Resourceful, dynamic, compassionate, and results-driven leader with 20+ years' experience working with diverse organizations such as: Fortune 500 corporations, non-profits, high tech startups, and other organizations that are poised and ready to change their cultures and create cohesive, high-performing teams dedicated to embracing and encouraging the entrepreneurial spirit. Such infrastructure changes contribute to the development of loyal, independent, and innovative employees who are encouraged and rewarded to produce exceptional results. Creative, insightful, seasoned leader who mentors colleagues; establishes relationship-based, results-driven cultures that value and reward integrity; commitment; and excellence Diverse and skilled in strategic human resource management, facilities, information systems, and administrative services Collaborative manager possessing excellent leadership and liaison skills Proficient in designing environments that emphasize mentoring and professional development Adept at designing and providing professional coaching programs; seasoned and effective in union negotiations and arbitration; accomplished mediator in conflict resolution and employee relations management Consummate HR professional successful in building high performance HR teams who quickly understand organizational values and objectives; skilled at creating teams who professionally benefit and develop genuine sense of loyalty and commitment to the department and organization Designer of effective recruitment programs that produce behaviorally-based interviewing skills and techniques to accurately identify quality candidates whose values complement the organizations', and all implemented at significant cost-savings Extensive experience with investors, boards of directors, executives, and other stakeholders across numerous and varied business functions and industries; included submission and acceptance of cutting-edge RFPs and/or MOUs that led to creation of solution-focused action plans
Director, Human Resources (01/2006 12/2008) Lincoln Child Center Oakland, CA Hired to rebuild a dissolved HR department with new HR team, succeeded in selecting and developing team of HR professionals who possessed integrity, transparency, and honesty.
Redesigned, implemented, and streamlined recruiting program; reduced openings' percentage from 38% to less than 5% within first eight months.
Negotiated contract for employees in SEIU Local 535; re-established and improved working relationship between union and management with zero grievances filed.
Researched, designed, and implemented new benefits packages for employees.
Executive team leader who guided organization's culture shift toward team-oriented environment that ensured personal responsibility and transparency Director, Human Resources (2002 2004) THX, Ltd.
San Rafael, CA As key member of executive team, reported to General Manager of consumer electronics testing and certification company.
Implemented performance management program emphasizing mentoring, coaching, and training.
Developed policies/procedures to ensure compliance at federal and state levels for multi-state employees.
Devised compensation program with accurate job descriptions and salary progressions.
Created processes that encouraged high performance team development and management.
Established cross-functional teams identifying critical processes and procedures that enhanced interdepartmental workflow, as well as improving external customer needs.
Integrated satellite offices to reflect organizational culture and philosophy.
Designed and implemented employee satisfaction survey to identify and change critical organizational factors.
Conducted diversity-oriented recruiting programs to attract competitive candidates.
Instituted cost-effective recruiting techniques that saved organization $20K per hire.
Designed and instituted first HR internship program for company.
Researched/implemented enhanced benefits program; introduced first 401K plan Vice President, Human Resources (2000 2002) FoundryOne, Inc.
San Francisco, CA Member of executive team, reported to President/CEO for high tech start-up consulting firm; converted companies' IP into tangible and competitive products.
Designed and implemented HR processes and procedures including performance-based compensation program, sales commission plan, and stock option agreement for staff who were based in multiple states.
Created diversity-oriented recruiting system that identified top candidates while reducing overhead costs and eliminating external recruiters.
Spearheaded the establishment of a high-performing team culture.
Implemented and managed quality benefits programs, including EAP services.
Managed HR, administrative staff, maintenance, and facilities, as well as independent contractors.
Designed and performed shutdown procedures in line with state and federal statutes.
Chief Administrative Officer January 2009 to October 2014Lincoln Child Center － Oakland, CA
Promoted to manage organization's infrastructure that included Administration, Information Systems, Facilities, and Human Resources.
Reported to CEO/President of non-profit mental health agency concerning programs and services for children, youth, and families impacted by trauma, poverty, and SES.
