Human Resources

Martin G. Pachamé, MBA, JD, PHR

**** ************ ****. **** # ****, Dallas, TX 75206

Phone: 818-***-**** e-Mail: *************@*****.***

See my profile at LinkedIn: http://www.linkedin.com/in/pachame

A hands-on bilingual English/Spanish Human Resources Professional with multi-site management experience and a strong legal background, with several years of progressive increased responsibility in the Human Resources field in various industries.

Education & Certifications:

2010: Lean Six Sigma Yellow Belt certification.

2009: Master in Business Administration (MBA). University of Texas at Arlington.

2007: Professional in Human Resources (PHR). University of California at Los Angeles (UCLA).

2000: Doctor of Jurisprudence (JD). University of Buenos Aires, Argentina.

Career Profile:

Human Resources Director (temporary assignment)

SCIS Air Security (www.scisairsecurity.com) - Arlington, TX

August 2011 to December 2011

Company profile: SCIS Air Security is a subsidiary of Lufthansa, the flag carrier of Germany and the largest airline in Europe in terms of overall passengers carried. SCIS is recognized as the "gold standard" in Airline Catering Security, operating in more than 70 airports all across the country. SCIS Air Security employs 800 employees approximately.

Duties, Responsibilities and Accomplishments:

• Successfully directed, coordinated, branded, and completed all Human Resources activities related to benefits administration during open enrollment.

• Ensured compliance with federal, state and local laws in all operating locations across the country.

• Reviewed the narrative of the AAP and make all appropriate recommendations to the management staff.

• Advised managers on the application of HR policies regarding employee relations, LOA, benefits, WC, etc…

• Oversaw the shared services agreement with LSG Lufthansa, and the relationship with vendors for medical insurance, workers compensation, general liability insurance, benefits, ADP/payroll services, etc...

• Reviewed and edited some critical human resources policies (PTO, Holiday, and FMLA policy among others).

• Worked in partnership with the corporate legal counselor on a couple of open employment legal claims.

Regional Human Resources Manager (downsized)

The Manitowoc Company (www.manitowoc.com)

Kysor Panel Systems – Fort Worth, TX

August 2010 to July 2011

Company profile: Manitowoc is a publicly traded company (NYSE: MTW) that engages in the manufacture and sale of cranes and foodservice equipment. Kysor Panel Systems (KPS) is part of the foodservice segment and has established itself as a leader in the design, manufacture, sell, and installation of walk-in coolers, walk-in freezers, and display coolers for retail companies. KPS employs approximately 1100 employees.

Key functions and accomplishments:

Supporting internal clients:

Successfully built effective business partnerships with all internal clients. Provided human resources counseling, talent acquisition guideline, performance management and conflict resolution support, while ensuring the plants business plans were successfully executed.

Training:

Planned and facilitated several training sessions both in English and Spanish in the US and Mexico (e.g. sexual harassment, workforce diversity, performance management, PIP’s, etc…)

Performance:

Directed and successfully completed the company e-performance management process.

Administration of HR policies, procedures and programs:

Enforced the correct application and interpretation of various HR policies, procedures and available programs (e.g. development program: identified skill gaps and utilized the program as a vehicle to build all necessary set of skills for the employee to properly perform his/her job; PIP policy (Performance Improvement Plan): counseled the management staff on the correct use of the PIP’s; created a new performance evaluation policy for hourly employees, etc…)

Recruiting:

Directed the staffing and recruiting process efforts for all associates; developed new strategic relationships with staffing agencies, colleges and other associations which resulted in a better flow of more qualified candidates. Changed the approach towards capturing new talent using the temp-to-hire methodology as a vehicle to better evaluate candidates’ capabilities.

Succession planning:

Successfully executed the succession planning process that resulted in available talent to fill positions and enhanced organization effectiveness.

Affirmative Action Plan:

Supervised the preparation of data for the OFCCP and Affirmative Action Plans.

Direct reports:

Supervised three HR Generalists: one in Texas, one in Tennessee, and one in Arizona.

Human Resources Director

BMP Radio, LP (DBA Border Media www.bordermedia.com) - Dallas, TX

January 2008 to June 2010

Company profile: BMP Radio is a privately-owned radio company with stations covering news, alternative rock, oldies, country, political talk shows, and urban formats, among others. BMP headquarter is located in Dallas and serves five fast-growing markets in larger metropolitan areas in Texas. BMP employs approximately 400 individuals.

Key functions and accomplishments:

401(K) Administration:

Enhanced the 401(k) plan by restructuring the portfolio of mutual funds offered to employees making it more balance and diverse. Directed the vendor to promote the plan in each of the markets by facilitating presentations. This initiative increased enrollment and participation.

Compensation:

Designed, introduced and enforced incentive plans that were tight to sales. Documented the plan, explained it to employees, and kept track of their progress. This initiative aligned individual goals to business objectives while creating accountability and engagement among employees.

Benefits administration:

Regularly reviewed the design of the company benefits plans. Mitigated the trend of raising insurance costs by restructuring the plans without affecting the quality of the benefits. Incorporated Compass Group in order to reduce raising healthcare costs and gave the employees the ability to have some control over how the plan and its participants spend their money.

