitment & Retention

Change Management

Leadership & Team Development

Employee Engagement

Corporate Governance

Vendor Management

Professional Experience

Kyocera Communications, Inc., San Diego, California July 2010 – present

Director, Human Resources (April 2014-present)

Senior Manager, Human Resources (July 2010-March 2014)

As HR department lead, direct team’s day-to-day operations and oversee strategic projects to resolve complex organizational issues with a keen eye on the bottom line and long-range business goals

Reporting to VP – Corporate Headquarters, develop and deliver recommendations to senior management team on all organization and leadership development issues

Business Partner for client groups, utilizing HR core knowledge and skills (Employee Relations, Full-Cycle Recruiting, Performance Management, Compensation, Training and Corporate Wellness) and understanding of applicable HR law

Work with senior leadership to develop and promote the company’s talent management strategy

Revamped the classroom-based training curriculum into an engaging interactive learning format

Administer KII-G HR systems, programs, benefits and initiatives with in-depth knowledge of compensation systems, benefits administration, California and US wage and hour compliance, employee relations, company policies and procedures, federal and state audits, I-9 administration, unemployment and leave administration, and HRIS system oversight.

Human Resources Consultant, Independent Contractor March 2004-April 2010

Organizational Development and Human Resources Generalist/Business Partner roles

Diagnose Human Resources issues/needs to recommend solutions to senior management and to deliver high quality programs that result in improved performance, engagement, and retention

Provide guidance to supervisors in the application of Human Resource policies and practices in employee relations, recruitment, compensation, benefits, learning & development

Lead and/or participate in task forces, special projects, committees or team meetings to fine tune business and Human Resources processes and respond to employee needs

Clients Include:

Sony Electronics – Talent & Organizational Development – San Diego, California

Organizational Development Consultant, November 2009 – April 2010

University of Delaware – Facilities Accounting Department – Newark, Delaware

Organizational Development Consultant, September 2008 – October 2009

BlueCross BlueShield Association - IT Division - Chicago, Illinois

Human Resources Consultant, August 2006 – May 2007

Responsibilities include performance management, recruitment & selection, employee relations, implementation and coordination of policies and procedures, compensation/salary administration.

Business Support – Build and maintain understanding of client groups' business, through ongoing participation in key staff meetings. Coach management team and provide HR perspective to business unit leaders. Prepare and deliver presentations/reports to senior leadership.

Performance Management – Partner with business unit leaders on performance goal-setting and milestone identification. Coach managers on delivery of performance feedback, including the development and implementation of performance improvement plans.

Professional Development – Oversee division-wide professional development program and budget. Responsible for identifying core competencies and skill gaps. Develop and deliver training solutions, including contracting with subject matter vendors, where appropriate.

Recruitment & Selection – Conduct all aspects of recruiting for company from position justification, through sourcing and offer negotiation.

Employee Relations – Partner with business leaders on policy interpretation. Recommend and implement solutions. Oversee disciplinary actions. Demonstrate diplomacy and discretion in handling sensitive matters. Conduct and document exit interviews and New Hire Orientation.

Policies & Procedures – Establish and implement new and existing policies pertaining to company business (e.g., Recruitment SOP, Vacation Policy, Maternity Leave of Absence, Temporary Staffing Vendors, etc.)

Supervise, Train and Coach Human Resources Staff – Oversee and coordinate regular FT and temporary staffing needs including negotiations and cost of hire, headcount report and Employee Relations issues.

Compensation – Work with HR Director and department head on job analysis and job descriptions. Responsible for maintaining relative competitiveness of base salaries. Investigate and recommend compensation adjustments for promotion. Oversee and coordinate performance appraisal and merit review system.

HR Projects – Implement new programs such as Employee Policy Handbook, HRIS Implementation and system conversion, New Employee Orientation, Business and Travel Expense Program, etc.

