Anna Morgan

179 Hillcrest Drive Pleasanton, California 94566 Individual Overview

Exceptional communication skills wit !roa" arra# of personnel an" mana$ement% &elf'starter wit stron$ initiative% Creative an" anal#tical t inkin$ a!ilities% Positive an" ent usiastic% De"icate" work et ic%

Professional Experience

Benton and Associates, Berkeley California January !! " Present Certifie" (nstructor for t e Dale Carne$ie Course) Human *elations Course emp asis on 5 "rivers of success) &elf'Confi"ence, People &kills, Communication &kills, +ea"ers ip &kills, an" Controllin$ &tress an" ,orr#%

Advanced #roup $%&E " MP&, Jacksonville, 'lorida Octo(er !!)" July , !! position eliminate" ' lai"'off ,estern *e$ional Emplo#ee *elations -ana$er

Performe" all functions necessar# to successfull# provi"e Human *esources consultation on issues "ealin$ wit compan# policies . proce"ures, an" fe"eral, state, an" local la!or law compliance% +ocate" in &an /rancisco, provi"e" service to 05 offices 611 emplo#ees in California, ,as in$ton, 2ri3ona, Colora"o an" 4exas% , oll# owne" su!si"iaries inclu"e") ("ea (nte$ration, &pecial Counsel, (nc%, -o"is (4, 2ccountin$ Principles, (nc%, an" &cientific &taffin$% $ew Idea Integration, a w*olly owned su(sidiary of MP& #roup, Concord, California Marc* !!)" &epte+(er !!) ,estern *e$ional Human *esource -ana$er

*esponsi!le for compliance of fe"eral, state an" local la!or laws% 2"ministere" !enefit pro$rams, immi$ration processin$, an" in"epen"ent contractor a"ministration% &erve" as liaison !etween fiel" an" corporate offices locate" in 5acksonville /+% Provi"e" service to 4 !ranc es 151 emplo#ees in California, Colora"o an" 4exas% Open &ource Manage+ent &oftware, Inc,, -ic*+ond, California April )../ " 'e(ruary !!) 2"ministration -ana$er &uccessfull# mana$e" resources to support entire compan# operations% 2reas of responsi!ilit# an" "ail# execution ' Human *esource 2"ministration, 2ccountin$, an" +e$al% 45 software en$ineers locate" in California% P-O$et 0nli+ited, &aratoga, California &epte+(er )..1 " April )../ Client &ervices Coor"inator 2"ministere" t ir" part# (n"epen"ent Contractor Compliance screenin$ pro$rams% &creenin$ applie" to incorporate" entities an" sole proprietors% 4raine" clients mana$ement on 1199 issue as it relates to (*& $ui"elines an" re"ucin$ clients potential tax risk% 2lso serve" as H* coor"inator for 75 i$ l# compensate" contin$ent workers on t ir" part# pa#roll% Duties inclu"e" emplo#ee orientation, pa#roll, !enefits, an" emplo#ee relations% -aintaine" all recor"s an" "ata in /ile -aker Pro%

Clinton Co+pany, &an -a+on California 'e(ruary )..2 " &epte+(er )..1 Human *esource -ana$er *esponsi!le for plannin$, recruitin$, trainin$, emplo#ee relations, compensation an" !enefits% 6rou$ t 7ewark site, consistin$ of 518 emplo#ees in manufacturin$ environment in compliance wit /e"eral an" &tate man"ate" re$ulations% Purc asin$ an" 2"ministration Coor"inate" Purc asin$, Customer &ervice, an" Emplo#ee *elations function% (mplemente" national corporate strate$ies for pricin$ a"ministration, accounts receiva!le, "istri!ution re9uirements plannin$ D*P, staff trainin$, an" corporate communications% *esearc e" an" propose" (&: 9111 implementation plan% All&tar Co+pany, Corcoran, California 'e(ruary )..) " 'e(ruary )..2 2ssistant -ana$er -ana$ement *esponsi!ilities an" facilit# maintenance of a 1;11'sow commercial o$ unit% &upervise" an" traine" emplo#ees in !ree"in$, farrowin$, an" $row'finis p ases of pro"uction% Education

6& in 2nimal &cience, California &tate <niversit#, /resno 1991 Harvar" <niversit#, -assac usetts, 19== summer session Dale Carne$ie> ?ra"uate from +ea"ers ip 4rainin$ for -ana$ers an" Hi$ (mpact Presentations

3ey &kills 4 5ualifications

10+ years Human Resource Generalist Experience Compliance ,ell @erse" (n +ocal, &tate 2n" /e"eral +a!or +aws 2merican Disa!ilities 2ct ('9 2u"it . /orms 4itle @(( EE:C /air Cre"it *eportin$ 2ct 1199 2u"it . &creenin$ C:6*2 /amil# -e"ical +eave 2ct (mmi$ration H(, 47, Permanent *esi"enc# <nemplo#ment Hearin$s Emplo#ee *elations Con"uct (nvesti$ations . Hearin$s :f 2lle$e" Discrimination, Harassment, :r :t er C ar$es (nterview ,itnesses, c ar$in$ part# an" respon"ent -e"iate Emplo#ment Disputes Prepare C ar$e 7arratives Performance (mprovement Plans Consult 2n" 2"vise Polic# . Proce"ure 2c9uisition . -er$ers ?eneral Human *esources *ecruitin$AHirin$A(nterviewin$ &alar# 7e$otiations 7ew Hire :rientation Custom Emplo#ee Data!ase Personnel /iles au"it . execution ,orkers Compensation Claims an" case mana$ement Contin$ent ,orkforce -ana$ement

Desi$n . (mplement Emplo#ee Han"!ook 4rainin$' :45, Harassment, ('9, Human *elations, -ana$ement, 2s 7ee"e"% 6enefit 2nal#sis 2n" 2"ministration 411k 2"ministration &ection 1;5 2"ministration 4+ Years General Accounting Experience Collections 2ccounts Pa#a!le 2ccounts *eceiva!le 6ankin$ +iaison 12+ Years General Administration Experience +e$al Contract *eview . 2"ministration 7on Disclosure *eview E9uipment +ease *eview :ffice +ease *eview :ffice 2"ministration 4elep one . @- 2"ministration :ffice E9uipment *elocation Personnel ?eneral 4#pin$ 2nswerin$ P ones Cop#in$ +i$ t &#stem 2"ministration Current So t!are " #S S$ills :ffice &oftware -icrosoft ,or" -icrosoft Excel -icrosoft PowerPoint /ile -aker Pro Explorer . 7etscape +otus 7otes -icrosoft :utlook &peciali3e" Peoplesoft Deltek CostPoint Buick 6ooks @isio &canner . P oto mo"ification :peratin$ &#stems ,in"ows 74, 9=, ;111 2&411 -ac :&'9 <p

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Mary &+it*
;6 /airwa# Drive +os ?atos, C2 94577 OBJEC8I9E

2 Human *esources mana$ement position involvin$ $eneralist responsi!ilities, as well as trainin$ an" "evelopment> provi"in$ t e tools for emplo#ees to !e successful in a corporate environment%

50A:I'ICA8IO$& 4 BAC3#-O0$;

Pro$ressivel# increasin$ responsi!ilit# an" soli" experience in t e areas of Emplo#ee *elations, Performance -ana$ement, an" Career Coac in$% Principle skills inclu"e)

4rainin$ +ea"in$ Creatin$ :r$ani3in$ Coor"inatin$ Communicatin$ :verseein$ *esearc in$ &E:EC8E; ACCOMP:I&7ME$8&

%RA&'E( o ice and rontline managers on correcti)e action process at rapid gro!t*+transitioning organi,ationDesi$ne" sli"e s ow an" wrote narrative "emonstratin$ eac step of process, arran$e" class sc e"ules to accommo"ate !usiness flow, presente" works ops an" a"apte" role'pla# exercises for mana$ers to appreciate process in action%

9= of participants rate" presentation excellent> fee"!ack from upper mana$ement conve#e", ,e finall# ave a wa# to respectfull# i"entif#, "eal wit , an" resolve pro!lems, as well as terminate non'pro"uctive emplo#ees% C##R(&'A%E( transition o 1./ employees rom one medical 0ene its carrier to 2 ne! carriers in less t*an 10 days !*ile simultaneously conducting open enrollment or rapidly gro!ing2 pri)ate corporation*ecruite" new !enefits !roker, "irecte" plannin$ meetin$ wit support team, planne" strate$ies to $et a ea" of process, or$ani3e" an" supervise" enrollment meetin$ to explain new !enefits pro$ram to emplo#ees% 2c ieve" entire emplo#ee covera$e wit in ; weeks, me"ical car"s in an"s of emplo#ees wit in 0%5 weeks% Complete" two enrollment processes in 1A0 of time $enerall# re9uire"% &345E3E'%E( ne! 4aid %ime # plan t*at trac$ed and printed 0alances on payc*ec$s t*roug* A(4"HR&S so t!are and communicated its a0ility to meet needs o so t!are start+up*esearc e" options, i"entifie" premier software, "emonstrate" a!ilities of c oices to meet or$ani3ation s nee"s, persua"e" executive level mana$ement to approve purc ases, an" rela#e" ke# usa$es to mana$ers an" emplo#ees% (mplementation of new pro$rams eliminate" nee" for emplo#ees to solicit H* or 2ccountin$ for P4: !alances an" returne" 4'6 man' oursAweek ;=,111%11A#ear% %RA&'E( super)isory sta on correct !ays to identi y and process legitimate 6or$er s Compensation claims )s- simple irst aid in7uries or 8ay Area construction companyDesi$ne" CHow 4o C s eet, outline" step'!#'step proce"ures, "ele$ate" assem!l# an" "istri!ution responsi!ilities, presente" trainin$, an" con"ucte" B.2 sessions% Claims processin$ improve" si$nificantl#, re"uce" potential for future insurance premium increases !# "ecreasin$ num!er of ,orkers Compensation claims !# 61 ) tren" anal#sis ena!le" safet# committee to secure !etter safet# e9uipment, furt er re"ucin$ overall num!er of first ai" cases !# ;18 % 6O-3 E<PE-IE$CE

#lenn Associates Human *esources -ana$er 1 #ear

Exc*ange &ervice, Inc, Human *esources ?eneralist 1 #ear

Independent Contractor Human *esources Consultant 1 #ear

Jones Manage+ent #roup *e$ion H* &pecialist . ?eneralist 0 #ears

'as*ion Bugg=C*ar+ing &*oppes 2ssistant -ana$er 1 #ear

Mary 3ay Cos+etics, Inc, Consultant . 4eam +ea"er = #ears

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62 2merican &tu"iesAPs#c olo$#APortu$uese fluent , (n"iana <niversit#, 6loomin$ton, (7 Conversational &panis , C a!ot Colle$e, Ha#war", C2 How to Con"uct ,orkforce (nvesti$ations, Developments in ,a$e an" Hour +aw, Epstein 6ecker . ?reen +aw /irm 4 e 2rt of *espon"in$ to 2"ministrative C ar$es, 2 +ook at t e 7ew H'16 +aws, Epstein 6ecker . ?reen +aw /irm 7ew :&H2 *e9uirements for ;11;, Emplo#ment +aw :verview ;11; , Epstein 6ecker . ?reen +aw /irm &oftwareAData!ases) -icrosoft :ffice &uite, EmailA(nternet, @isio, 2C4D, EipCrim;, 2DP H* ProfileA*eport&mit , 26*2

A;;E$;0M ;E8AI:E; 6O-3 7I&8O-%

#lenn Associates !!! !! Human *esources -ana$er

4olicy 9 General Administration"5egal Compliance *esponsi!le for all "a#'to'"a# H* :perations> ProFect -ana$ement an" (nternal Consultin$% Compose", rolle"'out, an" respon"e" to in9uiries re$ar"in$ policies an" proce"ures, suc as Corrective 2ction, Pai" 4ime :ff, *elocation an" E"ucation 2ssistance% *evise" 19'#ear'ol" Emplo#ee Han"!ook% Distri!ution of t e an"!ook to emplo#ees returne" 11 H* man' oursAweek, savin$ 19,711%11A#ear an" allowe" compan# to $et into compliance re$ar"in$ emplo#ment law% Ensure" emplo#ee compliance wit an"!ook an" interprete" policies for /oremen, &uperinten"ents, mana$ers, an" supervisors% Create" compre ensive Emplo#ee Census to ouse an" track personnel information% Coor"inate" all H* paperwork processin$ an" interaction wit &atellite :ffices in &t% Helena, C2 an" Gi ei, Hawaii% 4urnover in &atellite offices "ecrease" !# 11 % Processe" Disa!ilit#, ,orker s Comp, an" <nemplo#ment Claims, as well as +eaves of 2!sence an" &everance%

6rou$ t t e compan# into compliance re$ar"in$ /+&2 ExemptA7on'Exempt, as well as C:6*2 issues an" eliminate" lia!ilit#% Con"ucte" Exit (nterviews for 4erminations% Recruitment Created and implemented a complete Hiring 4rocess"Recruiting Strategy: Contracte" for a compensation anal#sis report, create" compensation packa$es from t e report, $enerate" salar# ran$es for eac Fo! famil#, pro"uce" Fo! "escriptions for eac position, poste" open position announcements on t e (nternet an" internal transfer !oar", "esi$ne" an" "elivere" (nterview &kills 4rainin$ works op, sc e"ule" interviews for Hirin$ -ana$ers, solicite" fee"!ack, an" ma"e offers% Ensure" timel# completion of pre'emplo#ment screenin$ practices% Desi$ne" an" facilitate" 7ew Hire :rientation% (nte$rate" Fo! "escriptions into Career Pat in$ an" Performance -ana$ement% Compose" an" implemente" (nternal Postin$APromotionA4ransfer Process% &ave" t e compan# =5,111%11 !# retainin$ Hirin$ -ana$ers an" cut interview time !# 51 w ile increasin$ ire #iel" !# ;5 % ?rew t e compan# from 111 to 15; emplo#ees !# fillin$ t e followin$ positions) Carpenters, /oremen, &uperinten"ents, ProFect -ana$ers, Estimators, 2ccountin$ an" ?eneral 2"ministrative% 2nal#3e" turnover an" ot er H* statistics information% Create" re9uisitions process an" implemente" s#stem for trackin$ recruitment "ollars% Employee Relations 9 %raining Partnere" wit mana$ement !# a"visin$ appropriate resolution of emplo#ee relations issues, create" a Corrective 2ction Process ' complete" trainin$ rollout to all /iel"A:ffice mana$ement% Develope" true Performance -ana$ement pro$ram t at i"entifie" "evelopmental areas, w ic improve" performance !# 111 % (nitiate" an" a"ministere" :r$ani3ational Desi$n plan for Career Pat in$% 4raine" officeAfrontline supervisorsAmana$ers on t e Corrective 2ction Process, create" an" con"ucte" 7ew Hire :rientation% Desi$ne" an" orc estrate" compan# s first formal trainin$ course for ProFect En$ineers an" ProFect -ana$ers% Coor"inate", facilitate", an" promote" a non'violent an" arassment'free workplace t rou$ a Preventin$ Harassment e4rainin$ ' complete" rollout of trainin$ to entire compan# wit in 0'mont timeframe% 8ene its Coordinated 401 ; 4lan t*roug* )endor relations2"ministere" !enefits) interviewe" an" ire" new 6enefits 6roker, communicate" !enefit information to emplo#ees, provi"e" timel#Aaccurate enrollment, an" resolve" claims issues% Coor"inate" transition of 175 emplo#ees from one me"ical !enefits carrier to ; new carriers in less t an 01 "a#s w ile simultaneousl# con"uctin$ :pen Enrollment% *esearc e" various new !enefits) @ision, Dental, & ort'term Disa!ilit#, an" *i"e & areACommuter Pro$rams% Processe" timel# wit "rawal from !enefits invoices at termination ensurin$ proper cre"it to accounts 1,111Amont % Ris$ 3anagement #rgani,ed personnel iles: Con"ucte" internal a"ministrative au"its of existin$ files, i"entifie" (7& compliance issues wit ('9 s, extracte" paperwork t at, !# law, must !e separate" ('9 s, me"ical, ,orker s Comp%, "isa!ilit#, an" life insurance % Develope" a format an" "ele$ate" task of purc asin$ "ura!le file fol"ers wit multiple panels% Directe" t e or$ani3ation of files so t at were in compliance an" also coul" !e reference" w en nee"e"% &ave" t e compan# an estimate" ;,=10,111%11 in penalties an" fees, as well as eliminate" t e possi!ilit# of compan#'wi"e s ut "own as a result of an (7& au"it% *esearc e" an" initiate" ven"or relations ip to compl# wit C:6*2 laws% Compl#in$ wit C:6*2 laws save" approximatel# 511,111%11 in overall risk mana$ementAnon'compliance expenses% *esearc e" an" implemente" 6ack$roun" C ecks for all new emplo#ees> incorporate" criminal, !ack$roun" pre' screenin$ into *ecruitment Process, savin$ approximatel# 5,111%11' 11,111%118 in risk mana$ementA7e$li$ent Hirin$ expenses% En)ironmental Healt* and Sa ety Ensured compliance !it* #SHA re<uirements2 6or$er s Comp2 and sa ety management&afet# Committee -em!er) primaril# responsi!le for inFure" workers, all re$ulator# compliance, an" provi"in$ trainin$ to mana$ersAsupervisors pertainin$ to esta!lis e" safet# pro$ram% 4raine" officeAfrontline supervisorsAmana$ers on t e correct wa# to i"entif# true ,orker s Comp% inFuries vs% simple /irst 2i" inFuries an" ow to process t em%

So t!are"(ata0ases used: -icrosoft :ffice &uite, @isio, "ail# use of t e (nternet%

Independent Contractor )... !!! <ena -esource #roup, Inc, Human *esources ?eneralist

