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De Juan VaLentine, MBA

Los Angeles, CA **020

646-***-****

ad09z1@r.postjobfree.com HR PROFESSIONAL, 15+ YEARS SR. EXEC. MANAGEMENT/ DEI/ COMMUNITY PARTNERSHIP EXPERIENCE CREDENTIALS

CAL CHAMBER (California Chamber of Commerce) 2018

MASTER OF BUSINESS ADMINISTRATION, MANAGEMENT 2015 University of Phoenix

BACHELOR OF SCIENCE IN BUSINESS, HUMAN RESOURCES MANAGEMENT 2014 University of Phoenix

SHRM MEMBER: SOCIETY OF HUMAN RESOURCE MANAGEMENT 2010 SOFTWARE COMPETENCIES & SKILLS

Microsoft Suite • Taleo • ABRA • ADP • eTime • TPA• Benetrac• Paychex• E-Verify• Paycom •Zoho• Easy Clocking • Workday Advanced Project Management • Online instruction • Employee Relations • Detail oriented • Problem Solving Goal setting • Lesson Plan development• multi-media instruction• Learning strategies• Testing evaluation IAU (International American University) March 2017 - Present Adjunct Professor of Business/ Management/ Human Resources - (Part-Time)

• Instructor, Graduate Level Organizational Behavior & Leadership; Advanced Human Resources Management; Business Management Courses, and other courses

• Maintain current knowledge of instructional methods and new technologies pertinent to areas of assignment; learn and apply emerging technologies and advances (e.g., computer software applications) as necessary to perform duties in an efficient, organized and timely manner

• Participate in curriculum development and serve on department committees as necessary to maintain and improve the instructional program; participate in appropriate professional development activities.

• Handle campus and/or online classroom routines which includes, but is not limited to, following start and end class on time, provide a classroom environment conducive to learning, administer rules consistently and fairly, establishing and maintaining classroom control, and return assessments in a timely manner.

Kaiser Permanente September 2022 – July 2023

Senior Human Resources HRBP Consultant (Consultant)

• Investigates problems such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolution to departmental officials and individuals.

• Effectively recommends hiring, promotion, termination, disciplinary and commendatory actions of all assigned personnel.

• Formulates and recommends program goals and objectives in all areas of employee relations.

• Maintains satisfactory labor-management relations through a variety of techniques such as quarterly meetings.

• Identify and assess the training needs of the organization through job analysis, career paths and consultation with managers.

• Develop individualized and group training programs that address specific business needs.

• Conduct and advise on escalated union grievance hearings and Union (CBA) negotiations

• Implement effective and purposeful training methods.

• Select and manage resources, including working with both internal employees and training vendors to develop and deliver training.

• Manage the technologies and technical personnel required to develop, manage and deliver training.

• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.

• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.

• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

De Juan VaLentine Page 2

CAREER TRACK (Continued)

Infiniti Health, LLC March 2022 – September 2022

Director, Human Resources/ CHRO

• Supervised and provided direction and oversight the HR Manager and total HR Department of 20

• Oversees facility recruitment and retention and provides timely updates and information to applicants, employees, managers, and senior leaders.

• Identifies and determines the scope of organizational issues, leveraging service area and system HR resources to deliver effective solutions to drive necessary cultural change and outcomes. Influences operational outcomes that improve efficiency, productivity and reduces cost.

• Advises leaders on and ensures compliance with HR policies, procedures and practices. Provides direction and support to management with interpretation of policies and procedures. Provides education and advice on proper documentation and/or legal requirements for performance improvement and termination process.

• May be responsible for multiple locations, as well as oversight of Compliance, Employee Health, Volunteers, etc.

• Serves as an advocate for the employee, management and the facility while simultaneously balancing the business interests of the Organization and encouraging problem resolution through the chain of command.

• Formulates partnerships within the facility, region, and with Corporate to deliver value added service to leadership and employees that reflect the business objectives of the health system.

• Responsible for Human Resources section of the New Hire Employee Orientation to include, but not be limited to: Human Resources policies and procedures, payroll procedures, and benefit plans. Ensures all information is current.

• Oversees the annual evaluation and merit process ensuring leadership has the tools and resources necessary to provide appropriate employee evaluations that accurately represent staff performance for the review period.

• Ensures that Human Resource Information System (HRIS) is effectively utilized to maximize the accurate tracking and reporting of employee data.

• Researches, develops, recommends, and executes creative strategies to foster the organizations diversity goals.

• Reviews current practices and policies, assessing and analyzing the extent to which they support or hinder the company’s diversity goals.

• Drafts and implements recruiting and hiring strategies to attract employees from diverse backgrounds.

• Develops and/or acquires training and development to aid diversity and retention initiatives.

• Provides guidance to supervisory and human resources staff in developing objective performance and other employee evaluations and policies.

• Maintains knowledge of diversity-related issues, legislation, and best practices.

• Provides training and policy updates to colleagues, ensuring legal compliance of management and human resources staff.

Brilliant Corners August 2021 – February 2022

Senior HRBP Human Resources Client Manager

• Counsel and provide guidance of federal, state and local employment laws/regulations (e.g., EEO, FLSA, FMLA, ADA, etc.).

