Management

JOSEPH T HARE

832-***-**** cell • 281-***-**** home • ***********@*****.***

Position of Interest: TALENT ACQUISITION MANAGER

Relative Expertise

People Collaboration & Teamwork: Human Resource / Employee / Labor Relations liaison and operations partner for manufacturing, production, and distribution operations. Engage policy and contract compliance initiatives / procedures. Supreme oral and written communication, active listening, negotiation, critical thinking, persuasion, administration, and facilitation skills. Highly articulate and savvy in-house operations support agent. Immaculate organizational and multi-tasking skills. Strong team player and individual project contributor.

HR Consultation: Lead in the creation and management of payroll, timekeeping, safety, and claims protocol from a 245,000 employee database; analyze/advise on resource consumption, HR tracking / reporting system associated with complaints, retention/turnover, training, payroll, benefits, discipline, etc., culminating in scheduled HR scorecard comparisons of human capital management. Coach on proper HR strategy as and where needed. Fulfill complete talent acquisition / on-boarding process. Keen union avoidance acumen. Promote internal/external diversity programs. Very strong customer service acumen.

Processes, Program & Practices Enforcement: Lead in creation and enforcement of local agreements & MOU’s, conducting complaint investigations, performance improvement plans, evidence compilation/interpretation, and collaboration with legal counsel. Serve as company agent during grievance negotiation & settlement for non-class actions. High-grade management training, seniority-based labor engagement, workforce readiness assessments, and staff management planning. SME on FMLA, FLSA, EEO, DV preference, and diversity recruitment / retention, and general human capital strategy. Very successful with on-the-spot intervention of mild–to-perilous situations.

Transferrable Skills

Talent Acquisition

Employee Relations

HRIS Database Management

Training & Development

Business Growth Strategy

Change Management

MS Word, PowerPoint, Excel 2014

Policy / Culture Enforcement

Business Development

Conflict Management

EEO/AA/ADA/FMLA/FLSA

Labor Relations

H.R. Management

6σ / ISO 9001 Operations

SDS / OSHA Protocol

Contract Negotiation

Public Speaking

Public Relations

Finan / Manag Accounting

Project Management

Recruiting / Onboarding

Risk Management

Payroll Management

Marketing Management

Direct Education

M.A., Organizational / Human Resources Management Ashford University Graduated 2012

B.S., Business Administration Franklin University Graduated 2006

Management Experience

A.B.M. – Airserv Corp. March 2016 – Present Senior Operations Manager at ABM-Airserv Corp.

Build airline operational success through 3 operations managers,

5 terminal supervisors, 7 department leads, and

135 staff over 24-hour / 7-day per week service cycles.

Manage service delivery to quantified contact requirements within T.S.A., H.P.D., F.B.I., H.A.S., I.A.H., & F.A.A. controls.

Develop strong client relations with T.S.A., H.P.D., F.B.I., H.A.S., I.A.H., & F.A.A.

Grow daily staffing compliance

Review training programs

implement work scopes

Advance Talent Acquisition

Manage labor costs to goal

Develop leadership team

Self-Employed 2006 – Present Business / Organizational Development Consultant

Internal Business Strategist provide brand development, market analysis, sales strategy, and ERP, HR / LR strategy.

Director of Public Relations engaging Bill Clinton’s Envoy to Haiti for diplomatic relations.

Devise and engage solicitation modes to include print, radio, and television mediums.

Directly solicited local corporate partners. Recruit, train, manage, and dissolve volunteer service teams.

Develop, train, advance talent acquisition, retention, staff reduction.

Special Projects Manager; Designed and facilitated seminars, Solicited external project partners, create & managed project budget.

Designed and utilized training manuals & team engagement tools. Hired, managed, and dismissed temporary staff.

Submitted daily reports to project lead / contracting agent.

Marketing Consultant; Created direct and indirect marketing strategy for newly awarded community development project.

Coordinated and facilitated informational / problem solving sessions with my client, awarding agency rep., and project partners.

Coordinated radio & television interviews for project promotion, coordinated community-based info-sessions, and planned targeted mass mailing.

Business Development Agent; Brokered business relationships for engaging contracting opportunities.

Advised on market intrusion strategy.

Achieved board-level classification for client with major energy initiative.

United States Postal Service 2000 - 2006 Supervisor Operations

Responsible for daily labor / employee relations, payroll / timekeeping, training, attendance, discipline, safety / security, and other HR generalist and process management functions for a highly diverse team.

Administered collective bargaining agreements with the American Postal Workers Union (APWU), National Postal Mail Handlers Union (NPMHU), National Association of Letter Carriers (NALC, AFL-CIO) and National Association of Postal Supervisors (NAPS).

Directly managed 6 specialized operations within the 808,000 sq. ft. production & distribution facility, across 3 shifts.

Served as on-site go-to person for hard-to-resolve labor disputes, and provided training / mentorship for front-line and mid-level managers.

Researched and resolved employee complaints with union officials & human resource business partners (HRBP).

Advised HRBPs on change management for minimized risk.

Designed staff & process management tools that minimize overtime consumption and labor-related grievances.

Assisted managers with investigation, preparation, and litigation associated with corrective action / contract violation complaints by NLRB.

Compiled appropriate documentation for labor pre-hearings and class-action litigation, focusing on settlement of lowest level possible, with the highest sensitivity to continued business operations and minimized financial loss.

Accountable for the management / tracking of grievances, arbitration cases and National Labor Relations Board (NLRB) charges filed by unions.

Fulfill talent acquisition, retention, development, reduction processes.

Analyze past practices to identify leadership training needs for improved employee relations and grievance resolution.

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