4olicy 9 General Administration"5egal Compliance &nterim HR 3anager2 unctioned as principle contact2 directed all day+to+

day HR #perations4rue ?eneralist responsi!ilities t at inclu"e" t e Emplo#ment /unction, 6enefits 2"ministration, Emplo#ee *elationsACoac in$, 4rainin$, PaperworkAPa#roll Processin$ an" 2"ministration, as well as &tock Coor"ination% 2"ministere" 2DP H* ProfileA*eport&mit H*(& Data!ase ' "!ase population, "ata entr#, maintenance an" au"itin$% Coor"inate" an" execute" all H* paperwork processin$% Con"ucte" Exit (nterviews for 4erminations% Recruitment Created Recruiter s Guide t*at 0ecame integral part to ne! Recruiter #rientation and returned 40 HR man+ *ours2 sa)ing .2/00-00"ne! RecruiterPro"uce"AE"ite" Fo! "escriptions, create" an" up"ate" :pen *e9uisitions *eport% Compose" an" implemente" Emplo#ee *eferral 6onus Pro$ram, poste" Fo! "escriptions an" source" for resumes on t e (nternet, !uilt 2pplicant 4rackin$ +o$ "ata!ase, p one screene" can"i"ates, sc e"ule" interviews for Hirin$ -ana$ers, solicite" fee"!ack, an" ma"e offers% *ecruite" for &ales, 6usiness Development, Pro"uct -ana$ement, an" ?eneral 2"ministrationA/inance "epartments% Employee Relations 9 %raining (esigned and deli)ered !ee$ly 'e! Hire #rientationCompose", rolle"'out, an" enforce" compan# policies an" proce"ures, suc as Corrective 2ction Process, &ecurit#, P4:, 4ravel, Expense *eportin$, *elocation an" E"ucation 2ssistance% +iase" wit &atellite :ffices locate" in multiple states% (nvesti$ate" &exual Harassment, ("entit# 4 eft, an" ot er claims% 8ene its Composed 401 ; 4lan Summary and coordinated its administration t*roug* )endorProcesse" Disa!ilit#, ,orker s Comp, an" <nemplo#ment Claims> +eaves of 2!sence an" &everance% *esearc e" an" implemente" various new !enefits ' /itnessA?#m Pro$ram, E2P, @ision Discount &upplement, Commuter C ecks for 6a# 2rea an" 7ew Hork -etro 2rea an" Cre"it <nionA6ank 2ffiliation% So t!are"(ata0ases used: -icrosoft :ffice &uite, 2DP PC Pa#roll for ,in"owsA H* ProfileA*eport&mit an" extensive "ail# use of t e (nternet%

>ena -esource #roup ? 8op @ ;ata &ervices

Compensation 2nal#st &enior 2"ministrative position assistin$ t e Presi"ent) file", t#pe", answere" p ones, processe" mail% Data input o!taine" from &ecurities Exc an$e Commission proxies% Performe" anal#sis, as well as, create" c arts an" reports to $ive to clients an" surve#s participants% &oftwareAData!ases use") -icrosoft :ffice &uite an" a customi3e" "ata!ase% Jones International Protein ;esign :a(s Human *esources 2ssistant 2ssiste" 6enefits Coor"inator in a"ministerin$ me"ical an" ot er !enefits to emplo#ees% Provi"e" *eception relief an" applicant trackin$ for *ecruiters% &oftwareAData!ases use") -icrosoft :ffice &uite an" 26*2% BC; :i+ited, Inc, *ecruitin$ Consultant Executive &earc *ecruiter for an international searc firm% &peciali3e" in t e Data Communications market% Performe" contin$ent an" retaine" searc es for top clients like Cisco, 7ortel, an" 0Com%

&oftwareAData!ases use") -icrosoft :ffice &uite an" People&oft% &+art Manage+ent &ervices )..A )... *e$ion Human *esources &pecialist . ?eneralist *e"uce" expenses !# 51 t rou$ timel# processin$ of 7ew Hires, PromotionsA(ncreases, . 4erminations> processe" !enefits, c ar$e'!acks, an" turn'over rate issues% /unctione" as H* -ana$erA?eneralistA2"ministrator for t e "ivision s 2"ministrative &upport Center . 2tlanta H* Dept% 2""resse" emplo#ee concerns, resolve" pa#roll issues, researc e" special proFects for t e *e$ion Director, initiate" recruitin$ strate$ies an" interviewin$% (ncrease" t e 9ualit# of personnel action paperwork !# re"ucin$ errors !# 111 , !# creatin$Apu!lis in$ a ow to reference tool an" trainin$ H* personnel on ow to pro"uce error'free paperwork% Create" an" implemente" a trackin$ s#stem for receipt an" reFection of paperwork% Coor"inate" !ack$roun" c ecks . supervise" its internal c eckA!alance processes% +e" efforts to plan an" execute start'up operations for a *e$ion H* :ffice , transitione" to full self'sustainment> follow'up, follow t rou$ , an" maintenance% &pear ea"e" *eco$nition Pro$ram . supervise" (nternsACo':ps% &oftwareAData!ases use") -icrosoft :ffice &uite an" -illenniumAP2*&% 'as*ion Bugg=C*ar+ing &*oppes )..B )..@ 2ssistant -ana$er &upervise" 6 person staff% 4raine" personnel, $enerate" pa#roll computer reports, sc e"ule" manpower, processe" accounts receiva!le, an" controlle" inventor#% Hire" as &ales 2ssociate, promote" to mana$ement wit in ; mont s% &oftwareAData!ases use") Customi3e" Pa#roll "ata!ase% Mary 3ay Cos+etics, Inc, )..B Present Consultant . 4eam +ea"er Entrepreneur) sell !eaut# pro"ucts an" teac skincare, maintain inventor# to service client !ase of 111 locate" in 11 citiesA6 states% 4raine" Consultants on 4ime -ana$ement w ere mana$er fee"!ack reporte" 9= increase" efficienc#Apro"uctivit# #iel"> +e" team into car 9ualification for new Pontiac ?ran" 2m) traine" team in t e areas of *ecruitment an" &ales, le" !# example as top pro"ucer in unit, an" team pro"uce" ;4,111%11 =,111%11Amont for 0 mont s % 4au$ t team mem!ers ow to lea" t eir teams into car 9ualification% &oftwareAData!ases use") -icrosoft :ffice &uite% <p

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;O0#:A& &CO88
1;0 2lta @ista ,a# /remont, C2 951;7 70MA$ -E&O0-CE& E<EC08I9E

Hi$ ener$# executive wit extensive track recor" of !roa" !ase" an" pro$ressivel# responsi!le experience in mana$ement an" uman resources% Proven a!ilit# to work wit all levels of or$ani3ation, inclu"in$ 6oar" of Directors, to inte$rate t e Human *esources function into t e overall !usiness strate$#% Diverse in"ustr# experience in lar$e, multi'national

or$ani3ations as well as mi"'si3e, stan"'alone companies an" start'ups from pre to post (P:% Experience wit mer$ers . ac9uisitions, i$ $rowt operations, restructurin$, "ept% start'ups an" "ownsi3in$% Extensive international experience%

A-EA& O' E<PE-8I&E :r$ani3ational Development &trate$ic Plannin$ 4rainin$ . Development 4otal Bualit# -ana$ement Emplo#ee *elations &taffin$ 4eam 6uil"in$ Emplo#ment . +a!or +aw -.2 Compensation . 6enefits Desi$n H%*% Polic# Desi$n . (mplementation &afet# 4rainin$ P-O'E&&IO$A: E<PE-IE$CE

I$8E#-A8E; &%&8EM&C &an Jose, CA !!! " ) = !!) &enior Director Human *esources . 2"ministration

:verall responsi!ilit# for Human *esources an" senior !usiness partner reportin$ to CE: in "#namic an" multi'cultural D&+ turnaroun" wit operations in t e <%&%, 4aiwan, Gorea, C ina an" Europe%

:r$ani3e" an" "rove initiative for formali3e" Pro"uct +ife C#cle process in entire compan# to "ecrease time to market, improve 9ualit# an" lower pro"uct "evelopment cost w ile increasin$ $reater customer satisfaction% (nclu"e" -ana$ement trainin$ in Performance -ana$ement an" 2ccounta!ilit#% Hire" as compan# s first H%*% professional t ree mont s !efore $oin$ pu!lic% 6uilt entire H%*% "ept% wit files, s#stems an" le$al re9uirements an" a""e" staff in t ree countries% +e" people si"e of compan# t rou$ (P: w ile increasin$ morale in "own market% -ana$e" 61 ea"count $rowt in six mont s% +e" entire corporate move to new !uil"in$ !# selectin$ location, closin$ "eal on lease an" mana$in$ all relations ips wit contractors an" ven"ors for furniture, e9uipment, etc% wit emplo#ee team selecte" to "esi$n space for new compan# culture% *e'en$ineere" compan# wit move to new !uil"in$ an" turnover of CE:, C:: an" ot er sr% executives for new !usiness "irection% +e" or$ani3ation t rou$ maFor restructurin$ . "ownsi3in$ wit no le$alAre$ulator# compliance issues% (mplemente" new H*(& wit we!'!ase" Emplo#ee an" -ana$er &elf &ource an" con"ucte" trainin$ for entire or$ani3ation% &0$-I&E AME-ICAC Modesto, CA )../ " !!! Director of Human *esources

/unctional responsi!ilit# for Human *esources an" senior !usiness partner reportin$ to CE: in worl" s lar$est 2utomatic 4est E9uipment supplier to t e semicon"uctor in"ustr#%

!u"$et%

&uccessfull# relocate" <%&% ea"9uarters from C ica$o to Calif% wit no !usiness interruption an" 45 un"er (n process of reor$ani3in$ entire <%&% operation for new market focus an" to ena!le complete culture c an$e from 5apanese parent to <%&% !ase" or$ani3ation%

&pear ea"e" compan# s first &trate$ic Plannin$ process an" facilitate" re'en$ineerin$ wit emplo#ee Cself'serveC for emplo#ee empowerment% Core team mem!er of :racle E*P wit responsi!ilit# for implementation an" communication of we!'!ase" H*-&% &C7:IMA$$ I$C, )..2 " )../ Green!ood2 SC"Atlanta2 GA 1==/ + 1==> Director of Human *esources>

:verall functional responsi!ilit# for two "ivisions an" five primar# locations in worl"wi"e pro"uct applications for 2utomatic -eter *ea"in$ an" flow measurement tec nolo$#%

*eportin$ to Divisional ?eneral -ana$ers, completel# c an$e" one culture from tra"itional manufacturin$ to emplo#ee empowere" total 9ualit# wit self "irecte" work teams, 061 appraisals, empl% rewar" s#stem an" all salarie" workforce% *estructure" or$ani3ation wit t ree international an" two "omestic locations, inclu"in$ consoli"atin$ manufacturin$% :t er "ivision reen$ineere" for $rowt in new market tec nolo$# t rou$ incentives an" emplo#ee pro$rams% ?ui"e" !ot "ivisions t rou$ Ha# Compensation implementation wit new pa# for performance s#stem% Simi ?alley2 CA 1==1 + 1==/ Human *esources -ana$er>

/unctionall# responsi!le for all operations in 2utomatic 4est E9uipment "ivision% -anufacturin$ operations inclu"e" locations in &out ern Calif%, : io, 7ort ern Calif%, En$lan" an" /rance%

-ana$e" tremen"ous revenue $rowt of over 51 A#ear an" implemente" new temporar# emplo#ment plan to "ou!le si3e of workforce in two #ears, w ile re"ucin$ cost an" maintainin$ flexi!ilit# in manufacturin$% Develope" pro$rams for incre"i!le ea"count $rowt an" correspon"in$ trainin$A"evelopment issues% *e"uce" emplo#ee turnover from 4; to 1; t rou$ innovative recruitment an" retention pro$rams% (nstrumental in takin$ culture to Cnext levelC in 9ualit# wit active team environment t rou$ emplo#ee involvement% -ana$e" people si"e of "ue "ili$ence in compan# s ac9uisition of ro!otic an"lin$ compan#% (nclu"e" a!sor!in$ or$ani3ation into new compan# wit culture c an$e, compensation, !enefits an" or$ani3ation re"esi$n% &8, 87OMA& ME;ICA: CE$8E-C 6oodland, CA )..) " )..2 Director of Human *esources

Hea" of H%*% an" mem!er of senior mana$ement staff wit responsi!ilit# for lon$ ran$e plannin$ an" "evelopment of acute'care me"ical center%

#:E$9I::E E$8E-P-I&E&C ;enver, CO=:os Angeles, CA )./. " )..) (n"epen"ent Human *esources Consultant

Develope" pro$rams, policies, proce"ures an" or$ani3ational "evelopment interventions for area !usinesses%

0$I8E; &E-9ICEC ;enver, CO ).1. " ).// Human *esources -ana$er

-ana$e" Human *esources function in lar$e $eo$rap ic area of two states in "istrict wit over 0,511 emplo#ees%

E;0CA8IO$

6%2%, -etropolitan &tate Colle$e, Denver, C: &peec CommunicationsAPu!lic *elations

CE-8I'ICA8IO$

&PH* &enior Professional in Human *esources Human *esources Certification (nstitute

8-AI$I$#

Professional courses inclu"e" Positive Power . (nfluence, Contemporar# +ea"ers ip, /inance, (nternational Compensation, Cove# +ea"ers ip, ,a$e . Hour, +a!or +aw, &exual Harassment, 2(D& in t e ,orkplace, Diversit#, +a!or *elations an" numerous H%*% an" mana$ement relate" courses%

A''I:IA8IO$&

&ociet# for Human *esources -ana$ement, ,orl" 2t ,ork 2merican Compensation 2ssociation , 2merican &ociet# for 4rainin$ . Development, 6a# 2rea Human *esource Executives Council ' 6oar" of Directors, 2merican Heart 2ssociation ' 6oar" of Directors <p

-E&0ME B
&a+ples represent t*at of an actual working tec*nical professional found on t*e 6EB and +odified to protect t*e privacy of t*ese professionals, 7u+an na+es, co+pany na+es, colleges, software product na+es are intentionally +ade up,

Peter Pan, C7-P

Areas of 3nowledgeD Human *esources -ana$ement &trate$ic H*@irtual Human *esources e'H* :r$ani3ational Desi$n an" *estructurin$ 6usiness Process *e'en$ineerin$ for Human *esources -ana$ement C an$e -ana$ement ?roup Process /acilitation . 5oint 2pplication Desi$n Human *esources Plannin$ &taffin$ Classification an" Compensation +a!our *elations 4rainin$ an" Development Compre ensive 2u"its *isk 2ssessment . &ecurit# ProfileD Peter Pan s career encompasses a !roa" ran$e of si$nificant consultin$ an" mana$ement experiences, primaril# in t e realm of Human *esources -ana$ement% His work assi$nments inclu"e all aspects of uman resources mana$ement, or$ani3ational restructurin$, 9ualit#' focuse" c an$e mana$ement, an" !usiness process en$ineerin$ as well as renewal an" improvement of H* processes% His recent focus as !een on t e implementation of e'H* solutions%

His $roup process facilitation skills ave supporte" nee"s anal#sis an" plannin$ activities, primaril# in informatics' focuse" workin$ environments% His experience in representin$ t e interests of union mem!ers in t e pu!lic sector provi"es an a""e" perspective to is !roa" H*- consultin$ repertoire% He also as a stron$ track recor" in compre ensive value'for' mone# au"itin$ in uman resources mana$ement as well as corporate securit# an" risk assessment% (n a wi"e variet# of or$ani3ational environments, e as consistentl# "emonstrate" an a!ilit# to respon" in an innovative manner to c allen$es relatin$ to !ot wi"e'ran$in$ issues as well as to specific pro!lems re9uirin$ !ot "etaile" anal#sis an" soli" lea"ers ip skills% -r% Pan ol"s a Certifie" Human *esources Professional CH*P "esi$nation, is !ilin$ual an" possesses a current &ecret'level &ecurit# Clearance ?overnment of Cana"a % &kills and ExperienceD

9irtual 7u+an -esources e"7- &olutionsD :n !e alf of t e 4reasur# 6oar" &ecretariat for t e ?overnment of Cana"a, e complete" a compre ensive nee"s anal#sis an" "evelope" an implementation plan for specific re9uirements of t e 0,=11 mem!ers of t e $overnment'wi"e H* Professional communit# for a centrali3e", one'stop s oppin$ we! site m#H*%somew ere%ca % -r% Pan con"ucte" an e'H* feasi!ilit# stu"# at 4ransport Cana"a to assess "epartmental rea"iness for an H* self'service solution an" prepare recommen"ations an" associate" action plans to ensure a smoot an" successful transition% 4 is stu"# involve" con"uctin$ several interviews wit ke# stake ol"ers an" a focus $roup session to assess t e corporate vision an" i"entif# emplo#ee re9uirements for an H* self'service solution as well as some !est practices researc % 6ase" on t e stu"# fin"in$s, "evelope" several recommen"ations for a successful self'service solution inclu"in$ an H* service "eliver# approac , a C an$e -ana$ement strate$#, "efinition of re9uire" resources, an" self'service implementation $ui"elines% 2n overall proFect work plan, encompassin$ all action plans was also "evelope"% Peter also complete" a @irtual H* feasi!ilit# stu"# for (n"ian an" 7ort ern 2ffairs Cana"a (72C% 4 is work was aime" at "evelopin$ a via!le implementation approac for e'H* '' !uil"in$ on t e existin$ infrastructure, supportin$ t e concept of emplo#ee self'sufficienc#, optimi3in$ availa!le ena!lin$ H* an" !usiness'focuse" information tec nolo$ies, an" ali$nin$ itself wit "epartmental H* strate$ies% 4o$et er wit anot er consultant, e facilitate" a i$ 'level e'H* plannin$ session wit ke# personnel from t e Department of 5ustice, re$ar"in$ t e feasi!ilit# of intro"ucin$ an" implementin$ a @irtual H* solution wit in t e Department% 4 e information $at ere" "urin$ t e session was use" to "evelop a i$ level implementation plan, w ic a""resse" a propose" plan of activities an" estimate" resource re9uirements an" costs, takin$ into consi"eration t eir People&oft H*-& "evelopment an" up$ra"e sc e"ule% 4 e i$ 'level implementation plan was !ase" on t e t ree levels of we! ena!lement, !roa"castin$, point'castin$, an" interactive% 2lso a""resse" were critical success factors, cultural impacts, implementation consi"erations, an" potential issues% -r% Pan serve" as t e 4eam +ea" for t e "evelopment of an implementation plan an" !usiness case for re' en$ineerin$ of uman resource processes across t e ?overnment of 6ritis Colum!ia '' an emplo#ee population in excess of ;4,111% (n a""ition to t e concentration on creatin$ plans for implementin$ re'en$ineere" H* processes across all $overnment ministries, t e proFect focuse" on provi"in$ we!'ena!le" solutions foun"e" on en ancin$ emplo#ee an" mana$ement access to uman resource "ata% 4 is t ree'mont proFect culminate" in acceptance of t e $eneral approac !# a committee of Deput# -inisters% 7u+an -esources Manage+ent Consultant &ervicesD -r% Pan recentl# provi"e" specific Human *esources -ana$ement recruitment an" selection services to Healt Cana"a relatin$ to t e successful ac9uisition of mana$ement resources at t e senior level in (nformation 4ec nolo$#, consistent wit t e !usiness plans of t e (nformation -ana$ement &ervices Directorate an" Healt Cana"a s uman resources mana$ement policies an" relate" processes% Peter un"ertook a skills review an" "evelope" a reskillin$ plan for t e Depositor# &ervices Pro$ram wit Communications Cana"a% 4 is effort focuse" on i"entif#in$ current skills as well as new tec nical skills re9uire" in li$ t of si$nificant a"vancements in t e use of we!'!ase" tec nolo$# in "eliverin$ sources of information to t e Cana"ian pu!lic, un"er t e auspices of a !roa"'!ase" ?overnment'on'+ine initiative% :ver a fifteen'mont perio", e provi"e" Human *esources -ana$ement services to t e emer$in$ &ecure C annel ProFect :ffice for t e ?overnment 4elecommunications an" (nformatics &ervices 6ranc ?4(& at Pu!lic ,orks an" ?overnment &ervices Cana"a P,?&C % His efforts focus on "evelopment of a via!le or$ani3ational structure, initiation of relate" Fo! classification activities, exploration an" implementation of staffin$ an" resource ac9uisition options, "evelopment of in"ivi"uali3e" trainin$ plans for all staff mem!ers, an" creation of a i$ 'level H* plan% Contri!utions of t e &ecure C annel ProFect team were critical to t e implementation of ?overnment :n'line, a maFor ?overnment of Cana"a initiative%

