Employee Relations Resources Manager
Resume:
LOIS E. HOYT
********.****@*****.***
Serving Southern California based enterprises for over 20 years HUMAN INTELLIGENCE RESOURCES EXPERT & MANAGEMENT EXECUTIVE (H. I. R. E. M. E.!) Leading HR initiatives through talent engagement for today’s cutting-edge business climate. Experienced, forward-thinking strategist and innovative HR leader who translates business vision into actionable HR initiatives to advance performance, people, processes, and profits. An ethical business partner who champions corporate culture to engage and emerge talent utilizing proven methods, current trends, relationships, and technology. Facilitates change through shared purpose and team inclusiveness. Applies “compassionate objectivity” to create win-win solutions. WORLD-CLASS HR EXPTERISE
Organizational leadership and HR best practices
Post COVID Re-organization / Biz Re-Entry Strategy
Talent acquisition and retention
M&A strategies and due diligence
Workforce planning and reorganization
Employee relations and crisis management
Change management and cost containment
Community relations and business liaison
Company culture and employee engagement practices
Labor relations and CBA workforce management
Employment law and liability risk reduction
Performance management and compensation design
HCM system design integration and related analytics
Benefits design and implementation
Organizational learning, coaching and training
PROFESSIONAL HIGHLIGHTS
AGATHON ADVISORS, LLC
Riverside, CA January 2020 - Current
Sr. Human Resources Consultant
HR Consulting company, helping small and medium-sized organizations with their HR and remote work needs.
• Crisis Management (COVID-19): Lead initiatives to reorganize client’s staff and prepare for remote business model; develop plan for re-entry into social distancing model to advance corp. objectives and retain business.
• Organizational Restructure: Assisted 7 clients in implementing staffing strategy (furloughs, layoffs, repositioning) talent due to COVID.
• Employee Engagement: Developed an employee engagement program (survey and activities) for a remote work situation through Zoom, including morale enhancing remote activities.
• Benefits: Renegotiated benefit packages for 2 small businesses due to economic downturn, producing savings.
• Technology: Helped client select and launch new HRMS platform; trained staff using Zoom.
• Performance Management: Developed and launched new performance review form for 1 client to include remote work competencies and trained staff.
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REASON FOR LEAVING: Performing HR consulting work while seeking employment – delayed due to COVID. Will stop once regular job is obtained. WEIR GROUP OF COMPANIES May 2017 – December 2019
Corporate Headquarters, Escondido, CA
Vice President Human Resources
Asphalt, aggregate, and construction recycling materials organization serving San Diego, Riverside, San Bernardino, Inyo and Los Angeles counties in public and private construction projects. Travel required: 10% www.weirasphalt.com
• Full-Service HR: Led HR restructure strategy for processes, policies, and programs to advance infrastructure
• Benefits: Realigned and improved effectiveness of health and welfare benefits to find 18% annual savings
• Technology: Launched full service HRIS platform and employee self-service for paperless administration
• Recruitment: Developed a culture-based screening process to validate talent and ensure cultural alignment
• Culture: Elevated awareness and rebranded the company’s culture plan for improved employee engagement
• Community: Developed and delivered presentations on relevant industry topics: talent mining, emotional intelligence, leadership
• Liability: Targeted non-compliance issues and implemented immediate remedies to reduce unintended liability.
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REASON FOR LEAVING: Company permanently closed/sold in 12/2019. ALTURA CREDIT UNION April 2016 – May 2017
Corporate Headquarters, Riverside, CA
Sr. Vice President/Chief Human Resources Officer
$1.3B not-for-profit financial institution with 13 retail branches throughout Riverside County serving more than 117,000 members. www.alturacu.com
• Best Practices: Assessed and implemented best practices model for all functional areas of Human Resources.
• Technology: Upgraded technology platforms to improve efficiency by more than 23%.
• Analytics: Built several reports to measure HR effectiveness and identify improvement opportunities for goal setting.
• Benefits: Conducted cost-benefit analysis on all core company benefits for $60k savings in first year.
• Board Deliverables: Effectively assembled proposals and presented cost effective solutions to Board of Directors.
• Liability: Introduced ADR, compliant handbook and various policies to create win-win dispute resolutions.
• Employee Relations/Risk: Launched formalized investigative process and reduced risk by 33% REASON FOR LEAVING: Radical reorganization by new CEO; several top executive roles eliminated, including SVP/CHRO position Lois E. Hoyt – HR Executive Resume 2
INTERNATIONAL ASSOCIATION OF PLUMBING AND MECHANICAL OFFICIALS (IAPMO) April 2013 – April 2016 World Headquarters, Ontario, CA
Vice President, Human Resources
$170M global organization assisting governments with clean water legislation and initiatives; leader in product testing of mechanical and plumbing equipment; establishment of industry codes; membership association and training; lobbyist and governmental committee activities. www.iapmo.org
• Multi-Site Alignment: Advanced HR best practices internationally for streamlined efficiency across all business units with over 1100 EEs, and established HR centralization portal for international entities, reducing manual labor by 22%.
