Clyde Xavier Thomas

San Diego, CA adyu3o@r.postjobfree.com 213-***-****

Experienced Human Resources Executive with many years of project management, risk management, policy development, and HR operations oversight. History working with internal stakeholders to develop and implement enhancements and strategic plans for labor, benefit, and HR practices to improve retention, drive positive work culture, and ensure compliance with government regulations. Experience in project and program management, including planning, resource identification, team leadership, and partner management.

Core Competencies

• Human Resources Administration, Sourcing and Hiring, Onboarding and Training, Project Management Policy and Procedure Development, Risk Management, Performance Management, Public Speaking and Presentations

Professional Experience

Human Resources Manager, City of Desert Hot Springs, Desert Hot Springs, CA September 22 to Present.

Assumes full management responsibility for all Human Resources Department functions, programs, and operations including labor relations, safety, benefits administration, classification, compensation, recruitment and selection, and training and employee development services and activities. Key responsibilities include strategic planning, recruitment and retention strategies, succession planning, policy development and performance monitoring.

Continues development of HR best practices and performance metrics for measuring the effectiveness of HR programs for the city.

Direct the development of recognition and reward programs that drive measurable business results, boost employee engagement, aid in retaining top talent, unify and manage culture and provide a variety of recognition activities with colleagues.

Oversees the planning and execution of staff development, leadership development, and City-based training programs for employees.

Manages the development and implementation of Department goals, objectives, and priorities for each assigned service area; recommends and administers policies and procedures. Maintain budget tracking and planning for assigned areas.

Interprets City policies and procedures to employees. Manages annual Open Enrollment process for benefits. Works closely with Insurance Broker and negotiates annual benefit premium increases.

Oversees and participates in complex employer-employee employment and labor relations issues with City Attorney staff and Department managers. Conducts internal investigations related to employee discipline and recommends course of action.

Researches, analyzes and recommends benefit plans and programs. Implements and monitors services delivery.

Analyzes legislation and regulations to determine effect on human resources programs and services; recommends and implements changes in policy or procedures to ensure compliance with applicable laws and regulations; completes required reports and documentation. Provides staff assistance to the City Manager; conducts studies and submits recommendations to create, revise, and abolish rules, regulations, policies, and procedures relating to assigned areas of responsibility; prepares and presents staff reports and other necessary correspondence. Represents City in meetings with representatives of governmental agencies, professional and business organizations, employee organizations and the public. Monitors developments and legislation related to personnel matters; evaluates their impact upon City operations and recommends and implements policy and procedural improvements Oversees and participates in the development and administration of the Department budget. Approves the forecast of funds needed for staffing, equipment, materials, and supplies; approves expenditures and implements budgetary adjustments as necessary. Managers all phases of employee relations. Serves as a member of the City’s management labor negotiating team. Oversees surveys and the collection and analysis of data to prepare for negotiations. Assists with the development of contract language and the implementation of contract changes. Interprets and administers employee contacts throughout the duration of the agreements. Prepares salary, benefit and classification surveys including computing and compiling survey data and results.

Maintains compliance program and requirements per local, state and federal laws. Demonstrates an understanding of applicable HR policies, procedures, and work methods associated with assigned duties. Responds to questions and concerns from the general public providing information as appropriate

Establish positive working relationships with representatives of community organizations, state/local agencies, staff of other public agencies, City Management and staff, and the public. Performs related duties as required.

Human Resources Manager Interim, Regional Government Service (Remote), Carmel California, June 2021 to June 2022.

Managed personnel functions for 200 employees in compliance with the organizations Personnel Rules and Regulations; partnered with managers and employees to create best practice and positions the organization to be the employer of choice.

Managed the creation and implementation of a cafeteria plan for health benefits, created language for a bonus program (pending board approval), created and applied a first ever employee evaluation program

(Based on impacts and contributions), updated the employee on-boarding process, created a succession plan identifying top talent within the organization, and help streamline the recruitment and selection process. Interpreted new policies, procedures, and regulations related to employment, labor, and work place safety, worked directly with Legal personnel to review current programs and practices and developed and implement new practices that enable compliance with regulations; continuously monitored compliance and applied updates as needed, updated and implemented the organization COVID -19 protocols. Served as subject matter in all personnel matters.

Director of Human Resources, Personnel Commission, La Mesa/Spring Valley Schools Jun 2016 – March 2020

Directed personnel functions for 1000 employees in compliance with Merit System; interpreted and applied Education Code, Union Contract Agreement, and Personnel Commission Regulations, partnered with managers and employees with application, and developed new HR policies and employee bargaining unit contracts.

