ACCOMPLISHED SENIOR HUMAN RESOURCES STRATEGIC BUSINESS PARTNER

Versatile – Strong Employee Relationships – Change Agent – Matrix Organization Experience – International Certification

CORE COMPETENCIES

>Start-up Expertise: Combine expert visionary, strategic, and tactical expertise with strong qualifications in all areas of human resources that produce bottom-line results.

>Management and Supervision: Adept in business and management principles involved in strategic planning,

human resources modeling, leadership technique, production methods, and coordination of people and resources.

>Staff Management: Motivate, develop, and direct people as they work, identifying the best people for the job. Also observe/assess performance of individuals to make improvements.

>Problem Solving: Proven ability to troubleshoot and develop creative, innovative solutions to business challenges; successfully manage change for improved performance and efficiency.

AREAS OF EXPERTISE

Strategic Management

Compensation & Benefits

Employee Relations/Coaching

Performance Management

Corporate Change Agent

Corporate Events

Contract Negotiations

California Labor Law

Training & Development

Dispute Resolution

Recruiting (full cycle)

Restructuring Specialist

Multi-Site/Location Specialist

HR - Auditor

PROFESSIONAL EXPERIENCE

Director, Human Resources

April 2021 – Present

Hometown Equity Mortgage, LLC – Lake Forest, CA

-Oversee department of 6 – HRBP, Sr. HR Generalist, HR. Generalist, 2 – Receptionists and 1 Payroll Administrator

-Strategic partner with Senior Leadership to ensure alignment with business goals for growth.

-Benefits Administration (FMLA, LOA, ADA, FFCRA, STD/LTD)

-Employee and Labor Relations for 433 employees (locally and remotely) retail and wholesale divisions

-Upgraded and Implemented HRIS system from Zenefits to ADP – Workforce Now (Payroll, Time & Attendance and Talent Management)

-Created and updated Policy and Procedure to ensure compliance with federal, state and local laws

-Legal Compliance

-Partnered with local shelter and orphanage in Tijuana Mexico Employee Engagement Activities: Angel Baby, Food Drive, Cold Weather Clothing Drive, and Biggest Loser contest

-Created and implemented onboarding process to assist new employees with assimilation to HEM/theLender/meMortgage

-Implemented COVID protocols and created CPP to ensure work place safety for all locations

-Created weekly Manager/Supervisors Training series to provide tools for proper management of teams

-Implemented Performance Management platform and training for annual employee review process

-Created database for all job descriptions to ensure equitable documented progress for proper succession planning flow chart

SR. HUMAN RESOURCES MANAGER

DECEMBER 2018 – APRIL 2021

PCC Fluid Fittings – Gardena, CA

-Oversee department of 4 - 2 HR Generalist and 1 HR Administrative Assistant

-Administer and on-site liaison for LA County Health for all COVID protocols (managed 2 site outbreaks)

-Supervisor training (Performance Improvement, Sexual Harassment Training and Legal Update)

-Benefits Administration (FMLA, LOA, WC, ADA, FFCRA, STD/LTD)

-Legal Liaison and on-site SOX Administration (Human Resources Narrative only)

-Implemented communication plan to increase employee engagement.

-Partner with Senior Leadership team to manage talent development and performance improvement

-Creation and implementation of updated policies and procedures (Attendance, Meal and Rest Periods) resulting in a cost savings of 15K in meal penalty premiums.

-Employee and Labor Relations (skip level meetings and) ER point of contact for both management and employees

-Develop and implemented skills matrix process to create a for snapshot front line employees skill sets and to identify GAPS

PCC Structurals – Small Castings Business Unit

-Restructured HR Department to ensure compliance. Oversee department of 2 – 1 HR Generalist

-Implemented communication plan to increase employee engagement

-Partner with senior leadership team to manage talent, performance improvement and fostering a positive work culture

-Provide HR Support for production and professional staff 175 employees

-Created and implemented standard work and process for on-boarding

-Increased production by 15% in Q1 through various production incentives resulting in employees receiving a 5.8% quarterly bonus. Quarterly bonuses remained flat previous 24 months.