• Interpret and apply a variety of laws, rules, regulations, standards, and procedures related to Covid 19

• Prepare and present reports or recommendations clearly and concisely regarding Covid 19 Tracking

• Oversee programs related to COVID 19 control, test results and exemptions.

• Track record of quickly forming trusted advisor partnerships with business leaders to provide day to day support on all employee management concerns, situations, and questions.

• Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.

• Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.

• Drafts and implements recruiting and hiring strategies to attract employees from diverse backgrounds.

• Develops and/or acquires training and development to aid diversity and retention initiatives.

• Provides guidance to supervisory and human resources staff in developing objective performance and other employee evaluations and policies.

• Maintains knowledge of diversity-related issues, legislation, and best practices.

• Provides training and policy updates to colleagues, ensuring legal compliance of management and human resources staff.

• Comply with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

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CAREER TRACK (Continued)

Providence Cedar Sinai Medical Center April 2019 – May 2020 Human Resources Client Manager HRBP (Consultant)

• Lead ongoing project management (Simultaneously)

• Designs approaches to improve organizational, operational, and people strategies. Customizes HR, talent management, and operational solutions to address specific business imperatives to positively impact operational performance

• Manages local labor relations as it relates to collective bargaining agreements including contract interpretation, managing grievances and participation CBA prescribed activities as appropriate (staffing committees, certification committees etc.)

• Manages all escalated employee relations investigations and recommendations

• Conduct and advise on escalated union grievance hearings and Union (CBA) negotiations

• Establishes and maintains collaborative, credible, trusting partnerships with individuals across a broad range of people and groups, both internal and external

• Partner with a cross-functional group of subject-matter resources to design and execute shared operational and talent strategies.

• Draws upon other HR groups (COEs, HR operational services) to deliver required expertise, resources, and services to drive customer / organizational imperatives. Understands business objectives and needs and connect teams to the right individuals, business strategies, HR strategies, practices, and solutions

• Uses data analytics and reporting to advise and guide senior executives for effective and insightful decision-making. Distills complex information into key insights, clear recommendations, and action plans.

• Assisted with payroll compliance matters such as multi-state/multi-jurisdiction tax withholding, garnishments, and key annual audits

(e.g. 401(k) audit, worker’s compensation, external financial audit) The Matian Firm January 2018 – June 2018

Human Resources Director (Full Time)

• Manage all HR department Functions & Staff

• Defines all Human Resources Training programs and assigns the authority/ responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, materials, employee handbooks, and standardized reports

• Manage all payroll functions (create policy/ procedure & administration)

• Monitor the administration of electronic timekeeping system. Confirm setup of each employee, validate employee changes and drive submission of approved timesheets

• Analyze, audit, reconcile and resolve payroll and timekeeping processing and employee payroll issues

• matters such as multi-state/multi-jurisdiction tax withholding, garnishments, and key annual audits (e.g. 401(k) audit, worker’s compensation, external financial audit)

• Developed organizational management training curriculums and facilitated training administration

• Provided guidance to leadership team regarding strategic planning and supporting employee workplace development

• Lead ongoing project management (Simultaneously)

• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies

• Develop and administers programs, procedures and guidelines to help align the workforce with the strategic goals of the company

• Managed organizational HRIS System conversions

• Drafts and implements recruiting and hiring strategies to attract employees from diverse backgrounds.

• Develops and/or acquires training and development to aid diversity and retention initiatives.

• Provides guidance to supervisory and human resources staff in developing objective performance and other employee evaluations and policies.

• Maintains knowledge of diversity-related issues, legislation, and best practices.

• Provides training and policy updates to colleagues, ensuring legal compliance of management and human resources staff.

• Manage full cycle recruiting and selection process including successful onboarding practices

• Lead multiple ongoing project management

De Juan VaLentine Page 4

CAREER TRACK (Continued)

• Strategic Advisement to CEO and assists in developing, planning, directing, and implementing procedures to produce effective and efficient management processes

• Manage the LOA and Benefits Administration and companywide communications

• Facilitates communication among employees and management by providing guidance and consultation regarding problem solving, dispute resolution, regulatory compliance, litigation avoidance and strives to resolve internal conflict informally through appropriate conflict management and mediation techniques Crossroads (School for Arts & Sciences) April 2017 – October 2017 Human Resources Director (Consultant)

• Coordination of the annual employee handbooks update

• Manage all worker’s compensation claims with 3rd party vendor

• Advise and assists in developing, planning, directing, and implementing procedures to produce effective and efficient management of the employee relations function

• Coordinate LOA’s with employees, payroll, and short-term disability (internal & EDD administered)

• Facilitates communication among employees and management by providing guidance and consultation

• Lead ongoing project management (Simultaneously)

• regarding problem solving, dispute resolution, regulatory compliance, litigation avoidance and strives to resolve internal conflict informally through appropriate conflict management and mediation techniques

• Provides guidance to managers, supervisors, and employees regarding laws, regulations, policies, procedures and practices related to employee relations matters

• Coordinate Companywide health & wellness benefits fairs

• Process all employee terminations, including exit interviews, cobra assistance; benefit terms, and other paperwork

• Ensure compliance with all state, federal and local laws

• Researches, develops, recommends, and executes creative strategies to foster the organizations diversity goals.

