Human Resources Management
Resume:
*PATRICIA SOMERVILLE, GPHR, SPHR*
Westlake Village, CA 91361
***********.********@*****.*** <**********.********@*****.***>*
*EXECUTIVE SUMMARY*
A highly adaptable HR professional with progressively responsible
experiences leading strategic human resource management solutions in such
areas as employee relations, conflict resolution, change management,
performance management, talent planning, benefits, compensation, infrastructure
development and implementation. Experience partnering successfully with
senior management to develop HR strategies in support of corporate goals.
Successful in managing HR teams supporting programs/projects in a globally
multi-cultural and matrix organization demanding a high performance work
environment and team oriented culture.
*PROFESSIONAL EXPERIENCE *
*IN-NOVARE HR STRATEGIES*, Westlake Village, CA
6/2013-Present
*Owner/Strategic Partner, *Focus on providing hands-on HR solutions to
organizations by developing and facilitating short and long term tactical
and HR strategic planning that link HR management to the overall business
strategic plan.
Offer various levels of human resource services such as strategic HR
planning, assistance with management of regulatory compliance, review and
development of policies and procedures, harassment investigations,
recruitment and selection processes, employee performance management
compensation and benefits planning as well as coaching of managers on
employee relations and sexual harassment prevention training.
*TAPROOT FOUNDATION, *Washington D.C.
1/2013
– 6/2013
*PROJECT MANAGER, *Led a team of diverse HR professionals on a pro-bono 6
month Volunteer Management project for a non-profit organization.
Negotiated executive and board-level relationships, providing high-level
guidance and coaching to clients and team members; successfully delivered
the project on schedule with high approvals from both client and Taproot
Foundation.
*HEADSTRONG, A Genpact Company, *Reston, VA
8/2011 – 11/2012
*HEAD of HR (Principal), FIELD OFFICES, North America, Europe and APAC*.
Headstrong provides IT services to Capital Markets clients. Their clients
include nine of the world’s top 10 investment banks and three of the top
five asset managers. Headstrong is part of Genpact, a $1.26B global
organization
-
Oversaw all HR responsibilities for multi-state organization, Europe and
Hong Kong
-
Built a customer-focused, high performing human resources department in
a multi-state environment in North America, Europe and APAC, resulting in
improved alignment of HR and business goals
-
Partnered with business to develop and implement compensation program
for niche skills that resulted in aligning the salary and bonus structure
with the market as well as improved employee retention in North America
-
Oversaw all benefits including the successful review and integration of
HR processes and benefits between Headstrong and Genpact as part of
acquisition process
-
Led the scaling of HR processes to effectively support the organization
as it grew, including process automation and systems implementation
-
Collaborated with different departments to streamline the on-boarding
process of new employees
-
Responsible for all employee relation issues including investigations,
performance management and all legal compliance issues
-
Developed, implemented and delivered training on various human resources
topics
-
Managed worker’s compensation claims, LOA, and FMLA cases
*L3 STRATIS, *Reston, VA
8*/*2008 – 8/2011
*SR. HUMAN RESOURCES MANAGER, *L3 STRATIS, an IT organization with 5,000
employees worldwide and a division of L3 Communications with $1.4B in
annual revenue
-
Led a team of HR Business Partners delivering HR services to a
multi-site business unit consisting of 1,800 of highly effective IT
employees holding high level security clearance
-
Oversaw all employee relations issues and worked closely with managers
and legal counsel to resolve conflicts
-
Acted as liaison between departments, all levels of line and staff
management, specialty areas of human resources, legal counsel, and
outside service providers
-
Collaborated with different departments to streamline the on-boarding
process of new employees
-
Responsible for all employee relation issues including investigations,
performance management and all legal compliance issues
-
Developed, implemented and delivered training on various human resources
topics
-
Managed worker’s compensation claims, LOA, and FMLA cases
-
Worked with Senior Leaders to implement short-term and long-term HR
