Russell T. Gennaro
Visionary and performance focused professional; characterized as a versatile leader skilled in driving initiatives to build organizational infrastructure in a dynamic start-up or turn around human resource departments. Recognized for expertise in human relations, management coaching, conflict resolution and budget control.
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Experience:
T.B. Penick & Sons, Inc., San Diego, CA, 2006 – 2009
Orchestrated strategic initiatives to effect profitable improvements in retention, staffing and departmental organization for a 100 million dollar concrete construction company with more than 400 employees
Director of Human Resources
Served in prominent leadership role to develop and implement infrastructure growth, coached in-line managers/supervisors with regard to employment law and established leadership in the setting ~ achieving strategic and organizational goals.
Developed company wide annual performance evaluation process and matrix, in conjunction with the standardization of regular Goal setting (using the S.M.A.R.T. system); allowing for the improvement of productivity, the identification of internal candidates for advancement, and the increased retention rate of 30% to over 82%.
• Enabled employee turnover measurements through the creation of the “Departure Follow-up Interview†form as crucial participant in Employee Retention and Satisfaction committee.
• Worked regularly with company legal team in the interpretation and implementation of Federal and State employment law.
• One of two executives managing overall company Worker’s Compensation program; including the implementation of pre-employment physicals and drug testing, Supervisor Awareness training, modified duty program and claims management. Reduced annual costs by 43% within in the first year.
• Standardized the employment record keeping method, developed recruitment protocols, and new hire orientation to effectively lower overall cost expenditures related to “New Employees†from $1575 to less than $350 per individual within the first 10 months.
• Researched, formed and implemented company culture survey; created metrics to establish correlation between company culture and decreased turnover.
• Acted in capacity as lead mediator for internal disputes between all management levels and employees prior to involving legal counsel.
• Member of transition team to convert over 100 employees to Union status and subsequent Union point of contact for all employment issues.
• Directed staff of Recruiter, Human Resources Administrative Asst., and company Dispatcher.
AMPAM Commercial Sherwood Mechanical, Poway, CA, 2000 - 2004
Developed and implemented local tactical approaches to human resource issues for a multi-state commercial plumbing and mechanical contractor with over 25 million dollars in sales and a workforce of 250 field and office personnel.
Human Resources Manager
Served as a resident executive human resource liaison; reporting to the corporate vice president of human resources with a dotted line to area management; directly responsible for local administration of company benefits, recruitment, policy interpretation, Worker’s Compensation and labor relations.
• Directed the creation of a systematic, documented and legal approach to recruitment, hiring and progressive discipline process lowering cost out lay by 28% over two year period.
• Served as primary point of contact with employment agencies, recruiters and vendors.
• Implemented aggressive strategies with regard Worker’ Compensation to lower costs specifically in the areas of predetermined healthcare facilities, specific doctor referrals, overall case management, modified duty program and return to work program. Successfully lowered company cost from $300,000 to less than $35,000 annually.
• Created and implemented Training classes on Safety Awareness, Worker’s Compensation Costs and preventive strategies.
• Lowered turnover within first 90 days of New Employees from 48% to less than 9% through systematic approach to new employee orientation and training.
• Developed company’s first Employee Handbook with the standardization of policies and procedures.
Kelly Staffing Services, San Diego, CA, 1997 – 2000
Came aboard as a Branch Operations Manager for an under performing branch, successfully turned around operations to increase sales from 1.5 million to over 3.2 million in under 18 months. Promoted to District Service Manager after two years; handling all of the San Diego District’s Worker’s Compensation Claims, Unemployment Claims and delinquent collections.
District Service Manager
• Acted as Lead Quality Advisor for initial rollout and subsequent participation in “Quest for Quality†program (ISO 9000)
• Directly accountable for District Unemployment Claims, their documentation, reporting and subsequent decision to accept or decline responsibility with EDD. Successfully reduced District Unemployment costs by over $70,000 annually through systematic approach to claims management.
• Managed Worker’s Compensation claims through a third party vendor, from onset of injury through the final closing of each claim.
Branch Operations Manager
• Acted as Human Resources Manager for over 300 temporary workers in over 100 different locations.
• Created, implemented and simplified standard operating procedures with regard to daily operations.
• Responsible for six member HR/Recruiter staff.
P. J. J. Inc. (dba McDonalds Licensee), San Diego, CA, 1984 – 1997
Began as crew member and steadily advanced through each of the following roles: Asst. Store Manger, Store Manager, Area Supervisor and finally Area Human Resources Manager for an independent McDonald’s Licensee.
Human Resources Manager
• Acted as Corporate liaison for over twelve hundred franchisee employees with regard to human resource issues.
• Developed and implemented standardized orientation process for groups of new employees of 45 or more; reducing 90 day “turn-over†percentage to less than 32%.
• Designed and put into practice classroom training for all restaurant managers in areas of conflict resolution, Federal/State Employment laws, sexual harassment training, and progressive discipline.
Superior Mortgage, Inc., Escondido, CA, 2004 – present
Worked as an independent real estate loan officer; developed own clientele through direct mailing and personal contacts creating an annual income of over $100,000 until mortgage crisis of late 2006. Continue to work business as a side income on evenings and weekends.
Member Society for Human Resource Management
2009-2010 Princeton Premier Business Leaders and Professionals
Senior Human Resource Professional Accreditation ~ Frayer University 1999
Bachelor of Arts, Economics ~ San Diego State University 1989
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