-Standardized Co-op and intern programs to stabilize attrition rate

-Cost savings of $30k per annum through installation of water filtration system

-Maintain and monitor weekly Manning Model metrics reported up to capture VC and ESH for business unit which has resulted in reduction in OT by 10% and improved efficiencies

-Employed monthly skip level meetings/birthday celebration with GM

-Nominated and selected as most innovative HR Leader for internal HR Conference 2019

-Manage Employee Development Programs – site specific through Human Capital Planning

-Benefits Administration: FMLA, Workman’s Comp, Medical/Dental/Vision, STD/LTD and FFCRA

SR. HUMAN RESOURCES BUSINESS PARTNER SEPTEMBER 2016 - NOVEMBER 2018

ESTERLINE TECHNOLOGIES CORPORATION – MASON ELECTRONICS BUSINESS UNIT Sylmar, CA

-Created and implemented standard work and process for on-boarding which is being rolled out company-wide to create and present a “One Esterline” face to all new hires.

-Provided HR support for both professional and production staff 420 employees on-site.

-Revised, implemented and maintained Rule 2202 AQMD – Rideshare Program creating a cost savings of $17k per annum.

-Spearheaded the standardization off-boarding process to track metrics.

-Crafted a proper employee relations grievance process which diminished employee complaints and increased employee engagement by 50% and ensured ER issues were handled in the same consistent manner.

-On-site labor law expert

-Facilitated compliance training and development sessions for all levels of management (CA Project – Time & Attendance, DFARS, Trade Compliance (Export Controlled)

-Partnered with the Senior Leadership team for compliance with CA project (Time and Attendance i.e., Brinker Law) and eliminated meal-period violations.

-Provide coaching and facilitation skills at all levels of management to influence behaviors which increased productivity by 20%.

-Developed/fostered a reputation as the main resource/go to person for 3 out 6 California sites.

-Encouraged or changed employee perception at business unit level through employee engagement activities which improved business unit ranking by 50%.

-Acting Interim- HR Director January 2017 – July 2017

-Oversee all employee community volunteer programs (Children’s Hunger Fund, Grandparents as Parents, Circle of Hope and Movember).

SR. HUMAN RESOURCES CONSULTANT FEBRUARY 2016 –SEPTEMBER 2016

PURPLE IMPACT STRATEGIES, INC. LOS ANGELES, CA

-Created human resources policies and procedures for start-up project management staffing agency

-Established interview matrices and guidelines

-Developed job specific and compliant job specification and descriptions

READY PAC FOODS (VIA RANDSTAD, INC.) WEST COVINA, CA

-Restructured and established human resources policies and procedures which included developing and training for human resources administrative staff and customer service functions; currently managing department of 5 employees consisting of 1 HRBP,1 Generalist, 1 Recruiter, 1 HR. Asst. and 1 HR Clerk.

-Provided HR support for three divisions consisting of 1800 employees.

-Facilitated compliance training and development classes (HR101, AB 1825, AB 1522, etc.)

-Partnered with Director of Operations, on performance management, career development and retention strategies.

-Created uniformed Employee Relations procedures and processes to ensure all ER issues were consistently resolved in the same manner, through investigations and provided management team with conflict resolution tools for long term solutions.

-Established a work smart environment to improve overall operations through the reduction of recordable events which reduced TCIR

-Provide coaching, consulting and facilitation skills at all levels, to influence behaviors and business decisions consistent with Ready Pac’s organizational philosophy.

-Developed “Ready Pac University” which provides continuous skills development for Front Line Supervisors.

-Improved full cycle recruitment and selection processes to mitigate costs to hire while creating a formal on-boarding process. Recruited for the following positions: IT Helpdesk, Controller, VP Safety, and General Managers.

-Oversee calibration process for quarterly performance reviews and bonus pay structure.

W.E. RESOURCES GROUP, LLC. LOS ANGELES, CA

Worked on various client projects to complete the following:

-Developed and standardize sustainable HR processes on both gaps and opportunities to improve processes and employee retention.

-Designed and implemented compliance training. Revised CA compliant employee handbook.

-Managed employee relations issues, audit HR functions.

-Written policy development for employee handbook, including vacation accrual.

-Maintain HRMS data and process integrity consistent with record retention requirements

-Full cycle recruiting assignments. Recruited for the following positions: Network Administrator, IT Helpdesk, Warehouse Mgrs, Call Center Mgrs, System Designers, and Marketing Mgrs.

