Executive HR Professional with 20 years of experience
Resume:
CARLOS HOLGADO, PHR, MS, MA
**** *********** ***** | Elkridge, MD 21075, U.S.A.
********@*****.*** | Phone 410-***-**** | Mobile 443-***-**** | Fax 925-***-****
EXECUTIVE SUMMARY
Seasoned HR generalist with more than 20 years of experience in building and leading high-performance human resource organizations. Broad background encompassing all key aspects of human resources (HR Administration, HR Compliance & Risk Management, HR Planning, & HR Development). Insightfully translates business strategy for organizations into HR strategies that provides clear direction and action plans around building organizational capability, managing talent, and HR processes. Identifies and capitalizes on opportunities to drive and/or lead change. Wide experience developing human resources initiatives/programs and integrating them into company’s organizational plans. Collaborative and participatory management and leadership style that fosters team work, cooperation and personal growth. Bilingual (English and Spanish). Open to travel and/or relocation.
Core Competencies
• International HR Management
• Training and Employee Development
• Recruitment & Retention
• Performance Measurement
• Safety Management • Organizational Development
• Benefits & Compensation Design
• Employee Relations
• Labor Relations / Union Negotiations
• Dual citizenship (USA & Spain)
PROFESSIONAL EXPERIENCE
TVI CORPORATION, Glenn Dale, Maryland January 2007 – October 2007
(A $75M company with 500 employees, TVI is a full-range Designer & Manufacturer of Rapid Deploy Decontamination and Shelter Systems)
DIRECTOR, HUMAN RESOURCES
Directed Recruitment, Policies/Procedures Development & Implementation, Compensation, Benefits, Employee Development, Employee Relations, Cultural Development, & Corporate Ethics of a publicly traded company in the Washington, D.C. area.
• Reclassified exempt/non-exempt status of 380 employees in 2 months to ensure proper compliance with Fair Labor Standards Act (FLSA)
• Developed/implemented Payroll/Human Resources guidelines to comply with Sarbanes Oxley Act.
• Developed internal departmental guidelines to comply with ISO 9000 Certification Quality Standards requirements.
• Restructured HR functions of two merged companies into corporate HR department.
• Developed/implemented Code of Ethics for Senior Management.
• Created Safety Committee and developed proactive Incident Investigation Report procedures.
• Customized Fringe Benefits Cafeteria Plan decreasing total company cost by 11% and incorporated other non-monetary additional benefits.
• Updated Corporate Employee Handbook.
• Worked in conjunction with senior management to develop, implement and administer compensation plans including sales incentive plans and compensation analysis and design.
• Advised managers and supervisors in handling difficult employee situations and in establishing performance improvement programs for such employees to remedy performance deficiencies.
• Responded to inquiries regarding policies, procedures, and programs.
• Administered performance review program to ensure effectiveness, compliance, and equity within organization.
• Managed wage and salary administration program to ensure compliance and equity within organization and with federal and state laws.
• Conducted wage surveys within labor market to determine competitive wage rate.
• Prepared employees’ separation notices and related documentation.
• Represented organization at personnel-related hearings.
THE COLUMBIA ASSOCIATION, Columbia, Maryland November 1999 – August 2006
(A $95M non-for-profit corporation with 1800 employees that manages the largest private community association in the country whose primary goals is to enhance the quality of life for people living and working in Columbia)
SENIOR HUMAN RESOURCES MANAGER
Directed development of corporation’s first formal human resources department for quasi-municipal support organization with 1,800 employees.
• Designed & developed complete HR infrastructure for corporation of quasi-municipal organization. Key strategic player in redefining, improving company’s culture. Partnered with management to implement HR strategies to support objectives.
• Developed HR audit program to evaluate 14 key human resource areas.
• Fostered improved employee relations through development of a mediation/arbitration process.
