Human Resources Customer Service

RICHARD T. HUNTLEY

281-***-**** (c) ************@*****.***

Dallas, TX www.linkedin.com/in/richardhuntley1

Record of Results through Human Resources and Operational Knowledge

Results oriented Human Resources executive with experience in complex and growing organizations in plant, regional, multi-site, corporate and international settings. Brings an integration of business and HR mindset partnering with line management to drive sustainable operation results. Aligns desired outcomes with processes by ensuring a clear vision of work and the connection to employees thru a flexible Human Resources organization. Knowledge of high technology, electronics, energy, telecommunications, manufacturing, consumer, call center, service company, and aerospace environments.

Comprehensive Human Resources Expertise

HR Management

Legal Compliance

Recruiting & Retention

Change Management

Tactical Operations

Performance Management

Mergers & Acquisitions

Global HR

Talent Management

Strategic Partnering

Corporate Officer

Compensation & Benefits

Executive Coaching/Development

Shared Services

Employee/Labor Relations

Succession Planning

Organizational Development

401k Investment Committee

HRIS

Employee Learning

Payroll

SELECTED KEY ACCOMPLISHMENTS

Led 30 successful mergers and acquisitions from due diligence to final integration

Co-produced a global out sourcing model for IT and Finance for a company of 30,000 employees

Implemented a global integrated bonus structure for 9000 employees

Developed a USA top 20 best practice college relations program

Established the first USA Shared Services Center for seven Divisions with 4500 employees while meeting key SLA’s at 99%

Implemented two HRIS within budget and on time with manager and employee self-sufficiency and single source sign in

Increased national customer service rankings to statistically superior levels within one year

Led two full cycle company transitions to a different business model to increase revenue

Implemented the first Air Force Total Quality Management Project on $234M annual program training 1400 managers and implementing 100 improvement teams

Consolidated two Payroll Centers with seven different pay cycles and over 300 pay practices into one center with one pay cycle

Identified $14M in restructuring cost reductions through other services, duplicate services, license fees, employee overhead, and better vendor management

Reduced North America back office cost from 4% of revenue to 2.5%

PROFESSIONAL EXPERIENCE

Pegasus Solutions, Inc., Dallas, TX March 2013 – November 2014

Largest processor of electronic hotel transactions with 16 billion actions.

Vice President of Human Resources

Company is re-organizing to improve customer service and update technology.

Collaborated with the new executive team on the company’s strategic plan for increased profit and a common vision. Led Global Human Resources and facilities. Aligned HR with the key organizational objectives globally in 11 locations. Partnered with operations management for re-design of work space, processes, and employee skill sets to better support clients.

Identified over $14M in savings in 12 months and consolidated work activity.

Led review of HRIS and all HR processes and procedures reducing turnaround time by 50%.

Increased benefit coverage at no annual cost.

Reduced global facilities overhead by 50%.

Worked with international operations to identify $700K in lost contract revenue.

Advised on international HR laws in 11 countries.

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Intertek Oil, Chemical, & Agri (OCA) Division, & Intertek USA, Inc., Houston, TX 2003-2013

Global testing and certification company.

Vice President Human Resources North America and Global OCA Division

Re-designed a successful traditional organization into a high growth, flexible, and aggressive company to take advantage of global regulations.

Directed the OCA Division Global Human Resources functions with operations in 100 countries for this 9,000 person Oil, Chemical and Agri Division. Designed and directed the North America HR Shared Services Center for 4500 employees with responsibility for all HR functions. Designed the initial global succession review process. Led HR due diligence in over 30 acquisitions. Grew parent company from 10,000 employees to 30,000 employees in eight years.

Designed new global strategies and organizational structures to develop non-traditional business and penetrate new markets resulting in 20% CAGR and tripled employee population.

Led PeopleSoft, Applicant Tracking, and Learning Management system implementation which eliminated multiple data bases.

Re-energized staffing strategy to include social media, better branding, and on boarding techniques. Increased quality of hires and number of hires by 20%.

Developed an integrated global performance management process to integrate pay, business strategy, and revenue performance to better align the workforce.

Established Service Center for North America and employee change management communications plan to simplify process and integrate manager and employee transactions.

Designed learning strategy that doubled hours and courses completed the last three years.

