Samples represents that of an actual working technical professional found on the WEB and modified to protect the privacy of these professionals. Human names, company names, colleges, software product names are intentionally made up.

HR/STAFFING/RECRUITING

 

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Individual Overview

• Performed all functions necessary to successfully provide Human Resources consultation on issues dealing with company policies & procedures, and federal, state, and local labor law compliance.
• Located in San Francisco, provided service to 35 offices 600 employees in California, Washington, Arizona, Colorado and Texas.
• Wholly owned subsidiaries included: Idea Integration, Special Counsel, Inc., Modis IT, Accounting Principles, Inc., and Scientific Staffing.

• Responsible for compliance of federal, state and local labor laws. Administered benefit programs, immigration processing, and independent contractor administration.
• Served as liaison between field and corporate offices located in Jacksonville FL.
• Provided service to 4 branches 150 employees in California, Colorado and Texas.

• Successfully managed resources to support entire company operations.
• Areas of responsibility and daily execution - Human Resource Administration, Accounting, and Legal.
• 45 software engineers located in California.

• Administered third party Independent Contractor Compliance screening programs.
• Screening applied to incorporated entities and sole proprietors.
• Trained clients management on 1099 issue as it relates to IRS guidelines and reducing clients potential tax risk.
• Also served as HR coordinator for 75 highly compensated contingent workers on third party payroll.
• Duties included employee orientation, payroll, benefits, and employee relations.
• Maintained all records and data in File Maker Pro.

• Responsible for planning, recruiting, training, employee relations, compensation and benefits.
• Brought Newark site, consisting of 50+ employees in manufacturing environment in compliance with Federal and State mandated regulations.
• Purchasing and Administration
• Coordinated Purchasing, Customer Service, and Employee Relations function.
• Implemented national corporate strategies for pricing administration, accounts receivable, distribution requirements planning DRP, staff training, and corporate communications.
• Researched and proposed ISO 9000 implementation plan.

• Management Responsibilities and facility maintenance of a 1200-sow commercial hog unit.
• Supervised and trained employees in breeding, farrowing, and grow-finish phases of production.

• Compliance
• Well Versed In Local, State And Federal Labor Laws
• American Disabilities Act
• I-9 Audit & Forms
• Title VII
• EEOC
• Fair Credit Reporting Act
• 1099 Audit & Screening
• COBRA
• Family Medical Leave Act
• Immigration HI, TN, Permanent Residency
• Unemployment Hearings
• Employee Relations
• Conduct Investigations & Hearings Of Alleged Discrimination, Harassment, Or Other Charges
• Interview Witnesses, charging party and respondent
• Mediate Employment Disputes
• Prepare Charge Narratives
• Performance Improvement Plans
• Consult And Advise Policy & Procedure
• Acquisition & Mergers
• General Human Resources
• Recruiting/Hiring/Interviewing
• Salary Negotiations
• New Hire Orientation
• Custom Employee Database
• Personnel Files audit & execution
• Workers Compensation Claims and case management
• Contingent Workforce Management
• Design & Implement Employee Handbook
• Training- OTJ, Harassment, I-9, Human Relations, Management, As Needed.
• Benefit Analysis And Administration
• 401k Administration
• Section 125 Administration

• Collections
• Accounts Payable
• Accounts Receivable
• Banking Liaison

• Legal
• Contract Review & Administration
• Non Disclosure Review
• Equipment Lease Review
• Office Lease Review
• Office Administration
• Telephone & VM Administration
• Office Equipment
• Relocation
• Personnel
• General
• Typing
• Answering Phones
• Copying
• Light System Administration

• Office Software
• Microsoft Word
• Microsoft Excel
• Microsoft PowerPoint
• File Maker Pro
• Explorer & Netscape
• Lotus Notes
• Microsoft Outlook
• Specialized
• Peoplesoft
• Deltek CostPoint
• Quick Books
• Visio
• Scanner & Photo modification
• Operating Systems
• Windows NT, 98, 2000
• AS400
• Mac OS-9

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OBJECTIVE

• Training
• Leading
• Creating
• Organizing
• Coordinating
• Communicating
• Overseeing
• Researching

• Designed slide show and wrote narrative demonstrating each step of process, arranged class schedules to accommodate business flow, presented workshops and adapted role-play exercises for managers to appreciate process in action.
• 98 of participants rated presentation excellent; feedback from upper management conveyed, We finally have a way to respectfully identify, deal with, and resolve problems, as well as terminate non-productive employees.

• Recruited new benefits broker, directed planning meeting with support team, planned strategies to get ahead of process, organized and supervised enrollment meeting to explain new benefits program to employees.
• Achieved entire employee coverage within 2 weeks, medical cards in hands of employees within 3.5 weeks.
• Completed two enrollment processes in 1/3 of time generally required.

• Researched options, identified premier software, demonstrated abilities of choices to meet organization s needs, persuaded executive level management to approve purchases, and relayed key usages to managers and employees.
• Implementation of new programs eliminated need for employees to solicit HR or Accounting for PTO balances and returned 4-6 man-hours/week 28,000.00/year.

• Designed "How To " sheet, outlined step-by-step procedures, delegated assembly and distribution responsibilities, presented training, and conducted Q&A sessions.
• Claims processing improved significantly, reduced potential for future insurance premium increases by decreasing number of Workers Compensation claims by 60 : trend analysis enabled safety committee to secure better safety equipment, further reducing overall number of first aid cases by 20+ .