• Assembled, implemented and directed cross-functional teams and company-wide focus groups to enhance/improve organization’s culture and mission, and developed key initiatives and programs (Balanced Scorecards, University Training Program, Performance Review System)
• Ensured compliance with applicable federal and state legislative requirements governing compensation. Reclassified exempt/non-exempt status of 1800 employees in 6 months to ensure proper compliance with Fair Labor Standards Act (FLSA)
• Provided administration and communication of all compensation plans to ensure a high level of employee understanding.
• Implemented HRIS system (Lawson) to improve payroll and human resources processes.
• Developed and implemented a University Training Program initiative to improve technical and interpersonal skills. Expanded internal training to include conflict management and performance improvement programs.
• Developed, in conjunction with international consulting firm (Watson & Wyatt), new company-wide compensation structure and executive package. Developed ten new salary levels for entire corporation. Developed policies and procedures to ensure the achievement of equitable and competitive employee compensation. Proposed policy or design changes to executive compensation programs, based on market practices.
• Developed & instituted performance measures, including first company-wide Balanced Scorecards linking these to Performance Reviews. Conducted needs assessment, developed training curriculum and conducted training sessions on various HR topics.
• Conducted research for annual competitive salary reviews and additional research, as needed, on incentive programs, benefits, and other compensation-related issues. Created ten new levels of compensation
• Managed employee benefits administration, tracked benefits trends and new developments. Conducted and/or facilitated costs analyses and ensured compliance with federal and state regulations.
• Managed executive searches for senior staff.
• Directed and administered an effective staffing program. Coordinated recruitment efforts with hiring managers, coordinated interviews, accepted resumes and applications, interviewed and assisted with the final decision process.
• Developed plans and strategies that create an environment of employee relations practices which helped to ensure employee retention, fostered communication, and minimized third party intervention risk.
• Conducted fact-finding investigation activities (e.g., interviews, document review, and consultation with appropriate Company officials) related to high profile, complex inquiries, complaints and concerns and prescribed appropriate remedy to resolve complaint or concern
TOWNSEND CULINARY, Laurel, Maryland January 1998 – November 1999
(The oldest poultry and agro-product company with 116 years in business and 3,500 employees)
HR MANAGER
Directed HR administration for manufacturer of ready-to-serve culinary food products. Accountable for a full range of HR functions, including staffing, compensation and benefits, career development, training, organizational development, and HR compliance.
• Negotiated contracts with local union (United Food Commercial Workers – UFCW).
• Introduced Safety Committee and instituted changes, which significantly reduced work-related accidents.
• Oversaw comprehensive compensation study, which successfully benchmarked 64% of jobs to market in first four months after implementation.
• Interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems
• Managed employee benefits administration, tracked benefits trends and new developments. Conducted and/or facilitated costs analyses and ensured compliance with federal and state regulations.
• Advised managers and supervisors in handling difficult employee situations and in establishing performance improvement programs for such employees to remedy performance deficiencies.
• Responded to inquiries regarding policies, procedures, and programs.
• Administered performance review program to ensure effectiveness, compliance, and equity within organization.
• Managed wage and salary administration program to ensure compliance and equity within organization and with federal and state laws.
• Conducted wage surveys within labor market to determine competitive wage rate.
• Prepared employees’ separation notices and related documentation.
• Represented organization at personnel-related hearings.
• Developed plans and strategies that create an environment of employee relations practices which helped to ensure employee retention, fostered communication, and minimized third party intervention risk.
• Conducted fact-finding investigation activities (e.g., interviews, document review, and consultation with appropriate Company officials) related to high profile, complex inquiries, complaints and concerns and prescribed appropriate remedy to resolve complaint or concern
TYSON FOODS, Inc., Corporate Offices - Springdale, Arkansas January 1994 – December 1997
(A $1.9B corporation with over 100,000 employees is the world’s largest processor & marketer of chicken, beef, and pork)
HUMAN RESOURCES MANAGER
Managed corporate human resources functions for several non-union food processing plants.
• Directed the selection and hiring of more than 1,400 employees for company’s central processing plant in Memphis area.
• Cultivated positive employee relations to minimize support for union organizing efforts.
• Advised plant management on HR and personnel issues.
• Launched aggressive safety program, increasing training to reduce on-the-job injuries.
