Dante D. Vasquez

***** *. ******* **.

Goodyear, Arizona 85338

949-***-****

ad17bx@r.postjobfree.com

Summary of Qualifications

Professional Human Resources executive with strengths in aligning Human Resources with the key business objectives of the organization. An active participant and partner with all levels of management. Demonstrated expertise in leadership, innovative thinking, and strategic/tactical Human Resources planning and program implementation. Organizational Development and Compensation Plan architecture and management are key strengths in addition to recruiting, training development/implementation, performance management, employee development/growth and benefit negotiation and administration. Skilled at managing employee relations to minimize potential legal liability, ensure employee engagement and retention. Project management is a strength, able to parse large projects into manageable segments to aide in completion of complex programs.

Master’s degree in Human Resources Management with a broad background that encompasses high tech, service, manufacturing, customer service, nonprofit and consumer products environments.

EMPLOYMENT HISTORY

Various Short Term Consulting Assignments Various Clients

March 2015 – Present Phoenix, Arizona

Various assignments – Employee Relations, Recruitment, FMLA, Policy Review, EEOC reporting and Database Management

·FMLA process implementation – Designed and implemented FMLA tracking process so that this client could become legally compliant and was able to track leave

·Implemented a new training plan to ensure legal compliance and employee growth opportunities.

·Implemented and disseminated process for recording Workers Compensation injuries and reporting injuries to corporate site

·Compensation Analysis – Non-exempt compensation project resulted in a reduction in turnover

·Managed large recruitment project and was successful in filling 95% of positions. Used various local resources and implemented new advertising venues.

·Reviewed and corrected policy manual to be in legal compliance

·Implemented HR metrics reporting and data gathering to enhance HR function

·Worked closely with IT to develop a more streamlined approach to onboarding new employees which made the process simpler and faster for new hires.

Human Resources Director Circle Foods, LLC

March 2008 – March 2015 San Diego, California

Prior to its acquisition by the Tyson Foods Company, Circle Foods was one of six food companies under the Claridge Food Group umbrella. Claridge was an investment arm of the Bronfman Family trust of Canada.

As a Senior-level Human Resources executive charged with Development/Management of the Human Resources function for this $100M manufacturer of high-quality food products was responsible for:

·Reorganization of the HR function, developed policy and procedure standards and implementation schedule

·Completed Compensation oversight and planning functions

·Developed Performance Measurement and Monitoring Systems for both exempt and non-exempt employees

·Collaborated closely with and advised other department heads and end users in order to optimize HR support in each functional area

·Lead the recruitment and development of all open positions

·Key contributor in development of HR budget and management of $1M Workers Compensation insurance plan

·Manage all benefit plan enhancements and roll-outs

·Advisor to management regarding Human Resources impact of key business initiatives

Regional Human Resources Manager Staffmark, LLC

February 2005 – March 2008 Placentia, California

Staffmark, one of the largest staffing companies in the United States and a part of Recruit Holdings, one of the largest HR companies in the world.

As part of Staffmark LLC prior to its acquisition by Recruit Holdings, provided all Human Resources support to the Pacific Region of this large light industrial/clerical staffing agency. Local point of contact, serviced five states, 10,000 temporary employees and 175 regular staff in all aspects of HR including: employee relations, compensation, training, performance management and client/HR interface.

·Tasked with establishing local HR presence for the Pacific Region

·Merit recognition award during first six months of employment

·Worked closely with upper-level management to implement corporate policies and reduce turnover

·Provided local HR support to 26 branches and 25 customer on-site locations

·Developed training and presented to all levels of employees, including sexual harassment awareness, compensation guidance, performance management, and legal guidelines

·Investigated all employee relations issues and worked closely with internal and client representatives to mitigate legal liability

Vice President, Western Region Partners Consulting Services, Inc.

April 2002 – November 2004 Laguna Beach, California

Executive Director

April 1998 – April 2002

Reported directly to the President of this Information Technology consulting firm. As an integral member of the senior management team, managed all day-to-day activities of staff involved in recruitment and placement of information technology consulting and permanent staff on a nationwide basis. Served as key contact for interface between premium clients and company.