• Responsible for all day-to-day HR Operations;
• Project Management and Internal Consulting.
• Composed, rolled-out, and responded to inquiries regarding policies and procedures, such as Corrective Action, Paid Time Off, Relocation and Education Assistance.
• Revised 19-year-old Employee Handbook.
• Distribution of the handbook to employees returned 10 HR man-hours/week, saving 19,700.00/year and allowed company to get into compliance regarding employment law.
• Ensured employee compliance with handbook and interpreted policies for Foremen, Superintendents, managers, and supervisors.
• Created comprehensive Employee Census to house and track personnel information.
• Coordinated all HR paperwork processing and interaction with Satellite Offices in St. Helena, CA and Kihei, Hawaii.
• Turnover in Satellite offices decreased by 10 .
• Processed Disability, Worker s Comp, and Unemployment Claims, as well as Leaves of Absence and Severance.
• Brought the company into compliance regarding FLSA Exempt/Non-Exempt, as well as COBRA issues and eliminated liability.
• Conducted Exit Interviews for Terminations.

• Contracted for a compensation analysis report, created compensation packages from the report, generated salary ranges for each job family, produced job descriptions for each position, posted open position announcements on the Internet and internal transfer board, designed and delivered Interview Skills Training workshop, scheduled interviews for Hiring Managers, solicited feedback, and made offers.
• Ensured timely completion of pre-employment screening practices. Designed and facilitated New Hire Orientation.
• Integrated job descriptions into Career Pathing and Performance Management.
• Composed and implemented Internal Posting/Promotion/Transfer Process.
• Saved the company 85,000.00 by retaining Hiring Managers and cut interview time by 50 while increasing hire yield by 25 .
• Grew the company from 110 to 152 employees by filling the following positions: Carpenters, Foremen, Superintendents, Project Managers, Estimators, Accounting and General Administrative.
• Analyzed turnover and other HR statistics information. Created requisitions process and implemented system for tracking recruitment dollars.

• Partnered with management by advising appropriate resolution of employee relations issues, created a Corrective Action Process - completed training rollout to all Field/Office management.
• Developed true Performance Management program that identified developmental areas, which improved performance by 100 .
• Initiated and administered Organizational Design plan for Career Pathing.
• Trained office/frontline supervisors/managers on the Corrective Action Process, created and conducted New Hire Orientation.
• Designed and orchestrated company s first formal training course for Project Engineers and Project Managers.
• Coordinated, facilitated, and promoted a non-violent and harassment-free workplace through a Preventing Harassment eTraining - completed rollout of training to entire company within 3-month timeframe.

• Administered benefits: interviewed and hired new Benefits Broker, communicated benefit information to employees, provided timely/accurate enrollment, and resolved claims issues.
• Coordinated transition of 175 employees from one medical benefits carrier to 2 new carriers in less than 30 days while simultaneously conducting Open Enrollment.
• Researched various new benefits: Vision, Dental, Short-term Disability, and Ride Share/Commuter Programs.
• Processed timely withdrawal from benefits invoices at termination ensuring proper credit to accounts 1,100/month .

• Conducted internal administrative audits of existing files, identified INS compliance issues with I-9 s, extracted paperwork that, by law, must be separated I-9 s, medical, Worker s Comp., disability, and life insurance .
• Developed a format and delegated task of purchasing durable file folders with multiple panels.
• Directed the organization of files so that were in compliance and also could be referenced when needed.
• Saved the company an estimated 2,813,000.00 in penalties and fees, as well as eliminated the possibility of company-wide shut down as a result of an INS audit.
• Researched and initiated vendor relationship to comply with COBRA laws.
• Complying with COBRA laws saved approximately 500,000.00 in overall risk management/non-compliance expenses.
• Researched and implemented Background Checks for all new employees; incorporated criminal, background pre-screening into Recruitment Process, saving approximately 5,000.00- 10,000.00+ in risk management/Negligent Hiring expenses.

• Safety Committee Member: primarily responsible for injured workers, all regulatory compliance, and providing training to managers/supervisors pertaining to established safety program.
• Trained office/frontline supervisors/managers on the correct way to identify true Worker s Comp. injuries vs. simple First Aid injuries and how to process them.

• True Generalist responsibilities that included the Employment Function, Benefits Administration, Employee Relations/Coaching, Training, Paperwork/Payroll Processing and Administration, as well as Stock Coordination.
• Administered ADP HR Profile/ReportSmith HRIS Database - dbase population, data entry, maintenance and auditing.
• Coordinated and executed all HR paperwork processing. Conducted Exit Interviews for Terminations.

• Produced/Edited job descriptions, created and updated Open Requisitions Report.
• Composed and implemented Employee Referral Bonus Program, posted job descriptions and sourced for resumes on the Internet, built Applicant Tracking Log database, phone screened candidates, scheduled interviews for Hiring Managers, solicited feedback, and made offers.
• Recruited for Sales, Business Development, Product Management, and General Administration/Finance departments.

• Composed, rolled-out, and enforced company policies and procedures, such as Corrective Action Process, Security, PTO, Travel, Expense Reporting, Relocation and Education Assistance.
• Liased with Satellite Offices located in multiple states. Investigated Sexual Harassment, Identity Theft, and other claims.

• Processed Disability, Worker s Comp, and Unemployment Claims; Leaves of Absence and Severance.
• Researched and implemented various new benefits - Fitness/Gym Program, EAP, Vision Discount Supplement, Commuter Checks for Bay Area and New York Metro Area and Credit Union/Bank Affiliation.

• Senior Administrative position assisting the President: filed, typed, answered phones, processed mail.
• Data input obtained from Securities Exchange Commission proxies.
• Performed analysis, as well as, created charts and reports to give to clients and surveys participants.
• Software/Databases used: Microsoft Office Suite and a customized database.

• Assisted Benefits Coordinator in administering medical and other benefits to employees.
• Provided Reception relief and applicant tracking for Recruiters.
• Software/Databases used: Microsoft Office Suite and ABRA.