Contract administration:

Negotiated, drafted, and administered all employment agreements between the Company and key executives. Improved record keeping, the process of identifying key dates and provision in every single contract. Standardized the format of all agreements negotiated with key executives.

HR policies and procedures:

Built the HR Department from the ground up by designing, developing and implementing effective HR policies and programs (e.g. implemented new payroll status and change request procedures, drafted new job descriptions and several sections of the employee handbook: FMLA, workers’ compensation, recruiting practices, LOA, ADA, Wage & Hour, attendance, bonus, etc…)

Training:

Trained the workforce both in English and Spanish on several HR related matters: sexual harassment, workforce diversity, DUI, liability exposure on company events, HR policies and procedures, etc. Facilitated multiple conference calls and meetings reinforcing key HR concepts: employee engagement, consistent application of policies, hostile-free working environment, etc

Recruiting:

Improved and standardized the recruiting process and drafted a new policy fully in compliance with the FCC (Federal Communication Commission). Trained management on this topic.

Payroll administration:

Improved critical payroll processes: employees status and changes requests, implemented a more efficient control check in all forms to be proceeded by payroll, standardized and customized reports when switching carriers from ADP to Paycom, etc…Trained myself and the HR assistant on how to run payroll to act as backup of the Payroll Mgr and avoid dependency.

Projects:

Successfully switched payroll carriers (from ADP to Paycom), completed a due diligence for a M&A, enhanced the 401(k) plan, created an Internship Program who was introduced to several universities in Texas, organized events in partnership with the marketing department, etc…

Employee relations:

Assisted managers in dealing with complex employee related matters. Hands-on approach on escalated situations where local management was not able to resolve (e.g. sexual harassment investigation, performance issues, goal setting, behavioral problems, absenteeism, etc…).

Performance management:

Implemented a new annual performance evaluation review. Trained all managers and supervisors on a one-on-one basis on how to utilize such tool as a vehicle to provide constructive feedback as well as setting up goals for upcoming periods. This initiative introduced concepts of organizational change, team building, and professional development to mid-level managers.

Direct reports:

HR Assistant, Payroll Manager, and five HR representatives (dotted line)

Human Resources Director

Tresierras Brothers Corporation (www.tresierras.com) - Los Angeles, CA

May 2002 to October 2007

Company profile: Tresierras Brothers Corp. is a privately-owned retail company with department stores located in Ventura, and Los Angeles County, CA. Tresierras has been in the industry since 1944, and has maintained constant growth and recognition, both in the community and the industry. Tresierras employs approximately 400 employees.

Key functions and accomplishments:

401(K) Administration:

Incorporated John Hancock and a TPA that resulted in significant savings and enable the company to better recruit and retain key players in the organization.

Compensation:

Implemented a new incentive program which positively impacted the business while creating accountability as well as improving employee engagement. The plan incorporated more realistic and pragmatic sales metrics which were easier to communicate and track. During 2006 and the first three quarters of 2007, the company increased sales, exceeding budget expectations.

Benefits administration:

Designed and implemented a new benefit package that was cheaper and attractive to a great portion of the workforce. The decision represented savings of more than $100,000 per year.

Workers Compensation:

Enforced the safety incentive program, continued promoting good safety practices among managers, and regular training resulted in significant savings in workers’ comp premiums. Held WC adjusters accountable for explaining the progress of all open claims, reserves/incurred amounts, medical treatments, etc… Created a Workers Compensation policy so managers knew how to react in the event of an accident (e.g. reports, video images, witness statements, etc…).

General Liability:

Implemented new policies, and provided training regarding all steps to follow in the event of an accident involving a client. This approach helped us prevent and better react to general liability claims. Changed underwriters who better served the company in fighting non-legitimate claims.

Employee relations:

Improved communication with our employees y enforcing an "open door" policy which allowed me to better know the workforce and gave HR the chance of preventing issues from escalating.

Payroll Administration:

Monitored the proper flow of data to the MAS200 (company’s payroll system). Switched payroll carriers (from MAS200 to ADP). Directed vendor to train all managers on ADP payroll, Pay eXpert, ezLabor time keeping system, and ADP Human Resource Expert (HRIS).

Training & Safety:

Trained managers both in English and Spanish on different topics: California labor laws, cultural diversity, WC, OSHA, effective recruitment, discipline corrective actions, sexual harassment, etc…

Loss Prevention:

Administered the stores security systems: negotiated contracts with security guard vendors, upgraded the surveillance cameras that helped preventing theft & better manage open GL claims

Recruitment:

Revitalized the recruitment process. Instituted a more standardized and dynamic recruitment process that reduced average time to fill positions (created a basic career section in the company website, created a referral award program, trained managers on how to conduct interviews, etc)

Direct reports:

HR Assistant and Safety Manager

Computer & HRIS Proficiency

Oracle: PeopleSoft, PeopleClick; e-Verify, ADP Pay eXpert, ADP ezLabor, ADP Enterprise, ADP e-Time, MAS200 Payroll/Human Resources, Time in a Box system, Stromberg, Paycom, Word, Excel, PPP, Corel, AS400, Vizio, etc…

Other work experiences, references, and educational supporting documentation to be provided upon request.

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