• Engagement/Retention: Launched program following survey results to increase employee job satisfaction by 21%.
• Employee Relations: Established organizational protocols to ensure consistent behavioral expectations were met.
• Conflict Management: Led several investigations; determined outcomes and reported findings to Board of Directors.
• Training: Built and delivered presentations to help update and educate Board of Directors and committee members.
• International M&A: Proposed / launched several HR and cultural integration initiatives to align overseas prospects.
• Budget/Expenses: Repurposed excess budget funds to employees for additional value-added services and benefits. REASON FOR LEAVING: Pursued and recruited by community leaders on behalf of Altura Credit Union, which was closer to home and a promotion. CASTLE & COOKE - Parent Company of Dole Foods, Inc. August 2007 - March 2013 Building Materials Division, Lake Elsinore, CA
Director, Human Resources
Large, privately held diversified company owned by David H. Murdock; parent company of Dole Foods, Inc. www.castleandcooke.com
• Multi-Site HR Management: Led HR enterprise of skilled professionals in strategic and functional HR initiatives for 5 different businesses with blended union/non-union skilled workforces, supporting 1800+ employees.
• Compensation: Crafted performance-based bonus compensation metrics to increase production effectiveness
• Cost Containment: Assessed, implemented and managed strategies to preserve the company’s legacy in down market, including leading the closure of two companies.
• Labor Relations: Partnered with Union Local to collaboratively address and find viable solutions to unique labor issues of the recession
REASON FOR LEAVING: Sought more stable industry / environment; several C&C divisions in economic decline, closed several companies. BELO CORPORATION April 2004 - August 2007
The Press-Enterprise Newspaper, Riverside, CA
Director, Human Resources
At time of job, Belo was a subsidiary business enterprise of a large, publicly traded, Fortune 1000 media organization from Dallas, TX. www.belo.com
• HR Management: Directed and/or developed effective strategies in all HR functional areas for a 2300+ employee workforce at 9 locations.
• Internship/Externships: Developed internship program with various universities and colleges as talent acquisition and OTJ training solutions to reduce direct costs by 27%.
• State Grant: Championed state funded ETP grant training program; drafted curriculum.
• Legal Compliance: Reduced liability and operating costs by nearly 50% in 4 years by implementing worker programs, accountable analytics and performance control strategies companywide (wage and hour, workers’ compensation). REASON FOR LEAVING: Recruited by C&C and sought next level of leadership and industry change (newspaper business continued in steep decline) PREVIOUSLY HELD HUMAN RESOURCES MANAGEMENT AND CONSULTING POSITIONS STRATEGIC HR
WIMI, MEDIA NEWS GROUP
CEMEX, SORENSON ENGINEERING
Sr. HR Project Consultant (on-call as needed-nights/weekends) Director, Human Resources
Human Resources Manager
09/2007 – 12/2012
06/2000 – 04/2004
04/1993 – 06/2000
POST SECONDARY TEACHING EXPERIENCE AS PART-TIME BUSINESS PROFESSOR Learning the needs of emerging talent and shaping minds of adult learners as an evening adjunct professor through constructing curriculum, facilitating discussion, and utilizing LMS technology to execute educational initiatives. CA State Polytechnic University, Pomona
(Cal Poly) – WASC accredited
School of Business, MHR Department
Courses taught: Organizational Behavior, Leadership 3/2005-Current
(contracted through 6/2023)
Argosy University – WASC accredited
(University closed all campuses 3/2019)
Inland Empire Division
Courses taught: HR, Marketing, Statistics, Org. Psychology 9/2008-6/2016
Corinthian College – ACICS accredited
(Closed all campuses in 2012)
Inland Empire Division
Courses taught: IO Psychology, Critical Thinking, Sociology 1/2003 – 6/2008
PROFESSIONAL EDUCATION AND ACCREDITATION
HRCI PHR Certification
Renewal Expires: July 31, 2021
CHAPMAN UNIVERSITY
Orange, CA
Master of Arts
Organizational Leadership
Degree Obtained: June 2004
GPA: 3.97
CHAPMAN UNIVERSITY
Orange, CA
Bachelor of Arts
Psychology
Degree Obtained: August 2001
GPA: 3.89
VOLUNTARY SERVICE, BOARD MEMBERSHIP, AND SUPPLEMENTAL DOCUMENTS / REFERENCES PROVIDED UPON REQUEST
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