Examined organizational infrastructure, conducted SWOT analyses, created logic models, developed systems and standards to support implementation of agency's 5-year strategic business plan.
Designed competency model for organizational job restructuring and streamlining of union positions.
Created processes producing comparative metrics that assessed operational enhancements.
Led IT team to provide NT administration, data center operations, and help desk support; spear-headed LCC's conversion to cloud-based platform using Google applications; supervised team to manage and support hardware and software operations of 4 agency sites, including 24/7 service to more than 250 employees, contractors/consultants, volunteers and miscellaneous support staff; facilitated weekly team meetings and 1:1 professional development sessions that fostered and maintained cohesive and loyal work environments.
Assessed organizational systems and identified areas to redesign through web-based performance evaluation program, behaviorally-based recruiting and interviewing programs.
Devised and directed employee relations programs that supported organizational initiatives.
Key collaborator on the strategic planning committee and collaborated on physical redesign of facilities, and included reshaping of infrastructure that encompassed programs, technology, branding, and mission/values statements.
Lead negotiator for multi-year labor contract between SEIU 1021 and LCC.
Directed turnaround initiative and created high-performing employee culture leading to Top Workplace award two consecutive years.
Consultant January 1997 to January 2000Advanced Integrated Resources － San Francisco, CA
Clients included Metric Sales, CBC, Inc., FMS, SF Interactive, Working Assets, StellarNet, Start-Up Right, Horizon Controls, and R.R.
Donnelley & Sons Company.
Offered wide-ranging HR services emphasizing recruitment, employee relations, training and development, process management, conflict resolution, and investigations with mutually acceptable resolutions.
Prepared Affirmative Action plans/programs and interfaced with EEOC officials when required.
Developed and conducted diversity training programs designed for multi-type organizations.
Director January 1994 to January 1998Working Assets Funding Service － San Francisco, CA
Hired to create and manage human resources functions for privately held start up telecommunications firm.
Reported to President and managed HR staff as well as administrative and facilities staff members.
Designed creative policies and procedures used for recruiting, training and development, as well as employee relations in entrepreneurial and socially responsible work environment.
Successfully designed and implemented strategic recruiting processes that enabled growth of company from 35 to 115 employees within nine months.
Implemented progressive disciplinary processes that reflected positive, proactive management models.
Designed and implemented in-house management and diversity training programs for managers.
Facilitated employee investigations that resulted in positive resolutions for employees and company and also designed/facilitated team-building sessions for organization.
Served as primary negotiator in bargaining with CWA.
Director, Human Resources January 1991 to January 1993Leaseametric, Inc － Foster City, CA
Member of senior management team and reported to President and managed HR and executive administrative departments.
Directed full scope of human resources functions for multi-million dollar rental, lease, service company for 250+ employees throughout U.S., Canada, France and Germany.
Key executive identified to design and implement OD program that mitigated M & A impact and created outplacement programs for affected employees.
Researched and managed transition from self-insured to third party-administered health program, that resulted in savings over > $650K.
Implemented intensive national sales training program for U.S.
and Canadian teams.
Guided HR staff to manage corporate policies and practices during corporate transition to General Electric; senior management representative and facilitator during layoff progression and shutdown.
Human Resources Supervisor January 1984 to January 1990R.R. Donnelley & Sons Co － New York, NY
Hired for Chicago Manufacturing Division; Promoted to NY Financial Division of Fortune 500 international print and communications company.
Directed HR and administrative staff for new financial division of 250 employees.
Created high-performance team culture and managed processes.
Successfully investigated and resolved harassment and discrimination charges.
Oversaw college recruiting programs, INROADS, and inner city scholarship program.
Managed Affirmative Action Program for division; designated liaison to OFCCP.
Created and instituted processes and managed recruiting efforts in startup environment.
Streamlined recruiting procedures and reduced average hire time from 45 days to less than 21 days.
Facilitated and managed all training programs for division.
Implemented new HRIS program that linked payroll and benefits.