|Desired Industry: Human Resources
|Desired Job Location: Seattle, Washington
||Date Posted: 12/28/2009
|Type of Position: Full-Time Permanent
||Availability Date: currently available
||U.S. Work Authorization: Yes
|Job Level: Management (Manager, Director)
||Willing to Travel:
|Highest Degree Attained: Bachelors
||Willing to Relocate:
A resourceful, results-oriented human resources professional with extensive experience in employee relations, change management, organizational development, project management, staffing, benefits and compensation, executive and curriculum development, leadership training, instructional design, and EEO and AA. Coaches and connects individuals within multiple levels of an organization, bringing diverse viewpoints together to drive change and implement successful strategies. A motivated team player, who improves company efficiencies and morale, as well as productivity, with exceptional policies and programs.
OBERTO SAUSAGE COMPANY Director, Human Resources Operations 2007-2009
Orchestrated performance management, employee relations, organization development and training, and policy development for 500-employee food manufacturing company. Served as HR partner to vice president of operations, as well as operations and plant leadership. Held responsibility for recruiting and staffing requirements, temporariesˇ¦ services, and employee relations for production facilities in Kent and Albany, Oregon. Counseled employees and managers on performance and HR-related issues. Consulted with managers to discover issues and organizational changes, providing recommendations for strategies to promote change and institute plans.
„» Determined and corroborated need for basic leadership training through focus groups and online surveys. Proposed six-course program and earned approval. Basic courses centered on meeting management, DiSC, coaching, building teams, performance management, and conducting performance reviews.
„» Completed competency model for organization, executing 360 reviews for executive staff and 180 director reviews.
„» Developed performance review program in 2007 using basic model, revising form in 2008 with competency model. Led focus groups to gain input on design changes for 2009 process.
„» Gathered input on proposed changes to policies and processes, and increased consistency across departments and shifts.
„» Advised international sales team in formulating international sales proposal, getting products, and transitioning into more cohesive team. Took team through process map and decided on ideal process.
„» Instituted monthly meetings for leads and production managers to ensure policy compliance, gather input on changes, and conduct required compliance training.
„» Collaborated with O'Neill Associates and AtWork! to perform job survey for placement of disabled workers.
„» Joined successfully with employee population of over 500, consisting of 18 languages, partnering with top directors and vice presidents at company.
ALLRECIPES.COM, INC. Human Resources Manager 2006-2007
Established initial formal human resources department for 60-plus person company. Launched the employee Intranet site, conducted open enrollment meetings with new vendors, built relationships with key staff at parent company, reviewed and updated new policy manual, initiated employee volunteer events and holiday party, and established the HR office, including managing employee relations, coaching managers on performance issues, and recruiting high-tech staff.
MILGARD MANUFACTURING Corporate Human Resources Manager 2004-2006
Held responsibility for performance management, employee relations, affirmative action, and policy development for 18-location organization. Oversaw employee complaints and investigations. Coached employees and managers on performance and issues. Consulted with location management and regional managers to identify performance issues, recommending strategies to effect change and implementing plans. Initiated revamp of core competencies into framework for levels of organization. Introduced interview system, using competencies. Analyzed and guided HR policies, including driver guidelines, applicant flow, and EEO and AA policies. Advised with safety audits and policy administration.
„» Moved corporate HR department from approval rating of 74% among internal customers to approval rating of 82% in six months.
„» Drove revamp of performance-management program and ensured consistency across 18 business units, facilitating more equal rate and rank process. Sought input from leaders across company to promote acceptance of program.
„» Researched and designed talent review and high-potential program, including creating job-specific behavioral anchors for job families, instituting tie to compensation, and engaging managers to ensure understanding and use of program.
„» Directed talent management and high-potential pool. Evaluated development plans, conducted talent conferences twice per year, and ran twice-yearly review process.
„» Established companyˇ¦s first affirmative action plan and coordinated plans for 18 business units, enabling companyˇ¦s acceptance into lucrative government contract with Reno Airport Authority.
„» Worked closely with HR managers to form single set of job codes and descriptions for 18 locations, resulting in reduced paperwork, stronger compliance to labor laws, and easier tracking of recruiting and hiring standards.
„» Formulated targeted-selection interview process, including interview guides based on competencies. Rolled out program to 18 locations in six months. Discussed program rollout to parent company.
„» Revised existing 32-core competency model down to 16, using a tiered competency model, simplifying competency process and providing managers easier use of competencies in recruiting and performance reviews.
„» Acted as vice president of HR for seven months during nation-wide search, orchestrating recruiting, benefits, and HR administration.
„» Brought location HR together to design turnover and on-boarding programs.
„» Earned recognition as outstanding HR manager for company in 2005.
WASHINGTON MUTUAL BANK
Various leadership and management positions 1992-2004
UNIVERSITY OF WASHINGTON, Seattle, Washington
B.A., Culture and Ethnicity, 1996
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
Senior Professional in Human Resources, 2006
Society for Human Resource Management, 2002-2009
Microsoft Office Suite (Word, Excel, MS Project); HRIS Systems: PeopleSoft, Ultipro, Recruitsoft
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