Chicago Mercantile Exchange, Chicago, Illinois June 2001 – January 2004

Associate Director – Organizational Effectiveness/ Senior Human Resources Business Partner

Employ knowledge of business objectives and company strategy to manage organizational development and personnel issues for client business partner group (Products & Services division). Responsibilities include recruitment & selection, employee relations, workforce and succession planning, performance management and assessment, implementation and coordination of policies and procedures, salary administration, leadership coaching, and team development

Recruitment & Selection – Partner with Talent Acquisition on all aspects of recruiting, including: managing requisition approval process, job postings, employment offers, relocation approvals, advertisement, pre-employment testing, and new hire orientation. Prepare and analyze data to determine cost effectiveness of recruitment sources, turnover trends, cost per recruitment and other staffing and retention data as needed.

Employee Relations – Counsel managers and employees regarding policy interpretation, solution recommendation and suggested course of action. Conduct and document investigations, reporting findings to VP, Human Resources and VP, Business Planning. Use discretion in handling sensitive matters by maximizing interpersonal, tact/diplomacy and negotiation skills. Conduct and track exit interviews to assist in the analysis of turnover data and advise Senior Management where appropriate.

Compensation – Work with Corporate Compensation on job analysis and job descriptions. Responsible for local compliance with salary guidelines. Investigate and recommend compensation adjustment, promotion, etc. Administer salary adjustment programs. Manage the performance appraisal/merit review process.

HRIS – Oversee internal HRIS support for corporate database. Establish and maintain records.

Employee Engagement – Lead and coordinate activities, recommend changes and/or solutions. Oversee recognition award program. Conduct employee satisfaction surveys, analyze results, create action plans and conduct follow-up sessions.

Reduction In Force – Initiate and conduct business justification, analysis and preparation for corporate panel review, and administer employee notification meetings. Prepare legal analysis.

Nextera – Sibson Consulting Group, Chicago, Illinois August 1998 – March 2001

Consultant, February 2000 – March 2001

Associate Consultant, August 1998 – January 2000

Provide solutions to clients facing large-scale changes in their business strategies or competitive environments

Manage both the diagnostic and implementation aspects of client projects, with experience in facilitating process-intensive, enterprise-wide change

Experience in various industries including: insurance, securities, professional services, manufacturing, distribution, academic medicine, and public utilities

Areas of Consulting Experience Include:

Human Resources

Develop organizational human resources platforms to attract, retain, and develop the optimal mix of talent

Advise clients on best practices for sourcing, hiring, and training employees

Content areas include: succession planning, leadership development, communications, and employee engagement

Change Management

Conduct cultural assessments to analyze an organization’s readiness to achieve its corporate aims

Deliver results to Senior Management

Develop action plans to align the company’s current state with its expressed desired state

Performance Management

Develop organizational performance measures and performance management systems that strategically align employee mindset and organizational culture with corporate strategy and objectives

Develop core and strategic competency models

Lead job redesign/job evaluation initiatives

Compensation

Lead and conduct quantitative competitive compensation assessment, translating the results of numerical analysis to an action-oriented solution

Facilitate design teams and management groups to develop compensation philosophies and design salary structures that allow companies to optimize their management of human capital

Experience in design of incentive programs and competency- and skill-based pay plans, using both broad-banded and traditional salary structures

Competencies & Skill Sets

Senior Human Resources Professional (SPHR) Certification

LomingerTM Leadership Architect

Strong in relationship-building, advisory skills, and problem-solving through influence

Energetic commitment to excellence in solution development and implementation

Self-motivated and resourceful, with a strong work ethic

Work well independently as well as in a dynamic team environment

Excellent written, verbal, and interpersonal communication skills

Proficient in various HRIS platforms

Education

University of Chicago, Chicago, IL

Masters of Arts, School of Social Service Administration

Concentration: Management

Awards: Brink Foundation Fellowship; Carl A. Scott National Social Justice Scholarship

Princeton University, Princeton, NJ

Bachelor of Arts, Cultural Anthropology

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