• Executive Search Recruiter for an international search firm.
• Specialized in the Data Communications market.
• Performed contingent and retained searches for top clients like Cisco, Nortel, and 3Com.
• Software/Databases used: Microsoft Office Suite and PeopleSoft.

• Reduced expenses by 50 through timely processing of New Hires, Promotions/Increases, & Terminations; processed benefits, charge-backs, and turn-over rate issues.
• Functioned as HR Manager/Generalist/Administrator for the division s Administrative Support Center & Atlanta HR Dept. Addressed employee concerns, resolved payroll issues, researched special projects for the Region Director, initiated recruiting strategies and interviewing.
• Increased the quality of personnel action paperwork by reducing errors by 100 , by creating/publishing a how to reference tool and training HR personnel on how to produce error-free paperwork.
• Created and implemented a tracking system for receipt and rejection of paperwork.
• Coordinated background checks & supervised its internal check/balance processes.
• Led efforts to plan and execute start-up operations for a Region HR Office , transitioned to full self-sustainment; follow-up, follow through, and maintenance.
• Spearheaded Recognition Program & supervised Interns/Co-Ops.
• Software/Databases used: Microsoft Office Suite and Millennium/PARS.

• Supervised 6 person staff.
• Trained personnel, generated payroll computer reports, scheduled manpower, processed accounts receivable, and controlled inventory.
• Hired as Sales Associate, promoted to management within 2 months.
• Software/Databases used: Customized Payroll database.

• Entrepreneur: sell beauty products and teach skincare, maintain inventory to service client base of 100 located in 10 cities/6 states.
• Trained Consultants on Time Management where manager feedback reported 98 increased efficiency/productivity yield;
• Led team into car qualification for new Pontiac Grand Am: trained team in the areas of Recruitment and Sales, led by example as top producer in unit, and team produced 24,000.00 8,000.00/month for 3 months .
• Taught team members how to lead their teams into car qualification.
• Software/Databases used: Microsoft Office Suite.

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HUMAN RESOURCES EXECUTIVE

• Organizational Development
• Strategic Planning
• Training & Development
• Total Quality Management
• Employee Relations
• Staffing
• Team Building
• Employment & Labor Law
• M&A
• Compensation & Benefits Design
• H.R. Policy Design & Implementation
• Safety Training

• Organized and drove initiative for formalized Product Life Cycle process in entire company to decrease time to market, improve quality and lower product development cost while increasing greater customer satisfaction. Included Management training in Performance Management and Accountability.
• Hired as company s first H.R. professional three months before going public. Built entire H.R. dept. with files, systems and legal requirements and added staff in three countries.
• Led people side of company through IPO while increasing morale in down market.
• Managed 60 headcount growth in six months.
• Led entire corporate move to new building by selecting location, closing deal on lease and managing all relationships with contractors and vendors for furniture, equipment, etc. with employee team selected to design space for new company culture.
• Re-engineered company with move to new building and turnover of CEO, COO and other sr. executives for new business direction.
• Led organization through major restructuring & downsizing with no legal/regulatory compliance issues.
• Implemented new HRIS with web-based Employee and Manager Self Source and conducted training for entire organization.

• Successfully relocated U.S. headquarters from Chicago to Calif. with no business interruption and 45 under budget.
• In process of reorganizing entire U.S. operation for new market focus and to enable complete culture change from Japanese parent to U.S. based organization.
• Spearheaded company s first Strategic Planning process and facilitated re-engineering with employee "self-serve" for employee empowerment. Core team member of Oracle ERP with responsibility for implementation and communication of web-based HRMS.

• Reporting to Divisional General Managers, completely changed one culture from traditional manufacturing to employee empowered total quality with self directed work teams, 360 appraisals, empl. reward system and all salaried workforce.
• Restructured organization with three international and two domestic locations, including consolidating manufacturing.
• Other division reengineered for growth in new market technology through incentives and employee programs. Guided both divisions through Hay Compensation implementation with new pay for performance system.

• Managed tremendous revenue growth of over 50 /year and implemented new temporary employment plan to double size of workforce in two years, while reducing cost and maintaining flexibility in manufacturing.
• Developed programs for incredible headcount growth and corresponding training/development issues.
• Reduced employee turnover from 42 to 12 through innovative recruitment and retention programs.
• Instrumental in taking culture to "next level" in quality with active team environment through employee involvement.
• Managed people side of due diligence in company s acquisition of robotic handling company. Included absorbing organization into new company with culture change, compensation, benefits and organization redesign.

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• Human Resources Management
• Strategic HRM
• Virtual Human Resources e-HR
• Organizational Design and Restructuring
• Business Process Re-engineering for Human Resources Management
• Change Management
• Group Process Facilitation & Joint Application Design
• Human Resources Planning
• Staffing
• Classification and Compensation
• Labour Relations
• Training and Development
• Comprehensive Audits
• Risk Assessment & Security

• Peter Pan s career encompasses a broad range of significant consulting and management experiences, primarily in the realm of Human Resources Management.
• His work assignments include all aspects of human resources management, organizational restructuring, quality-focused change management, and business process engineering as well as renewal and improvement of HR processes. His recent focus has been on the implementation of e-HR solutions.
• His group process facilitation skills have supported needs analysis and planning activities, primarily in informatics-focused working environments. His experience in representing the interests of union members in the public sector provides an added perspective to his broad HRM consulting repertoire. He also has a strong track record in comprehensive value-for-money auditing in human resources management as well as corporate security and risk assessment.
• In a wide variety of organizational environments, he has consistently demonstrated an ability to respond in an innovative manner to challenges relating to both wide-ranging issues as well as to specific problems requiring both detailed analysis and solid leadership skills.
• Mr. Pan holds a Certified Human Resources Professional CHRP designation, is bilingual and possesses a current Secret-level Security Clearance Government of Canada .

