PRESENTATION OF QUALIFICATIONS

LAWRENCE R. ROBINSON, IPMA-CP

**** ******** *****

New Orleans, Louisiana 70122

Residence: 504-***-****

Cellular: 504-***-****

E-Mail: llx8dq@r.postjobfree.com

PROFESSIONAL OBJECTIVE

Seeking a position in which expertise in human resources management and a strong background in leadership, training, program development, public relations, and operations will be of value.

CAREER SUMMARY

An innovative human resources professional with extensive experience up to executive level and excellent performance record in diverse operations in both public and private sectors. As a generalist, gained proficiency in all aspects of human resources operations from salary/budget planning and compensation analysis to benefits administration to development and implementation of policies and procedures with responsibility for up to 1500 personnel. Strong personnel management, motivational, supervisory, and administrative skills.

Personnel

– Identify and recruit professional, paraprofessional, and clerical personnel.

– Preliminary qualifications assessment of large applicant/candidate pools.

– Interview and screen applications; verify credentials.

– Review and update job descriptions and facilities accessibility for ADA compliance.

– Negotiate recruitment package incentives and employment contracts.

– Determine/implement policies and procedures to comply with Family Medical Leave Act. Conduct orientation and training programs, personnel performance evaluations, problem resolutions, and terminations.

Employee Relations

– Initiate employee recognition and award programs for outstanding performance.

– Institute flex-time scheduling and special accommodations reducing absenteeism.

– Arbitrate, negotiate, and successfully resolve disputes with minimal work disruption. Investigate all EEOC complaints; institute satisfactory resolutions.

– Introduce and implement voluntary affirmative action plan for consortium government. Develop cost-effective employee-incentive packages resulting in greater productivity.

Employee Benefits

– Administer major health and benefits plans; coordinate employee assistance programs.

– Knowledgeable of point-of-service and managed health care plans.

– Consult on negotiations for contract terms with variety of employee benefits providers.

– Revise summary plan descriptions, enrollment materials, and flexible benefits programs. Recommend plan changes to improve coverage and reduce costs. Administer deferred compensation/401/457 financial plans. Coordinate and administer several different retirement systems.

Employee Training

– Conduct new employee orientation programs and information sessions.

– Develop and present in-service training sessions on optimal management skills.

– Develop and present awareness training on workplace drug abuse and prevention.

– Implement automated system for in-house medical claims administration.

Administration

– Manage and coordinate human resources for inter-agency government consortium.

– Implement corporate, state, federal, and accrediting agency policies and procedures.

– Manage payroll division of accounting department.

– Organize, write, and edit policies for comprehensive employee procedure manuals.

– Prepare budgets on-time, within guidelines and conservative economic forecasts.

– Process health insurance claims and prepare for submission to carrier.

– Administer state and federal employment paperwork.

Supervision

– Supervise operations and personnel of human resources and occupational safety departments.

– Coordinate grievance board proceedings; resolve employee performance/discipline problems.

– Work with risk manager to develop and implement safety awareness and enforcement programs.

– Collaborate with senior organization officials on staffing needs and personnel issues.

– Coordinate assigned projects, prioritize tasks, and designate responsibility.

Investigations

– Establish case facts, issues for investigation, and background information.

– Coordinate investigation team; develop preliminary information.

– Review and evaluate surveillance intelligence, photographs, films, and videotapes.

– Interview claimants, witnesses, and experts to objectively support or refute claim.

– Identify fraudulent claims and introduce evidence to dismiss case.

Proposals/Writing

– Successfully presented and defended proposals before government council leading to full ratification and implementation.

– Researched, authored, compiled, and edited comprehensive personnel policy and procedure manuals for government consortium comprised of 1500 employees, ultimately adopted by other local government agencies.

– Researched, authored, compiled, and edited a position classification plan, consolidating 400-plus job titles to 110. Developed a wage scale with pay grades and steps to accommodate modifications.

SUMMARY OF QUALIFICATIONS

– Broad perspective and insight into diverse organizational structures gained through experience in corporate, local government consortium, public facility, and public utility environments.

– Particularly effective and experienced in developing new human resources departments.

– Expertise in dispute resolution and labor contract negotiations.

– Highly developed communication skills enhanced through experience in human resources assignments. Noted for accurately and expediently conveying detailed, complex, or critical information to all organizational and civic levels; resolving and managing conflicts and employee relations issues; developing partnerships and negotiating to achieve successful business results.

– Created numerous human resources management tools, including personnel manual, compensation analysis, and classification plan.

REPRESENTATIVE ACCOMPLISHMENTS

– Extensive expertise and success in developing entire personnel departments. For major convention center created human resources department for public employees requiring the administration of union-negotiated contracts. Also built human resources department for new local consortium government when the city of Houma government merged with Terrebone Parish forming a consolidated governing entity with 1500 employees. Implemented new pay scale and classification system to eliminate position redundancies. Enhanced personnel morale throughout government consortium structure.