·Provided guidance regarding ethics, legal and procedural issues

·Set Business Objectives and Budget

·Monitored goal attainment and communicated results to senior management

·Developed policies and procedures to optimize daily operations

·Managed vendor/client relationships to optimize service to clients

·Managed HR functions for the firm, including employee relations, benefits, training, compensation, etc.

Human Resources Manager McKesson Water Products

September 1996 – April 1998 Pasadena, California

Reported to the Director of Employee Relations and was one of two managers providing regional Human Resources support in the areas of recruitment, employee relations, training and organizational development in five states at 36 locations.

·Ensured compliance with personnel practices/policies and multi-state and federal laws

·Consulted with operations management, provided HR advice and counsel in support of business objectives

·Provided performance management and employee development counseling

·Provided full HR support to a very dynamic call center environment, consulting on standards, practices and procedures

·Investigated and responded to internal and external charges and complaints

·Identified and delivered training programs to managers/supervisors and employees

·Coordinated and supported organizational restructuring including right-sizing

Human Resources Manager Blue Cross of California

August 1995 – September 1996 Newbury Park, California

Reported to Human Resources and Operations Management, managed all aspects of human resources in this 800-employee offsite location. In a Call Center environment, supported operations management in all aspects of the work environment. Worked in partnership with management officers and staff to provide professional and timely HR services including:

·Employee Relations consulting – worked in concert with management staff, legal staff and line supervisors, facilitating the resolution of all types of employee relations issues

·Served as organizational development consultant to senior management staff

·Managed recruitment staff in order to provide top quality candidates in a very dynamic recruitment environment

·Developed and implemented new compensation programs including a new broad-banding pay system

·Managed HR team to ensure that superior customer service was provided to each and every client

·Facilitated training for all levels of employees including management, supervisory and line employees

Manager, Employee Relations Dole Packaged Foods Company

April 1993 – August 1995 Westlake Village, California

Reporting to the Vice President for Human Resources, managed employee relations, staffing, relocation, affirmative action and training functions for this $800 million, 12,000 employee packaged foods company.

·Managed employment and employee relations functions for the headquarters office, sales offices, distribution centers, customer service call center and international management employees

·Instrumental in facilitating company move from San Francisco to Westlake Village

·Recruited and hired over 75% of employee population within a four-month period of time; managed recruitment effort, hired top quality people economically

·Designed and delivered company-wide training on a variety of subjects including: sexual harassment awareness, employee evaluation systems, interviewing skills, and outplacement

·Conceived and implemented company-wide culture building program

EARLY POSITIONS

Employment Supervisor Toyota Motor Sales, USA

August 1989 – April 1993 Torrance, California

Toyota Motor Sales, U.S.A., Inc. (TMS) is the North American Toyota sales, marketing, and distribution subsidiary devoted to the U.S. market. TMS currently employs more than 6,500 people. Its current headquarters in Torrance, California supervises 14 regional offices.

As Employment Supervisor:

·Supervised and managed entire employment and staffing process including:

oAffirmative action,

oAdvertising,

oBudgets,

oInterviewing and recruitment,

oTemporary help and placement agencies.

Division Placement Manager TRW, Systems Engineering

November 1987 – August 1989 Torrance, California

TRW Systems Engineering was part of the very large TRW Inc., an American corporation involved in a variety of businesses, mainly Aerospace, Automotive, and credit reporting TRW Systems Engineering was a pioneer in multiple fields including electronic components, integrated circuits, computers, software and systems engineering. TRW built many spacecraft, including Pioneer 1, Pioneer 10,and several space-based observatories. It was #57 on the Fortune 500 list, and had 122,258 employees prior to its acquisition by Northrop Grumman.

As Division Placement Manager:

·Managed recruitment for all employees,

·Developed and managed Recruitment Budget,

·Arranged and managed applicant travel

·Managed and negotiated new hire relocation options

Generalist duties included

·Organizational development,

·Employee relations,

·Compensation programs

Sr. Employment Relations Specialist E-Systems, ECI Division

May 1985 – October 1987 St. Petersburg, Florida

E-Systems, Inc. was a Texas-based company that designed, developed, produced and serviced high technology systems including surveillance, verification, and aircraft ground-land navigation equipment. The company also developed electronics programs and systems for business, industrial, and non-defense government programs and agencies. The ECI Division was based in St. Petersburg, Florida. After acquisition by Raytheon, E-Systems was renamed Raytheon Intelligence and Information Systems.

