Human Resources Management

SABRA M. BENNETT

**** ****** ******* ******* 719-***-**** cell:805-***-****

Monument, CO 80132 ***********@**.***

Summary

Human Resources Professional with 15+ years of experience in domestic and international department restructuring, labor, employee relations, policy development, and general management. Demonstrated leadership partnering with senior team on tactical and strategic developmental initiatives to align with business goals, and increase competitive advantage in the marketplace. Major strengths include:

Strategic Planning Mergers/Acquisitions

Performance Management Union Avoidance

Policy Analysis/Procedure Manual EEO and Affirmative Action

Training & Development ISO, QS, Lean Manufacturing

PROFESSIONAL EXPERIENCE

CONSULTANT 2010 to present

• Provide HR Consulting services to small and large businesses in all areas of Human Resources

• Review, update and prepare employee handbooks, policies, positive employee relations’

programs.

• Provide guidance for employee disciplinary action/and follow-up

• Resolve supervisor/employee issues

• Union avoidance guidance

• Wage and Salary consultation and advisement

• Tactical and strategic support

J.M. EAGLE CORP., Los Angeles, CA 2008 to 2009

The world’s largest plastic pipe manufacturer and innovative leader.

2300 employees

Revenues: $4 billion

Manager of Employee Relations and Staffing

Hired to coordinate a major staffing initiative with the goal of bringing on about 130 employees for our relocated corporate headquarters in 90 days. Operate as the key contact for all employee relation issues for 26 plants located across the US.

• Responsible for the integration efforts of the recent acquisition that will nearly double the Company’s size

• Moved corporate headquarters from New Jersey to California retaining and hiring key talent

• Cultivated effective relationship with heads of other departments, taking a proactive approach and also managing expectations and priorities

• Built strong business relationship with the plant managers and their teams that did not exist in the past.

• Developed, implemented and instructed several classes to benefit the managers and supervisors.

VITESSE SEMICONDUCTOR CORP., Camarillo, CA 2003 to 2008

A leading worldwide provider of high-performance integrated

circuits (IC).

Revenues: $270 million

Vice President, Human Resources (2005 to 2008)

Corporate Director, Human Resources (2003 to mid 2005)

Senior-level corporate executive accountable for all HR activities. Lead activities to include employment, works compensation, benefits and compensation, employee relations, training and development and office support. Responsible for multi-state locations which include U.S., UK, India, Germany, Denmark, Asia and Canada.

• Refined several policies which reduced on-going costs for the company. These policies included salary continuation, immigration program and short term disability.

• Redefined the role of the Benefits’ Broker which reduced their commission by 1.5% and saved the company at minimum $50,000 in their fee.

• Implemented successful incentive/retention programs which have reduced the flow of employees exiting the company during a difficult time.

• Facilitated a Sales/Finance/HR focus group which resulted in developing a Sales Incentive Compensation Program. A continuous work-in-progress.

• Key partner to the business. Participated in Monthly Operation Reviews, Strategy Planning and Board Meetings.

MAGNETEK, INC., Chatsworth/Los Angeles, CA 2001 to 2003

Develops and manufactures digital power supplies, systems and controls with 1,500 union and non-union employees and 6 site locations

Revenues: $200 million

Corporate Director, Human Resources

Hired to transition Corporate Human Resources from Nashville, Tennessee to Los Angeles, California. Also site responsibility for the Chatsworth (PEG) and Dallas/Ohio (TPG) plant locations.

• Designed, developed and implemented a comprehensive benefit package that saved $1.5 million the first year. The result was a cost savings to the company, employee and overall better benefit.

• Reduced the number of consultants supporting the Human Resources function resulting in a savings of approximately $300,000 a year.

• Accountable for the design and development of several new policies and programs. Worked closely with divisions regarding the implementation of these programs, i.e. HIPAA, Severance Policy etc.

• Successfully terminated the Retiree Health & Welfare and Life Insurance Plans for approximately 10,000 retired employees saving the company approximately $1.2 million annually.

AMERICAN GOLF CORPORATION, Santa Monica, CA 2000 to 2001

Golf course management company with 22,000 employees

Revenues: $650 million

Director, Human Resources

Hired to restructure HR Department from specialist to regional generalist organization.

Responsible for directing all employee relations activities for 325 + golf courses, country club management for employees throughout the United States, England, Japan and Australia.

• Evaluated and edited current Human Resources Policy Manual while developing and introducing 11 new policies within a 3-month period.

• Designed, developed and introduced generalist structure, gaining approval and implementation date within 4-month time frame.

• Implemented a positive employee communication meeting format at the home office in a 4-month time period, resulting in creation of a continuous feedback mechanism.

SPECIAL DEVICES INC., Moorpark, CA 1995 – 2000

Pyrotechnic manufacturing company with 1,500 non-union employees and 4 site locations.

Revenues: $170 million

Vice President, Human Resources (1998-2000)

Senior-level corporate executive accountable for full policy development and implementation, strategic planning, operating and financial affairs in the HR department. Directed activities to include employment, workers compensation, employee relations, training and development, compensation and benefits, employee and office services. Multi-site locations included Aerospace and Automotive Divisions. Key participant in the ISO and QS certification.

• Integrated corporate HR function into one of the top-level strategic positions with both senior management and business objectives.

• Developed innovative ways to attract and retain potential applicants reducing turnover by 20%.

• Designed and implemented retention program to ensure minimal turnover during relocation of facility a distance of 45 miles. Lost less than 2% of employees during move over a period of 5 months.

• Led management team to successfully avoid union-organizing campaign, which was withdrawn by union within 2 weeks of voting process.

Director, Human Resources (1995-1998)

Senior-level corporate executive responsible for multi-site facilities. Created HR department to support changing needs within manufacturing environment. Successfully avoided two union attempts. Implemented positive employee relations’ culture. Established wage and salary administration, bonus plan and created and implemented a successful employment process.

• Created panel interview selection process, resulting in key leadership: reduced selection ration 1:30 to 1:7.

• Established Training Organization, providing on-the-job and formal classroom training for both exempt and non-exempt employees. This also include record keeping in line with the ISO and QS guidelines.

• Reduced number of work related injuries 54% in one year by introducing training and return to work programs, monitoring treatment by physician, and working closely with insurance carrier.

Education

Bachelor of Science, Business Administration, University of Redlands

Certificated Program Personnel Management, School of Business Administration and Economics, California Sate University, Northridge

California Lutheran University (CLU) – Business Instructor, Human Resources Certificate Course

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