– In current position as vice president-human resources, recommended proposals to CEO to institute a four-day work week equating to a 20% pay reduction, retaining staff while responding to financial crisis.

– Successfully defended all refuted unemployment compensation claims. Achieved savings of over $700,000 from reduced unemployment claims. Re-capitalized savings, reduced payroll withholding from 2.65% to 0.5%.

– Successfully defended and resolved all EEOC claims through oral and written presentations.

– Instrumental in negotiation and administration of multiple union contracts. Working with legal counsel, developed carefully constructed agreements amicable to both employer and employees. Prevailed for employer in majority of arbitrations.

AWARDS/RECOGNITION

– The Allen Award, Louisiana Chapter Outstanding Member, International Personnel Management Association

– The Swain Award, IPMA-HR Southern Region Outstanding Member Award

– Rotarian Of The Year 1987,1988, 1992

– Outstanding Young Man of America, 1985, 1987

CERTIFICATION

Certified Human Resources Professional - IPMA-CP, 2004

PROFESSIONAL EXPERIENCE

March 2012 – Present

Human Resources Consulting for Supreme Services, Inc., Houma, Louisiana one of the largest oil field rental companies in the South.

2004 to 2011 JRL ENTERPRISES, INC., New Orleans, Louisiana

Vice President-Human Resources

Perform generalist functions as senior level human resources executive for computer software company headquartered locally with up to 150 employees, many of which are located in 28 states. Charged with achieving business results by directing and managing compliance standards in key human resources policies and processes, managing employee relations processes, and establishing a high performance work environment through maximizing the personnel investment. Institute/implement programs and efforts which include reductions in cost of labor to accommodate changing market environment. Recruit nationally, interview, and make hiring recommendations.

1994 to 2004 ERNEST N. MORIAL CONVENTION CENTER, New Orleans, Louisiana

Human Resources Director

Successfully built a human resources department for the third largest convention center in the United States. Implemented and administered all aspects of human resources operations for over 500 employees. Administered a union-negotiated contract for the large percentage of unionized employees. Instrumental in contract negotiations working with legal counsel to craft technical details for three separate union contracts. Actively involved in wage negotiations.

1984 to 1994 TERREBONNE PARISH CONSOLIDATED GOVERNMENT,

Houma, Louisiana

Personnel Director

As human resources generalist for municipal government with 700 employees, initially charged with constructing a new human resources department merging two separate entities consisting of 1500 City of Houma employees and Terrebone Parish employees with disparate salaries and positions. Developed and implemented all personnel policies and procedures. Oversaw recruiting and hiring. Coordinated group benefits packages. Processed workers’ compensation claims and investigations. Implemented occupational health and safety programs. Acted as public relations liaison with community. Instrumental in developing wage and classification plan and successfully presenting it for adoption by the government council.

1974 to 1984 SOUTH CENTRAL BELL, Houma, Louisiana

Assistant Supervisor, Corporate Community Affairs (1983 to 1984)

Served as public relations representative and corporate-community liaison. Received community input. Facilitated public forums on proposed company programs and services. Instrumental in implementing the 911 emergency system in high-need service areas.

Customer Service Manager, Assignment Office (1982 to1983)

Supervised and assigned all customer service representatives.

Construction Supervisor, Engineering Department (1977 to1982)

Supervised field construction and expansion projects for major assignments valued at $300,000 or more. Coordinated all project activities and personnel. Supervised up to 10 crew and staff.

Interviewer/Test Evaluator, Personnel Department (1975 to1977)

Administered applicant pre-employment testing. Evaluated results. Conducted applicant interviews and other screening measures. Recommended applicants for hiring or rejection.

Service Representative, Business Office (1974 to 1975)

Answered billing inquiries. Resolved customer complaints. Researched disputed charges.

EDUCATIONAL BACKGROUND

TULANE UNIVERSITY, New Orleans, Louisiana

A.B. Freeman School of Business

Executive Training Program:

Completed 21 hours toward MBA, 1989, Nicholls State University.

LOYOLA UNIVERSITY, New Orleans, Louisiana

Bachelor of Arts: History, 1974

CONTINUING PROFESSIONAL DEVELOPMENT/TRAINING

– Hiring and Firing

– How to Supervise People

– COBRA Benefits Extension

– Training the Trainer

– How to Interview People

– Federal Wage and Labor Law

– Drug Testing Program for Government

– Louisiana Workers Compensation Practice

– Responding to Union Organizing

– Employment Law and Harassment Claims

– EEOC and Employment Discrimination

– The Basics of Writing Policies and Procedures

– Practical Application in Employment Law Today

– How to Have a Drug Free Workplace

PROFESSIONAL/CIVIC AFFILIATIONS

– International Personnel Management Association

– Society for Human Resources Management

– American Society for Training and Development

– Houma-Terrebonne Rotary Club, President, 1990 to 1991

– Young Men Illinois Carnival Club of New Orleans, President, 1989 to 1991

– United Way Account Executive

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