• On behalf of the Treasury Board Secretariat for the Government of Canada, he completed a comprehensive needs analysis and developed an implementation plan for specific requirements of the 3,800 members of the government-wide HR Professional community for a centralized, one-stop shopping web site myHR.somewhere.ca .
• Mr. Pan conducted an e-HR feasibility study at Transport Canada to assess departmental readiness for an HR self-service solution and prepare recommendations and associated action plans to ensure a smooth and successful transition. This study involved conducting several interviews with key stakeholders and a focus group session to assess the corporate vision and identify employee requirements for an HR self-service solution as well as some best practices research. Based on the study findings, developed several recommendations for a successful self-service solution including an HR service delivery approach, a Change Management strategy, definition of required resources, and self-service implementation guidelines. An overall project work plan, encompassing all action plans was also developed.
• Peter also completed a Virtual HR feasibility study for Indian and Northern Affairs Canada INAC. This work was aimed at developing a viable implementation approach for e-HR -- building on the existing infrastructure, supporting the concept of employee self-sufficiency, optimizing available enabling HR and business-focused information technologies, and aligning itself with departmental HR strategies.
• Together with another consultant, he facilitated a high-level e-HR planning session with key personnel from the Department of Justice, regarding the feasibility of introducing and implementing a Virtual HR solution within the Department. The information gathered during the session was used to develop a high level implementation plan, which addressed a proposed plan of activities and estimated resource requirements and costs, taking into consideration their PeopleSoft HRMS development and upgrade schedule. The high-level implementation plan was based on the three levels of web enablement, broadcasting, point-casting, and interactive. Also addressed were critical success factors, cultural impacts, implementation considerations, and potential issues.
• Mr. Pan served as the Team Lead for the development of an implementation plan and business case for re-engineering of human resource processes across the Government of British Columbia -- an employee population in excess of 24,000. In addition to the concentration on creating plans for implementing re-engineered HR processes across all government ministries, the project focused on providing web-enabled solutions founded on enhancing employee and management access to human resource data. This three-month project culminated in acceptance of the general approach by a committee of Deputy Ministers.

