Employee Relations Sales

RUBEN SIMENTAL, SPHR, SHRM-SCP

714-***-**** *****.********@*****.***

HUMAN RESOURCES EXECUTIVE

An energetic, highly motivated professional with experience and expertise in Human Resource management in large corporations in the public and private sectors. Further expertise in sales, marketing and operations. A versatile professional, highly skilled and experienced in start-up organizations. Demonstrated success in change management and decreasing administrative costs. Demonstrated ability managing multiple functions cost effectively, identifying critical issues, and implementing effective solutions. Excellent communicator as indicated by recruiting, training, leading and motivating cross functional teams. Key competencies include:

Human Resources Sales/Marketing Customer Relations

Operations Benefits Administration Problem Resolution

Policies & Procedures Performance Measurement Employee Recruiting

Department/Program Creation Contracts Training & Development

WORK HISTORY

L.A. Care Health Plan, Los Angeles, CA Dec 2016 - Dec 2019

LA Care is the largest health plan whose mission is to provide access to quality health care for LA County’s vulnerable and low-income communities and residents and to support the safety net required to achieve that purpose.

Senior Director, HR Business Support Services

·Manage the Employee Relations functions, including all HR Business Partners, Leaves, Ergonomic assessments, Employee Engagement and Employee Relations.

·Work with HR Leadership and Senior Leadership on strategic HR issues affecting the organization.

NextGen Healthcare Services, Irvine, CA Oct 2014 – Dec 2016

NextGen is a developer of software solutions for the healthcare industry with revenues of $500M and 2,800 employees.

VP, HR Shared Services

·Responsible for the following HR functions: HRIS, Payroll, Talent Acquisition, Employee Engagement, Training & Development, Compensation & Benefits

·Established Succession Planning and Management Resource Review process for Executive team that was incorporated into company-wide evaluation process

·Developed new compensation structure for Directors and above that included Long Term Incentives (LTI), restricted stock options, restricted stock awards; total compensation plan included an Employee Incentive Plan providing bonus incentives for all other employees with common company and department goals.

·On M&A activity team that acquired Health Fusion; similar team managed the sale of our Hospital and Ambulatory divisions

·Working with Executive team to develop new company vision and culture; included ‘One Company’ vision as well as company-wide training for all employees

AltaMed Health Services Corporation, Los Angeles, CA Oct 2010 – Sept 2014

AltaMed is a $500M non-profit organization that provides health care services to the underserved communities in LA and Orange Counties.

Director, Employee & Labor Relations

·Provided HR support to LA County Primary Care, the largest business unit in the company, and to the ADHC (Adult Day Health Care) business unit

·Worked with VP Human Resources to set strategic direction of the HR team.

·Promoted from HR Business Partner role.

VXI Global Solutions Inc., Los Angeles, CA Jan 2007 – Jan 2010

VXI is a privately held Contact Center company with offices in LA, the Philippines and China, serving such Customers as DirecTV; VXI provided services in over 35 languages.

VP, Human Resources

·Directed all HR, QA and Facilities Management functions.

·Reported directly to the CEO and sat on the Executive Team establishing policies, procedures and the strategic direction of the company

·Promoted from HR consultant to HR Director to VP, Human Resources in 15 months.

TVRI (Tierra Verde Resources, Inc.), Oceanside, CA Jul 2002 – June 2006

TVRI provided landscaping services to HOAs in San Diego County with at least 150 homes.

Human Resources Director

·Directed all HR, Administrative and Accounting functions. This includes responsibility for Compensation & Benefits, Payroll, Worker’s Compensation, Customer Service, Recruiting, Training and Safety Coordination.

·Worked closely with the Director of Operations and the President to determine policy and strategy and to ensure compliance with all State and Federal employment laws.

·Created Training Program. Prepared employees for continued internal development and for Professional Association Certification, (CLT – PLANET). Results: Reduced average pass rate from 6 exam dates to 3.

Flextronics International, Inc., Oakbrook, IL (Chicago suburb) Jan 2001 – Jul 2002

Flextronics Enclosure Systems is a $1.8B (gross revenue) division of Flextronics International, Inc., ($11.7B) with 3,500 employees worldwide. Developed and implemented a division-wide closure program.

Senior Director, Human Resources, Flextronics Enclosure Systems

·Directed all European, Latin American and Pacific Rim Human Resource programs and administration.

·As an active member of the Executive Committee, participated in setting policy and collaborating on strategic decisions regarding all aspects of the business; including sales, marketing, workforce decisions, diversification, IT and finance.

·Implemented new HRIS. Collaborated with IT group for installation of HRIS for use by world-wide HR organization. Results: Installation completed on time and 2% under budget.

Bax Global, Irvine, CA Feb 1997 – Jan 2001

BAX Global, an international shipping company, with offices in every major city in the world.

Supply Chain Management included 158 employees in four different locations across the country; the Latin American unit included 220 employees in South America and Global Sales included 300 employees in the US.

Director, Human Resources, Supply Chain Management, Latin America & Global Sales

·Implemented Oracle HRIS for the US Human Resources organization. (BAX Global). Developed Training Program for installation of new HRIS. Collaborated with implementation team for new HRIS being installed in a national shipping company. Results: Came in 4% under budget and met deadline for completion; training manual used as the template for the Financial System.

·Provided HR direction and support to the Latin American business unit, the Supply Chain Management business unit and the Global Sales organization.

·Created and implemented a successful recruiting program for all exempt and executive-level positions.

·Developed a management training, coaching and mentoring program for the senior-level management team.

·Directed the staffing/recruiting program for the national sales organization. During the first six months, exceeded expectations by hiring 147 new sales personnel at local, national and global levels.

·Developed and facilitated a national sales training program and an employee career development system for all levels within the sales organization.

·Created new Compensation Program for National Sales Force. Analyzed reasons for 37% turnover; collaborated with senior Sales staff to create new compensation program that raised compensation level and entry requirements. Results: Decreased employee turnover in department to 17%; increased gross sales revenue by 12% in 1 year.

Pacific Bell, Northern and Southern California 1980 – 1997

A California Telecommunications company with over $8B in annual revenue and 8,000 employees.

Employment Manager, Human Resources (1992-1997)

·Managed 11 recruiters and interviewers who were responsible for the day-to-day administration of the employment process and indirectly managed 15 administrative assistants who provided testing and administrative support; hired an average of 400 employees per month.

·Worked with internal customers to re-design hiring and screening process that resulted in a reduction of 11% workforce turnover.

Access Services Center Manager, Industry Marketing

ADP Coordinator, Human Resources

Marketing Manager, Strategic Marketing

Supervisor, Operations

EDUCATION

Master of Business Administration – Marketing

St. Mary’s College – Moraga, CA

Bachelor of Arts – Political Science

UCLA, Los Angeles, CA

INTERESTS AND ACTIVITIES

·Former Chair of the Joint Diversity Council (JDC) at Pacific Bell. The JDC is composed of representatives from all employee organizations at Pacific Bell.

·Mentor in the UC Berkeley Mentoring Program sponsored by the California Alumni Association.

·Past board member of the St. Mary’s College Student/Alumni Advisory Board.

·Bilingual – English/Spanish

PROFESSIONAL AFFILIATIONS

SHRM – Society for Human Resource Management

PIHRA – Professional in Human Resources Association

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