DARREN BOARNET, SPHR

281-***-**** adgv1d@r.postjobfree.com San Antonio, TX LinkedIn.com/in/darrenboarnet

SENIOR LEVEL OPERATIONS & HUMAN RESOURCES DIRECTOR

Over 20 years of Leadership

Strategic Workforce Planner Strong People Leader

Business Optimization Leadership Development

US Army Officer Veteran

PROFESSIONAL SUMMARY

Transformative and Direct People Leader in Human Resources and Operations with extensive experience working in lean environments and identifying opportunities for standardization of core processes. Having experience leading Organizational Design projects and executed resource planning through methodical analysis and strategic planning. Has lead Talent Management programs across organizations and driving new program roll out with planned Change Management. Experienced in developing and driving HR Strategy. Experienced in managing both Labor Relations and Employee Relations across multiple locations in complex environments to include both proactive activity and investigations.

SPECIALIZED CORE COMPETENCIES

Succession Planning

Talent Management

Strategic Workforce Planning

Leadership Development

Organizational Design

Continuous Process Improvement

Human Resources Analytics

Contract & Agreement Negotiations

Customer Relations & Retention

Environmental & Safety Assurance

ERP System Management

Labor Relations Knowledge/Experience

Operations Analysis & Reporting

Performance & Productivity Enhancement

Policies & Procedures in Operational Sites

Project Planning & Management

Public & Community Affairs

Quality Assurance

Regulatory Issues

Resource Planning & Allocation

Retention & Succession Planning

Risk Assessment & Avoidance

Systems Integration

PROFESSIONAL EXPERIENCE

OCSA ADVISORS 2019-Present

PARTNER/FOUNDER

A small boutique consulting firm specializing in Leadership Training/Coaching, linking Organization Design to strategy, helping organizations define how to turn strategy into actionable tactics, general Human Resources and training. Designed curriculum on Leadership, Labor Relations and Ethics

Public speeches on activities and how to build a Human Resources department

Worked with small businesses to develop talent attraction strategies and HR programs

Launched Podcast on leadership

Responsible for marketing and business development

MARATHON PETROLEUM CORPORATION (FORMERLY TESORO/ANDEAVOR) 2012 – 2019

DIRECTOR, HRBP, SAN ANTONIO, TX, 2015 – APRIL 2019

Aligned talent development to org structure and long-term talent needs. Enhanced employee satisfaction and engagement through clearer roles and career development.

Managed and developed programs and processes that drove desired cultural and behavioral outcomes through collaborative efforts with business leaders

Lead succession planning, alignment of scaling and structuring talent, early career development programs and promotion activities for Technical and Operational staff for over 3000 employees

Developed a process to strategically align Organization Design and then worked with key corporate leaders on white paper redesign of supported corporate departments. Then taught new process to HRBP’s within Operations.

Collaborated to define process for career pathing, defining job skills and compensation changes as well as the change management program for roll out

Directed an HR work stream as part of an ERP integration project with responsibility to integrate three standalone HRIS, Payroll and Time & Attendance systems after the acquisition of Western Refining. Team included three supervisors and 15 team members with budget of $3MM.

Worked with leaders to integrate all EHS&S talent and key Refining talent from acquisitions into succession planning and talent development strategy for over 1200 employees.

Lead to provide support and bring synergies across the enterprise, provided direct support to EHS&S, Business Improvement, Corporate Engineering and Project teams and Operations Services. This included multiple direct reports to the COO.

Lead and orchestrated Succession Planning processes across multiple locations and used data to drive culture change among senior leaders within business to align scalability of talent in each facility/plant. Accomplished clear agreement on what development needs for senior leadership roles and increased identified bench strength. Increased talent rotation by being able to explain outcomes to career at more senior level.

Lead corporate wide Time & Attendance project to ensure all various business needs across enterprise were identified and supported; served as process owner for the enterprise on the project as development of new time and attendance system and roll out. Established corporate wide standardized pay practices and clear criteria for approval to deviate. Included having oversight of all Labor Relations activities related to the project taking place across all locations. Made key change management and training decisions to ensure quick acceptance of new system implemented across 40 locations and over 5000 employees. Lead team of 3 supervisors and 15 team members.

SENIOR MANAGER, HUMAN RESOURCES, TESORO REFINING, ANACORTES, WA, 2012 – 2015

Lead cross-functional team to develop cultural change effort at refinery to improve culture and employee relations.

Provided comprehensive HR expertise, such as employee & labor relations, staffing, compensation/benefits, community affairs, and strategic planning

Provided leadership support in HR functional area to improve overall site performance while leading three direct reports

Supported Refinery VP and lead organization with site work stoppage as part of first industry-wide strike in 30 years

Developed programs to reduce overtime hours by 40%, resulting in an estimated $500K savings

Worked with Operations and EHS to develop and implement a Fatigue Management plan and gain Union acceptance

AP MOLLER MAERSK, HOUSTON, TX 2005 – 2012

HEAD OF GLOBAL STRATEGIC WORKFORCE PLANNING, 2011 – 2012

Developed Strategic Workforce Planning process for global exploration and Production Company across seven countries and over 3000 employees.

Lead creation of an integrated process, along with corporate strategy group, to evaluate new country entry talent requirements and potential talent risks.

Designed the model and analytic process for operating countries to evaluate current and future talent needs, and trained country HR teams, in order to drive all HR programs from recruitment to talent development.

SENIOR GENERAL MANAGER, HUMAN RESOURCES – AMERICAS, 2008 – 2011

Lead HR staff of six to established office in the US to support the growth of a global business as a member of the leadership team for the Americas

Grew initial Houston staff of 16 to staff of 180+ in order to support investment growth of over $1 billion in operations

Designed and managed full compensation and benefits packages for employees

Managed payroll and benefit budget of $30MM+

GENERAL MANAGER, REGIONAL HUMAN RESOURCES, 2005 – 2008

Provided HR support over four states, with multiple transportation-related businesses of the US entity to include VP Customer Service for North America

Designed and implemented training programs as required to address identified development gaps in the organizaiton

Supervised a staff of two in support of the businesses in the region

Collaborated with VP of Customer Service to integrate the operations of two call centers in Houston, post-acquisition

PREVIOUS EXPERIENCE

RHODIA, INC., Houston, TX 2001 – 2005

HUMAN RESOURCES MANAGER

Responsible for HR operations throughout three chemical plants located in the Houston area, included two union free and one unionized location

Negotiated three Collective Bargaining Agreements

Served as Second Chair during negotiations at two facilities in support of Regional Labor Relations Manager

Worked with Regional Labor Relations Manager and Director of HR to set a four-year labor strategy for the business

CITGO Petroleum Corporation, Lake Charles, LA 1999 – 2001

LABOR RELATIONS REPRESENTATIVE / HR REPRESENTATIVE

Second Chair during early negotiations with four bargaining units; responsible for Labor Relations and HR support

AMOCO Fabrics and Fibers, Atlanta, GA & Roanoke, AL 1997 – 1999

HR Consultant

EDUCATION & CERTIFICATION

Master of Science (MS) in Management, focus in Human Resource Management, Texas A&M University

Bachelor of Science (BS) in Economics, minor in History, Texas A&M University

DDI Certified Facilitator, Predictive Index Certified

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