He "evelope" a tactical plan for t e +aw -ana$ement Practice Directorate for t e Department of 5ustice, !ase" on a !roa"l# !ase" functional review of all activities% 4 is effort entaile" facilitate" sessions wit ke# stake ol"ers as well as in"ivi"ual interviews, a review of !est practices in ot er similar le$al environments, an" "evelopment of functionall# !ase" or$ani3ational "escriptors t at serve" as t e !asis for t e creation of a new or$ani3ational structure for t e unit% Peter provi"e" a wi"e ran$e of H*-'!ase" mana$ement consultin$ services to t e (nformation 4ec nolo$# 6ranc (46 of t e Cana"a Customs an" *evenue 2$enc# CC*2 % 2 two'"a# works op t at -r% Pan le" focuse" on initial nee"s "etermination for a compre ensive emplo#ee orientation approac for t e newl# esta!lis e" a$enc#% 4 ere was a stron$ emp asis on !uil"in$ an inte$rate" emplo#ee orientation pro$ram wit stron$ support for t e retention of criticall# scarce information tec nolo$# professionals% 2""itional activities un"ertaken in support of uman resources mana$ement at (46 inclu"e") completion of a i$ ' level or$ani3ational review for (46> creation of a i$ 'level H* &trate$# w ic reco$ni3e" t e important role to !e pla#e" !# !ot tec nicall#'!ase" an" soft competencies in t e or$ani3ation s $rowt an" continue" $oo" ealt > an" creation of a skills an" competencies'!ase" inventor# of all (4 roles, couple" wit t e "evelopment of an (46'specific career'pat in$ mo"el for use of all tec nolo$# professionals% 2s well, -r% Pan serve" as t e ke# external H*- resource for a complex omni!us selection process for senior'level (nformation 4ec nolo$# ProFect -ana$ers at CC*2% -r% Pan "evelope" a compre ensive Human *esources strate$# for t e (nformation -ana$ement an" 4ec nical &ervices 6ranc for /is eries an" :ceans Cana"a D/: % 4 e efforts focuse" primaril# on up"atin$ t e H* &trate$# t at was initiall# formulate" t rou$ an earlier proFect% 4 is activit# took into account t e "epartmental results of t e ?overnment of Cana"a Emplo#ee &urve# an" !enefite" from consi"era!le insi$ t into emplo#ee concerns, su$$este" solutions, an" t eir respective priorities t rou$ t e con"uct of representative focus $roup sessions% 4 e final pro"uct, a compre ensive framework "ocument, i"entifies initiatives t at support enli$ tene" H* an" provi"e a clear "irection for t e staff of t e C(: at D/:

-r% Pan complete" a i$ 'level or$ani3ational "esi$n proFect for t e (nformation -ana$ement an" 4ec nolo$ies 6ranc (-46 of Citi3ens ip an" (mmi$ration Cana"a C(C % 4 is work focuse" on clarif#in$ roles an" "efinin$ areas of responsi!ilities so as to en ance t e accounta!ilit# an" effectiveness of "eliver# of support provi"e" !# C(C s (mplementation an" :perations Directorate% He facilitate" an inter"epartmental $roup of senior informatics staff in t eir pursuit of recommen"ations to en ance retention an" mo!ilit# for mem!ers of t e information mana$ementAtec nolo$# communit# in t e fe"eral pu!lic service% 4 is effort was sponsore" !# t e 4reasur# 6oar" &ecretariat 46& t rou$ t e $overnment'wi"e 2"visor# Committee on (nformation -ana$ement 2C(- % Peter un"ertook t e "evelopment of a compre ensive uman resources strate$# for t e Hear ;111 H;G ProFect at D/:% 4 e assi$nment focuse" on i"entif#in$ t e critical strate$ic issues facin$ D/: an" presente" "etaile" recommen"ations focuse" on staffin$, i"entif#in$Amana$in$ team resources, "evelopin$ trainin$ an" "evelopment approac es, firmin$ up resource "eplo#ment an" utili3ation options, an" i"entif#in$ actions to "eal wit retention issues, inclu"in$ rewar"s an" reco$nition% /or D/:, e a" earlier "evelope" a i$ 'level Human *esources &trate$# for (nformatics alon$ wit a via!le approac to its implementation% 4 e strate$# focuse" on ali$nment of t e tec nical skills an" Fo!'relate" competencies of t e limite" (nformatics resources wit t e nee"s of D/: client mana$ers% He pla#e" a lea" role in t e "evelopment of t e compre ensive uman resources strate$# for t e Hear ;111 H;G ProFect for t e ?overnment 4elecommunications an" (nformatics &ervices 6ranc ?4(& at t e Department of Pu!lic ,orks an" ?overnment &ervices P,?&C % 4 is particular proFect H;G focuse" on ensurin$ t at t e more t an 511 applications supporte" !# ?4(& will !e H;G'compliant an", necessaril#, touc e" all operations of t e "epartment% 4 e importance of suc a proFect is amplifie" !# t e current competition for 9ualifie" informatics professionals% 4 e strate$# w ic was "evelope" an" is !ein$ implemente" a""resses in "etail t e main issues of re9uirements "etermination, retention of present an" future resources , an" ac9uisition% He provi"e" si$nificant support to t e H;G proFect in t e implementation of t e action plan%

He provi"e" !roa"'ran$in$ uman resources mana$ement a"vice an" $ui"ance in support of t e creation of t e 7ational 6loo" 2ut orit# '' Cana"ian 6loo" &ervices for Healt Cana"a% 4 is work consiste" of t e "evelopment of a compre ensive strate$ic or$ani3ational approac to uman resources mana$ement reflecte" in a master implementation plan an" a strate$ic !usiness plan, all in a i$ l# c ar$e", ver# politicall#'sensitive environment% He "evelope" t e !roa" H*- framework for t is or$ani3ation as well as a num!er of or$ani3ational "esi$n alternatives for consi"eration of t e /e"eralAProvincialA4erritorial -inisters of Healt % 4 is fun"amental $roun"work was well receive"% 4 e implementation p ase commence" after t e final report of t e Griever Commission%

-r% Pan supporte" t e "evelopment an" "eliver# of a compre ensive competenc#'!ase" uman resources plan for t e Cana"ian -useum of Civili3ation C-CC '' an or$ani3ation un"er$oin$ unprece"ente" c an$e fostere" !# its strate$# of en ancin$ pu!lic access t rou$ optimal utili3ation of state of t e art tec nolo$# an" fosterin$ innovative partners ips wit t e private sector% Human resources mana$ement impact, particularl# relatin$ to t ose elements re9uirin$ a concentration on t e mana$ement of c an$e resultin$ from t is visionar# activit#, is i$ l# si$nificant% /ollowin$ t e a!ove assi$nment, e complete" an or$ani3ational "esi$n proFect focuse" on re'vampin$ t e C-CC s Collections an" (nformation 2ccess 6ranc % His H* mana$ement consultant support involve" t e "evelopment of an innovative met o"olo$# "esi$ne" to optimi3e t e participation of all emplo#ees of t e !ranc t rou$ t e stewar"s ip of a representative proFect team, as well as facilitate" $roup sessions, an" fre9uent an" open communication% 4 e approac le" to a new structure w ic is !etter ali$ne" wit t e corporate o!Fectives an" can !e implemente" wit out si$nificant "isruptive people impact % Peter was also instrumental in t e "evelopment of a uman resources plan for t e operational an" pro$rams support area Coor"ination an" -ana$ement &ervices to t e (n"ustr# &ector of (n"ustr# Cana"a (C % 4 is assi$nment entaile" "efinin$ t e current an" future uman resources re9uirements an" implications, "evelopin$ via!le options an" associate" action plans inclu"in$ trainin$ an" "evelopment, "evelopmental assi$nment, succession plan, an" career mana$ement provisions % 2t (C, e also later "evelope" work "escriptions for two newl# create", critical roles supportin$ t e implementation of People&oft across t e "epartment% ?iven potential universal applica!ilit# of t ese critical mi""le mana$ement positions across t e pu!lic service in similar H*-& implementation situations, position "escriptions were circulate" to ke# "epartments across t e pu!lic service for t eir comments an" possi!le a"option% 4 ese now serve as !enc mark positions in a num!er of "epartments% :ver an ei$ teen'mont perio", -r% Pan provi"e" continuin$ proFect a"visor# an" consultin$ services in support of t e maFor corporate initiative w ic focuse" on wi"e'ran$in$ renewal of t e mana$ement of uman resources for t e Department of 7ational DefenceACana"ian /orces D7DAC/ % He assiste" in t e "evelopment of a !usiness process re' en$ineerin$ met o"olo$# tailore" to t e nee"s of t e client or$ani3ation an" provi"e" si$nificant H*- consultin$ support to t e implementation teams% Efforts focuse" aroun" !usiness process re'en$ineerin$ of a wi"e variet# of H*- activities inclu"in$ career mana$ement, uman resources plannin$ an" H* !u"$etin$, over ;1 specific compensation an" !enefits' relate" personnel support pro$rams, as well as internal communications an" c an$e mana$ement strate$ies% 4 e work also entaile" t e evaluation of H*- !est practices as well as !enc markin$% He facilitate" t e "evelopment of a compre ensive or$ani3ational mo"el "esi$ne" to support t e implementation of t e propose" process re"esi$ns in uman resources mana$ement for t e civilian component of H*- at 7ational Defence% 4 e proFect as "emonstrate" re"esi$n results t at translate" into senior mana$ement acceptance an" support for t e i"entifie" Cwa# a ea"C% He un"ertook a process improvement'oriente" consultin$ assi$nment aime" at en ancin$ t e contri!ution of staffin$ an" recruitment processes for t e Communications &ecurit# Esta!lis ment% *ecommen"ations for process renewal were implemente" wit resultant savin$s reali3e" in terms of re"uce" elapse" time for se$ments of t e process% :r$ani3ational restructurin$ initiatives were also involve"% He co'aut ore" a value'for'mone#Aperformance mana$ementAc an$e mana$ement'oriente" review of t e mana$ement of uman resources for t e Cit# of Cornwall% 4 is work focuse" on cultural c an$e !ase" on en ancements to mana$ement "ele$ation of aut orit# an" emplo#ee empowerment% 6est practices an" !enc markin$ reviews were also a vital element of t e anal#tical work un"ertaken% *eor$ani3ation opportunities were i"entifie"% 4 e maForit# of our recommen"ations were implemente"% He con"ucte" a trainin$ pro$ram evaluation mission for t e <nite" 7ations (nternational Dru$ Control Pro$ram <7DCP w ic "ealt primaril# wit t e effectiveness of trainin$ provi"e" to lesser'"evelope" ,est 2frican countries% 4 e trainin$ examine" was "esi$ne" to improve t e "etection of s ipments of illicit "ru$s% *ecommen"ations were accepte" an" implemente" an" are reflecte" in maFor a"Fustments to t e trainin$ curriculum, $eneral o!Fectives, an" evaluative proce"ures% He also serve" as ProFect team mem!er for a si$nificant an" wi"e'ran$in$ compre ensive au"it of all facets of t e mana$ement of uman resources at t e Cana"a Post Corporation CPC % He was a critical au"it team resource for a compre ensive au"it of CPC s :fficial +an$ua$es pro$ram mana$ement, !ot from a strict compliance wit t e tenets of t e le$islation an" t e relate" re$ulations as well as t e mana$ement effectiveness an" efficienc# in a"ministration of t e total pro$ram% 4 is anal#sis focuse" on t e mana$ement stren$t s of t e or$ani3ation, its a!ilit# to respon" to c an$e as well as to safe$uar" t e !usiness interests of t e corporation% 2s part of t e assi$nment, e "evelope" a flatter, more responsive, an" less a"ministrativel# !ur"ensome or$ani3ational structure for t e $roup% 4 e prescri!e" c an$es were implemente" !# t e clients an" resulte" in more

effective mana$ement of t e !roa" ran$e of pro$ram activities un"er t e man"ate of t e :fficial +an$ua$es le$islation an"

re$ulations% 2s proFect mana$er for a series of compre ensive H* mana$ement au"its of !ot t e -ontreal an" Bue!ec "ivisions of CPC, e ea"e" an au"it team w ic assesse" uman resources mana$ement, 9ualit# of service, internal communications, an" mana$ement information% 4 e recommen"ations were consistentl# accepte" an" lar$el# implemente" !# au"it clients% 7u+an -esources Manage+entD 2s lea"er of *esource Bualit# -ana$ement for CPC, e spear ea"e" a series of initiatives foun"e" on a corporate'wi"e uman resources mana$ement strate$# to ac ieve su!stantial pro$ress in cultural c an$e'oriente" an" corporate values'!ase" issues% 4 is activit# was t e fun"amental precursor to t e corporate'wi"e implementation of continuous improvement activities, supporte" !# pro$ram activities "esi$ne" to en ance !ot emplo#ee involvement an" empowerment% Durin$ t is perio", e "irecte" t e "eliver# of a mana$ement initiative t rou$ out t e corporation +ea"ers /orum , aime" at sensiti3in$ all levels of mana$ement an" supervision to t e or$ani3ation s uman values% (n t is senior mana$ement role CPC s functional aut orit# for uman resources plannin$, succession plannin$, trainin$ an" "evelopment as well as emplo#ee reco$nition an" incentive pro$rams , e ac ieve" success on a num!er of fronts t rou$ t e launc of innovative c an$e mana$ement'focuse" uman resources mana$ement pro$ram initiatives% 4 ese efforts ac ieve" some measure of success in an environment wit a le$ac# of "ifficult la!or'mana$ement relations% 2s t e Director of Personnel &ervices for t e 6ritis Colum!ia ?overnment 4reasur# "epartment, e was responsi!le for all facets of uman resources mana$ement for t e "epartment more t an 1,111 personnel % Durin$ is tenure, e mana$e" a compre ensive or$ani3ational re"esi$n for t e "epartment, necessitate" in response to t e si$nificant economic "ownturn experience" !# 6ritis Colum!ia% Durin$ is emplo#ment perio" as -anito!a *e$ional *epresentative for t e Professional (nstitute of t e Pu!lic &ervice of Cana"a P(P&C , e worke" activel# in support of t e interests of is scientific an" professional mem!ers ip emplo#e" in fe"eral $overnment "epartments an" a$encies% (n t is role, e $aine" a profoun" un"erstan"in$ of an" sensitivit# towar"s uman resources issues from an emplo#ee or$ani3ation perspective% /or t e &ecretar# of &tate Department for t e ?overnment of Cana"a, e fille" a wi"e ran$e of H*- positions, particularl# in staffin$ an" "evelopment an" la!our relations areas% #roup Process 'acilitationD

:ver t e course of t e past ei$ t #ears, e as provi"e" $roup process facilitation assistance, inclu"in$ 5oint 2pplication Desi$n 52D sessions to mana$ementAemplo#ee $roups in a wi"e variet# of mana$ement contexts% 2ctivitiesAclients inclu"e) /acilitation of Consumers /orum on 6loo" for t e /e"eralAProvincialA4erritorial (nitiative on 6loo" Healt Cana"a > C an$e -ana$ement for t e Cana"a Communications ?roup> &teerin$ Committee on 2(D& for t e Healt Protection 6ranc of Healt Cana"a> &trate$ic Plannin$ &ession for t e Personnel &upport 2$enc# 7ational Defence > Process *estructurin$ /orum 52D sessions for ?4(& '' Pu!lic ,orks an" ?overnment &ervices Cana"a> &trate$ic Plannin$ &ession for 2$ricultureA2$ri'/oo" Cana"a> (n"ustrial *elations &trate$# an" :r$ani3ational Desi$n for t e 7ational Capital Commission> 6usiness Plannin$ *etreat for H*(& 4eam of t e Human *esources 6ranc , 5ustice Cana"a 199=, 1999 an" ;111 % 9alue for Money Audits and Co+pliance AuditsD He evaluate" t e mana$ement of ve icle maintenance facilities at CPC% 4 is maFor work le" to "ramatic re"uctions in costs t rou$ t e "evelopment of alternative service "eliver# options across t e countr#% Peter also assesse" t e efficienc# an" effectiveness of a "ivisional Corporate Communications entit# an" resulte" in a si$nificant c an$e in focus to !etter serve t e o!Fectives of CPC, especiall# from t e perspective of customers% 4 e value'for'mone# au"it ultimatel# le" to t e si$nificant re'orientation of t e totalit# of communications across t e corporation% 2s well, e participate" in a variet# of compliance au"it activities in postal facilities w ic focuse" on "iverse compliance'relate" su!Fects ran$in$ from anal#sis centere" on t e consistent application of fee structures for lar$e volume mailin$s at CPC to conformit# wit esta!lis e" processes in t e an"lin$ of un"elivera!le mail% -isk Assess+ent=AnalysisD

