VIDAL M. MONTES, MHR, PHR

**** ********* **** ********, ** 32751 407-***-**** adg0f2@r.postjobfree.com HUMAN RESOURCES LEADER

Strategic thought partner to the Executive Team: well versed in designing, implementing and managing Human Resource policies and programs supporting the business goal throughout a large and geographically dispersed base of employees. Industries Supported: Health Care, Manufacturing, Service, Telecommunications, Banking, Legal, Call Center, Accounting, Property Management, Engineering, Hospitality, Construction, Charter and Private Schools, amongst others… PROFESSIONAL EXPERTISE

PROFESSIONAL EXPERIENCE

IMA MEDICAL GROUP, Orlando, FL 05/17 – Present

Human Resources Director – for a 400 employee multi-site medical practice. Primary partners: C-Suite, executives, directors and managers.

Implement human resources strategies by establishing department accountabilities, including Talent Acquisition, Staffing, Employment Processing, Compensation, Health And Welfare Benefits, Training and Development, Records Management, Safety and Health, Succession Planning, Employee Relations and Retention, EEO compliance, and Union Avoidance.

Support management by providing Human Resources advice, counsel, and decisions; analyzing information and applications.

Strong emphasis on Diversity and Inclusion culture that fosters and supports bilingual workforce solution resulting in primarily hiring and supporting international employees.

Reduced turnover from 52% annually to 21% due to strong emphasis on leadership training & development, employee relations, employee initiatives, and competitive compensation.

Established effective Talent Acquisition practices to support organizational employee growth from 248 to 400 employees, a 61% increase, in a highly competitive labor market with record low unemployment rates.

Increased medical benefit plans offerings from 2 to 7 plans, which provided our workforce richer plans to choose from while simultaneously reducing the benefit plan costs by 45%.

Initiated changes in talent acquisition reducing costs by 62% resulting in over $100k in annualized savings.

Uniform costs were reduced by 71% annually resulting in savings of $100k.

Reduced legal costs by 20% due to implementing in-house legal processes such as the execution of employment contracts, non-competition agreements and separation and release agreements. ADVENTHEALTH ORLANDO (Formerly Florida Hospital Orlando), Orlando, FL 11/14 – 05/17 Human Resources Manager – for a 6,500 employee health care facility. Primary partners: directors, managers and supervisors.

Supervised the application of established Human Resources policies and served as a consultant to management on Human Resources related issues including but not limited to Employee Relations, Talent Acquisition, Performance Management, Compensation, Organizational Development and special projects.

Partnered with Management Team to forecast and develop plans for key staffing initiatives.

Unionization attempts were successfully prevented by the implementation of a multi-pronged union avoidance strategy.

Emphasized Employee Engagement throughout hospital campus to positively affect employee satisfaction, reduced employee turnover, increased productivity, quality and efficiency.

Partnered with Organizational Development Teams to get to root cause issues of employee engagement issues and develop action plans.

Was instrumental in employing Leader Rounding, Employee Rounding, Employee Focus Groups, All-Team Quarterly Meetings, and Leadership Roundtables.

INSPERITY, Orlando, FL 12/08 – 11/14

Human Resources Consultant – for approximately 60 businesses in multiple industries comprised of over 1,200 worksite employees throughout various cities, counties, and states. Primary partners: owners, C-Suite, executives, directors and managers.

Developed, integrated and executed HR fundamental framework including drafting HR policies, Employee Handbooks, HR Procedures, Performance Management Principles, Leadership Coaching, Compensation Guidelines, and Labor Law Compliance processes for small to mid-cap range companies resulting in mitigating legal fees, fines & penalties with savings of hundreds of thousands of dollars.

Enabled multiple mergers, acquisitions and company reorganizations with effective change management, recruitment strategies, workflow analysis, vendor consolidation, and workforce optimization.

Employment Law HR Strategic Planning Policy Design & Administration

Employee Relations Workers Compensation Unemployment Claims Management

Employee Retention Regulatory Compliance High Performance Talent Acquisition

Diversity & Inclusion Performance Management Training, Development & Facilitation

Streamlined workforce by conducting analysis of positions and eliminating redundancies.