• Mr. Pan recently provided specific Human Resources Management recruitment and selection services to Health Canada relating to the successful acquisition of management resources at the senior level in Information Technology, consistent with the business plans of the Information Management Services Directorate and Health Canada s human resources management policies and related processes.
• Peter undertook a skills review and developed a reskilling plan for the Depository Services Program with Communications Canada. This effort focused on identifying current skills as well as new technical skills required in light of significant advancements in the use of web-based technology in delivering sources of information to the Canadian public, under the auspices of a broad-based Government-on-Line initiative.
• Over a fifteen-month period, he provided Human Resources Management services to the emerging Secure Channel Project Office for the Government Telecommunications and Informatics Services Branch GTIS at Public Works and Government Services Canada PWGSC . His efforts focus on development of a viable organizational structure, initiation of related job classification activities, exploration and implementation of staffing and resource acquisition options, development of individualized training plans for all staff members, and creation of a high-level HR plan. Contributions of the Secure Channel Project team were critical to the implementation of Government On-line, a major Government of Canada initiative.
• He developed a tactical plan for the Law Management Practice Directorate for the Department of Justice, based on a broadly based functional review of all activities. This effort entailed facilitated sessions with key stakeholders as well as individual interviews, a review of best practices in other similar legal environments, and development of functionally based organizational descriptors that served as the basis for the creation of a new organizational structure for the unit.
• Peter provided a wide range of HRM-based management consulting services to the Information Technology Branch ITB of the Canada Customs and Revenue Agency CCRA . A two-day workshop that Mr. Pan led focused on initial needs determination for a comprehensive employee orientation approach for the newly established agency. There was a strong emphasis on building an integrated employee orientation program with strong support for the retention of critically scarce information technology professionals.
• Additional activities undertaken in support of human resources management at ITB included: completion of a high-level organizational review for ITB; creation of a high-level HR Strategy which recognized the important role to be played by both technically-based and soft competencies in the organization s growth and continued good health; and creation of a skills and competencies-based inventory of all IT roles, coupled with the development of an ITB-specific career-pathing model for use of all technology professionals. As well, Mr. Pan served as the key external HRM resource for a complex omnibus selection process for senior-level Information Technology Project Managers at CCRA.
• Mr. Pan developed a comprehensive Human Resources strategy for the Information Management and Technical Services Branch for Fisheries and Oceans Canada DFO . The efforts focused primarily on updating the HR Strategy that was initially formulated through an earlier project. This activity took into account the departmental results of the Government of Canada Employee Survey and benefited from considerable insight into employee concerns, suggested solutions, and their respective priorities through the conduct of representative focus group sessions. The final product, a comprehensive framework document, identifies initiatives that support enlightened HR and provide a clear direction for the staff of the CIO at DFO
• Mr. Pan completed a high-level organizational design project for the Information Management and Technologies Branch IMTB of Citizenship and Immigration Canada CIC . This work focused on clarifying roles and defining areas of responsibilities so as to enhance the accountability and effectiveness of delivery of support provided by CIC s Implementation and Operations Directorate.
• He facilitated an interdepartmental group of senior informatics staff in their pursuit of recommendations to enhance retention and mobility for members of the information management/technology community in the federal public service. This effort was sponsored by the Treasury Board Secretariat TBS through the government-wide Advisory Committee on Information Management ACIM .
• Peter undertook the development of a comprehensive human resources strategy for the Year 2000 Y2K Project at DFO. The assignment focused on identifying the critical strategic issues facing DFO and presented detailed recommendations focused on staffing, identifying/managing team resources, developing training and development approaches, firming up resource deployment and utilization options, and identifying actions to deal with retention issues, including rewards and recognition.
• For DFO, he had earlier developed a high-level Human Resources Strategy for Informatics along with a viable approach to its implementation. The strategy focused on alignment of the technical skills and job-related competencies of the limited Informatics resources with the needs of DFO client managers.
• He played a lead role in the development of the comprehensive human resources strategy for the Year 2000 Y2K Project for the Government Telecommunications and Informatics Services Branch GTIS at the Department of Public Works and Government Services PWGSC . This particular project Y2K focused on ensuring that the more than 500 applications supported by GTIS will be Y2K-compliant and, necessarily, touched all operations of the department. The importance of such a project is amplified by the current competition for qualified informatics professionals. The strategy which was developed and is being implemented addresses in detail the main issues of requirements determination, retention of present and future resources , and acquisition. He provided significant support to the Y2K project in the implementation of the action plan.
• He provided broad-ranging human resources management advice and guidance in support of the creation of the National Blood Authority -- Canadian Blood Services for Health Canada. This work consisted of the development of a comprehensive strategic organizational approach to human resources management reflected in a master implementation plan and a strategic business plan, all in a highly charged, very politically-sensitive environment. He developed the broad HRM framework for this organization as well as a number of organizational design alternatives for consideration of the Federal/Provincial/Territorial Ministers of Health. This fundamental groundwork was well received. The implementation phase commenced after the final report of the Kriever Commission.
• Mr. Pan supported the development and delivery of a comprehensive competency-based human resources plan for the Canadian Museum of Civilization CMCC -- an organization undergoing unprecedented change fostered by its strategy of enhancing public access through optimal utilization of state of the art technology and fostering innovative partnerships with the private sector. Human resources management impact, particularly relating to those elements requiring a concentration on the management of change resulting from this visionary activity, is highly significant.
• Following the above assignment, he completed an organizational design project focused on re-vamping the CMCC s Collections and Information Access Branch. His HR management consultant support involved the development of an innovative methodology designed to optimize the participation of all employees of the branch through the stewardship of a representative project team, as well as facilitated group sessions, and frequent and open communication. The approach led to a new structure which is better aligned with the corporate objectives and can be implemented without significant disruptive people impact .
• Peter was also instrumental in the development of a human resources plan for the operational and programs support area Coordination and Management Services to the Industry Sector of Industry Canada IC . This assignment entailed defining the current and future human resources requirements and implications, developing viable options and associated action plans including training and development, developmental assignment, succession plan, and career management provisions . At IC, he also later developed work descriptions for two newly created, critical roles supporting the implementation of PeopleSoft across the department. Given potential universal applicability of these critical middle management positions across the public service in similar HRMS implementation situations, position descriptions were circulated to key departments across the public service for their comments and possible adoption. These now serve as benchmark positions in a number of departments.
• Over an eighteen-month period, Mr. Pan provided continuing project advisory and consulting services in support of the major corporate initiative which focused on wide-ranging renewal of the management of human resources for the Department of National Defence/Canadian Forces DND/CF . He assisted in the development of a business process re-engineering methodology tailored to the needs of the client organization and provided significant HRM consulting support to the implementation teams. Efforts focused around business process re-engineering of a wide variety of HRM activities including career management, human resources planning and HR budgeting, over 20 specific compensation and benefits-related personnel support programs, as well as internal communications and change management strategies.
• The work also entailed the evaluation of HRM best practices as well as benchmarking. He facilitated the development of a comprehensive organizational model designed to support the implementation of the proposed process redesigns in human resources management for the civilian component of HRM at National Defence. The project has demonstrated redesign results that translated into senior management acceptance and support for the identified "way ahead". He undertook a process improvement-oriented consulting assignment aimed at enhancing the contribution of staffing and recruitment processes for the Communications Security Establishment. Recommendations for process renewal were implemented with resultant savings realized in terms of reduced elapsed time for segments of the process. Organizational restructuring initiatives were also involved.
• He co-authored a value-for-money/performance management/change management-oriented review of the management of human resources for the City of Cornwall. This work focused on cultural change based on enhancements to management delegation of authority and employee empowerment. Best practices and benchmarking reviews were also a vital element of the analytical work undertaken. Reorganization opportunities were identified. The majority of our recommendations were implemented.
• He conducted a training program evaluation mission for the United Nations International Drug Control Program UNDCP which dealt primarily with the effectiveness of training provided to lesser-developed West African countries. The training examined was designed to improve the detection of shipments of illicit drugs. Recommendations were accepted and implemented and are reflected in major adjustments to the training curriculum, general objectives, and evaluative procedures.
• He also served as Project team member for a significant and wide-ranging comprehensive audit of all facets of the management of human resources at the Canada Post Corporation CPC .
• He was a critical audit team resource for a comprehensive audit of CPC s Official Languages program management, both from a strict compliance with the tenets of the legislation and the related regulations as well as the management effectiveness and efficiency in administration of the total program. This analysis focused on the management strengths of the organization, its ability to respond to change as well as to safeguard the business interests of the corporation. As part of the assignment, he developed a flatter, more responsive, and less administratively burdensome organizational structure for the group. The prescribed changes were implemented by the clients and resulted in more effective management of the broad range of program activities under the mandate of the Official Languages legislation and regulations.
• As project manager for a series of comprehensive HR management audits of both the Montreal and Quebec divisions of CPC, he headed an audit team which assessed human resources management, quality of service, internal communications, and management information. The recommendations were consistently accepted and largely implemented by audit clients.