2s ea" of all corporate securit# activit# at CPC, Peter "ealt on a "ail# !asis wit issues relatin$ to t e assessment of risk an" t e "etermination of t e most cost'effective means of mana$in$ t e corporate exposure to risk% 4 is necessitate" takin$ a stron$ a"vocac# role !ot s ort an" lon$'term in an environment w ere t ere was an evi"ent re9uirement to s ift t e focus on securit# an" risk re"uction from t e functional aut orities to a new approac w ic fostere" t e !roa" acceptance of securit# principles an" active participation in pro$rams, $eo$rap icall# an" at all corporate levels%

Education and ;esignationsD

6%2% Honors , Ps#c olo$# 1970 -c-aster <niversit# Hamilton, -anito!a

Certifie" Human *esource Professional CH*P "esi$nation 1997 '' Human *esources Professionals 2ssociation of -anito!a H*P2:

Me+(ers*ips=AffiliationsD

Peter Pan as el" or continues to ol" mem!ers ips in t e followin$ professional or$ani3ations)

(nternational Human *esources (nformation -ana$ement &ociet# '' (H*(- Current -em!er an" -em!er of t e ,ork!ooks Committee, responsi!le for t e "evelopment of t ree series of ?o'to ?ui"es on H*(&% 4 e first series as !een pu!lis e" an" t e final two installments are soon to !e pu!lis e"> :ttawa Human *esources Professionals 2ssociation Current -em!er > Human *esources Professionals 2ssociation of -anito!a Current -em!er > 4 e (nternational Personnel -ana$ement 2ssociation, :ttawa'Hull C apter Past -em!er of t e 6oar" of Directors > +on"on an" District Personnel 2ssociation /ormer -em!er > 4 e Personnel 2ssociation of E"monton /ormer -em!erAPast 6oar" -em!er > 4 e Cana"ian 2ssociation of C iefs of Police /ormer 2ssociate -em!er % Career C*ronologyD /rom /e!ruar# 1997 Principal an" &enior Consultant 2"vance" &#stems Consultants (nc%, :ttawa Human *esources an" Enterprise &olutions -ana$ement Consultin$ Practices &eptem!er 1990 to 5anuar# 1997 Principal (nvestments, -ana$ement Consultants :ttawa, :ntario 5une 199; to &eptem!er 1990 Corporate -ana$er, *esource Bualit# -ana$ement, Human *esources -ana$ement Cana"a Post Corporation CPC @ancouver, 6ritis Colum!ia 5une 19=4 to 5une 199; Executive -ana$ement positions in Corporate &ecurit# at CPC -ontreal, Bue!ec an" :ttawa, :ntario -arc 19=4 to 5une 19=4 &enior H*- 6usiness Consultant, (nternal 2u"it, CPC E"monton, 2l!erta 2pril 19=; to -arc 19=4 Director, Personnel &ervices 6ritis Colum!ia 4reasur# @ancouver, 6ritis Colum!ia &eptem!er 1977 to -arc 19=; -anito!a *e$ional *epresentative 4 e Professional (nstitute of t e Pu!lic &ervice of Cana"a, ,innipe$, -anito!a

2u$ust 1970 to 2u$ust 1977 H* -ana$ement) staffin$, "evelopment, an" staff relations &ecretar# of &tate Department, :ttawa, :ntario &ummer 1964 to Decem!er 1969 Police :fficer ,innipe$ *e$ional Police ,innipe$, -anito!a <p

-E&0ME @
&a+ples represent t*at of an actual working tec*nical professional found on t*e 6EB and +odified to protect t*e privacy of t*ese professionals, 7u+an na+es, co+pany na+es, colleges, software product na+es are intentionally +ade up, -# contract rate is 61 ' 71 an our or 2nnual salar# of 61G ' 91G8 "epen"in$ on environment, site an" commute% ( woul" consi"er an# lesser offers from top corporationsAmana$ement role or for top commissions . !onusesD

-ao &ures*
71 Hi$ate Dr% Concor", C2 94115'4;14

OBJEC8I9E

2spirin$ to ac ieve a c allen$in$, rewar"in$ career, an" opportunit# wit m# 7 #ears of intense corporate recruitin$, staffin$ an" contract ea" untin$ experience an" 11 #ears of "iversifie" H*, personnel, upper mana$ement, proFect mana$ement experience to !ein$ an inte$ral part of an# successful staffin$, H*, talent searc or upper mana$ement strate$ic emplo#ment team%

50A:I'ICA8IO$& (mplemente" solutions to mana$ements pro!lems in t e areas of *ecruitment, &taffin$, Contract &taff 2u$mentation, (nternet sourcin$, passive recruitin$, sales an" marketin$, Professional &ervices, contracts ne$otiations, compensations, !enefits, reference an" !ack$roun" c ecks, "evelopin$ H*(&, H*, !acken" office electronicApaper pat s an" processes, workflow mana$ement, automation an" efficienc#% (nclu"in$ startin$ two staffin$ recruitin$ offices from $roun" 3eroD Excellent or$ani3ational, interpersonal, multi'cultural, researc an" anal#tical skills% Detail oriente", follows latest tren"s an" tec nolo$ies> wit t e a!ilities to strate$icall# matrix mana$e multiple, critical an" pro!lem recruitin$, staffin$ an" (4 proFects successfull#, un"er ti$ t !u"$ets an" "ea"lines% 11 #ears of excellent workin$ knowle"$e of H*, &tateA/e"eral emplo#ment laws inclu"in$ EE:, 22, :&H2, ,orkmen s Compensation, 411G, P*, (mmi$ration, +a!or laws% 6usiness, +a!or an" H1'6 visa pro$rams, C:6*2, (&: 9111 . (&: 911; ; successful implementations an" Department of +a!or H* 2u"its% Excellent an"s on experience in emplo#ee orientations, trainin$ inclu"in$ composin$ an"!ooks an" manuals team !uil"in$, facilitation of emplo#ees, transfers an" promotions, emplo#ee relations, retention, moral, $rievances, ramp' up, reor$ani3ation, "own'si3in$, an" er$onomics,% Develope" an" implemente" emplo#ee moral !ooster an" reco$nition pro$ram%

( ave worn man# ats, c aire" man# committees taken on an" complete" man# pro!lem proFects an" s are" more loa"s t an ot ers on most of m# Fo!s an" proFects% ( am proficient in settin$ up an" confi$urin$ +27A,27, 74 securit#, users, "omains, trou!les ootin$ an" maintainin$ we! sitesD E<PE-IE$CE 4 ACCOMP:I&7ME$8&

Bay&tone &olutions, Inc,, &anta CruE, CA Oct, !!) to Present &r% 4ec nical *ecruiter &uccessfull# recruite" for &,, H, an" service" 0 "epartments full owners ip of t is premiere ProFect -ana$ement, &, Development an" &taff au$mentation corporation in &ilicon @alle# for local an" 7ational talents% &uccessfull# incorporate" an" implemente" man# efficient an" effective solutions to pro!lem areas in recruitment, staffin$, sales an" H* in operations, !acken" processes, paper an" electronic "ata mana$ement, in a timel# an" efficient manor wit out least interruptions to t e "ail# workin$s of t e or$ani3ation% +au"a!le 2c ievement) Create" Emplo#ee Han"!ook from scratc for sales, "irect ires, consultants an" staff% &uccessfull# complete" up"ates of compan# portal we!site an" creation an" implementation of a proprietar# e'mail client contact mana$ement an" resume "ata!ase% 4raine" insi"eAoutsi"e sales rep, mana$ers an" recruiters% E&& 8ec*nology, Inc, 4 9iola, Inc,, &anta CruE, CA Jan, !!) to July !!) &r% Corporate *ecruiter'Consultant

*esponsi!le for full'scope of "irect recruitment, in En$%, H,, (4, &,, -arketin$, &ales an" /inance for national an" overseas talent full owners ip after ; ot ers were fire" for re9s% open over 011 "a#sD for t e followin$) www%26C4ec %com an" www%@iola%com corporate an" satellite ?roups un"er "irect man"ate from ess CE:) 2&(C Desi$n ?roup) &enior 2&(C Desi$n En$ineers, -ana$ers, +o$ic Desi$n, an" Har"ware En$ineers% -o"em . /ax ?roup) Director, &enior Har"ware En$ineers, -ana$er, D&P &,E, Har"ware 4ec nicians, H, &#stem En$ineers an" HD, @erification an" 6oar" +a#out En$% (C Desi$n ?roup &r%A5r% 2nalo$, C-:&, C aracteri3ation Desi$n En$ineersA-ana$er, Har"ware Gilowna 6C Cana"a) En$ineers, &r% 4est En$ineers an" 2nalo$ 6oar" +a#out En$ineers% (C Communication ?roup) &r%A5r% 2nalo$, Di$ital, -ixe" &i$nal Desi$n En$ineers, H, Communication &#s En$ineers Har"ware En$ineers an" -ana$er% D&P ?roup) -ana$er, Communication &#stem En$ineers, &r% Di$ital &i$nal Processin$ &,Es% 7etwork Desi$n ?r%) &r% -ana$er, Har"ware En$%A4ec nicians, &,E, &#stems &,Es, 7etwork Protocol Desi$n En$ineers an" D&P @erification En$ineers% Device Driver ?roup) &r% Har"ware DD En$ineers, C88 ,in"ows an" +inux &,Es% @i"eo D@D ?roup) @i"eo 2rc itect, &r% /irmware &,E, @i"eo D@D D&P Em!e""e" &,E . H,E (4 ?roup) &r% C*- . :racle -anufacturin$ 6usiness 2nal#st an" 2pplication -ana$er% /inance ?roup) ControllerA2ssistant Controller, Cost 2ccountant, ?A+ -ana$er, &r% /inancial 2nal#st, 2P &pecialist, (nternational 4ax -ana$er, 2ccountin$ -ana$er, *evenue /ixe" 2sset -ana$ement, &r% /inancial -ana$er an" Pa#roll &upervisors% H*) H* ?eneralist, an" &afet#A&ecurit# 2"mins% D&P ?roup 4oronto Cana"a) &r% D&P &oftware En$ineers, H,E an" &,Es% En$ineerin$ Desi$n) &#stem &,E, 7etwork Protocol Desi$n En$ineers, &r% Har"ware En$, H,Es, &r% 4est (rvine C2) 4est En$ineer, 2&(C Desi$n En$s% . -ana$er an" &,Es% C88, ,in"ows :A&, +inux % &, En$% *e"mon" ,2) 2u"io 4ester, 4estin$ +a! -ana$er an" ,in"ows ,D- Device Driver &,Es% P%*% of C ina . 4aiwan ?roup) &, 2pplication En$s, /2E, Component &ales -ana$ers an" &ales *eps% -aFor 2ccomplis ments) Helpe" t e C/: fill is strin$ent re9s% as well as fin" ar" to $et talents for 2nalo$, C-:&, Em!e""e" /irmware an" D&P en$ineers an" fill overseas "epartments re9s from overseas talent pools an" career we!sites% 6esi"es t ese multi'taskin$ recruitin$ "uties of H*, H16 @isas an" (mmi$rationA?reen Car" issues, ( also consulte", "i" $ap anal#sis, anal#3e" an" researc e" man# staffin$Arecruitin$ H*(& s#stems an" tools for *ecruitin$, *esume 4rackin$ Data!ase implementation "irectl# wit top mana$ement, as well as elpe" wit Emplo#ee Han"!ook, Dept of +a!or 2u"it an" traine" Department -ana$ers, Directors, @Ps an" marketin$ recruiters an" H* staff in t e art of successful recruitin$% Infotec*, Inc,, &anta CruE, CA Oct, ./ to Jan !!) &r% 4ec nical *ecruiter *esponsi!le for full'scope of recruitment process, inclu"in$ 9ualif#in$, screenin$ prospects, ne$otiatin$ wa$e an" salar# compensation for contractual temps an" "irect ires placements% (nclu"in$ makin$ !ack$roun" an" reference c ecks an" c artere" wit !rin$ in sales an" successfull# esta!lis in$ t is startup "ot%com lea"in$ to (P: status in an incu!ator at

t e &anta Cru3 6usiness Development Center% -a"e t e local newspapers as t e most successful startup in &anta Cru3

$eneratin$ revenues of ;- in t e first fiscal #earD &uccessfull# met all !acken" H*, staff, "ata!ase, telecomm, network $rowt , work flow processes, efficienc# re9% inclu"in$ sales, placements, proFect mana$ement $oals an" H*-& implementation in' ouse as well as for clients% Create" a "#namic, seamless, scala!le we! interfacin$ proprietar# in' ouse H* resumeAcan"i"ateAmana$ers trackin$ an" H* info anal#sis "ata!ase in -& 2ccess an" /ile-aker Pro in m# own time% Create" H* workflow, ProFect -ana$ement anal#sis, sc e"ule, "ocumentation an" stats to map o!Fectives an" owners in Excel, @isio, PowerPoint an" -& ProFect% -aFor ac ievements) Effectivel# mana$e" proFect mana$ementAimplementation of @antive, &ie!el C*-, Peoplesoft H*-&, :racle 2pps /inancial . -anufacturin$, 5 D E"war", &2P *A4 an" 62&(& &ecurit# proFects an" staff au$mentation on site at (4P clients> meetin$ wit upper mana$ement suc as CE:s, C(: s, @PADirector of En$ineerin$, Pro$ram mana$ers an" senior H*, @Ps, Directors an" irin$ aut orities to successfull# "eliver an" implement t ese proFects on time wit in !u"$et, wit out cost over runs an" to t e satisfaction of (4P clients% &trate$icall# tar$ete" an" "evelope" several tar$et accounts, wit lon$ term sales strate$# an" pursue" placements of E*P, -*P, C*-, 5ava, E56, Cor!a, CC88, <7(I, @i$nette, @isi6roker, ,e!lo$ic, ,e!&p ere, Col"/usion, @6, C:-, DC:-, ClearCase, Confi$uration -ana$ement, :: -o"elin$, ,e! "evelopment, ,27 network !ack!one, s#stems, CC(E, &2P, Peoplesoft, :racle =, =i, 11%7, 11%x, :racle C*-, H*, &ie!el, @antive, B2, &B2, Electro -ec anical En$ineersADesi$ners, +(-&, scientific, 6iome", ?enomics, (nformatics, 6roa"cast &treamin$ -e"ia, *o!otic, &oftware Control, ?ame, network, software en$ineers, "evelopers, pro$rammers, a"mins an" arc itects, inclu"in$ C::, C(:, C/:, C4:, @Ps, Directors, mi""le mana$ers, +e$al Directors, 2ccountsA&ales Execs% Pre &ale &#stem En$ineers an" tec nical recruiters% -aFor accomplis ments) &uccessfull# mana$e" over 51 to 61 multi'taskin$ i$ volume Fo!s re9s%, at an# $iven time an" successfull# pursue", strate$ic $oal of si$nin$ of su! ven"or, supplier, staff au$mentation an" emplo#ee compensation a$reements wit 7eopost, &#!ase, Compa9, 2lta@ista, i6eam, -anpower, Gell# &cientific an" 4ec nical , (nc#te ?enomics, HP, (6-, 2"aptec, /ranklin 4empleton, :racle Corp, &un -icros#stems, +itton P*C, Personic, +ock ee" -artin, ED&, 2llie" &i$nal, 7etflip%com, 7etformI, 2cta, ?lo!al En$lis , @isa (nternational, 7eopost, &e$a, Dr#ers (ce Cream, E/(, -icromatic, -icro ?ears, P oto+oft%com, PureCar!on, Prescolite, 4ra"in$ Pro"uce%com, *esonate, &utter Healt , C#!er&ource, 4 ru Point, 6-C, ,e! 4elecomm, iDini, Pioneer &#stems, E7&, (7&, -C( &#stem House, C&22, *iver&tone 7etworks, &treet /usion, Count# of 2lame"a, Cit# of &an 5ose an" Palo 2lto etc%, creatin$ an" !uil"in$ relations ips an" assistin$ in clarif#in$, fulfillin$ clients nee"s an" re9uirements% &un-ise Infor+ation &yste+s, Inc,, $apa, CA July ./ to &ept ./ 2ccounts -ana$er',estern *e$ion C artere" wit t e responsi!ilit# of in' ouse recruitment, staffin$, recruitin$ an" placin$ local consultants as well as overseas consultants an" "irect can"i"ates for t is me$a international cartel, overseas "evelopment an" H1'6 Consultin$ House in t e realm of C*- &ie!el, @antive an" Clarif# , E*P, C4(, 4elep on#, 4elecomm, clustere" networks an" ,e! "evelopment for maFor accounts Bualcomm, Cisco, &ie!el, Clarif#, @antive, -cGesson, Goret (nternational, ?alo ,ines an" P&2 % &uccessfull# markete" an" place" H'16 can"i"ates an" secon" to t ir" part# consultants locall# an" nationall#% Pro activel# traine" H* in' ouse staff, consultants an" recruiters in t e art of (nternet sourcin$, an" recruitment> su!scri!in$ to an" sourcin$ scores of free career we!sites an" user $roup for placin$ Fo! a"s, searc an" resume postin$, recruitin$, 9ualif#in$ an" placin$ top notc (4 an" i'tec professionals as well as trainin$ t em to successfull# interview irin$ mana$ers, H*, irin$ aut orities in t e art of successful ne$otiation, compensation an" closin$ sales as well as placements% -aFor 2c ievements) Create" successful marketin$, presentation, trainin$ manuals, CD'*:-s, $ap anal#sis an" proFect sc e"ule to map o!Fectives an" owners for &ie!el an" @antive Customer *elations ip -ana$ement C*implementation an" C*- course "evelopment proFects% Advanced 8ec*nical &taffing, Inc,, Mountain 9iew, CA June ./ to July ./ &enior &taffin$ &pecialist &uccessfull# esta!lis e" new sales accounts an" successfull# recruite" an" place" contract an" "irect ires can"i"ates like ?ame, &#stem, <7(I Pro$rammers, 5 D E"war"s Developers, Confi$uration -ana$ement, *elease En$ineers, +27A,27A(nternet &ecurit# 2"mins, ,e! -asters an" @6, C:-, DC:-, C88 <nix Cor!a <-+ Developers, :racle 2pps D62s, Co!ol an" H;G Data!aseA&#stem 2rc itects, &, En$ineers, Pro$rammers, 2nal#sts an" -ana$ement

Executives @P En$ineerin$, B2 Directors, C/:, C::, C4: to mi" level executives% Counsele" mana$ement on H16 issues%