Was instrumental in the reorganization of companies, created severance packages, and communicated with staff. GEVITY HR, Orlando, FL 06/04 – 08/08

Human Resources Consultant – for approximately 60 businesses in multiple industries comprised of over 1,500 worksite employees throughout various cities, counties, and states. Primary partners: owners, C-Suite, executives, directors and managers.

Provided strategic HR planning and tactical support to multiple small to mid-cap size organizations with an emphasis on Employment Legal Compliance, Leadership Training, Benefits Administration and Payroll Management resulting in mitigating legal fees, fines & penalties with savings of hundreds of thousands of dollars.

Conducted heavy employee relations training and support, reducing employment law litigation costs down by as much as 100% in many organizations, despite multi-cultural complexities.

Lowered client companies’ benefits insurance costs by thousands of dollars by evaluating health plan design options and developing effective contribution strategies.

Reduced workforce complaints by 50% by designing and delivering extensive Employee Relations Training and Leadership Coaching on best business practice and employment law.

Conducted Diversity and Inclusion Training, provided guidance and support to leadership staff. BRIGHT HOUSE NETWORKS (AOL Time Warner), Maitland, FL 02/00 – 06/04 Division Recruiter – for a 2,300 employee national multi-site telecommunication company’s divisional headquarters’ office. Primary partners: executives, directors and managers.

Managed recruitment function in the Division Offices for multiple business units including, IT, Business Development, Product Development, Marketing, Engineering, Operations, and Finance utilizing a consultative approach to address client needs in a cost effective and impactful manner.

Managed intern program by conducting orientations; scheduling rotations and assignments; monitoring intern job contributions; coaching interns; advising managers on training and coaching.

Elevated all Key Performance Indicators including Time to Fill, Cost per Hire, Cost per Source, Offers to Hire, while reducing reliance on direct placement resulting in a 13% reduction to staffing costs. ALAMO RENT A CAR & NATIONAL CAR RENTAL (North American Rental Group), Orlando, FL 12/98 – 12/99 Central Florida Market Human Resources Manager – for a 700 employee international multi-site car rental corporation’s market. Primary partners: executives, directors and managers.

Responsible for overseeing HR function for all facilities in the Central Florida Market of both Alamo Rent A Car and National Car Rental. Important to note that the offsite Orlando International Airport facility of Alamo Rent A Car was the largest car rental facility in the world at the time with over 13,000 cars and approximately 550 employees.

Ensured planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; and counseling employees and supervisors.

Implemented an Alternative Dispute Resolution (ADR) program with anticipated savings of thousands of dollars in litigation costs.

Successful defeated unionization campaign via implementation of multi-pronged union avoidance strategy.

Established extensive recruitment programs and networks comprised of non-profit organizations, social services, employee referral programs, and hiring campaigns vastly increasing applicant flow and hires while also significantly reducing reliance on contingent labor. Changes resulted in in a 37% savings to budgeted recruitment costs. TRANSPO ELECTRONICS, INC., Orlando, FL 03/97 – 12/98 Human Resources Manager – for a 1,100 employee multi-site international manufacturing corporation. Primary partners: owner, C-Suite, executives, directors and managers.

Oversaw the effective delivery of all Human Resources functions, including Compensation, Employee Relations, Performance Management, Talent Acquisition, People Development, and HR processes.

Bridged management and employee relations by addressing demands, grievances and other issues.

Developed a performance management system that drove high performance increasing productivity in every facet of the organization generating an annual revenue of $900 million.

Conducted salary surveys, developed pay strategy and salary bands for each position.

Established audit processes to ensure compliance with all relevant employment laws and EEOC, OSHA and FLSA guidelines.

Revamped the recruitment process resulting in a 40% decrease in employee turnover rate and over $300k dollars in savings per year.

ACADEMIC CREDENTIALS

ROLLINS COLLEGE, Winter Park, FL

Masters of Human Resources

UNIVERSITY OF CENTRAL FLORIDA, Orlando, FL

Bachelor of Science in Business Administration

Course Emphasis: Finance, Marketing & Human Resources Management

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