• As leader of Resource Quality Management for CPC, he spearheaded a series of initiatives founded on a corporate-wide human resources management strategy to achieve substantial progress in cultural change-oriented and corporate values-based issues. This activity was the fundamental precursor to the corporate-wide implementation of continuous improvement activities, supported by program activities designed to enhance both employee involvement and empowerment. During this period, he directed the delivery of a management initiative throughout the corporation Leaders Forum , aimed at sensitizing all levels of management and supervision to the organization s human values.
• In this senior management role CPC s functional authority for human resources planning, succession planning, training and development as well as employee recognition and incentive programs , he achieved success on a number of fronts through the launch of innovative change management-focused human resources management program initiatives. These efforts achieved some measure of success in an environment with a legacy of difficult labor-management relations.
• As the Director of Personnel Services for the British Columbia Government Treasury department, he was responsible for all facets of human resources management for the department more than 1,000 personnel . During his tenure, he managed a comprehensive organizational redesign for the department, necessitated in response to the significant economic downturn experienced by British Columbia.
• During his employment period as Manitoba Regional Representative for the Professional Institute of the Public Service of Canada PIPSC , he worked actively in support of the interests of his scientific and professional membership employed in federal government departments and agencies. In this role, he gained a profound understanding of and sensitivity towards human resources issues from an employee organization perspective.
• For the Secretary of State Department for the Government of Canada, he filled a wide range of HRM positions, particularly in staffing and development and labour relations areas.

• Facilitation of Consumers Forum on Blood for the Federal/Provincial/Territorial Initiative on Blood Health Canada ;
• Change Management for the Canada Communications Group;
• Steering Committee on AIDS for the Health Protection Branch of Health Canada;
• Strategic Planning Session for the Personnel Support Agency National Defence ;
• Process Restructuring Forum JAD sessions for GTIS -- Public Works and Government Services Canada;
• Strategic Planning Session for Agriculture/Agri-Food Canada;
• Industrial Relations Strategy and Organizational Design for the National Capital Commission;
• Business Planning Retreat for HRIS Team of the Human Resources Branch, Justice Canada 1998, 1999 and 2000 .

• He evaluated the management of vehicle maintenance facilities at CPC. This major work led to dramatic reductions in costs through the development of alternative service delivery options across the country.
• Peter also assessed the efficiency and effectiveness of a divisional Corporate Communications entity and resulted in a significant change in focus to better serve the objectives of CPC, especially from the perspective of customers. The value-for-money audit ultimately led to the significant re-orientation of the totality of communications across the corporation.
• As well, he participated in a variety of compliance audit activities in postal facilities which focused on diverse compliance-related subjects ranging from analysis centered on the consistent application of fee structures for large volume mailings at CPC to conformity with established processes in the handling of undeliverable mail.

• International Human Resources Information Management Society -- IHRIM Current Member and Member of the Workbooks Committee, responsible for the development of three series of Go-to Guides on HRIS. The first series has been published and the final two installments are soon to be published;
• Ottawa Human Resources Professionals Association Current Member ;
• Human Resources Professionals Association of Manitoba Current Member ;
• The International Personnel Management Association, Ottawa-Hull Chapter Past Member of the Board of Directors ;
• London and District Personnel Association Former Member ;
• The Personnel Association of Edmonton Former Member/Past Board Member ;
• The Canadian Association of Chiefs of Police Former Associate Member .

• From February 1997 Principal and Senior Consultant
  Advanced Systems Consultants Inc., Ottawa
  Human Resources and Enterprise Solutions Management Consulting Practices
• September 1993 to January 1997
  Principal Investments, Management Consultants
  Ottawa, Ontario
• June 1992 to September 1993 Corporate Manager, Resource Quality Management,
  Human Resources Management
  Canada Post Corporation CPC
  Vancouver, British Columbia
• June 1984 to June 1992 Executive Management positions in
  Corporate Security at CPC
  Montreal, Quebec and Ottawa, Ontario
• March 1984 to June 1984 Senior HRM Business Consultant,
  Internal Audit, CPC Edmonton, Alberta
• April 1982 to March 1984 Director, Personnel Services
  British Columbia Treasury
  Vancouver, British Columbia
• September 1977 to March 1982 Manitoba Regional Representative
  The Professional Institute of the Public Service of Canada, Winnipeg, Manitoba
• August 1973 to August 1977 HR Management: staffing, development, and staff relations
  Secretary of State Department,
  Ottawa, Ontario
• Summer 1964 to December 1969 Police Officer
  Winnipeg Regional Police
  Winnipeg, Manitoba

Up

• Implemented solutions to managements problems in the areas of Recruitment, Staffing, Contract Staff Augmentation, Internet sourcing, passive recruiting, sales and marketing, Professional Services, contracts negotiations, compensations, benefits, reference and background checks, developing HRIS, HR, backend office electronic/paper paths and processes, workflow management, automation and efficiency. Including starting two staffing recruiting offices from ground zero!
• Excellent organizational, interpersonal, multi-cultural, research and analytical skills. Detail oriented, follows latest trends and technologies; with the abilities to strategically matrix manage multiple, critical and problem recruiting, staffing and IT projects successfully, under tight budgets and deadlines.
• 11 years of excellent working knowledge of HR, State/Federal employment laws including EEO, AA, OSHA, Workmen s Compensation, 401K, PR, Immigration, Labor laws. Business, Labor and H1-B visa programs, COBRA, ISO 9000 & ISO 9002 2 successful implementations and Department of Labor HR Audits.
• Excellent hands on experience in employee orientations, training including composing handbooks and manuals team building, facilitation of employees, transfers and promotions, employee relations, retention, moral, grievances, ramp-up, reorganization, down-sizing, and ergonomics,. Developed and implemented employee moral booster and recognition program.
• I have worn many hats, chaired many committees taken on and completed many problem projects and shared more loads than others on most of my jobs and projects. I am proficient in setting up and configuring LAN/WAN, NT security, users, domains, troubleshooting and maintaining web sites!