• Reviews current practices and policies, assessing and analyzing the extent to which they support or hinder the company’s diversity goals.

• Drafts and implements recruiting and hiring strategies to attract employees from diverse backgrounds.

• Develops and/or acquires training and development to aid diversity and retention initiatives.

• Provides guidance to supervisory and human resources staff in developing objective performance and other employee evaluations and policies.

• Maintains knowledge of diversity-related issues, legislation, and best practices.

• \Provides training and policy updates to colleagues, ensuring legal compliance of management and human resources staff.

• Other duties and responsibilities assigned by the Head of School, CFO, and Assistant Head of School Noribachi Corporation April 2015 – March 2017

Human Resources Director / Payroll Manager (Full-time) HR

• Oversaw management of the day-to-day HR functions which include employee relations, worker’s compensation, policy, retirement, benefits administration, training and development, compliance, LOA, full cycle recruitment, etc.

• Managed full-cycle recruitment of exempt, non-exempt, and contract positions

• Collaborated with CFO & CEO to develop strategies that improve the overall efficiency of the organization and ensure compliance with all federal state and local laws Managed, monitor, and ensure administration and compliance with organization policies, practices and procedures

• Organized and Lead HRIS Payroll conversions

• Successfully managed organizational HRIS System conversions

• Developed organizational management training curriculums and facilitated training administration

• Implemented companywide Educational Program & Partnership with Accredited School, promoting career advancement

• Provided guidance to executive leadership regarding strategic planning and supporting employee workplace development

• In conjunction with leadership, conducted prompt, thorough, properly documented and well-executed investigations in response to employee complaints and job-related incidents'; identified, recommended, and oversaw implementation of appropriate actions in response to investigation findings

• Researches, develops, recommends, and executes creative strategies to foster the organizations diversity goals.

• Reviews current practices and policies, assessing and analyzing the extent to which they support or hinder the company’s diversity goals. De Juan VaLentine Page 5

CAREER TRACK (Continued)

• Drafts and implements recruiting and hiring strategies to attract employees from diverse backgrounds.

• Develops and/or acquires training and development to aid diversity and retention initiatives.

• Provides guidance to supervisory and human resources staff in developing objective performance and other employee evaluations and policies.

• Maintains knowledge of diversity-related issues, legislation, and best practices.

• \Provides training and policy updates to colleagues, ensuring legal compliance of management and human resources staff.

• Lead ongoing project management (Simultaneously) Payroll:

• Processed payroll for 170+ employees (exempt and non-exempt). Provide local tax reviews/filings. Create and maintain employee database. Successfully implemented conversion of internal payroll functions from Paychex to ADP. Prepare and analyze internal and external reports as related to labor costs and auditing.

• Analyze, audit, reconcile and resolve payroll and timekeeping processing and employee payroll issues

• Handled compliance matters: multi-state/multi-jurisdiction tax withholding, garnishments, and key annual audits (e.g., 401(k) audit, worker’s compensation, external financial audit)

• Prioritized and implement process improvements for human resource, finance, benefits, and payroll

• Oversaw audits to comply with internal polices, wage and hours compliance, state and federal regulatory /tax compliance, and record retention requirements for payroll and human resource.

• Responsible for all payrolls; Semi-Monthly

• Managed all wage garnishments, benefits, retirement, AFLAC and other employee related deductions Penny Lane Centers March 2014 – November 2014

Human Resources Manager (Consultant)

• Oversaw management of the day-to-day HR functions which include employee relations, worker’s compensation, policy, retirement, benefits administration, and training and development

• Management and oversight of a 6 (FTE) & 1 part time employee

• Successfully managed organizational HRIS System conversions

• Managed the full-cycle recruitment process of exempt, non-exempt, and contract positions

• Conducted employee relations investigations and coached managers and employees thru conflict resolution

• Collaborated with senior management to develop strategies that improve the overall efficiency of the organization and ensure compliance with all federal state and local laws Managed, monitor and ensure administration and compliance with organization policies, practices and procedures

• Participated in the development and implementation of departmental goals and objectives

• Managed employee retirement and benefits programs

• Managed Leave of Absence functions for Penny Lane Centers

• Researches, develops, recommends, and executes creative strategies to foster the organizations diversity goals.

• Reviews current practices and policies, assessing and analyzing the extent to which they support or hinder the company’s diversity goals.

• Drafts and implements recruiting and hiring strategies to attract employees from diverse backgrounds.

• Develops and/or acquires training and development to aid diversity and retention initiatives.

• Provides guidance to supervisory and human resources staff in developing objective performance and other employee evaluations and policies.

• Maintains knowledge of diversity-related issues, legislation, and best practices.

• \Provides training and policy updates to colleagues, ensuring legal compliance of management and human resources staff.

REFERENCES AVAILABLE UPON FURTHER CONSIDERATION

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