-Research and implement various HR process improvements that resulted in increased productivity and decrease in costs.

-Provide support for all regulatory agencies filings worker’s compensation, and OSHA filings.

-Facilitated Compliance training and development classes (HR101, AB 1825, etc.).

ASSIGNMENTS:

JANUARY 2016 – MARCH 2016

RAJ MANUFACTURING

-EMPLOYEE RELATIONS

-RESTRUCTURED HUMAN RESOURCES DEPARTMENT

-FULL CYCLE RECRUITING

SEPTEMBER 2014 – NOVEMBER 2014

THE BOXING DISTRICT

-Established Human Resources policies and procedures for start-up private boxing gym.

-Created compensation programs to attract top trainers in the area.

-Conducted company-wide training for AB1825 Training to ensure compliance and limit exposure.

MARCH 2014 – AUGUST 2014

ESSIA HEALTHCARE

-Conducted company-wide training for AB1825 Training Portland, Oregon, Woodland Hills, California and via webinars to ensure compliance and limit exposure.

-Created, implemented and trained all employees on email etiquette via webinar to reduce internal conflict and establish a consistent response platform for customers.

JUNE 2011 – FEBRUARY 2014

JAYA APPAREL GROUP, LLC

-Restructured and established Human Resources Department to reduce exposure and support multi-site operations.

-Created a comprehensive ancillary benefits program, at no extra cost, to include extra features such as employee recognition, hospital insurance, flexible work arrangements, employee referral program, financial planning, employee assistance program, and more. Administered company-wide benefits program to include Medical/Dental/Vision, FSA, LOA, WC, FMLA, CFRA and PDL.

-Administered Immigration procedures for H1, H4, L1 and L2 employee visas through PERM and Cal Jobs registration and requesting DOL Determination letters for exceptional talent.

-Provided change management leadership and assistance in determining human capital strategy, formation and implementation of company initiatives and counseled, managers on company policies, procedures, and documentation.

-Implemented protocols for employee travel program which resulted in a cost savings of $200k per annum by initiating travel club memberships/ partnerships at zero cost to company.

-Developed and administered internal training program to promote interdepartmental cross training which resulted in increased internal promotions which maintained both systems integrity and soft skill set retention.

-Established a progressive discipline program, conducting harassment training, and implementing grievance procedures through a proactive employee relations environment. Certified as an AB1825 (mandatory Sexual Harassment Training) Trainer.

-Mediated and quickly diffused employee relations and potential workman’s compensation issues with sustainable alternative solutions. Clearly communicated and interpreted corporate policies and procedures. Reduced X-Mod rating by 58% over 18-month period.

-Quickly established credibility with employees and divisional managers to determine steps for turnaround employee morale.

-Implemented employee recognition program which resulted in increased productivity by 10% and boosted employee morale.

-Created quarterly performance review protocols to provide and foster communication between managers and their staff members which increased productivity and identified employees for the succession planning process. This activity was included in the managed merit increase system

DIRECTOR, HUMAN RESOURCES MAY 2010 – JUNE 2011

AMERICAN SPORTING GOODS CORPORATION ALISO VIEJO, CA

-Reduced costs by $300k while maintaining integrity of HR systems. Provided advice and counsel to all levels of management

-in handling difficult or sensitive Employee Relations issues, including reviewing cases of serious Code of Conduct violations and recommended appropriate conflict resolution. Instituted 90-day performance coaching program for 1st time mangers/supervisors.

-Created a comprehensive ancillary benefits program, at no extra cost, to include extra features such as employee recognition,

-hospital insurance, flexible work arrangements, employee referral program, financial planning, employee assistance program, and more.

-Conducted internal investigative process or SWOT analysis to eliminate deficiencies and incidents of employee theft resulting in 100% reduction in further instances of theft. Recaptured $389k through HR audit and implementing Best Practices to stave off further employee fraud.

-Established current business process improvements through implementation of policies and procedures

-Assisted Warehouse Director with warehouse and safety training which significantly improved production efficiency by 50%, boosted employees confidence and motivation to meet their weekly safety goals which reduced work-related accidents and reducing company’s x-mod rating for worker’s compensation policy.

-Administered Immigration procedures for H1, H4, L1 and L2 employee visas through PERM and Cal Jobs registration and requesting DOL Determination letters for exceptional talent.

