SENIOR HR EXECUTIVE WITH IN-DEPTH EXPERIENCE
IN THE FOLLOWING AREAS:
• EMPLOYEE RELATIONS
• UNION NEGOTIATIONS
• RECRUITMENT / STAFFING
• COMPENSATION AND BENEFITS
• TRAINING AND DEVELOPMENT
• EEO / AFFIRMATIVE ACTION
• STATE AND FEDERAL EMPLOYMENT LAWS
• POLICY AND PROCEDURE DEVELOPMENT
• SAFETY COMPLIANCE
• WORKER’S COMPENSATION
EXPERIENCE:
Dec. 2007 – Feb. 2009 OCR Services, Inc., Vacaville, CA (company was sold)
VP Human Resources
Provided full range of HR services (same as duties for Old Country Roofing below) for a solar start-up (OCR Solar and Roofing, Inc.) that installed residential solar roofing panels integrated with traditional roofing materials.
May 2003 - December 2007 Old Country Roofing, Vacaville, CA
Vice President Human Resources
Developed and implemented human resources policies, controls and procedures for one of the largest residential roofing companies in California. Provided support for over 700 employees in Northern California and Nevada. Developed and conducted management-training programs. Interacted with management and employees at all locations and provided counsel and advice on all human resources matters. Participated in the negotiations for a collective bargaining agreement with the roofer’s union and implemented the agreement for two years, until expiration of the CBA. In addition to Human Resources, was responsible for the Risk Management, Health & Safety and Worker’s Compensation functions. Ensured compliance with wage and hour, ERISA, EEO, OSHA and all other employee-related state and federal regulations. Annually evaluated and negotiated renewals for all employee benefit plans. Evaluated and put into place an HRIS database. Updated company’s 401(k) plan to one with a full range of services and investment options.
October 1999 – April 2003 Fisher Development, Inc., San Francisco, CA
Vice President Human Resources
Developed and implemented human resources policies, controls and procedures for a major international general contractor building mid and high-end retail stores. Provided support for up to 1,500 employees in nine offices, located in eight states. Developed and conducted management-training programs (Sexual Harassment, Performance Evaluation, Interviewing Techniques, etc.). Ensured compliance with health and safety laws and regulations. Streamlined recruitment activities and substantially lowered cost per hire. Revamped the company’s medical plan to access reserve funds of over $750,000 that were otherwise unavailable. Instituted procedures and controls to manage a substantial number of layoffs caused by a downturn in business. Reported directly to the CEO and sat on the Executive Committee and several employee-related committees. Interacted with management and employees at all locations and provided counsel and advice on all human resources matters.
July 1988 – August 1999 EMCON, San Jose, CA (company was sold)
Vice President/Director Human Resources
Developed and implemented a complete system of human resources policies, controls, and procedures for an environmental engineering and consulting company. Successfully planned and managed company growth from 250 employees to 1,300 employees in 4 years. Provided support for employees in forty offices, located in sixteen states. Developed corporate and regional affirmative action plans, management training programs (Sexual Harassment, Performance Evaluation, Interviewing Techniques, etc.), employee handbook, employee stock purchase plan, and restructured the company’s 401(k) plan. Standardized recruitment procedures, centralized recruitment advertising, and developed an employee referral program that accounted for nearly twenty-five percent of hires annually. Completely revamped the company’s job level structure and associated salary schedules. Participated in annual salary surveys, evaluated data, and developed salary planning guidelines and schedules. Selected and put into place a comprehensive human resources database that satisfied management, client and regulatory agency requirements. Directed the development of formal written job descriptions for all positions in the company. Annually evaluated and negotiated renewals for all employee benefit plans. Performed HR due diligence for merger and acquisition activities and was responsible for the smooth transition and integration of newly acquired companies. Worked closely with senior management at all locations and provided counsel and advice on all human resources issues.
1973 - 1988 BECHTEL GROUP OF COMPANIES
1987 - 1988 Bechtel Power Corporation, San Francisco, CA
Manager, Personnel Administration
Developed company-wide personnel policies and procedures for one of the oldest and largest engineering and construction companies in the United States (peaked at 45,000 employees). Also responsible for providing direct personnel support for one of Bechtel’s principal operating companies.
1980 - 1986 Bechtel Group, Inc., San Francisco, CA
Research and Development Division, Personnel Manager
Provided full range of personnel services for Bechtel’s Research and Development Division. Planned, organized, and directed all personnel activities supporting approximately 750 employees at six domestic and three overseas locations. Duties included development and implementation of compensation programs, recruiting, benefits administration, developing and conducting training programs, and ensuring conformance to all equal employment opportunity and affirmative action requirements. Responsible for replacement planning, executive staffing, and performance evaluation programs. Directed the transition to a fully computerized personnel database, and developed a computerized salary administration and tracking program.
1973 - 1980 Bechtel Power Corporation, Gaithersburg, MD
Employment Manager, Training & Development Manager, Personnel Supervisor
Served in various personnel capacities in Bechtel’s design and engineering office providing support for approximately 2,500 engineering and administrative employees. Responsible for all employment staffing activities (2 years), and all training and development programs (2 years). Served as Personnel Supervisor supporting 1,000 salaried field engineers (3 years). Duties included salary planning and administration, coordination of domestic transfers, recruitment, and replacement and rotation planning.
EDUCATION:
University of Maryland B.S. in Business Administration with a major in Personnel Management, plus graduate work at Golden Gate University, San Francisco, CA.
Professional Organizations: Member Society for Human Resource Management
Mediation Certificate 40-hour mediation course.
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