• Implemented new attendance program, which reduced turnover from 48% to 32% in the first six months following launch. Developed an employee accountability program that reduced absenteeism.
• Worked with senior management to develop, implement and administer compensation plans and compensation analysis and design.
• Managed employee benefits administration, tracked benefits trends and new developments. Conducted and/or facilitated costs analyses and ensured compliance with federal and state regulations.
• Administered corporate wage and salary administration program to ensure compliance and equity within organization and with federal and state laws.
• Conducted wage surveys within labor market to determine competitive wage rate.
• Prepared corporate and field employees’ separation notices and related documentation.
• Represented organization at personnel-related hearings.
• Served on several management teams providing consultation in the formulation of strategic objectives, effective use and allocation of resources, and development and implementation of major organization proposals.
WORDPERFECT, INC., Ogden, Utah August 1990 – October 1993
(Owned by Corel, the leading developer of graphics, productivity and digital media software with more than 100 million users worldwide. Located in Ottawa, Canada with major offices in the United States, United Kingdom, Germany, China, Taiwan and Japan)
HUMAN RESOURCES MANAGER
• Created a standard group interview process for hiring and selection for computer software maker with 5,400 employees to support company’s fast-growth
• Implemented safety program and a modified duty/return-to-work program. Reduced the number of open worker’s compensation claims from 48 to 23 claims in first six months, saving more than $245,000 in one year.
• Provided consultation regarding succession planning and organizational development for long-term planning. Provided management with the necessary HR tools (performance management, salary planning, recruitment, EEO/AAP) to successfully staff and motivate their departments in order to meet their short and long term goals.
• Collaborated with Training Department to implement “roving trainer” positions to cross-train employees, providing greater flexibility to meet organization’s objectives.
LDS CORPORATION, Frankfurt, Germany February 1983 – June 1989
(The second largest real estate investment corporation in Europe with 500 employees and a business volume of $750M/year)
EUROPEAN HUMAN RESOURCES MANAGER
Managed all human resources functions of real estate German company.
• Recruited, hired, and trained up to 100 nationally diverse employees in the European region.
• Opened and staffed regional offices in Italy, Portugal, Spain, and Southern France. Managed a six-month project to develop European market-specific compensation and benefit programs for employees and management in local European offices. Relocated corporate managers to regional offices.
• Created several new programs and processes which were recognized as “HR Best Practices” and rolled out throughout the global organization.
• Served on several management teams providing consultation in the formulation of strategic objectives, effective use and allocation of resources, and development and implementation of major organization proposals.
ACADEMIC EXPERIENCE
FACULTY MEMBER, UNIVERSITY OF PHOENIX, Columbia, Maryland. Teach undergraduate/graduate classes on Employee Development, Critical Issues in HR Management, Employment Law, Human Motivation, Research and Evaluation, and Employment Practices. 2003 to Present
COMMUNITY COLLEGE TEACHER. Department of Psychology. Howard County Community College. 1999-2001
ASSOCIATE FACULTY, Department of Behavioral Sciences, NORTHWEST ARKANSAS COMMUNITY COLLEGE, Bentonville, Arkansas. 1995 - 1997
ASSOCIATE FACULTY, Department of Psychology, BRIGHAM YOUNG UNIVERSITY, Provo, Utah. 1992 - 1993
ASSOCIATE PROFESSOR, UNIVERSITY OF SEVILLE, Seville, Spain. 1981 – 1983
EDUCATION AND CREDENTIALS
Master of Arts in Organizational Management - UNIVERSITY OF PHOENIX, Columbia, Maryland, June 2003
Master of Science in Industrial Psychology - BRIGHAM YOUNG UNIVERSITY, Provo, Utah, April 1993
Thesis: Perception of Management Style and Job Satisfaction
Bachelor of Science in Psychology - UNIVERSITY OF SEVILLE, Seville, Spain, June 1981
Professional Development
Professional in Human Resources (PHR) Certification, 1999
Affiliations
American Management Association • Society for Human Resources Management
• American Society for Training and Development • Organization Development Network
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