Williams Communications Solutions & Williams Companies Houston, TX & Tulsa, OK 1998-2003 1998-2003

Leading USA natural gas and telecom provider.

Vice President of Human Resources

Challenge was designing new revenue streams and culture to compete in the telecom sector by moving the company from a telecom distributor to a solutions organization.

Performed a variety of Human Resource roles in this 23,000 person telecommunications and energy company reporting to the Division Company President with full responsibility for the Human Resources function for 6000 employees. After sale of organization reported to Williams Chairman and Head of HR while providing Human Resources generalist support at the company headquarters. Appointed to State Education Commission by Governor of Oklahoma.

Implemented PeopleSoft HRIS to integrate with parent company: on time and within budget.

Designed an organizational change model from telecom distributor to solutions organization.

Re-designed the entire employee competency model, skill set, and reward system.

Reduced training cost 50%, increased course completions 75%, and reduced 14 Learning Management Systems into one. Implemented Center of Excellence (COE) and Shared Services concept for combined HR services

Company Representative on national ”No Child Left Behind” and on State Business and Education Consortium working on education policy with U.S. President’s staff, governors, and elected officials.

Saved $1.5M by converting trainers to learning consultants to upgrade discussions on learning strategies.

Developed education in customer service achieving national measurable improvements.

Raytheon E-Systems & University of Dallas, Dallas, TX 1992-1998

Technology company specializing in defense, homeland security, and intelligence systems.

Corporate Director-Human Resources & Adjunct Professor

Challenge was to upgrade the HR infrastructure and implement coordinated changes at seven sites. Later company sold and task was to integrate it into a new 90,000 employee defense company.

Directed company-wide Human Resources for E-Systems for all HR functions except compensation and benefits. After hours adjunct professor in University of Dallas MBA program.

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Team lead for integrating E-Systems, Hughes, Texas Instruments, and Raytheon HR functions into new 90,000 person company.

Directed performance management implementation for 18,000 persons integrating merit, performance, and developmental plans.

Directed executive education and succession programs which reduced search agency fees by over $750,000 annually.

Improved employer of choice image to top 20 college recruiting programs in national surveys (Best Places to Work in America) and established company/college research symposiums.

Implemented human resources strategic planning for better business alignment.

Established first Applicant Tracking tools and methodologies to improve quality of hire.

Implemented telecommuting, flex scheduling, and compressed work week programs to improve culture and to meet employee scheduling needs.

Teledyne Systems Company, Woodland Hills, CA 1990-1992

Aerospace and defense software, engineering, and manufacturing.

Director-Human Resources

Challenge was to upgrade the HR function and practices to provide better operations support.

Directed all plant Human Resources functions and Total Quality Management.

Systematized compensation planning. Increased bonus plan participation 30% at no cost.

Negotiated settlement of three year old EEOC audit.

Reshaped HR role to contribute directly to business plan.

Initiated first management and TQM training and achieved $1,000,000 savings.

Northrop Grumman Corporation, Pico Rivera and Century City, CA 1983-1990

Leading aerospace, engineering, manufacturing and electronics company.

Director-Human Resources

Challenge was to remain a prime aerospace provider and expand into the electronics business stream.

Promoted into a variety of HR Director and Manager roles in plant and corporate headquarters for this member of the “Global Most Admired Companies” with responsibility for executive and general staffing, learning and development, company succession planning, executive recruiting and total quality. Titles included Chief Learning Officer and Manager of Total Quality Management.

Evaluated company-wide courses reducing them by 80% and established new managerial competencies.

Saved $500K in agency fees in four months in recruitment of VPs and company managers.

Directed TQM education, training, concepts and infrastructure for $2.5B Division.

Directed manpower planning and sourcing 2500 annual hires in a large-scale build up program.

Centralized education staff of 55 into one organization. Outperformed sister division with 200 person staff. Results recognized as “without precedent” in the corporation.

Developed process to train engineers in first computer design concepts which saved $6M annually.

Reduced one and a half year backlog in technology training in six month period.

EDUCATION

Ed D., Education

University of Southern California, Los Angeles, CA

M.A., Education

Claremont Graduate School, Claremont, CA

B.A., Liberal Arts

University of California, Santa Barbara, CA

Harvard Graduate School Program in Professional Education (Certificate)

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