• Successfully recruited for SW, HW and serviced 3 departments full ownership of this premiere Project Management, SW Development and Staff augmentation corporation in Silicon Valley for local and National talents.
• Successfully incorporated and implemented many efficient and effective solutions to problem areas in recruitment, staffing, sales and HR in operations, backend processes, paper and electronic data management, in a timely and efficient manor without least interruptions to the daily workings of the organization.
• Laudable Achievement: Created Employee Handbook from scratch for sales, direct hires, consultants and staff. Successfully completed updates of company portal website and creation and implementation of a proprietary e-mail client contact management and resume database. Trained inside/outside sales rep, managers and recruiters.

• ASIC Design Group: Senior ASIC Design Engineers, Managers, Logic Design, and Hardware Engineers.
• Modem & Fax Group: Director, Senior Hardware Engineers, Manager, DSP SWE, Hardware Technicians, HW System Engineers and HDW Verification and Board Layout Eng.
• IC Design Group Sr./Jr. Analog, CMOS, Characterization Design Engineers/Manager, Hardware Kilowna BC Canada: Engineers, Sr. Test Engineers and Analog Board Layout Engineers.
• IC Communication Group: Sr./Jr. Analog, Digital, Mixed Signal Design Engineers, HW Communication Sys Engineers Hardware Engineers and Manager.
• DSP Group: Manager, Communication System Engineers, Sr. Digital Signal Processing SWEs.
• Network Design Gr.: Sr. Manager, Hardware Eng./Technicians, SWE, Systems SWEs, Network Protocol Design Engineers and DSP Verification Engineers.
• Device Driver Group: Sr. Hardware DD Engineers, C++ Windows and Linux SWEs.
• Video DVD Group: Video Architect, Sr. Firmware SWE, Video DVD DSP Embedded SWE & HWE
• IT Group: Sr. CRM & Oracle Manufacturing Business Analyst and Application Manager.
• Finance Group: Controller/Assistant Controller, Cost Accountant, G/L Manager, Sr. Financial Analyst, AP Specialist, International Tax Manager, Accounting Manager, Revenue Fixed Asset Management, Sr. Financial Manager and Payroll Supervisors.
• HR: HR Generalist, and Safety/Security Admins.
• DSP Group Toronto Canada: Sr. DSP Software Engineers, HWE and SWEs.
• Engineering Design: System SWE, Network Protocol Design Engineers, Sr. Hardware Eng, HWEs, Sr. Test
• Irvine CA: Test Engineer, ASIC Design Engs. & Manager and SWEs. C++, Windows O/S, Linux .
• SW Eng. Redmond WA: Audio Tester, Testing Lab Manager and Windows WDM Device Driver SWEs.
• P.R. of China & Taiwan Group: SW Application Engs, FAE, Component Sales Managers and Sales Reps. Major Accomplishments: Helped the CFO fill his stringent reqs. as well as find hard to get talents for Analog, CMOS, Embedded Firmware and DSP engineers and fill overseas departments reqs from overseas talent pools and career websites. Besides these multi-tasking recruiting duties of HR, H1B Visas and Immigration/Green Card issues, I also consulted, did gap analysis, analyzed and researched many staffing/recruiting HRIS systems and tools for Recruiting, Resume Tracking Database implementation directly with top management, as well as helped with Employee Handbook, Dept of Labor Audit and trained Department Managers, Directors, VPs and marketing recruiters and HR staff in the art of successful recruiting.

• Responsible for full-scope of recruitment process, including qualifying, screening prospects, negotiating wage and salary compensation for contractual temps and direct hires placements. Including making background and reference checks and chartered with bring in sales and successfully establishing this startup dot.com leading to IPO status in an incubator at the Santa Cruz Business Development Center. Made the local newspapers as the most successful startup in Santa Cruz generating revenues of 2M in the first fiscal year!
• Successfully met all backend HR, staff, database, telecomm, network growth, work flow processes, efficiency req. including sales, placements, project management goals and HRMS implementation in-house as well as for clients.
• Created a dynamic, seamless, scalable web interfacing proprietary in-house HR resume/candidate/managers tracking and HR info analysis database in MS Access and FileMaker Pro in my own time. Created HR workflow, Project Management analysis, schedule, documentation and stats to map objectives and owners in Excel, Visio, PowerPoint and MS Project. Major achievements: Effectively managed project management/implementation of Vantive, Siebel CRM, Peoplesoft HRMS, Oracle Apps Financial & Manufacturing, J D Edward, SAP R/4 and BASIS Security projects and staff augmentation on site at ITP clients; meeting with upper management such as CEOs, CIO s, VP/Director of Engineering, Program managers and senior HR, VPs, Directors and hiring authorities to successfully deliver and implement these projects on time within budget, without cost over runs and to the satisfaction of ITP clients.
• Strategically targeted and developed several target accounts, with long term sales strategy and pursued placements of ERP, MRP, CRM, Java, EJB, Corba, CC++, UNIX, Vignette, VisiBroker, Weblogic, WebSphere, ColdFusion, VB, COM, DCOM, ClearCase, Configuration Management, OO Modeling, Web development, WAN network backbone, systems, CCIE, SAP, Peoplesoft, Oracle 8, 8i, 10.7, 11.x, Oracle CRM, HR, Siebel, Vantive, QA, SQA, Electro Mechanical Engineers/Designers, LIMS, scientific, Biomed, Genomics, Informatics, Broadcast Streaming Media, Robotic, Software Control, Game, network, software engineers, developers, programmers, admins and architects, including COO, CIO, CFO, CTO, VPs, Directors, middle managers, Legal Directors, Accounts/Sales Execs. Pre Sale System Engineers and technical recruiters.
• Major accomplishments: Successfully managed over 50 to 60 multi-tasking high volume jobs reqs., at any given time and successfully pursued, strategic goal of signing of sub vendor, supplier, staff augmentation and employee compensation agreements with Neopost, Sybase, Compaq, AltaVista, iBeam, Manpower, Kelly Scientific and Technical , Incyte Genomics, HP, IBM, Adaptec, Franklin Templeton, Oracle Corp, Sun Microsystems, Litton PRC, Personic, Lockheed Martin, EDS, Allied Signal, Netflip.com, NetformX, Acta, Global English, Visa International, Neopost, Sega, Dryers Ice Cream, EFI, Micromatic, Micro Gears, PhotoLoft.com, PureCarbon, Prescolite, Trading Produce.com, Resonate, Sutter Health, CyberSource, Thru Point, BMC, Web Telecomm, iDini, Pioneer Systems, ENS, INS, MCI System House, CSAA, RiverStone Networks, Street Fusion, County of Alameda, City of San Jose and Palo Alto etc., creating and building relationships and assisting in clarifying, fulfilling clients needs and requirements.