-Improved communication deficits and increased timely participation and compliance by streamlining the leave request system and performance management program which boosted employee morale.

-Reduced lawsuits by 90% while establishing a progressive discipline program, conducting harassment training, and implementing grievance procedures through a proactive employee relations environment by writing and facilitating a 6-week ER-related training classes. Certified as an AB1825 (mandatory Sexual Harassment Training) Trainer

-Improved communication deficits and increased timely participation and compliance by streamlining the leave request system and performance management program which boosted employee morale.

DIRECTOR, HUMAN RESOURCES 2007 - 2009

NATIONWIDE AUCTION SYSTEMS (VIA EDGE RESOURCES PARTNERS) ALISO VIEJO, CA

-Developed and implemented employee relations and career development programs supporting 500 employees.

-Designed and implemented a performance management platform to provide increased feedback.

-Restructured Human Resources department/function through the design and implementation of policies and procedures, which reduced turnover by 65%.

-Administered and explained benefits to employees, served as liaison between employees and insurance carriers.

-Provided advice, counsel, assistance and follow-up to managers on company policies, procedures, and documentation.

-Increased productivity by 50% through formal DISC training, which increased customer service and collection representatives’ productivity. Bottom-line > $12 million dollars per annum with a cost savings to company of $4800 for award ceremonies. Accomplished through creation of incentive pay programs. Revenue increased within 6 months as a result of various incentive programs.

-Analyzed and made recommendations to senior management on organizational changes and the optimum use of personnel to improve individual and organizational performance through Positions Analysis Questionnaire.

-Saved more than $650,000 in fines and award payouts by successfully defending company against Wage Claims and Age Discrimination claims, 90% success rate. Instituted best practices to avoid future claims.

-Developed and implemented employee relations and career development programs supporting 500 employees.

-Designed and implemented a performance management platform to provide increased feedback.

PROSPECT FINANCIAL ADVISORS, LLC LOS ANGELES, CA

HUMAN RESOURCES MANAGER

-Created, implemented, and monitored corporate policies, programs and procedures in the areas of administration, training, compensation, compliance, and benefits to attract, retain, and motivate employees.

-Initiated and implemented a Performance Management platform for company-wide performance initiatives. REGULATORY COMPLIANCE LIAISON

-Managed all Broker/Dealer relations and registrations through the development, participation, and review of proposed changes to Broker/Dealer policies and procedures for compliance with applicable regulatory and consumer/public interest laws, rules and regulations, and provide recommendations for any necessary changes.

-Developed and implemented a compliance program and conducted compliance reviews in accordance with established standards and practices. Established and performed scheduled compliance audits to ensure set policies and procedures are being adhered to by staff for functions/responsibilities related to all programs including OFAC, and FinCEN.

-Created and filed all required quarterly NASD FOCUS reports as required.

EDUC AT I ON / CERT I FI CA T I O NS / CARE E R GROW T H / SOC I AL RESPO NSI BI LI T I ES

BACHELOR OF SCIENCE IN BUSINESS ADMINISTRATION

MOUNT SAINT MARY’S COLLEGE LOS ANGELES, CA

PROFESSIONAL HUMAN RESOURCES (PHR) – CERTIFIED

GLOBAL PROFESSIONAL HUMAN RESOURCES (GPHR) – CERTIFIED SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP) - CERTIFIED AB1825 TRAINER – CERTIFIED

JOB COACH TRAINER – CERTIFICATE

AS 9100 CERTIFIED INTERNAL AUDITOR – PDC PROFESSIONAL DESIGN CENTER – GLENDALE COMMUNITY COLLEGE

30 HOUR OSHA GENERAL INDUSTRY – CERTIFICATION

SENIOR PROFESIONAL HUMAN RESOURCES (SPHR) JUNE 2021

SYSTEMS

Microsoft Office Suite (Word, Excel, PowerPoint, Outlook and Visio) – Advanced

ADP Workforce Now, ADP Vantage, Paychex, Kronos and Administaff PEO system (proprietary system)

Brassring, TALEO, OLEEO

Wivory Bell GPHR PHR SHRM-SCP

949-***-****

adqwv8@r.postjobfree.com

Human Resources Manager/Regulatory Liaison 2002-2007

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