Experienced Human Resources Manager; multi unit; bi lingual

John Villanueva

Dallas, Texas *****

Home - 972-***-****

Cell - 972-***-****

******@*********.***

Career Preview

Bi lingual Senior Human Resources (HR) Manager with expertise in talent acquisition, employee relations, union avoidance, compensation, and benefits administration who supports market leaders, directors and front line managers in multi site environment. Multi unit and multi state, experience as well.

Human Resources Regulatory Preview

EEOC FMLA AADA DOL NLRA

Human Resources Technical Overview

Union Avoidance Leave of Absence Management Employee Relations

Incentive Plans Talent Acquisition Workers Compensations

Succession Planning Diversity Initiatives

Senior Human Resources (HR) Manager Career Summary

syncreon

Region HR Manager (HR) Dallas Texas (2012)

Managed staff of 2 at 9 locations that employs 1000 associates

Conducted succession planning and talent review sessions; prepared strategies to develop high potential managers

Maintained union free status at all which included Texas, California and Illinois

Delivered training to management team to address gaps in interviewing; performance management and interpersonal skills

Roll out of associate survey for all exempt and non exempt associates

Re evaluated all Temp Agencies to insure rates were in line and temp associates were a viable solution for future employment

Provided all HR support for all 9 facilities

Traveled to various locations as needed to observe, teach and work with managers

Office Depot

Senior Human Resources (HR) Grand Prairie Texas (2008 to 2011)

Managed a staff of 4 at 5 locations that employs 1100 hundred distribution center associates

Coordinated staffing for peak seasons, including temporary and part time labor force

Reduced hotline complaints from 13 in 2008 to 0 YTD

Conducted succession planning and talent review sessions; prepared strategies to develop high potential managers

Four managers promoted within 18 month period

Develop HR Generalist (HRG) through exposure to investigations, project work, and by leading supply chain divisions national HR assistant monthly call; HRG promoted within 1 year

Maintained union free status at all Texas locations and assisted in organizing attempts in Chicago market; provided union avoidance in all locations

Delivered training to management team to address gaps in interviewing; performance management and interpersonal skills

Collaborated with Risk Management and loss Prevention on Texas workers compensation and post accident drug testing programs

Led ESL, Uniform Dress code and Applicant Tracking project teams

Staffing for Houston DC on time and within budget

Arlington closure – led 300 associate integration into DC; no charges resulting from layoff

Michaels Stores

Las Colinas, Texas, October 2005- February 2008

Zone Human Resources (HR)Manager

Responsibilities included 13 districts with up to 166 stores. Districts were in 13 states which included Texas, Arkansas, Louisiana, Oklahoma, New Mexico, Arizona, Nevada, Utah, Colorado, Idaho, Kansas, Missouri and Wyoming

Surpassed a goal of 98 % by 1% in Store Manager and Assistant Manager staffing by conducting a consistent and productive review of High and Medium Risk Managers within the zone. Bi-Weekly Management Planner calls with District Managers also helped to mitigate unplanned turnover.

Store Manager Turnover Goal was 45; the actual number achieved was 42. Improvement from the previous year was a turn of 10 less Store Managers. The Assistant Manager Turnover Goal was 35 and actual was 30; an improvement of 5 over previous year.

Accomplished the goal of promoting two Store Managers to District Managers. In addition, 10 Assistant Managers were promoted to Store Manager with a goal of eight. By scheduling and conducting quality succession planning sessions, highly talented performers were identified and prepared to move to the next level

Ross Stores, Inc. – Pleasanton, California, February 2001-October 2005

Zone Human Resources (HR)Manager

Responsibilities included five districts, with up to 65 stores. Areas of responsibility were North Texas, Oklahoma, New Mexico, Nevada, and Louisiana.

Maintained an Exempt Turnover Goal of 25%. Non Exempt Turnover was reduced by almost 50% to 83.44% from a previous of 169.16%. Worked with Store Managers in the area of selection and conducting quality interviews. Weekly conference calls were held with those high turnover stores with the review of each termination.

Recommended the use of Buddy Trainers within my Zone to assist in the reduction of our Non Exempt turnover. This was later implemented throughout organization.

Participated in the revamping of the District Manager in Training Program. Re-evaluated assessments and competencies to better identify possible District Managers within organization.

Only Zone that completed all Star visits that were required by our Operations partners; conducting a total of 126 Star visits. Average score of 92.1.

Employee Relations was very important in the reduction of EEOC charges. Zone averaged 1.5 EEOC charges a year. Served as a sounding board for District Managers and Store Managers.

United Parcel Service, Inc. - Dallas, Texas, September 1988 – May 1999

Employment Manager 1997 – 1999

Health and Safety Manager 1995 – 1997

Compliance Manager 1993 – 1995

On-Road Supervisor 1992 – 1993

H.R. Supervisor 1991 – 1992

Package Car Driver 1988-1991

EDUCATION

University of Texas at Tyler – Tyler, Texas - BA in Health and Education

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