initiatives with emphasis on succession planning, employee engagement,
leadership, compensation and benefits
-
Planned and organized a very successful “Bring Your Child to Work Day”
corporate initiative as part of the organization’s employee engagement
strategy plan
-
Nominated for employee of the year award
*HEADSTRONG, LLC*, Fairfax, VA
7/2006 – 8/2008
*HUMAN RESOURCES DIRECTOR, North America & Canada**, *Headstrong is a
Global IT consulting organization with $150 million in annual revenue and
2,500 employees worldwide
-
Transformed administrative HR role to strategic business partner role to
drive and implement key business and HR initiatives in partnership with
management
-
Conducted extensive analysis of existing HR organization and developed
HR strategic plan including updating existing structure, policies,
compensation structure, processes and services that aligned with the
organization’s overall strategic strategy
-
Developed a standardized HR organizational model to clarify authority
and responsibilities
-
Partnered with HR team leaders in India, United Kingdom and the
Philippines to develop, communicate and successfully execute HR programs
and initiatives across geographies in such areas as employee engagement,
talent planning, professional development, HR reporting and metrics
*MILLENNIUM BANK, N.A.*, Reston, VA
7/2005 – 7/2006
*VP, HUMAN RESOURCES DIRECTOR*, A publicly traded financial institution
-
As a member of the executive team brought visibility to the HR role and
participated in the strategic planning of the organization.
-
Served as part of the strategic team that coordinated the divestment of
the bank’s mortgage division
-
Developed policies and procedures incorporating them into an employee
policy manual not previously available to employees
-
Developed and implemented a new annual performance evaluation program
-
Researched, designed and implemented a new competitive compensation
plan that was effective in employee retention efforts
*ALTRES INC*., Culvert City, CA
1999 – 2003
*REGIONAL HUMAN RESOURCES DIRECTOR*, An organization providing B2B human
resources outsourcing services (PEO) to over 3,000 employees representing
multiple industries and multi-states
-
Reduced a 2-year revenue decline, increasing revenue by 40% over the
course of 3 years by building a solid client referral base and providing
consistent quality HR services to all clients
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Reduced legal expenses by 50% by taking a proactive approach by working
closely with counsel and establishing effective policies and procedures to
promptly address employee grievances
-
Provided valued added services by developing and implementing management
training programs for clients on such topics as performance management and
sexual harassment training
-
Implemented English learning program for non-native speakers at a client
worksite to improve employee retention, production and morale
-
Slashed workers compensation claims through successful workers
compensation management
*KELLY SERVICES (PEO Division), *WOODLAND HILLS, CA
1989 – 1998
*DISTRICT OPERATIONS & HR MANAGER, *An organization providing human
resources outsourcing services to small to medium size companies
-
Directly led an HR team of 20 employees in 3 business units and provided
human resources services to 4,000+ employees in a multi-site environment
-
Worked as a business partner with line managers and executives
consulting, negotiating service agreements and developing HR programs for
customers
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Consistently rated high on customer satisfaction surveys on the quality
of HR services delivered
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Recognized for keeping legal expenses to a minimum by taking a
pro-active approach to employee complaints and effective management
training on topics such as sexual harassment, performance management and
hiring practices
*EDUCATION & PROFESSIONAL DEVELOPMENT*
*The George Washington
University
*Master’s
Degree, HR Development
*California State University,
Northridge *B.A.,
Journalism/Public Relations
*UCLA
*Professional in Human Resources Certification
*California Bar
Association
*Mediation & Dispute Resolution
*Human Resources Certification Institute (HRCI)*
GPHR, SPHR Certifications
*Licenses
*CA
Resident Insurance Producer
#0174487
*Languages
*Speak fluent English and Spanish
*Computer
Skills
*MS Office (Word, Excel, PowerPoint
Outlook), HRIS (PeopleSoft, ADP)
*AFFILIATION *
SHRM – 1990 to Present
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