Experienced HR Manager/Director level

**** ***** ******* ***** 817-***-****

Mansfield, Texas 76063 *************@*****.***

Career Objective

To partner with key clients, stakeholders and the HR Leadership Team to define and implement HR strategies that support business objectives and to work with HR Leadership Teams to ensure consistent delivery of HR strategies, policies and practices. Fluent in both English and Spanish.

Skills, Experiences and Personal Attributes

Training

Educate HR client services workforce in all performance requirements, including technical skill and knowledge, knowledge of policies, practices and products, business judgment, and behavior consistent with HR required competencies to ensure employees have the education needed to successfully perform.

Leadership and Interpersonal Skills

Excellent interpersonal skills both in one-on-one situations with all levels of personnel and in facilitating group meetings and keeping them on track. Collaborates effectively with and influences peers and other leaders/senior management in making business based decisions and to solve complex problems, and resolve disagreements with informed, rational debate. Demonstrates emotional maturity by depersonalizing conflict and focusing on the issues.

Action Oriented

Enjoys working hard and looks for challenges. Able to act and react as necessary even if limited information is available. Not afraid to take charge of a situation when trouble comes; can overcome resistance and take unpopular stands when necessary. Acts with a sense of urgency. Initiates, develops and drives the adoption of organization and process improvements.

Employment History

Director of Human Resources (Layoff Dec. 2009)

Brandt Engineering

Responsibilities

Developed long term partnerships with Senior VP’s, Project Managers, Director’s and Estimators to deliver HR compliance and support for the entire company.

Achievements

• Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.

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• Implements 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, AA/EEO compliance, and labor relations.

• Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.

• Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.

• Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.

• Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.

• Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.

• Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.

Regional Human Resources Manager 2005-2007

Atria Healthcare Inc.

Responsibilities

Partnered with Project Managers to develop and maintain consistency in the Field and Corporate policies and procedures. Audited HR practices to ensure compliance with State and Federal Laws for Multi-Site locations in the Central Region of the US to minimize liability to the company. Promoted from Regional HR Manager to Regional HR Director.

Achievements

• Developed influential and valued relationship with management teams

• Developed and maintained excellent understanding of each departments strategies, objectives and key deliverables and providing HR consultancy to optimize current and future business performance

• Leads and directs the day to day operations of HR staff members to ensure accountability, compliance, operational effectiveness, quality customer service and policy alignment

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• Handling and resolving all employee concerns and employee relations issues for two Regions in the US ensuring a high level of service to all associates and prompt resolution of problems

• Development, implementation and administration of HR policies, programs, and procedures relating to compensation, payroll processing (ADP), recruitment, and staffing

• Provides guidance and counsel and training to District managers and Regional VP’s in the field, Community Managers, and Sales personnel on variety of issues to include human relations, conflict resolution, interpersonal communications, and effective group interaction

• Facilitated the development of organization plans to drive the needs of each key business function and the results of the business overall while setting benchmarks for overall results

• Demonstrates strong leadership skills, strong interpersonal relation and highly effective oral and written communication skills in both English and Spanish

Human Resources Consultant 2000-2005

Flores HR Consultant Group

Responsibilities

Provided HR Consulting to the following industries: (Shell Oil, Granite Construction, Plano Baylor Medical Hospital, Coke Cola, Mentor Medical Manufacturer, Bennigan’s Restaurants, Waste Management, K-Mart Stores, Turner Construction, Kimberly Clarke, IBM, Affiliated Computer Services, The Associates, Subway Grocery’s, EEOC mediation, etc)

Achievements

• Provided crisis management, problem solving coaching and counseling including mediation for clients

• Emphasis on minority recruitment including college job fairs and career days

• Research and upgraded broad cost effective benefits packages to match organizational needs and industry competitiveness

• Proficient in labor/union awareness including arbitration disputes and training awareness

• Execution of Succession Planning initiatives, setting benchmarks, evaluation of performance

• Fluent understanding of compliance programs including Affirmative Action, EEO-1 reports, Vets 100, investigative techniques which include charges of discrimination/sexual harassment, and finally FMLA/ADA regulations

• Developed influential and valued relationship with management teams

• Developed and maintained excellent understanding of each departments strategies and key deliverables providing HR consultancy to optimize current and future performance

• Handling and resolving all employee concerns and employee relations issues with a high level of service to all associates and prompt resolution of problems

• Provides guidance and counsel and training to project managers, engineers, and other staff on a variety of issues to include human relations, conflict resolution, interpersonal communications, and effective group interaction

• Facilitated the development of organization plans to drive the needs of each key business function and the results of the business while setting benchmarks for overall results

• Highly effective oral and written communication skills in both English and Spanish

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Regional Human Resources Mgr 1996-2000

Valeo Electronics

Responsibilities

Start-up Operation with emphasis on recruitment of all levels of Engineering and support staff including Full-time and temporary staffing. Supervision of two HR Generalists and support staff while also supervising multi-sites including Mexico facilities in Matamoras HR Team with 9 employees and 1500 employees overall. Promoted from HR Manager to Regional HR Manager.

Achievements

• Supporting the creation of high-performing culture reinforced through performance management processes

• Facilitated the conversion of HRIS systems (JD Edwards/PeopleSoft)

• Overall management and development of the human resources budget

• Manage vendor relationships and monitors vendor performance

• Experience in development of succession planning programs and organizational development initiatives

• Provide direct oversight and support to HR Manager in Reynosa Plant while also having working knowledge of Mexico’s and US Labor Laws, policies, and procedures

• Oversee of multi-site locations which included international (Ft Worth and Matamoros, Mexico)

Human Resources Generalist/Manager 1989-1996

Bennigan’s and Steak&Ale Restaurants

Responsibilities

Responsible for management and oversight of all areas of HR service delivery including recruitment, compensation, health and welfare plans, pensions, employee relations, HRIS database, administration and training for multiple locations. Received four promotions during my tenure.

Achievements

• Proactively lead the development and implementation of Corporate HR policies, procedures, programs and practices that are aligned with business objectives

• Compliance with local labor laws and employment practices

• Develop and maintain up to date manuals containing company policies and procedures including vacation and sick accruals, leave of absence, holidays and premiums, and other pay/benefit practices

• Experience in multi-site supervision of HR staff

• Provide support as needed on transition of employees related to outsourcing or acquisition activities

• Execution of all recruitment activities including Print, Internet, Intranet, Temp Agencies, Job Fairs and Career Centers

• Fluent understanding of compliance programs including Affirmative Action, Discrimination/Sexual harassment, and FMLA/ADA regulations

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Education/Training

B.S. Business Management (American University)

St Edward’s University/University of Texas at Arlington (3.5 years)

PHR certification (University of Dallas Graduate School)

Mediation certification (SMU Law School)

EEOC Training and Internship (Washington DC)

Seminars: Presenter at the University of Texas School of Law Conference 2009 on “Effective Investigations”, SHRM Investigation Seminar 2009, SHRM Generalist Training, Violence in the Workplace, Avoid Wrongful Terminations, Effective Supervision, EEO Training, Speaker at SHRM National Conference in New Orleans, Certified Trainer for TQM’s and The Seven Habits of Highly Effective People, AS 9000(Automotive Quality certification), Valeo 1000, Myers-Briggs, Six Sigma

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