Proactivel# create" an" !uilt successful relations ips wit clients, irin$ mana$ers an" can"i"ates> assistin$ in clarif#in$ Fo! nee"s, Fo! "escription an" writin$ 5:s for postin$% &et up interviews, coor"inate" interview sc e"ules, preppin$ can"i"ates in t e art of successful interview tec ni9ue as well as recruitin$, screenin$, 9ualif#in$ an" interviewin$ can"i"ates, c eckin$ references, elpin$ ne$otiate compensation, !enefits an" closin$ placements% &uccessfull# markete" an" place" !enc e" in' ouse can"i"ates an" counsele" t em on furt er trainin$, market tren" anal#sis an" preppin$ t em on successful interviewin$ tec ni9ue% Co+8ec*, Inc,, &an Jose, CA 'e(, ./ to June ./ &taffin$ &pecialist Esta!lis e" new accounts wit /ortune 511 companies locall# an" mana$e" maFor esta!lis e" internal accounts as well as lar$e complex accounts, recruitments an" placements of &,, H,, (4, (&, an" -(& contract an" "irect ires% Proactivel# an" successfull# prospecte" new clients an" top'notc tec nical can"i"ates usin$ user $roups, a"vance (nternet sourcin$, prospectin$ an" passive tec ni9ues for tec nical contractors an" "irect can"i"ates to service clients nee"s fin"in$ t e most "ifficult sou$ t after E*P, &2P, :racle, 6227, Peoplesoft, 5D E"war"s, -anu$istic, /unctional as well as tec nical professionals, D@D pro"ucers, D62s an" 2pps D62s, 7etwork, &#stems, CC(E, ,27 6ack!one en$ineers, arc itects an" network securit# experts, <7(I, mainframe, +27A,27 operators an" a"mins, "ata!ase, s#stems en$ineers, pro$rammers an" arc itects, H;G, Co!ol, *P?, -@&, D6;, +otus 7otes, <nix, :racle, ,e!, (nternet an" ,in"ows "evelopers% CC88, @6, s#stems, network, Device Driver, <nix internals, socket, firmware, em!e""e", &, En$ineers, "evelopers an" pro$rammers> le$ac#, B2, &B2, an" Client &erver computer professionals% :t er "uties inclu"e" penetratin$ an" !uil"in$ relations ips wit (P:s, contin$enc# contract a$encies, mana$in$ t e can"i"ate flow, partnerin$ wit seniors an" peers to "evelop an" implement recruitin$ staffin$ solutions, mentorin$, trainin$, pursuin$ lea" $eneration an" new accounts, prospectin$ inclu"in$ col" calls , successfull# tec interviewin$ irin$ mana$ers, consultants, can"i"ates an" ne$otiatin$ salar#, contracts an" a$reements% ABC'$, Inc, I8=I& division of &8AMPO, I$C,, Palo Alto, CA 'e( .1 to Jan ./ *ecruitin$ -ana$er *ecruite" as 2ccounts Executive for t is lar$est recruitin$ corporation worl"wi"e% ( was a consistent top !ranc performer an" anc or for successfull# esta!lis in$ t is newl# opene" !ranc , ac ievin$ profita!ilit# wit in t ree mont s> six 6 mont s a ea" of proFecte" !reak even% &uccessfull# met an" "ou!le" mont l# !ranc recruitin$ o!Fectives for H,, &,, (4 an" En$ineerin$ can"i"ates% &uccessfull# penetrate" into new /ortune 1111 accounts usin$ existin$ sales trainin$ as well as formulatin$ uni9ue sales, cross'sellin$ tec ni9ue% Desi$ne" a i$ l# effective can"i"ate s !e avioral interviewin$ tec ni9ue for recruitment an" retention% Proactivel# participate", recruite" an" mana$e" !oot s at G'/o$, +en"man an" ,estec Career /airs, etc% (nitiate" a *ecruiter s *oun"ta!le wit in re$ional !ranc es to initiate an" s are !est consultin$ practices% :n site coor"inator at -ac2fee 7etwork 2ssociates, (nc as t e central point of contact an" coor"inator for all client contractors an" irin$ mana$ers% &uccessfull# "evelope" new strate$ic !usiness alliances wit twent#'two secon"ar# suppliers t ir" parties an" incorporate" t em into t e existin$ new !ranc !usiness mo"el% Develope" can"i"ate s profile, interview form, electronic, paper pat an" !acken" processes t ere!# streamlinin$ t e recruitin$ process lea"in$ to office automation an" efficienc#% -aFor ac ievement) Provi"e" :nPoint 4ec nolo$ies wit t e maForit# of t eir Desktop &upport, +27A,27 a"mins an" ProFect -ana$ers for t eir successful 11,111 Desktops an" Common :peratin$ Environment rollout at &iemens (nc, in 7apa C2% Pronto Careers &taffing, Inc,, &acra+ento, CA Jan .B to Jan .1 *ecruitin$ . 2ccounts -ana$er *esponsi!le for all aspects of recruitment, staffin$, H* an" mana$in$ an" implementin$ emplo#ee !enefits pro$rams in t e areas of staff au$mentation, prospectin$, ea" untin$, ac9uisition, preppin$ staff, consultants an" temp ires> for interviews, salar#Acontracts ne$otiations, offers, !ack$roun" an" reference c ecks an" start packs si$nin$ an" "ocumentations as well as clients accounts "evelopment% &uccessfull# excee"e" all staff recruitin$, sales, marketin$ an" placement 9uotas an" -6:s mont after mont D%

&uccessfull# place" contractors an" "irect ires locall# an" nation wi"e for :racle, D62s, "evelopers, 2pplication D62s, @6, Cr#stal *eport, Co!ol, -@&, D6;, *ational *ose :+2P, C, C88, <7(I, <-+, ?ame, *o!oticA&, Control, em!e""e", firmware, real'time, &,Es pro$rammersAanal#sts, (C analo$, lo$ic, component, !oar", circuit "esi$ners, an" en$ineers an" +27A,27 <7(I s#stem arc itects, a"mins, operators, "evelopers an" pro$rammers% &uccessfull# traine" in ouse as well as client s a"ministrative staff, recruiters, sales an" marketin$ staff an" irin$ mana$ers> preparin$ innovative vi"eo an" C64 trainin$ materials from scratc % &uccessfull# networke", prospecte", col" calle" an" ac9uire" new sales accounts lea"in$ to peer reco$nition an" !ein$ reco$ni3e" an" awar"e" 4op Compan# Performer time after time% -aFor ac ievement) (mplemente" paperless electronic environment from a files an" faxes a"ministrative process !# creatin$ all !acken" processes an" electronic pat s in ,in"ows, 2ccess an" 2ct, lea"in$ to automation, process efficiencies an" maFor savin$s an" re"uction in man' ours so m# staff coul" concentrate on t e !ranc s main o!Fectives% (mplemente" (&: 9111 an" traine" mana$ement an" staff in (&: 9111 compliance certification% Emplo#ment istor# for t e followin$ is availa!le on re9uest) P*EC(&(:7 6<(+DE*& &anta Cru3 C2% P:*4 :/ &27 /*27C(&C: &/% C2 6*(D?E . &4*<C4<*2+ (*:7,:*GE* & &an /rancisco C2

E;0CA8IO$

-62 un"er$ra" &an /rancisco &tate <niversit#, &/ C2 1999'Present 62 6usiness -ana$ement <7(@E*&(4H :/ C2+C<442, Calcutta

8-AI$I$#

&2+E& EIEC<4(@E% &'111 . &';11 2"vance" , 42D 4rainin$ Center 4orrance C2 2pril, 97 *EC*<(4E* & *'111 . *';11 2"vance" 42D 4rainin$ Center 4orrance C2 -a#, 97 *EC*<(4(7? -272?E* & . :2&(& 2Filon 4rainin$ Center% Hork P2 Dec, 97 *EC*<(4E* & . 72CC6 *<+E& 4*2(7(7? Cotelli$ent, &an -ateo /e!'5une, 9= C:-P+(-24E & 4ECH7(C2+ *EC*<(4E*& &42// 4*2(7(7? 5une, 9= :E Enterprises (nc s &ales an" *ecruiter 4rainin$, Cotelli$ent% &/ -ar, 9= (74E++(?E74 72@(?24:*& 4- &ourcin$ for 4ec nical Can"i"ates on t e (nternet Dec, 9= 2(*& &earc &tation !# 2D@27CED (74E*7E4 *EC*<(4-E74 &4*24E?(E&, (7C &/ 7ov, ;111 &trate$ic &ellin$ an" Conceptual &ellin$ -iller'Heimen Consultative &ellin$ an" Professional &ellin$ &kills &even Ha!its of Hi$ l# Effective People ' Dr% &tep en Cove# Professional 4elep one &ellin$ &kills ' +earnin$ (nternational Decker Communications Pro$ram an" 4elep one prospectin$ ' Pac 6ell &trate$ies for &uccessful &ales Presentation an" @ersatile &alesperson Partnerin$ wit #our customer . 4BC'4otal Bualit# Control ' Dr% Demin$ /ranklin 4ime -ana$ement . <n"erstan"in$ C annel 6usiness

COMP08E- &3I::&D

-&',in 0%11, 95, 9=, -E, ;111, 74, -&':ffice 97, ;111, -& 2ccess, /ile-aker Pro, +otus 1;0, cc)-ail, 2ct, -& ProFect, -eetin$ -aker, EE 2ccess, E#/in", :2&(&, ?ol"mine, *esumex, H*(&, Personic, *ecruit-2I, ?op er, +27, an" ,27%

A''I:IA8IO$

&2-2 ' 2merican -ana$ement 2ssociation, Emplo#ment -ana$ement 2ssociation

&ociet# for Human *esource -ana$ement &H*- , 7ort ern California Human *esources -ana$ement, &ilicon @alle# (n"ian Professionals 2ssociation, 2merican *e" Cross 4oastmaster s (nternational

<& Citi3en Previousl# el" &ecret &ecurit# Clearances%

&u(scri(ing to various +agaEines and pu(licationsD

Electronic *ecruitin$ 7ews, Contract Professional, (nternet Developin$ 4ren"s, (nformation ,eek, (ntranet 7ews, Electronic Commerce ,orl", Data!ase ,e! 2"visor, ,e! -aster, D6;, Data &tora$e, 74, &ellin$ 74 &olutions, ,in"ows 74 &#stems, +274imes, 7etwork, 7etwork &trate$ies an" &olutions, <nix *eview, @6 Pro$rammers 5ournal, Computer 4ec nolo$# *eview, 6usiness ,eek, PC ,orl", -2C, &tora$e (nc%, C ief Executive, &ales an" -arketin$ -ana$ement, &ellin$ Power, *e" Herrin$, CE:, 4eleprofessionals, ,ireless, Computer *eseller 7ews, @2* 6usiness, 4 e *ussian etc% <p

-E&0ME A
&a+ples represent t*at of an actual working tec*nical professional found on t*e 6EB and +odified to protect t*e privacy of t*ese professionals, 7u+an na+es, co+pany na+es, colleges, software product na+es are intentionally +ade up,

C:I$8 JO$E&
;4 7ewport !lv" &acramento, C2 95=;1 OBJEC8I9E

&enior staffin$ position wit an emp asis in tec nical recruitin$ for a stron$, pro$ressive compan#, w ere m# experience an" skills can contri!ute to t e $rowt an" success of t e or$ani3ation%

&0MMA-% O' 50A:I'ICA8IO$& Extensive experience in all p ases of tec nical recruitin$ inclu"in$ utili3in$ multiple c annels suc as (nternet, networkin$, researc , Fo! fairs, emplo#ee referrals for sourcin$ an" pre'9ualif#in$ can"i"ates% Proficient at successful sourcin$ of 9ualifie" can"i"ates via (nternet resources an" online resume "ata!ases inclu"in$ D(CE, -onster, Hea" unter, 5o!,are ouse, CareerExc an$e, Passport, etc% Experience" wit *ecruit-ax, Gwikfin" an" 4ask ?enerator searc an" resume retrieval s#stems% Proficient wit -icrosoft :ffice &uite) ,in"ows 9=A-E, Excel an" :utlook, as well as 4#pe*ea"er Professional scannin$ software% Create", implemente" an" maintaine" fee"!ack trackin$ for resume an" can"i"ate status% 2"ept in Fo! offer ne$otiation% /amiliar wit current la!or law, compensation an" immi$ration re$ulations re$ar"in$ emplo#ment% 2tten"e" (nformation 4ec nolo$# an" 2"vance" 4ec nolo$ies seminars% Previousl# el" concurrent D:D secret an" top secret clearances% Excellent ver!al, written an" interpersonal communication skills% 2!ilit# to work in a fast'pace"Amulti'taske" environment% P-O'E&&IO$A: E<PE-IE$CE

6E&8 &taffing, Inc,, &an Jose, CA )!=!! to =! &r% 4ec nical *ecruiter *esponsi!le for sourcin$, interviewin$, screenin$ an" placin$ senior level (4 professionals, &A, En$ineers, &B2 En$ineers, &#stem 2"ministrators, -(& &upport an" ,e! Desi$ners into contract an" "irect ire positions% (nitial an" on'$oin$ interface wit client compan# representatives inclu"in$ tec nical mana$ers, "epartment supervisors, Human *esource "epartments as well as ven"or on premise coor"inators% :versaw trainin$ an" "evelopment pro$ram for Funior recruiters% &upporte" sales an" marketin$ efforts wit initial on' site client contact% *epresente" compan# at mont l# C am!er of Commerce meetin$s% ABC 8ec*nical &ervices, 'resno, CA )=!! to .=!! &r% 4ec nical *ecruiter &ource", screene", interviewe" an" place" senior level (4 Professionals, Pro$rammers, &A, En$ineers, &B2 En$ineers, 4ec nical &upport an" ,e! Desi$ners into contract positions% Heav# interface wit client compan# representatives inclu"in$ tec nical mana$ers, "epartment supervisors as well as ven"or on'site representatives an" Human *esources "epartments% Modern &ervices #roup, Cupertino, CA /=./ to ))=.. &r% 4ec nical *ecruiter *ecruite" an" place" senior level Pro$rammers, &A, En$ineers, an" 4ec nical &upport professionals into contract assi$nments% &upporte" recruitment efforts at two maFor i$ tec on' site pro$rams% Heav# interface wit client compan# representatives, tec nical an" "epartment mana$ers, Human *esources an" Purc asin$ "epartments% Certified -esearc* #roup, Ca+p(ell, CA =.1 to /=./ &r% 4ec nical *ecruiter (mplemente" tec nical recruitment efforts in placin$ En$ineers, Desi$nersADrafters, 4ec nicians, 4ec nical ,riters an" 6u#ersAPlanners in tec nical contract assi$nments% (nitiate" proce"ures for tec nical "ivision resume scannin$ an" retrieval "ata!ase% 2ssiste" t e 2ccount -ana$er in t e "evelopment of new tec nical contract !usiness% ;igital 8ec*nical &ervices, Palo Alto, CA 2=.B to =.1 &r% 4ec nical *ecruiter *ecruitment an" placement of Pro$rammers, En$ineers, Desi$ners, 4ec nicians, 4ec nical ,riters an" 6u#ersAPlanners for contract assi$nments% 2ssiste" in sales an" marketin$ efforts for t e compan#% &tepple, Inc,, &unnyvale, CA )!=/2 to =.B 6ranc -ana$er -ana$e" tec nical contract personnel !ranc office wit annual sales in excess of 11 million for a minorit# owne" national or$ani3ation% &upervise" staff of twelve, inclu"in$ five recruiters an" two account mana$ers% Develope" an" prepare" !i" solicitations for several maFor contracts, inclu"in$ commercial electronics an" "efense relate" contracts% &erve" as !ranc securit# officer monitorin$ emplo#ee clearances for classifie" proFects% &uccessfull# relocate" !ranc office% E;0CA8IO$

&an 5ose &tate <niversit#, &an 5ose, C2 62 De$ree, Political &cience <p

-E&0ME 1
&a+ples represent t*at of an actual working tec*nical professional found on t*e 6EB and +odified to protect t*e privacy of t*ese professionals, 7u+an na+es, co+pany na+es, colleges, software product na+es are intentionally +ade up,

:EO C7E$
;;16 6aker street Pleasanton, C2 94566'=6;1 &0MMA-%

Human *esources Executive wit an esta!lis e" track recor" of workin$ wit emer$in$, "#namic companies in t e areas of &taffin$, Compensation, 6enefits, Emplo#ee *elations, -er$ers . 2c9uisitions, :r$ani3ational Development, +a!or *elations, an" Emplo#ment +aw%

EMP:O%ME$8 7I&8O-%

7u+an -esources Consultant !2=! to present *esponsi!le for provi"in$ H* consultin$ services an" proFect mana$ement support in t e areas of !enefits, compensation, staffin$, c an$e mana$ement, emplo#ee retention, H* :perations, an" la!or certification% 24 . 4 6roa"!an" Ca!le E-P24H Consultin$ Healt care 7extel Communications ,ireless 9ice President, 7u+an -esources &ervices, Inc, !2=!! to )!=!) E'!usiness &oftware% *esponsi!le for mana$in$ staffin$, or$ani3ational "evelopment, emplo#ee relations, compensation, !enefits, an" facilities functions> provi"in$ strate$ic H* vision an" lea"ers ip, c an$e mana$ement, E&:P a"ministration, an"lin$ immi$ration issues, an" !u"$etin$% Complete" or$ani3ation c an$e from a portal strate$# to a software application an" services compan#% Develope" new compensation structures an" !enefits pro$rams% C an$e" pa#roll s#stem an" !rou$ t emplo#ee stock option plan a"ministration in' ouse% 9ice President, 7u+an -esources &8E::A, Inc, !2=./ to !2=!! (nternetAE'commerce% *esponsi!le for mana$in$ staffin$, emplo#ee relations, compensation, an" !enefits functions> "evelopin$ t e H* vision an" implementin$ relate" pro$rams an" policies, servin$ on Compensation Committee of t e 6oar", mana$in$ compan# culture, E&:PAE&PP a"ministration, an"lin$ immi$ration issues, an" !u"$etin$% Hire" t e new executive mana$ement team an" $rew compan# ea"count from 01 to 1=5 emplo#ees w ile completin$ a successful (P:% Esta!lis e" a formal mana$ement an" emplo#ee incentive !onus plan% (mplemente" en ance" !enefits pro$rams to attract an" retain emplo#ees% 7u+an -esources ;irector, 5uantru+, Inc, !B=.A to ! =./ Enterprise Customer -ana$ement &oftware &olutions% *esponsi!le for mana$in$ Human *esources, /acilities, an" 2"ministrative support staff, respon"in$ to Corporate H* an" inte$ration initiatives, 411 k plan a"ministration, "esi$nin$ "omestic an" international merit, sales, an" incentive compensation pro$rams, mana$in$ flex !enefits an" stock options pro$rams, coor"inatin$ wit H* consultants an" ven"ors, writin$ personnel policies an" proce"ures, an"lin$ emplo#ee relations issues, "evelopin$ staffin$ an" recruitin$ strate$ies, provi"in$ strate$ic H* vision an" lea"ers ip, an" !u"$etin$% Complete" t e transition of a pre'pu!lic, software tec nolo$# compan# value" at 05- to a mer$er wit a call center, computer telep on# compan# for a com!ine" run rate of 1;5-%

