Management Human Resource

Tomas Rodriguez

New York, NY

********@***.*** - 646-***-****

WORK EXPERIENCE

Retired/Life Coach

Self Employed - 2009 to Present

Human Resouces Representative

Fairview Health Services - Minneapolis, MN - 2006 to 2009 Responsibilities

•Serve as generalist and internal consultant for performance management and labor relations.

•Provide services including triage, research, coordination, coaching, advice, assessment, planning, follow-up and closure.

•Conduct exit interviews and reports results as appropriate.

•Assess and surface high-risk employee relations issues to the appropriate leadership level.

•Serve as a liaison between management and unions on all employee related matters, including contract negotiations support or participation.

•Serve as business partner with operations management to research, Coordinate and triage human resource and related issues including: HR policy development and interpretation

Compensation administration

Benefits

HR related entity initiatives

HR projects and system-wide HR initiatives

•Serve as lead and liaison with internal and external legal counsel for litigation of employee issues

Co-Active Coach

Self-employed - New York, NY - 2005 to 2006

Responsibilities

• Coachindividual clientsin support of their exploration, decision-making and planning for positivelife changes.

• Consult with clients and contribute to team, employee, and executive development. Use methods such as assessment, workshop facilitation, and one-on-one coaching for goal achievement related to leadership and communication skills and to help in the development of skills needed to excel Employee and Labor Relations Consultant Lenoxhill Hospital - New York, NY - 2005 to 2005 Responsibilities

• Consult with hospital management on issues related to staffing, policy compliance and organizational development and management.

• Work with union leadership to resolve employee and workplace issues.

• Resolve complex issues; internal and external human relations; counseling employees and managers in the resolution of work-related problems and disputes.

• Serve as a lead and subject matter expert on employee and labor relations topics, develop and recommend policy, and interpret program regulations.

Employee and Labor Relations Consultant

Fairview Health Services - Minneapolis, MN - 2003 to 2004 Responsibilities

Consult with hospital management on issues related to staffing, policy compliance, organizational development and management

• Resolve complex issues related to internal and external human relations including counseling employees and managers in the resolution of work-related problems and disputes including defusing explosive situations

• Serve as a lead and subject matter expert on employee and labor relations issues, leading investigations into serious and high-risk employment issues such as harassment, discrimination, fraud, retaliation and whistleblower incidents including analyzing legal issues and processes

• Conduct human resource management training and development. Serve as a lead and subject matter expert on employee and labor relations topics, develop and recommend policy, and interpret program regulations. (Through intervention, personally prevented several law suits against the organization.) Represent the organization on communitypanels, and serve as an advocate for social change Job Coach Coordinator

Fairview Health Services, Workforce Development and Placement - Edina, MN - 2001 to 2003 Responsibilities

• Coordinate job coaching for staff at Fairview Southdale Hospital. Work included individual coaching, setting up programs to help new employees be successful, and identifying and matching mentors. Affirmative Action Officer, Corporate

Fairview Health Services - Minneapolis, MN - 2000 to 2001 Responsibilities

Responsible for tracking and reporting affirmative action information for the entire Fairview system Human Resource Generalist

Fairview Health Services - Minneapolis, MN - 1998 to 2000 Responsibilities

Support business objectives and assist managersin administering policies, procedures and programs covering HR systems and programs. Act as resource for management in the assessment, problem identification, and solutions planning for employment, employee relations, job design/salary administration, performance management, talent assessment, benefit plans, regulatory compliance and related activities.

• Work with Department managers and supervisors to determine staffing needs, provide job analysis and recommend changes in salary targets, job levels and responsibility areas. Facilitate employee orientation. Manage the full life-cycle recruiting process for designated positions including job analysis, candidate sourcing and screening to ensure attracting high-quality, career-oriented, diverse candidates in a timely fashion.

• Lead or participate in new HR or business change initiatives designed to promote team-building, organizational effectiveness, recruitment, retention, and compliance efforts.

• Develop action plans and metrics to deploy and support the HR strategies for assigned business units, provide reports, and develop relationships with key contacts company wide. Conduct climate assessments.

• Conduct interventions with employees to resolve interpersonal conflict and train them in better conflict management skills

Co-Owner Consulting Firm

Stultz/Rodriguez and Associates - Minneapolis, MN - 1995 to 2000 Responsibilities

Provided consulting services to organizations. Areas of expertiseincluded diversity, team building, and creating a respectful environment

International Sales Manager

E.F. Johnson - Waseca, MN - 1990 to 1995

Responsibilities

Responsible for new business development in Latin America, The Pacific Rim, Northern Europe, and the Middle East

EDUCATION

BA in Philosophy

Fordham University - New York, NY

Co-active Coach in Coaching

The Coaches Training Institute - Minneapolis, MN

SKILLS

Fluent in English, Spanish, Italian

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