Driving recruitment efforts to find, highlight and hire top talent. I have reduced the recruitment and selection time by over 80%, from an average of over 120 days to 25 working days. Overseeing risk management, I have driven the development of comprehensive referral and retention plans for my District, to improve the total number and quality of c hiring and onboarding process while ensuring compliance with equal opportunity, union, and documentation requirements. I am proud to say I have been able to continually place impactful candidates at all levels, grow employee satisfaction and engagement, and increase retention. Served as lead negotiator, interpreted new policies, procedures, and regulations related to employment, labor, and workplace safety, worked directly with Legal personnel to review current programs and practices, and developed and implement new practices that enable compliance with regulations, continuously monitored compliance and applied updates as needed. Provided advice, counsel, and resolution to managers on broad range of employee issues including: general HR issues, policy interpretation, work conditions, employee development, culture, and performance management; advised personnel on State laws, the Merit System Rules and Regulations, Human Resource policies and procedures and employee bargaining unit contracts. Managed development of new HR policies, updated personnel system, created internal HR knowledge base, audited and updated all job descriptions, developed recruiting, onboarding, training, and safety documentation, and trained personnel on guidelines. Directed performance management actions, led job duty analyses, collaborated with managers to understand performance progress, and worked with individuals to create action plan to facilitate on-the-job improvements; utilized annual performance reports to determine and manage wages and salaries. Drove company culture development, partner with managers and employees to uncover conflict, led meetings to address and resolve matters, and provided follow up and discipline when needed; on-boarded new outside consultant to partner with Union stakeholders, provided quicker issue resolutions and instilled culture of bilateral trust.

Managed company communications, lead all-hands meetings to provide company and project updates, drafted and delivered memos related to HR and personnel updates and provided personalized employee support when needed.

Worked directly with leadership to forecast future personnel needs, identify ideal skillsets, develop recruitment plan, and create succession plan; oversaw personnel recruitment, onboarding, and engagement actions.

Spearheaded management of personnel paperwork, including employment verification, payroll, and sensitive personal information. work with company leaders to document field incidences, employee complaints, and performance issues.

Led payroll and benefits administration, manage payroll records and guide monthly audits, work with employees to enroll and utilize health benefits, and act as company liaison to vendors to provide escalated issue resolution for employees; partnered with Accounting to review and finalize finances and ensure compliance with state and federal regulations. Managed classification and compensation plans, maintained alignment of internal positions, led studies to communicate impacts and affects to leadership, and worked to secure agreements from District, Union, Commission, and School Board; established applicable benchmark to negotiate salaries and positions. Directly managed a staff of 15 including HR Analysts, Benefit Specialists, and support staff, determined success metrics, assigned project duties, collected status reports, and provided ongoing coaching; built team from scratch and was able to develop cohesive unit that produced high-quality results and supported employees effectively.

Served as Secretary on Personnel Commission, prepared meeting agendas and minutes, provided subject matter expertise on Brown Act, and worked with outside departments on behalf of the Commission; developed impactful classification and compensation studies and reduced recruitment and selection process time 75%.

Led project to design and deliver new training and development program, worked with Union reps to outline program and long-term development goals and secured over $50K in co-sponsorship funds from Union to launch program; established clearer career pathways and spurred growth and development for internal employees.

Human Resources Director II, Personnel Commission, Alameda County Office of Education Jun 2013 – May 2016

Directed personnel functions for 300 employees in conformity with Merit System; advised and assisted personnel on understanding and application of State employment and labor laws. Led updates to HR policies and procedures, business rules, and training materials, and worked with management on communication and implementation with staff; generated and analyzed related reports and statistics for leadership to support future policy and personnel updates. Coordinated new hire processes, ensured required paperwork was present, processed background checks, led orientation, and monitored progress during employment; managed HR paperwork, including employment verification, background checks, and sensitive personal information. Led payroll and benefits administration, managed payroll records and monthly audits, worked with employees to enroll and utilize health benefits, and acted as liaison to vendors to provide escalated issue resolution for employees; partnered with accounting personnel to review and finalize finances and ensure compliance with state and federal regulations.