&uccessfull# inte$rate" !enefits pro$rams, compensation structures, H* policies, an" incentive plans !etween two mer$in$ companies% 7u+an -esources ;irector, 9EC8O- 8ec*nologies !2=.@ to !B=.A 7uclear En$ineerin$ Consultin$ &ervices% *esponsi!le for mana$in$ compensation, !enefits, emplo#ment, -(&, an" facilities staff, respon"in$ to Corporate H* initiatives, "esi$nin$ alternative rewar" pro$rams, 411 k plan a"ministration, mana$in$ flex !enefits an" stock options pro$rams, coor"inatin$ wit H* consultants an" ven"ors, writin$ personnel policies an" proce"ures, an"lin$ emplo#ee relations issues, overseein$ multi'state locations, an" !u"$etin$% +e" t e effort to consoli"ate Corporate H* functions, pro$rams an" personnel% Esta!lis e" cost containment strate$ies an" initiatives for flexi!le !enefits% &uccessfull# "irecte" H* "ue "ili$ence activities for "ivestitures totalin$ 46%5-% 7u+an -esources Manager, P*ysics International Co+pany !)=.B to ! =.@

Promote" to, an" responsi!le for, mana$in$ compensation, !enefits, emplo#ment, trainin$, an" -(& staff, preparin$ anal#ses for senior mana$ement on H* initiatives an" strate$ic plannin$, provi"in$ mana$ement "evelopment trainin$, "esi$nin$ in"ivi"ual an" team incentive pro$rams, writin$ personnel policies an" proce"ures, an"lin$ emplo#ee relations issues, an" !u"$etin$% *e'en$ineere" an" re'vitali3e" t e recruitment an" staffin$ process% (mplemente" 9ualit# improvement processes an" mana$ement "evelopment pro$rams% &enior Personnel Ad+inistrator, P*ysics International Co+pany !1=.! to ) =.2

*esponsi!le for "esi$nin$ an" implementin$ compensation an" !enefits pro$rams for multiple locations, "evelopin$ alternative rewar" strate$ies, H*( s#stems a"ministration, mana$in$ t e performance appraisal process, an"lin$ emplo#ee relations issues, con"uctin$ salar# surve#s for non'exempt, exempt an" tec nical professional staff> servin$ as 4B- facilitator, an" "irectin$ t e staffin$ process% (nstitute" a new $ains arin$ plan an" re'en$ineere" t e emplo#ee reco$nition pro$ram% &enior Co+pensation Analyst, Ocean Bank of &an 'rancisco !A=// to !1=.! /inancial &ervices ) *esponsi!le for "evelopin$ salar# structures an" pro$rams for 5 !ranc locations, con"uctin$ salar# surve#s for non'exempt, exempt an" executive staff, maintainin$ Fo! evaluation s#stems, "irectin$ H* consultants, implementin$ merit pa# an" incentive pro$rams, performin$ complex anal#ses an" mo"elin$ concernin$ salar# a"ministration issues, an" "irectin$ lower level compensation anal#sts%

E+ploy+ent &upervisor, &an 'rancisco 7ousing Aut*ority " Pu(lic 7ousing !1=/A to !A=// *esponsi!le for mana$in$ emplo#ment staff, coor"inatin$ t e recruitment an" selection process, a"ministerin$ t e compensation an" !enefits pro$rams, "irectin$ H* consultants, servin$ as 2ffirmative 2ction :fficer, an" provi"in$ mana$ement trainin$%

;ivision Manager and Planning 4 ;evelop+ent Manager, &aratoga C*inese Co++unity Council !.=/2 to !@=/A *esponsi!le for mana$in$ Emplo#ment an" 4rainin$ staff, implementin$ recruitment pro$rams, "evelopin$ emplo#er a"visor# councils, "irectin$ trainin$ instructors, "evelopin$ marketin$ an" fun"in$ strate$ies, strate$ic plannin$, an" !u"$etin$%

&ite Manager and -eferral &pecialist, E;EM I 4 - " E+ploy+ent 4 8raining !1=1. to !.=/2 *esponsi!le for mana$in$ office operations an" staff for count#'wi"e intake, vocational

assessment an" referral functions> con"uctin$ recruitment, provi"in$ mana$ement an" staff trainin$, an" "evelopin$ personnel policies%

%out* ;irector, &aratoga C*inese Co++unity Council !B=1/ to !A=1. *esponsi!le for supervisin$ staff, atten"in$ communit# meetin$s, coor"inatin$ an" a"ministerin$ #out emplo#ment trainin$ pro$rams, an" overseein$ #out "rop'in pro$rams%

E;0CA8IO$= P-O'E&&IO$A: A&&OCIA8IO$&

6%2% in &ocial ,elfare, <niversit# of California at 6erkele#%

6oar" 2"visor, :loop, (nc% -em!er, &ociet# for Human *esource -ana$ement &peaker, 7ort ern California Human *esources 2ssociation -em!er, H*Exec7et

&O'86A-E APP:ICA8IO$&

People&oft, 2DP, Ceri"ian, E9uit# E"$e, *estrac, ,or", Excel, PowerPoint, 2ccess, an" /ile-aker Pro% <p

-E&0ME /
&a+ples represent t*at of an actual working tec*nical professional found on t*e 6EB and +odified to protect t*e privacy of t*ese professionals, 7u+an na+es, co+pany na+es, colleges, software product na+es are intentionally +ade up,

3ate Ada+s
1;1 2rlin$ton *oa" -ilpitas, C2 95105 Hello D

-# name is Gate 2"ams% ( am a professional recruiter an" ( ave over 11 #ears of expert level experience% ( recentl# worke" wit -urp # Communication &#stems, w ic provi"es !roa"!an" s#stems an" solutions for t e "evelopment for a"vance" voice, "ata an" vi"eo services over ca!le, telco an" satellite networks% ( also worke" for a pre'(P: in &ilicon @alle#, w ic was involve" in t e internet infrastructure space% 4 e compan# s focus was in "evelopin$ multiple service packa$es tar$ete" at CD7, cac in$, 4raffic -ana$ement an" we! ostin$ markets% 4 e packa$es inclu"e" a next $eneration Content Distri!ution service offerin$ as part of t eir total solution, calle" a <niversal Deliver# 7etwork%

, ile workin$ for -urp # Communication &#stems, ( ire" over 01 professionals in 6 mont s time, inclu"in$ Director of 6usiness Development, Director of Pro"uct -ana$ement, &ales 2ccount Executives, Har"ware an" &oftware En$ineers an" &r% PC6 Desi$ners% ( was eavil# involve" in t e "evelopment of t e recruitin$ process, offer ne$otiations an" !enefit review wit t e can"i"ates%

, ile workin$ for /ast 7etworks, ( ire" over 55 professionals in one #ears time, inclu"in$ @P an" Director level executives, &ales 2ccount Executives, 6usiness Development -ana$ers, &ales En$ineers, -arketin$ professionals inclu"in$ pro"uct

mana$ers, streamin$ pro"uct mana$ers an" marketin$ communications "irector% ( also ire" en$ineerin$ professionals inclu"in$ we! software en$ineers as well as 7etwork :perations en$ineers%

2s a ke# pla#er in t e setup an" process "evelopment of t e recruitin$ "epartment "urin$ t e infant sta$es of t e compan#, ( was involve" in all of t e i$ level "ecision makin$ processes wit t e CE:% 4 is inclu"e" all strate$ic an" tactical irin$ met o"s an" approac es%

( ave worke" in t e semicon"uctor in"ustr# as well as t e internet infrastructure markets, an" ave ire" manufacturin$, materials, purc asin$, accountin$, finance an" ot er professionals

-# expert knowle"$e an" un"erstan"in$ of t e complete recruitin$ process an" all of t e !usiness re9uirements relative to it, as well as t e necessar# elements wit in t e scope of recruitin$ to inclu"e t e can"i"ate selection, interviewin$ an" packa$e ne$otiation p ases are exceptional% ( ave worke" for /ast 7etworks, &earc 4ec (ncorporate", 2cccu&taff (ncorporate", Coast Personnel, an" -anpower% Durin$ m# career wit t ese companies ( "evelope" a recor" of outstan"in$ success, an" a track recor" of performance excellence%

-# "e"ication, professionalism, expertise an" talent will "efinitel# !rin$ #our or$ani3ation a s arper e"$e%

Enclose" is m# resume, w ic summari3es m# 9ualifications an" experience% +et s "iscuss workin$ to$et er' ' ( look forwar" to earin$ from #ou soonD 4 ank #ou ver# muc for #our attention to m# in9uir#%

&incerel#,

Gate 2"ams

Professional Career O(Fective

,it 11 #ears professional recruitin$ experience, staffin$ En$ineerin$, -arketin$, &ales, 6usiness Development -ana$ers an" :perations professionals ( !rin$ soli" knowle"$e an" expertise of staffin$ to /ortune 511 companies as well as t e most cuttin$ e"$e start'ups% ( am lookin$ for a c allen$in$ an" rewar"in$ career in Contract *ecruitin$, w ic will utili3e m# proven expertise, talents an" performance excellence, an" one, w ic will offer new c allen$es, career $rowt an" opportunit# for a"vancement% -# expertise an" experience will !rin$ #our compan# a s arper e"$e%

5ualifications and 6ork 7istory

'ast $etworks, Inc,, &anta Clara, CA January !! "May !! Corporate Contract *ecruiter for a Pre'(P: internet infrastructure start up compan#% *esponsi!le for recruitin$ &ales Executives% ( ave extensive expertise in networkin$, streamin$ me"ia, content "eliver#, traffic mana$ement, 4CPA(P, an" we!' ostin$% Ge# pla#er in !uil"in$ t e entire recruitin$ process% Desi$ne" an" !uilt t e *e9uisition /orms, interview fee"!ack forms an" corporate interview 9uestionnaire% ,ork closel# wit t e CE: an" irin$ mana$ers on t e recruitin$ strate$# for future openin$s to !e fille"% ,ork closel# wit 2ccountin$ an" Hirin$ -ana$er to !u"$et an" approve re9uisitions%

Post all Fo! openin$s to intranet an" to ot er Fo! !oar"s% Evaluate an" 9ualif# can"i"ates for current openin$s% Coor"inate an" follow can"i"ates t rou$ t e entire interview process% Provi"e weekl# status report to CE: an" Executive +evel -ana$ement% -ana$e an" select top level !ack'up ven"ors to assist wit irin$ nee"s% 7e$otiate salar#, stock an" si$n on !onus re9uirements !etween can"i"ate an" t e compan#% Provi"e complete" offer letter an" new ire packet to can"i"ate% *esponsi!le for closin$ t e can"i"ate an" ne$otiate t e start "ate% Murp*y Co++unication &yste+s, 're+ont, CA Marc* !!)"&epte+(er !!) Corporate Contract *ecruiter for t e 4elco 6usiness <nit% *esponsi!le for recruitin$ Director of 6usiness Development, Director of Pro"uct -arketin$, &r% 2ccount -an$ers, &ales En$ineers, &#stems En$ineers, Har"ware an" &oftware En$ineers, PC6 Desi$ners, 4ec nical ,riters an" Director of Har"ware -ana$ement% ,ork closel# wit t e Human *esources, ?eneral -ana$er an" irin$ mana$ers on t e recruitin$ strate$# for future openin$s to !e fille"% ,ork closel# wit 2ccountin$ an" Hirin$ -ana$er to !u"$et an" approve re9uisitions% Post all Fo! openin$s to intranet an" to ot er Fo! !oar"s% Evaluate an" 9ualif# can"i"ates for current openin$s% Coor"inate an" follow can"i"ates t rou$ t e entire interview process% Provi"e weekl# status report to Executive +evel -ana$ement% Cut recruitin$ costs !# "iscontinuin$ use of !ack'up a$encies% 7e$otiate salar#, stock an" si$n on !onus re9uirements !etween can"i"ate an" t e compan#% Provi"e complete" offer letter an" new ire packet to can"i"ate% *esponsi!le for closin$ t e can"i"ate an" ne$otiate t e start "ate% 2tten" all 6rassrin$ career fairs an" ot er recruitin$ events% :enora $etworks, &an Jose, CA January !!)"Marc* !!) Contract *ecruiter for a Pre'(P: optical networkin$ start up% *ecruite" 2&(CA/P?2 Desi$n En$ineers, /irmware En$ineers, Protocol /irmware En$ineers, Har"ware 6oar" Desi$n En$ineers, Hi$ &pee" 2nalo$ En$ineers, PC 6oar" +a#out En$ineers, En$ineerin$ +a! 4ec nicians an" -arketin$ positions% ,ork closel# wit 2ccountin$ an" Hirin$ -ana$er to !u"$et an" approve re9uisitions% Ge# pla#er in !uil"in$ t e entire recruitin$ process% Post all Fo! openin$s to intranet an" to ot er Fo! !oar"s% Evaluate an" 9ualif# can"i"ates for current openin$s% Coor"inate an" follow can"i"ates t rou$ t e entire interview process% Provi"e weekl# status report to Executive +evel -ana$ement% 7e$otiate salar#, stock an" si$n on !onus re9uirements !etween can"i"ate an" t e compan#% Provi"e complete" offer letter an" new ire packet to can"i"ate% 'ast $etworks, &anta Clara, CA January !!! to January !!) Corporate Contract *ecruiter for a Pre'(P: internet infrastructure start up compan#% *esponsi!le for recruitin$ @P an" Director level executives, -arketin$, &ales, &ales En$ineers, 6usiness Development -ana$ers, :perations an" En$ineerin$ can"i"ates% ( ave extensive expertise in networkin$, streamin$ me"ia, content "eliver#, traffic mana$ement, 4CPA(P, an" we!' ostin$% Ge# pla#er in !uil"in$ t e entire recruitin$ process% Desi$ne" an" !uilt t e *e9uisition /orms, interview fee"!ack forms an" corporate interview 9uestionnaire% ,ork closel# wit t e CE: an" irin$ mana$ers on t e recruitin$ strate$# for future openin$s to !e fille"% ,ork closel# wit 2ccountin$ an" Hirin$ -ana$er to !u"$et an" approve re9uisitions% Post all Fo! openin$s to intranet an" to ot er Fo! !oar"s% Evaluate an" 9ualif# can"i"ates for current openin$s% Coor"inate an" follow can"i"ates t rou$ t e entire interview process% Provi"e weekl# status report to CE: an" Executive +evel -ana$ement%

-ana$e an" select top level !ack'up ven"ors to assist wit

irin$ nee"s%

7e$otiate salar#, stock an" si$n on !onus re9uirements !etween can"i"ate an" t e compan#% Provi"e complete" offer letter an" new ire packet to can"i"ate% *esponsi!le for closin$ t e can"i"ate an" ne$otiate t e start "ate% 2tten" all ,estec an" ot er recruitin$ events% Hire" over 51 tec nical, @P an" Director +evel Executives% &earc* ;esign, Incorporated, Ca+p(ell, CA 'e(ruary )..."January !!! *ecruiter

(nterviewe" an" profile" 9ualifie" can"i"ates% Poste" current openin$s to various Fo! !oar"s% Col" calle" into various tar$ete" companies per t e client s re9uest% *esearc e" tar$ete" companies to $et interest from passive can"i"ates% *ecruite" &ales -ana$ers, -arketin$ -ana$ers, &#stems En$ineers, an" 2ccount -ana$ers for Cisco &#stems an" ot er fortune 511 companies% Provi"e" 9ualifie" can"i"ates information, salar# re9uirements, resume an" current compensation packa$e to Cisco &#stems an" ot er client companies% :ooking&taff Incorporated, &anta Clara, CA June )..1"January )... :n'&ite *ecruiter, 2*C: Presti$e &tations, (nc% *esponsi!le for t e implementation of client on'site pro$rams% Create" on'site functional processes, an" proce"ure "ocumentation% +iaison !etween client mana$ers, local 2ccu&taff office an" !ack up ven"ors% -et weekl# wit mana$ers an" temporar# associates to maintain efficient work operations% Han"le" all emplo#ee relation issues% *esponsi!le for Buarterl# 6usiness *eviews, emplo#ee reviews an" emplo#ee increases% Provi"e" weekl# ea"count report -ana$e" ;5 recruiters locate" in ,as in$ton, California an" 2ri3ona% &c e"ule" weekl# conference calls wit recruiters to "iscuss strate$ies for irin$ personnel for clients% 4ravel to meet clients as re9uire"% Provi"e" client wit weekl# ea"count reports, presentations an" reviews for eac recruiter% Area On"&ite Manager ? &eagate -ecording Media, Cypress &e+iconductor and 7itac*i Co+puter Products

savin$s%

*esponsi!le for creatin$ an" settin$ up t e :n'&ite Pro$ram +iaison for temporar# irin$ in ,as in$ton, 4exas, -innesota, -ississippi, 7ew Hamps ire an" 7ew 5erse#% Create" t e :n'&ite Documentation -anual% *esponsi!le for creatin$ an" maintainin$ a report for ea"count control% *e"uce" !ack up ven"or count from t irt#'nine ven"ors, to five, $reatl# re"ucin$ operation costs, creatin$ cost *eview all resumes prior to su!mittin$ to mana$ers% Personall# screen eac emplo#ee !efore interviewin$ wit mana$er% *esponsi!le for terminatin$ emplo#ees an" con"uctin$ exit interviews% Han"le "ail# emplo#ee relation issues% $ew Coast Personnel &ervices, &an Carlos, CA 'e(ruary )..@"June )..1 :n'&ite -ana$er, +am *esearc Corporation *esponsi!le for t e implementation of client on'site pro$rams% Create on'site functional processes, an" proce"ure "ocumentation% +iaison !etween client mana$ers, local 2ccu&taff office an" !ack up ven"ors% -eet weekl# wit mana$ers an" temporar# associates to maintain efficient work operations% Han"le all emplo#ee relation issues% *esponsi!le for t e implementation of client on'site pro$rams% Create on'site functional processes, an" proce"ure "ocumentation% +iaison !etween client mana$ers, local 2ccu&taff office an" !ack up ven"ors% -eet weekl# wit mana$ers an" temporar# associates to maintain efficient work operations%