Responsibilities included

·Professional Staffing,

·College Recruitment programs,

·Placement Agency management,

·Government Services liaison,

·Statistical Reporting,

·Affirmative Action plans,

·New Employee Relocation and

·HR Information Systems.

Personnel Administrator ERIM

October 1980 – May 1985 Ann Arbor, Michigan

ERIM – The Environmental Research Institute of Michigan was a research institute at Ann Arbor, Michigan, founded in 1972. The institute contributed to the development of remote sensing, radar, and holography.

Held positions as management trainee in Human Resources, Purchasing and Contracts/Pricing. Began career in Human Resources main duties included:

·Management of college recruitment programs, recruited Physicists, Mathematicians, Project Managers, Software engineers

·Local staffing efforts included management and development of advertising copy placed in newspapers and scientific venues

·Affirmative Action Programs, developed and maintained statistical analysis for Affirmative Action reporting. Completed all audits with no adverse actions noted.

·Community outreach – managed donations and employee engagement in local community functions, races, open house functions, etc.

·Employee functions – Developed and managed all employee-wide functions, Holiday Parties, Picnics and athletics

MILITARY EXPERIENCE

Captain

United States Marine Corps 1976-1980

2nd Marine Division, Camp Lejeune, North Carolina

Attained rank of Captain with TS Clearance, received letter of Commendation while stationed at Headquarters, Marine Corps, Washington, D.C. Received second letter of Commendation while stationed at Camp Lejeune, North Carolina

EDUCATION

Pepperdine University, Malibu, California

M.A., Human Resources Management

Northern Michigan University, Marquette, Michigan

B.A. Psychology/Spanish

PERSONAL

Bilingual English/Spanish, computer and internet proficient

Board Member, San Diego Workforce Partnership (2014-2015)

Selected Accomplishments:

1.At Circle Foods I was an integral part of building a new company on the foundations of the old. Circle Foods was purchased from its founders by the Bronfman Family trust as an investment. Prior to its purchase, the company had no formal HR department, I was hired to formalize and legitimize the HR function at the company. As part of my mandate I was to consolidate all HR functions into one department, provide guidance in regards to HR best practices, be fully compliant with all state and federal regulations and help position the company for growth. Some accomplishments during this time included:

a.A totally new Medical, Dental, Vision Benefits plan – I worked with benefits agencies to find and develop the options to present to the employee population (this was before government mandated health plans). We were able to find and present plans that included basic as well as more robust health plan options for all levels of employees at affordable rates.

b.Developed Policies and Procedures – New policies were developed that covered everything from Time and Attendance to Vacations and Holidays. One or two policies were rolled out monthly until a comprehensive policy manual was developed that covered all of the mandated areas (for example sexual harassment, discrimination and hiring practices) and more general policies such as disciplinary action and employee conduct. Over time as these policies were introduced and enforced we found that employees began to become aware of what was expected of them and employee relations issues diminished.

c.A thorough analysis was done in regards to the compensation plan in effect at the time of the purchase. Compensation had previously been done in a very haphazard way resulting in pay being very arbitrary and unfair. I developed a comp plan that took into account longevity, skill level and position. Pay ranges were developed used to evaluate how fairly compensation was administered. Over time, with redlining and bringing unfairly paid individuals up to standards compensation became a nonissue in the plant. Employees knew that doing a good job, having longevity at the company and bidding for promotional opportunities would ensure that they were compensated well.

2.At Staffmark I worked closely with upper management to reduce turnover at the branches. I traveled to all 26 branches within our region on a regular basis.

a.I worked with Branch Managers to train them to do 1st level employee interventions and investigations so that there would be uniformity across the division.

b.Developed and presented Sexual Harassment Avoidance training which helped to diminish the incidences of Sexual Harassment in the five state (CA, WA, AZ, OR, NV) Western Region.

3.During my 7 year tenure at Partners Consulting Services I was able to help to expand and build the company before the owners decided to accept an acquisition offer.

a.Helped build the company from 25 consultants to 135 working consultants over a 7 year period.

b.Was able to expand on the concept of direct placements after having our consultants work for a period of time resulting in enhanced customer satisfaction and more profits to the company

c.Developed a monitoring system that included weekly check-ins with our consultants to enhance their work experience with the client.

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