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CAREER GOAL Obtain a distinctive position in the human resources field with the full applian ce of expanded experience

and education. Core competencies include: Development of the Human Resources Department Employee/Labor Relations ; to include Complaint Resolution Human Resources Information Systems International Mobility Management Policy Design/Administration Performance Management and Improvement Systems Employment and Compliance to Regulatory Concerns ( Harassment / EEO Compliance / ADA / FMLA / ERISA, etc. Recruitment and Staffing Employee Orientation, Development and Training/Leadership and Organization Deve lopment Compensation / Benefits Design and Administration (to include Workers Compensat ion Administration) EDUCATION 1995 Bachelor of Science in Commerce/Major in Accountancy/Business Administratio n 1999 Bachelor of Science in Human Resources EMPLOYMENT Sept 1999 Present, Finance/HR Director CONFIDENTIAL- Beverly Hills, CA (Manufacturing and Investment Group of Companies; consists of seven individual and spin-off corporations, managed simultaneously; same owners for the past deca de to 2010) Originated and lead HR practices and objectives that provided our company an emp loyee-oriented, high performance culture which emphasized empowerment, equality, productivity and standards, goal attainment, and the recruitment and ongoing de velopment of superior workforce. Coordinated the implementation of services, po licies, and programs through Human Resources staff; reported directly to the Pre sident/CEO and served on the executive management team; and assisted and advised managers about Human Resources issues. Selected Contributions Development of Human Resources Department: Monitored administration to established standards and procedures. Identified op portunities for improvement. Developed and monitored an annual budget that included Human Resources services , employee recognition, sports teams support, and administration. Selected and supervised Human Resources consultants, attorneys, and training sp ecialists, and coordinated company use of insurance brokers, insurance carriers, pension administrators, and other outside sources. Developed and administered programs, procedures, and guidelines to help align t he workforce with the strategic goals of the company. Established departmental m easurements that supported the accomplishment of the company strategic goals. Di rected the preparation, maintenance of such reports as are necessary to carry ou t the functions of the department. Prepared periodic reports for management, as necessary or requested, to track strategic goal accomplishments. Keeps the CEO and the executive team informed of significant problems that jeop ardize the achievement of company goals and those that are not being addressed a dequately at the line management level. Human Resources Information Systems (HRIS) managed the development and maintena nce of the Human Resources sections of both the Internet, particularly recruitin

g, culture, and company information; and Intranet sites. Utilized programs, i.e. , ADP HRB, ADP Labour, ADP Payexpert, ADP Netsecure Access, Great Plains, QuickB ooks (company-used software from 1999 to present, to name a few, ) etc., to the companys advantage. Training and Development Defined all Human Resources training programs, and assigned the authority/respo nsibility of Human Resources and managers within those programs. Provided the ne cessary education and materials to managers and employees including workshops, m anuals, employee handbooks, and standardized reports. Lead the implementation of the performance management systems that included per formance development plans (PDPs) and employee development programs. Established an in-house employee training systems that addressed company training needs inc luding training need assessment, new employee orientation or onboarding, managem ent development, production cross-training, the measurement of training impact, and training transfer. Assisted with the development of and monitored the spend ing of the corporate training budget. Employee Relations Determined and recommended employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee m orale and motivation. Conducted investigation when employee complaints or concerns are brought forth. Monitored and advised managers and supervisors in the progressive discipline sy stem of the company. Monitored the implementation of a performance improvement p rocess with non-performing employees. Reviewed employee appeals through the comp any complaint procedure. Reviewed, guided, and approved management recommendations for employment termin ations. Lead the implementation of company safety and health programs. Monitored the tr acking of OSHA-required data. Compensation and Benefits Established the company wage and salary structure, pay policies, and oversaw th e variable pay systems within the company including bonuses and raises. Lead competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff. Monitored all pay practices and syste ms for effectiveness and cost containment. Obtained cost effective, employee serving benefits; monitored national benefits environment for options and cost savings. Lead the development of benefit orien tations and other benefit training. Recommended changes in benefits offered, esp ecially new benefits aimed at employee satisfaction and retention. Law/Compliance Lead company compliance with all existing governmental and labor legal governme nt reporting requirements including any related to the Equal Employment Opportun ity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Lea ve Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department o f Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintained minimal company exposure to lawsuits. Directed the preparation of information requested or required for compliance wi th laws. All proved all information submitted. Served as the primary contact wit h the company employment law attorney and outside government agencies. Protected the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. COMPUTER PROGRAMMING SKILLS Operating Systems: Windows 9x, Windows 2000. Windows ME, Windows XP, Windows Vi sta, Linux, MS DOS, Software/Desktop Applications: Any MS Suite Applications (Word, Excel, PowerPoi

nt, Access, Publisher, InfoPath), FrontPage, Adobe Photoshop, Dreamweaver, etc. Accounting Software Applications: MS Money, Quicken, SAP Accounting, any versio n of QuickBooks, Microsoft Dynamics (Great Plains), etc. Expert level with the i ntegration of these programs with other necessary desktop applications, as well. Desktop/Web Applications for Payroll: any ADP/Paychex payroll and benefits prog rams (HRS, Labour, Payexpert, Netsecure, etc) CERTIFICATIONS AND LICENSES/AFFILIATIONS Member, with the California Society of Certified Public Accountants and Philipp ine American Society of Certified Public Accountants via Firm Associate status Member, Society of Human Resources Management SPHR Certification Notary Public and NSA active member of National Notary Association / Licensed and Bonded Notary (and NSA) since 2004 to present Founder and Member, Loan Signing Professionals active since 2004 Member, (CalChamber) Chamber of Commerce, Human Resources Professionals since 2004 Philippine-American Chamber of Commerce active member since 1999 Oil and Gas Mergers Network member --- more to list. SALARY HISTORY AND REFERENCES AVAILABLE UPON REQUEST