Han"le all emplo#ee relation issues% 4rack all temporar# emplo#ees in excess of six un"re"% -aintain People &oft "ata!ase assessin$ weekl# au"it reports facilitate" !etween Coast an" +am *esearc % Manpower, &an Carlos, CA May )..B"Jan, )..@ Customer &ervice *epresentativeA*ecruiter Participation in outsi"e sales promotions an" marketin$ support% &upervisor of all mo"ifie" workers compensation emplo#ees% *esponsi!le for mana$ement of all workers compensation files an" reports% :ff'site recruitment for Cisco &#stems, 2pplie" -aterials an" <nite" Defense% 6estern 8e+porary &ervices, Palo Alto, CA 'e(, )..)"May )..B Customer &ervice *epresentativeA*ecruiter *esponsi!le for recruitin$, interviewin$ an" reference c eckin$% *esponsi!le for testin$ eac can"i"ate on -ac an" (6- computers, an" B,(E software% *esponsi!le for pa#roll processin$, verification an" pa#roll issue resolution% &ales support at C am!er of Commerce functions an" tra"es ows% Co+puter &kills -icrosoft ,in"ows 95,97,9= People &oft -icrosoft Excel +otus 7otes -icrosoft PowerPoint 7etscape -icrosoft ,or" (nternet Explorer -icrosoft :utlook Computeri3e" Pa#roll ,or"Perfect 6%1 D(CE Gwik'/in" B,(E &oftware 4estin$ 2&A411 -aestro Data!ase -onster 6oar" /ile-aker Pro areer -osaic 2(- Data!ase Eas# 2ccess Hot 5o!s 4#pe 61 wor"s per minute E;0CA8IO$

19=='1991 @incennes <niversit#, @incennes, (7, -aFor) Ps#c olo$# 199= Human *esources 4rainin$, 2ccu&taff (nc%, 7ewark, C2 1999'Present <niversit# of P oenix, &an 5ose, C2, -aFor) 6ac elors of Human &ervices <p

-E&0ME .
&a+ples represent t*at of an actual working tec*nical professional found on t*e 6EB and +odified to protect t*e privacy of t*ese professionals, 7u+an na+es, co+pany na+es, colleges, software product na+es are intentionally +ade up,

Bar(ara M, 7opkins

Professional &u++ary &enior Human *esource ConsultantA?eneralistA&trate$ist wit more t an 118 #ears of experience an" "emonstrate" skills in t e areas of recruitment, emplo#ment law, performance mana$ement, emplo#ee relations, !enefits consultin$ an" implementation, safet# a"ministration, compensation an" Fo! classification anal#sis, trainin$ an" "evelopment, an" effective facilitatin$% Excellent interpersonal an" applicant assessment skills% Gnowle"$e an" a!ilit# of principle an" practices of emplo#ment law inclu"in$ applica!le provisions relatin$ to EE:C $ui"elines an" 2D2 $ui"elines% &tron$ a!ilit# to reason lo$icall# an" creativel# usin$ a variet# of anal#tical tec ni9ues to examine an" resolve complex emplo#ee relation issues% &oli" knowle"$e of le$al compliance% Experience in mana$in$ C:6*2 an" eli$i!ilit# a"ministration for $roup ealt plans% *eco$ni3e" for !ein$ a team lea"er, motivator, an" respecte" professional w en interactin$ wit mana$ement, consultin$ clients, staff an" emplo#ees% &tron$ ver!al an" written communication an" or$ani3ational skills% /unctional People&oft H*-& an" /inancial ConsultantA4rainer experience% Human *esource -ana$ement 4rainer% Professional Profile=&kills=Experience

&taffing Manager Profile

-ana$e" an" mentor a recruitin$ team of recruiters an" support staff% 2!ilit# to "evelop, propose an" implement staffin$ strate$ies an" plans, w ic support !usiness o!Fectives% (nvolves implementin$ electronic applicant trackin$Aflow s#stems, creatin$ stan"ar"s an" metrics to measure emplo#ment function an" communicatin$ fin"in$s an" recommen"ations to team mem!ers% 2""itionall#, mana$e" t e on'site temp pro$ram an" en ance t e colle$eAintern recruitment pro$rams% Develop an" implement strate$ies for recruitment, compensation, trainin$ an" participates in t e "evelopment of !usiness strate$ies an" "etermines H* implications for t ese plans% <se t e latest (nternet an" recruitment events an" met o"s t at involve ac9uirin$ top talent% Demonstrate a sustaine" sense of ur$enc# for ac ievin$ corporate o!Fectives t rou$ effective recruitin$% 2!ilit# to "evelop an" implement annual $oals for t e recruitin$ function% 6uil", "irect an" retain a i$ l# effective team of recruitin$ professionals to inclu"e coac in$ recruiters an" ot er support staff% Colla!orate effectivel# across H*, ot er !usiness functions an" ot er recruitin$ teams% /lexi!ilit# to meet var#in$ customer nee"s an" to Fu$$le multiple priorities "ail#% -ana$e relocation an" immi$ration pro$rams, streamlinin$ t e re9uisition, offer aut ori3ation an" new ire processes% -ana$e !u"$etar# responsi!ilities an" "evelop measurements to assess t e effectiveness of t e recruitment function% ,ork wit events% irin$ mana$ers an" colle$e alumni in representin$ an or$ani3ation at all maFor colle$e recruitin$

-aintain an" promote compan# an" H* initiatives on campus% Develop an" implement creative on an" off campus events% -ana$e campus recruitin$ activities suc as career fairs, campus interviews, presentations an" an# ot er activities% ,ork wit ke# mana$ers to set tar$ets an" ensure t e compan# meets t e tar$ets in terms of colle$e irin$% ,ork wit senior executive mana$ement to create an" su!mit annual recruitin$ plan as well as preparin$ an" up"atin$ recruitin$ materials% Ensure t at facult# relations at assi$ne" aca"emic institutions are maintaine"% *eview unsolicite" campus level resumes% -ecruiter Profile #eneral and 8ec*nical

(n"ustr# experience) wireless, semi'con"uctor, retail, software, ar"ware, consultin$, financial% i$ er e"ucation%, 6;6, 6;C% -ake first contact wit can"i"ate, prescreen% Con"uctin$ interviews as well as evaluatin$ emplo#ees, inclu"in$ weekl# consultations wit irin$ mana$ers re$ar"in$ open re9uisitions% ,ork closel# wit irin$ mana$ers to create Fo! "escriptions, review resumes an" facilitate interview% 4rack applicants, atten" Fo! fairs an" ensure open re9uisitions are fille" in a timel# manner% <se t e latest (nternet an" recruitment events an" met o"s t at involve ac9uirin$ top talent% ,ork closel# wit t e irin$ mana$ers to interview, ne$otiate an" close can"i"ates% Provi"e weekl# recruitin$ status reports to &taffin$ -ana$er% Create an" maintain appropriate reports for trackin$ an" anal#sis of t e recruitment function% Esta!lis an" maintain effective, cost efficient an" pro"uctive emplo#ment practices t at assist in ac ievin$ or$ani3ation $oals in all non'exempt, exempt, an" executive staffin$% -ana$e internal Fo! postin$ pro$ram inclu"in$ t e we! site an" Fo! otline% &ource 9ualifie" can"i"ates in t e most efficient manner possi!le% Prepare an" exten" offers of emplo#ment, inclu"in$ salar# "etermination an" ne$otiation% Prepare new ire paperwork, inclu"in$ !ack$roun" c ecks an" offer letters% Esta!lis an" maintain cooperative relations ips wit all ven"ors an" ne$otiate contracts as nee"e"% Con"uct professional an" personal reference c ecks% &erve as communication liaison for ever#one involve" in irin$ process 7u+an -esource #eneralist Profile

2""ress all emplo#ee relation issues suc as conflict resolution, sexual arassment an" termination% 2"minister an" monitor performance mana$ement policies an" proce"ures% Con"uct salar# a"ministration !# monitorin$ market "ata to ensure competitiveness of compensation wit specific in"ustries% Partner wit &taffin$ "urin$ t e recruitin$ process to "evelop stan"ar" operatin$ proce"ures% Con"uct trainin$ nee" anal#sis an" implement ke# trainin$ pro$rams% Provi"e counselin$ in performance mana$ement situations% Communicate H* policies, s#stems an" proce"ures to ensure operational effectiveness% 2"minister !enefits an" compliance to all man"ate" re$ulator# policies% &#nt esi3e external "ata surve#s, etc% in all areas to make sure t at office is meetin$ or excee"in$ all in"ustrial !est practices in H*% -ana$e an" counsel on emplo#ee relation issues% 2ssist wit performance mana$ement, trainin$ in all H* areas an" orientation of new emplo#ees% 2ssist mana$ement wit retention plannin$% Coor"inate workplace nee"s% /amiliarit# wit or$ani3ational "evelopment an" "esi$n concepts% Participate in t e new ire orientation pro$ram% 4rou!les oots an" recommen" solutions to executive mana$ement in or"er to resolve H* issues% Develope" an" pro"uce mana$ement reports an" s#stems for anal#sis of H* "ata, tren"s, an" statistics% 2ssiste" wit t e coor"ination an" testin$ of People&oft v6%1 Human *esource an" Pa#roll up$ra"e installation proFect% Panel "esi$n for customi3ation of People&oft application% People&oft assessment, fit $ap anal#sis, an" mo"ification% 8rainer=Consultant ProfileD People&oft and Manage+ent 8raining

People&oft 4rainerAConsultant) 48 #ears total People&oft trainin$ experience Clients) &out ern California E"ison traine" 611 users, H*-& v6%1 interface wit /inancials v6%1 , People&oft, (nc%, traine" 51 users, H*-& v7%1 , GP-? Peat -arwick traine" 111 users, H*-& an" /inancials v7%1, v7%5 , Paramount Pictures traine" 151 users, H*-& v7%1 an" /inancials v7%1 , <niversal &tu"ios traine" ;11 users, H*-& an" /inancials

v7%5 > various clients of H* &olutions traine" 011 users in total, H*-& an" /inancials v7%1, v7%5 , ,aste -ana$ement, (nc% traine" users at fiel" an" corporate level on H*-& v7%5 an" /inancial v7%5 , D-C &tratex 7etworks test "ata!ase, prepare curriculum $ui"es an" facilitate en"'user trainin$ to all levels on H*-& v=%0, H*, 6ase 6enefits an" &tock 2"ministration /acilitate" an" "elivere" People&oft trainin$ to en"'users at client sites% Con"ucte" classes wit si3es ran$in$ from 1; to ;1 participants in class'room st#le settin$% Han"s on functional experience as well as trainin$ experience usin$ t e followin$ packa$esAmo"ules) H*-& v=%0 mo"ules) H*, 6ase 6enefits, &tock 2"ministration, E'*ecruit H*-& v%6%1, v7%1, v7%5 mo"ules) 4ime . +a!or, Pa#roll, 6enefits 2"ministration, H* 6asics /inancials v6%1, v7%1, v7%5 mo"ules) 2sset -ana$ement, 2ccounts Pa#a!le, 2ccount *eceiva!le, Expenses, ?eneral +e"$er, Purc ase :r"er

o o

/amiliar wit Distri!utionA -anufacturin$ mo"ules) Purc asin$, (nventor# Control, -anufacturin$, Plannin$ an" -aster &c e"ulin$ Delivere" People&oft v6%1, v7%1, v7%5, v=%0 trainin$ to fiel" en" users an" Corporate Executive staff mem!ers usin$ H*-& an" /inancials mo"ules% 4au$ t en"'users to navi$ate panel to panel, input "ata, run 9uer# reports, an" "ata anal#sis%

Prepare" compan# specific trainin$ mo"ules, trainin$ "ata!ases an" written materials for "eliver# of trainin$ to en"'users% Create" People&oft H*-& an" /inancials v6%1, v7%1, v7%5, v=%0 trainin$ curriculums% Provi"e" on'site support to implementationAtec nical team from a functional point of view> fit $ap anal#sis, assiste" in con"uctin$ nee"s assessment an" "evelopin$ !usiness processes% Con"uct on'site process reviews% ,ork wit internal s#stem support an" fiel" personal to i"entif# ke# customer re9uest an" process improvement% Provi"e solutions t at improve pro"uctivit# an" assist personnel in !etter utili3in$ H*-& an" /inancial s#stems in all areas of !usiness% 7u+an -esource Manage+ent 8rainerD B years total training experience

/acilitate" mana$ement trainin$ to executive staff in t e areas of conflict resolution, sexual arassment, recruitment, "iversit#, affirmative action an" termination process% Counsel mana$ement an" emplo#ees re$ar"in$ transfers, promotions, an" "emotions% /acilitate" an" "elivere" new' ire orientation trainin$ to H* professional% JDevelope" Human *esource trainin$ materials as necessar# to "eliver trainin$ to participants% /acilitate" or$ani3ation "evelopment trainin$ to create compan# $oals an" vision statements !# coor"inatin$ compan# focus $roups% Counsel supervisors on writin$ reviews Provi"e polic# support !# revisin$ polic# manual an" emplo#ee an"!ook an" assistin$ polic# interpretation% Contract Clients

-o"ern &olutions ?roup, *eversi"e, C2 16A;11; Present ?uess, (nc%, +os 2n$eles, C2 People&oft ConsultantA4rainer, H*-& an" 4ime . +a!or v =%0

26C &trate$ic 7etworks, &an 5ose, C2 10A;11; 16A;11; People&oft H*-& v=%0 ConsultantA4rainer

,aste -ana$ement, (nc%, &an 2ntonio, 4I 17A;111 ;A;11; People&oft H*-& an" /inancial v7%5 ConsultantA4rainer

4ele"#ne &mart ,ireless, 2pple @alle#, C2 ;A;111 14A;111 Har"ware 4ec nical *ecruiter responsi!le for recruitin$ 6 --(C En$ineers

7ew Extensit#, (nc%, -urrietta, C2 4A;111 1A;111 &r% 4ec nical *ecruiterA(nterim &taffin$ -ana$er

People&oft, (nc%, Pleasanton, C2 11A99 0A;111 &r% 4ec nical *ecruiterA4rainer, People&oft Consultin$ Practice, ,estern *e$ion

&teven Half (nternational, (nc% +ancaster, C2 corporate offices 1;A99 11A99 (n'House Corporate 4ec nical *ecruiter contractor on'site at t e corporate offices, not t e a$enc# "ivisionsA!ranc es

C77? Deat -arwell ++P, :aklan", C2 17A9= ' 11A99 &r% *ecruiterA4rainerA(nterim &taffin$ -ana$er, People&oft Consultin$ Practice

&out ern California E"ison, Human *esources &ervice Center, &an Die$o, C2 Contract t rou$ (nformation -ana$ement &#stems Consultin$, (nc%, (rvine, C2 ' 4A9= ' 7A9= Human *esources (nformation &#stems ConsultantAPeople&oft 4rainerA(nstructor

Pacific 6ell -o!ile &#stems, &taffin$ Dept%, Pleasanton, C2 Contracte" t rou$ &k#ler 7etwork, ++C, &anta Clara, C2 ' 11A97 ' 4A9= &taffin$ *ecruiterAConsultantA?eneral an" 4ec nical *ecruitment

H* &olutions, &an /rancisco, C2 ' 11A97' Present ' re$istere" Human *esources ConsultantA2nal#stA?eneralistA4rainer

Profectionals Human *esources Consultants, &an +ean"ro, C2 '' /oun"e" 1991 ,e strive to !e perfect professionals K CProfectionalsDDC &r% Human *esources ConsultantA?eneralistA4rainerA&trate$ist /oun"er

Einco Corporation, Pleasanton, C2 '' 16A95 ' 11A96 Contract t rou$ H* Central Corporation, &eattle, ,as in$ton Corporate *ecruiterA4rainerADeveloperA?eneralist

People&oft, ,alnut Creek, C2 '' 1A95 ' 16A95 Human *esources Coor"inator ' Emplo#ment &ervices

,interlan" 2"vance" Pro"uctions, &anta Clara, C2 '' 1;A90 ' 1;A94 Human *esources ?eneralist ' *ecruitment an" 6enefits

Emperial -i"wells, &an Die$o, C2 '' 10A91 ' 1;A90 Human *esource ?eneralist

&an /rancisco Convention /acilities, &an /rancisco, C2 '' 11A=7 ' 10A91 Human *esources an" Pa#roll 2ssistant

Co+puter Profile -ac(ntos an" (6- compati!les Proficient usin$ -icrosoft applications) -icrosoft ,or", -icrosoft Excel, -icrosoft ,in ,or", -icrosoft PowerPoint, 2mi Pro, +otus 7otes, ,or"Perfect, P*( 2ffirmative 2ction &oftware, 26*2 Ca"a!ra +otus 1';'0, 2DP, ,or"Perfect, B . 2, People&oft H*-& an" /inancials v6%1, v7%1, v7%5, v=%0, ,or" &tar, *estrac &cannin$ &#stem, *E&<-(I 4rackin$ &#stem v5%0, -icro 5 4rackin$ &#stem, (carian 4rackin$ &#stem Associations=Affiliations

7ort ern California Human *esource 2ssociation &an /rancisco C apter an" &olano C apter Human *esource Consultant 2ssociation 4ri'@alle# Human *esource 2ssociation &ociet# of Human *esource -ana$ement ,omen (nc% Professional 2ssociation of Contract Emplo#ees Professional Coac es 2lliance Professional 6usiness ,omen of California 2merican 2ssociation of <niversit# ,omen of California 2merican 6usiness ,omen s 2ssociation 7ational 6ureau of Certifie" Consultants 7ational 2ssociation of ,omen 6usiness :wners 7ational 2ssociation of /emale Executives 7ational ,omen 6usiness :wners -entorin$ Circles -entor ,omen in Consultin$

Education

California &tate <niversit#, Ha#war" <niversit# of P oenix, Pleasanton 6ac elor of &cience De$ree, 1994 -asters of &cience in process 6usiness 2"ministration 6usiness -ana$ement Human *esource -ana$ement :r$ani3ational 6e avior Communications