Developed and delivered new trainings, worked with personnel one-on-one to understand development needs, and identify trainings to help improve operations, customer service, and interpersonal skills; able to promote team members into management roles while upholding high service standards. Managed 9 HR Specialists and support staff, selected and onboarded key personnel, led additional training on HR best practices and updated laws, and oversaw performance management actions; significantly streamlined related HR processes, improved accuracy of work and documentation, and enhanced customer service of department.

HR Coordinator, Work Source Center, City of Santa Clarita Sep 2008 – Dec 2012 Managed Work Source Center with goal of partnering with community resources to support underserved and veteran populations in gaining employment; led staff of 14 Counselors conducting educational sessions focusing on career preparedness and exploration, creating related curriculum, and spearheading community and business outreach to develop relationships. Team directly assisted individuals in the exploration, development, and achievement of career goals, administered career assessments, identified top career options based on findings and individual interests, helped develop short- and long-term plans, and connected clients with professionals and businesses within local community.

Created and implemented trainings geared toward helping adults enter working environments by equipping them with knowledge and hands-on experience in career exploration, success, and life planning; led and facilitated class discussion on various topics regarding career and life planning, prepared lesson plans, assignments, and tests, and monitored progress.

Led outreach and relationship development with key employers, collaborated with HR departments to understand labor needs, and developed deeper understanding of each organization; launched internship programs, increased community interest and engagement with population, and transitioned interns into full time employees.

Conducted ongoing job, employer, and market analysis, led compensation, salary, and classification reviews, outlined training and development programs and tracked employee benefits; leveraged findings to fully inform clients of employment landscape.

Managed $750K operational budget, developed annual spending, closely managed labor costs, performance targets, and resource utilization: regularly reviewed finances, reduced operating costs, and focus efforts to maximize community impact.

Personnel Analyst, Personnel Commission, William S Hart Union High School District May 2004 – Aug 2008

Prepared recruitment plans, examination announcements, and related materials to process and publicize job opportunities. spearheaded full-cycle recruitment process, partnered with managers to understand employment needs, actively marketed job openings, screened candidates, coordinated interview processes, and facilitated onboarding.

Partnered with hiring managers to develop understanding of job duties, required qualifications, team culture, transferable skills, and determine needs and urgency of open positions; utilized outcomes to draft and execute recruiting plan, job descriptions, and deadlines to ensure quality candidates are placed in a timely manner.

Managed marketing and outreach on all job postings, directly sourced and developed candidate network, and focused on providing high levels of candidate engagement to ensure positive experience throughout full recruiting process.

Maintained strong pipeline of qualified candidates, led constant communication with previous, current, and future candidates, shared new opportunities and answered all inquiries. Led in-person and phone screenings with candidates to better understand work history, education, and additional qualifications, evaluated technical and personality fit for positions, and compared to job posting and desire of hiring manager; compiled comprehensive candidate file with resume, findings, and recommendations to present to hiring manager.

Developed assessments and evaluations based on position needs, wrote test items and constructed test batteries, and provided advice to operating department personnel on exam processes and procedures. Served as Secretary to Commission in the absence of Director, served as administrator for the applicant management system, interpreted and applied Education Code, Merit Rules, Union Contracts, and Policies/Procedures to ensure agency compliance with Local, State, and Federal requirements. Personnel Analyst, Personnel Commission, Santa Monica Community College District July 2003 – May 2004

Supervised staff of 6 leading job analysis, compensation reviews, salary surveys, classification reviews and studies; supported development of examinations, test validation, proctoring, and scoring, and certified eligibility list.

Worked with Commission and Managers to outline requirements of classifications, analyzed job descriptions and prepared revisions to existing job duties and classification specifications and recommended new classifications for positions.

Benefits Program Specialist III, California Public Employees Retirement System CalPERS, Glendale, CA Oct 1991 – Jul 2003

Managed administration and compliance of insurance benefits and retirement plans; supported plan implementation with vendor support, served as administration subject matter expert (SME) ensuring plans were administered according to union agreements, plan documents, and legal and regulatory standards, and provided reports and updates to senior leadership. Served as retirement plan SME, communicated administration requirements and best practices to related teams, resolved escalated issues and performed system and process quality checks to ensure accurate administration.

Project managed dozens of jobs fairs throughout the state seeking to recruit top talent, interpreted and applied related merit rules, union contracts, personnel laws, and policies/procedures. Education and Training Bachelor of Arts, Business Administration, California State University, Sacramento Certificate of Completion, CPS Human Resources Consultant Academy, Irvine, CA Coursework for Future Leaders of Merit Systems, CSPCA California Merit Academy

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