Professional *eferences 2vaila!le <pon *e9uest <p

-E&0ME )!
&a+ples represent t*at of an actual working tec*nical professional found on t*e 6EB and +odified to protect t*e privacy of t*ese professionals, 7u+an na+es, co+pany na+es, colleges, software product na+es are intentionally +ade up,

MI7E&7 #$A&E3A-A$
OBJEC8I9E

4ECH7(C2+ *EC*<(4E* A H* ?E7E*2+(&4 A H*(& 272+H&4 7ine Hears of 4ec nical *ecruitin$ experience A 7ine Hears of H* ?eneralist experience A Peoplesoft H*(& 2nal#st . (mplementation experience% (nternational Experience%

&enior *ecruitment consultant wit

an"s on experience in an"lin$ "iverse recruitin$ assi$nments

ran$in$ from (4 4ec nical *ecruitment +e$ac#, E*P, ,e! 4ec nolo$ies, etc% , Campus *ecruitment En$ineerin$ . 6'&c ools , A an" *ecruitment &ales% Have recruite" over 511 experience" professionals an" un"re"s of $ra"uates from over 01 top en$ineerin$ an" mana$ement sc ools% /luent in En$lis wit some knowle"$e of /renc %

P-O'E&&IO$A: E<PE-IE$CE

3ogniEant 8ec*nology &olutions, Montgo+ery, $J !B=)... 8ill ;ate 2sst% -ana$er

G4& is a lea"in$ (4 Ena!le" &ervices provi"er to several /ortune 511 or$ani3ations% :ver 4111 emplo#ees%

2s t e *esources -ana$ement team lea", ave successfull# execute" multiple recruitin$ assi$nments t at inclu"e)

(nteraction wit ProFect -ana$ers to un"erstan" t eir current . future resource re9uirements Hirin$ 9ualifie" senior proFect mana$ers, s#stems arc itects, tec nical lea"s, an" pro$rammers !ase" on pipeline an" proFect re9uirements H( to H(, ?reen Car" ol"ers an" Citi3ens% /ollow up wit consultants to review proFect status an" also to i"entif# new re9uirements% 6uil"in$ relations ips wit lar$e staffin$ companies e%$% -etro (&, Prounlimite", an" Hallkinion etc% 6uil"in$ relations ips wit more t an 111 ven"ors to source tec nical consultants% Previousl#, an"le" t e followin$ activities in (n"ia as t e 7ead of #-M# #lo(al -esources Manage+ent #roup D Deputation of &oftware consultants to <&, <G, Cana"a, 2ustralia, ?erman# an" 7et erlan"s% Hirin$ (4 consultants t rou$ roa" s ows, ea" untin$, Placement a$encies, ,alk'(ns, *eferrals etc% *ecruite" close to 011 fres ers an" experience" consultants of "iverse skills areas% &afoi Manage+ent Consultants, C*ennai, India B=)..1 B=)... &enior Consultant

&afoi is a lea"in$ H* consultin$ firm in (n"ia provi"in$ services to :r$ani3ations in t e area of &earc , &election, :n'site *esourcin$, *emote Processin$, an" H* Processes Consultin$%

2s an inte$ral mem!er of one of t e fastest $rowin$ H* Consultin$ firms, worke" on several *ecruitment consultin$ assi$nments for "iverse clients inclu"in$ Citi!ank, <!est, &at#am Computers, ?run"i$, Pilkin$ton ?lass, -onsanto C emicals, &aint ?o!ain, etc% Ge# tasks inclu"e)

&ettin$ mont l# *ecruitment 4ar$ets 7ew !usiness $eneration an" service existin$ clients% (nvoicin$ an" collection Client presentation Co'or"ination of Client'Can"i"ate interface 8atard Consultancy &ervices, Bangalore, India ) =)..B B=)..1 &enior Executive

4C& is a $lo!al (4 consultin$ firm provi"in$ software "evelopment an" maintenance services to several of t e /ortune 511 companies% 15,111 emplo#ees $lo!all#% 4urnover) 1 6illion%

2s a H* specialist worke" on several *ecruitin$ assi$nments inclu"in$ irin$ Experience" &enior tec nical resources, Campus *ecruitment, an" mana$in$ un"re"s of tec nical resources in multiple proFects across countries% Ge# contri!ution inclu"e)

?rowin$ t e tec nical resources pool from 175 to 5118 wit in 15 mont s Hire" over 511 resources Experience" an" Campus, inclu"in$ Ensurin$ t e non'!illa!le time of resources is maintaine" !elow 11 2c ieve" over =1 utili3ation of resources across !illa!le proFects% Evolve" a *evolvin$ ProFect *otation plan for &oftware Consultants

Ensure" smoot Client'Consultant Co':r"ination 4ec nical (nterview, 4ec nical 4rainin$, @isa Processin$, Documentation, 4ravel an" *elocation, :nsite Compensation fitment Develope" i$ performin$ teams t rou$ Coac in$ an" !# !uil"in$ trustin$ . stron$ professional relations ips% &an+art Electronics Corporation, C*ennai, India @=)..2 ) =)..B H* Executive

&anmart Electronics is an in"ustrial electronics con$lomerate manufacturin$ me"ical, telecom an" in"ustrial automation e9uipments% 1911 emplo#ees%

2s a H* ?eneralist t e ke# responsi!ilit# areas inclu"e")

*ecruitment an" selection of electronics en$ineers an" tec nicians -anpower Plannin$ &taffin$ 2u$mentation Compensation Desi$n an" structurin$ Performance -ana$ement Pa#roll 2"ministration A;;I8IO$A: A-EA& O' E<PE-8I&E

-& :ffice &uite ,or", Excel, 2C4, Peoplesoft H*(& ver =%1, ProFect -ana$ement 4ool e%$% -& ProFect% Certifie" 2ssessor 2ssessment Centres %

I$;0&8-% E<PO&0-E

(nformation 4ec nolo$#, (n"ustrial Electronics, Consumer ?oo"s, /inancial &ervices an" Healt care%

E;0CA8IO$

<niversit# of -a"ras, C ennai, (n"ia ' -asters in Personnel -ana$ement 1990 :utstan"in$ stu"ent 2war" <niversit# of -a"ras, C ennai, (n"ia ' 6ac elors De$ree in &ociolo$# 1991

*E&<-E' -s IHE 26C Human *esources Professional wit a proven a!ilit# to implement strate$ic uman resource initiatives, elp executive mana$ement assess or$ani3ational structure, "evelop cre"i!le $ui"elines an" efficient processes, an" implement cost savin$ measures an" en ancements t rou$ t e use of proven conceptual an" anal#tical pro!lem solvin$ a!ilities%

P-O'I:E
9 #ears experience in t e areas !enefits an" compensation inclu"in$ executive compensation an" pa# e9uit# compensation pro$rams 5 #ears experience in t ir"'part# marketin$ an" !roker'"ealer licensin$Acompliance of securities an" annuit# pro"ucts to !ankin$ institutions across <& Parale$al an" researc experience in various !usinesses -er$er an" ac9uisition experience in t e areas of contracts an" uman resources

E<PE-IE$CE
ABC :IMI8E;, CI8% ABC
Human *esources -ana$er L ProFects :cto!er ;11; ' Present &electe" !# t e ?eneral -ana$er of Human *esources to Foin a $lo!al team to "evelop a common sense approac to uman resource mana$ement% Ge# proFects) Developin$ effective !usiness practices Con"uctin$ emplo#ment "iscrimination . arassment trainin$ Participatin$ in succession plannin$ Corporate an" executive in"uction Emplo#er !ran" communications Developin$ relocation polic# Developin$ a performance mana$ement s#stem Developin$ emplo#ment "iscrimination an" arassment trainin$ $ui"e Expatriate an" transfer mana$ement *ecruitment strate$#

ABC 6I$E&, CI8% <%>

-ana$er of Human *esources :cto!er ;111 ' :cto!er ;11; -ana$e" an" a"ministere" t e retirement savin$s plan, executive "eferre" compensation pro$rams, an" ealt pro$rams for t e <& an" Cana"a% *esponsi!le for recruitment, compensation, emplo#ee relations, counselin$, termination, investi$ations, !enefit review an" implementation, polic# "evelopment, compliance wit &tate an" /e"eral re$ulations, an" t e assessment, implementation an" maintenance of t e uman resource software s#stem% Ge# ac ievements inclu"e" transferrin$ recor" keeper services for t e retirement savin$s plan, re"esi$nin$ an" selectin$ of t e new ealt Awelfare pro$rams, "esi$nin$ an" implementin$ t e performance mana$ement pro$ram an" compensation structure, "evelopin$ emplo#ee manuals an" corporate policies% -ana$e" 6enefits an" Pa#roll 2"ministration, 2uto /leet, :ffice 2"ministration, an" *eception%

ABC 9I$E%A-;&, CI8% <%>

Executive 2"ministrator 7ovem!er ;111 ' :cto!er ;111 Provi"e" a"ministrative support to t e CE:, C/:, an" 6oar" of Directors% Provi"e" support for contract ne$otiations, mer$er an" ac9uisition activit#, !u"$et preparation,

e9uipment maintenance, "a#'to'"a# a"ministrative functions, an" supervision of a"ministrative support% Planne" an" execute" maFor tra"e event%

87E <%> COMPA$IE&, CI8% <%>

-ana$er of Human *esources -arc 1999 ' :cto!er ;111 Provi"e" uman resources services for ;51 emplo#ees over six "ivisions wit various !usiness focuses inclu"in$ wine pro"uctionAsalesA"istri!ution, film pro"uction, television pro"uction, s ort stor# ma$a3ine pu!lication, an" resort lo"$e% *esponsi!le for recruitment, compensation, emplo#ee relations, counselin$, termination, investi$ations, !enefit review an" implementation, polic# "evelopment, compliance wit &tate an" /e"eral re$ulations, an" t e assessment, implementation an" maintenance of t e uman resource software s#stem%

<%> 6I$E E&8A8E&, CI8% <%>

6enefits . Compensation 2"ministrator -arc 1999 ' /e!ruar# ;111 -ana$e" t e retirement savin$s plan, executive "eferre" compensation pro$rams, stock pro$rams, workerMs compensation, an" ealt Awelfare pro$rams% Ge# ac ievements inclu"e" transferrin$ recor" keeper services for t e retirement savin$s plan, re"esi$nin$ an" selectin$ new ealt Awelfare pro$rams an" implementin$ a new stock s#stem% Participate" in an executive mana$ement compensation surve#%

ABC I$CO-PO-A8E;, CI8% ;E'

-ana$er of Human *esources -arc 1995 ' 7ovem!er 1999 Provi"e" uman resources services for 51 emplo#ees% *esponsi!le for recruitment, compensation, new ire orientation, trainin$ an" e"ucation, emplo#ee relations, counselin$, termination, investi$ations, !enefit review an" implementation, polic# "evelopment, compliance wit &tate an" /e"eral re$ulations, an" assessin$, implementin$ an" maintainin$ t e uman resource software s#stem% ?aine" international exposure in t e areas of irin$ an" terminatin$ staff, ealt care, compensation practices an" union a$reements in ?erman# an" /inlan"% Provi"e" a"ministrative support to t e CE: an" C/:% Provi"e" support for contract ne$otiations, mer$er an" ac9uisition activit#, !u"$et preparation, e9uipment proposalsAmaintenance, contract review, an" acte" as liaison for parent compan# in 5apan wit affiliates in ?erman# an" /inlan"% &upervise" a"ministrative staff%

E;0CA8IO$
0$I9E-&I8% O' P7OE$I<
6% 2% in 6usiness -ana$ement :ne course to complete "e$ree 1994 ' 1999

$APA 9A::E% CO::E#E

Parale$al Certification

1994

&3I::&
Extensive software knowle"$e in PC an" -acintos platforms inclu"in$ -icrosoft :ffice N,or", Excel, PowerPoint, 2ccessO, ,or" Perfect, +otus 1';'0, /ilemaker Pro, E9uit# E"$e, 26*2, 2DP Profile an" ot er proprietar# pro$rams%

-E'E-E$CE&
2vaila!le upon re9uest

Manages and participates in planning, developing, recommending, and implementing Keeps records of insurance coverage, pension plan, and personnel transactions, such as Investigates accidents and prepares reports for insurance carrier. Participates in compensation and benefit surveys and/or conducts wage survey within rites separation notices for employees separating with cause, and conducts e!it Prepares reports and recommends procedures to reduce absenteeism and turnover. "ires, trains, evaluate employee performance, and recommends or initiates promotions, Prepares and analyzes department budget to identify budget needs and/or reductions, May represent company at personnel#related hearings and investigations. May contract with outside suppliers to provide employee services such as food services,

human resources activities, policies, procedures, and programs for an organization. hires, promotions, transfers, and terminations.

labor market to determine competitive wage rate and remain apprised of current trends. interviews to determine reasons behind separations.

transfers, and disciplinary action. and may allocate operating budget funds.

transportation, or relocation service. Sample H R Manager Resume Template Contact information In this section you have to include your $ame, current home address, Mobile telephone number, %andline telephone number and your personal email address which is currently used. & 'ull name & Present and permanent addresses & (elephone numbers & )mail address Professional or career objective *our ob+ective is the one that clearly underlines your aims and aspirations in that profession. 'or e!ample a Management ,raduate will have to write an ob+ective which is concise and precisely speaks about his role that he wants to play in the -rganization. Sample Objective for H R Manager Accomplished Human Resources Professional with valuable experience in all areas of Human Resources currently loo ing for a new direction and challenge! see ing to continue use of my professional bac ground in a new area! excited about the challenges! possibilities and contributions to new organi"ations# Career Achievements If you have any ma+or .areer /chievements or any /ppreciation then this is the section where they should be listed. 'or )!ample an H R Manager can add his/her career achievements like,

"igh#energy administrative, dependable professional with good +udgment and wisdom.

)!cellent knowledge of principles and procedures for personnel recruitment, selection,

training, compensation and benefits, labor relations and negotiation, and personnel information systems, business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership techni0ue, production methods, and coordination of people and resources.

Experience

1trong ability to read and understand information and ideas presented in writing and to )!tensive e!perience in employee relations and union avoidance strategies.

apply general rules to specific problems to produce answers that make sense.

Previous work e!perience plays an important role while applying for a 2ob and hence it should be well presented in the resume. Most of the 0uestions during your resume will be related to the previous +ob that you had and hence you should be well prepared for it. *ou should begin with putting the name of the organization that you worked for, the duration of your work and the post or the designation at which you were working. /fter this, you can effectively place points in a bulleted format that talk about the responsibilities and the achievements that you may have achieved during your stay at the previous organization. (he work e!perience of an e!perienced H R Manager applying for a +ob would look like, H R Manager Phoeni! Internationals, Mumbai, 3445#Present

Managed the overall provision of "uman 6esources services, policies, and programs for 6esponsibilities included7 recruiting and staffing8 organizational and space planning8

the entire company. performance management and improvement systems8 organization development8 employment and compliance to regulatory concerns8 employee orientation, development, and training8 policy development and documentation8 employee relations8 company#wide committee facilitation8 company employee and community communication8 compensation and benefits administration8 employee safety, welfare, wellness and health8 charitable giving8 and employee services and counseling. Human Resources Manager )den Internationals, Mumbai, 3449#3445

practices.

/dministered compensation, benefits and performance management systems, and safety /dvised managers on organizational policy matters such as e0ual employment /llocated human resources, ensuring appropriate matches between personnel. /nalyzed statistical data and reports to identify and determine causes of personnel

and recreation programs. opportunity and se!ual harassment, and recommend needed changes.

problems and develop recommendations for improvement of organization:s personnel policies and

-ther responsibilities7 analyzing training needs to design employee development and

health and safety programs, conducting e!it interviews to identify reasons for employee turnover, developing, administering and evaluating applicant tests, identifying staff vacancies and recruiting, interviewing and selecting applicants.

Maintained records and compile statistical reports concerning personnel#related data

such as hires, transfers, performance appraisals, and absenteeism rates. $egotiated bargaining agreements and help interpret labor contracts.

'acilitated change in organization to help transition all levels. 'orecast future staffing and organizational needs and developed new programs to attract

and retain staff. Education and Certification (he academic details need to be mentioned in a tabulated format with respect to the degrees or the courses that the candidate would have undertaken in the past. (he latest degree or course comes first followed by the last completed course and hence forth going backwards. 'or e!ample an " 6 Manager who has completed post graduation or graduation course is applying for a 2ob or to a company or an organization then his/her details would be like,

M A! HR Management"

Indian Intercontinental ;niversity, Mumbai, 3449

C#M !HR Administration"

Indian .ommerce .ollege, Mumbai, 9<<= Honors If you have won any competitions national or international then they could also be highlighted here. 'or e!ample an " 6 Manager could lay stress on any e!ams that he may have given or any seminars or conferences attended. If you are a part of any honorary society or any nonprofit organization then that could also be added here. (he honors and the activities section of an " 6 Manager would look like, & Member of /ll India %abor#Management .oordination 1ociety. & .hief ,uest in 33nd annual function of $ational .ollage of art and 1ciences Mumbai, 344>. References (he 6eferences are generally re0uired so that your present employer can gauge you through the eyes of the people who you were associated with or have worked for. 1o your teachers or college professors: details could be placed here. -r your past employer who you would have worked under can also be used as a reference. )nsure that the people whose names you enter know you well and do inform them that you are placing their names as reference because many companies call to confirm. 'or e!ample the references section of an H R Manager could also look like, Mr.Varun Bhasker Sr# Manager Singh $nterprises abc%iiijj #com Salar$ Range of a H R Manager & (he average salary received is appro!imately 6s. ?3444 per month. (his works out to an annual pay package of > %akhs to 5 %akhs per annum .(..

& (he salary from an /merican perspective works out to be @9>444 per Month. %ote& 'his salary may be variable and it may change from organi"ation to organi"ation# &re'uentl$ as(ed H R Manager )ntervie* +uestion

situationA

hat is your management styleA /re you a good managerA .an you give me some e!amplesA Bo you feel that you have top hat do you look for when you hire peopleA "ave you ever had to fire peopleA hat were the reasons, and how did you handle the

managerial potentialA

hat do you think is the most difficult thing about being a manager or e!ecutiveA hat important trends do you see in our industryA hy are you leaving Cdid you leaveD your present ClastD +obA "ow do you feel about leaving all your benefits to find a new +obA In your current ClastD position, what features do CdidD you like the mostA (he leastA hat do you think of your bossA hy aren:t you earning more at your ageA hat do you feel this position should payA hat are your long#range goalsA "ow successful do you you:ve been so farA