• Chartered with the responsibility of in-house recruitment, staffing, recruiting and placing local consultants as well as overseas consultants and direct candidates for this mega international cartel, overseas development and H1-B Consulting House in the realm of CRM Siebel, Vantive and Clarify , ERP, CTI, Telephony, Telecomm, clustered networks and Web development for major accounts Qualcomm, Cisco, Siebel, Clarify, Vantive, McKesson, Koret International, Galo Wines and PSA .
• Successfully marketed and placed H-1B candidates and second to third party consultants locally and nationally.
• Pro actively trained HR in-house staff, consultants and recruiters in the art of Internet sourcing, and recruitment; subscribing to and sourcing scores of free career websites and user group for placing job ads, search and resume posting, recruiting, qualifying and placing top notch IT and hi-tech professionals as well as training them to successfully interview hiring managers, HR, hiring authorities in the art of successful negotiation, compensation and closing sales as well as placements.
• Major Achievements: Created successful marketing, presentation, training manuals, CD-ROMs, gap analysis and project schedule to map objectives and owners for Siebel and Vantive Customer Relationship Management CRM implementation and CRM course development projects.

• Successfully established new sales accounts and successfully recruited and placed contract and direct hires candidates like Game, System, UNIX Programmers, J D Edwards Developers, Configuration Management, Release Engineers, LAN/WAN/Internet Security Admins, Web Masters and VB, COM, DCOM, C++ Unix Corba UML Developers, Oracle Apps DBAs, Cobol and Y2K Database/System Architects, SW Engineers, Programmers, Analysts and Management Executives VP Engineering, QA Directors, CFO, COO, CTO to mid level executives. Counseled management on H1B issues.
• Proactively created and built successful relationships with clients, hiring managers and candidates; assisting in clarifying job needs, job description and writing JOs for posting. Set up interviews, coordinated interview schedules, prepping candidates in the art of successful interview technique as well as recruiting, screening, qualifying and interviewing candidates, checking references, helping negotiate compensation, benefits and closing placements.
• Successfully marketed and placed benched in-house candidates and counseled them on further training, market trend analysis and prepping them on successful interviewing technique.

• Established new accounts with Fortune 500 companies locally and managed major established internal accounts as well as large complex accounts, recruitments and placements of SW, HW, IT, IS, and MIS contract and direct hires.
• Proactively and successfully prospected new clients and top-notch technical candidates using user groups, advance Internet sourcing, prospecting and passive techniques for technical contractors and direct candidates to service clients needs finding the most difficult sought after ERP, SAP, Oracle, BAAN, Peoplesoft, JD Edwards, Manugistic, Functional as well as technical professionals, DVD producers, DBAs and Apps DBAs, Network, Systems, CCIE, WAN Backbone engineers, architects and network security experts, UNIX, mainframe, LAN/WAN operators and admins, database, systems engineers, programmers and architects, Y2K, Cobol, RPG, MVS, DB2, Lotus Notes, Unix, Oracle, Web, Internet and Windows developers. CC++, VB, systems, network, Device Driver, Unix internals, socket, firmware, embedded, SW Engineers, developers and programmers; legacy, QA, SQA, and Client Server computer professionals.
• Other duties included penetrating and building relationships with IPOs, contingency contract agencies, managing the candidate flow, partnering with seniors and peers to develop and implement recruiting staffing solutions, mentoring, training, pursuing lead generation and new accounts, prospecting including cold calls , successfully tech interviewing hiring managers, consultants, candidates and negotiating salary, contracts and agreements.

• Recruited as Accounts Executive for this largest recruiting corporation worldwide. I was a consistent top branch performer and anchor for successfully establishing this newly opened branch, achieving profitability within three months; six 6 months ahead of projected break even.
• Successfully met and doubled monthly branch recruiting objectives for HW, SW, IT and Engineering candidates.
• Successfully penetrated into new Fortune 1000 accounts using existing sales training as well as formulating unique sales, cross-selling technique.
• Designed a highly effective candidate s behavioral interviewing technique for recruitment and retention.
• Proactively participated, recruited and managed booths at K-Fog, Lendman and Westech Career Fairs, etc.
• Initiated a Recruiter s Roundtable within regional branches to initiate and share best consulting practices.
• On site coordinator at MacAfee Network Associates, Inc as the central point of contact and coordinator for all client contractors and hiring managers.
• Successfully developed new strategic business alliances with twenty-two secondary suppliers third parties and incorporated them into the existing new branch business model.
• Developed candidate s profile, interview form, electronic, paper path and backend processes thereby streamlining the recruiting process leading to office automation and efficiency. Major achievement: Provided OnPoint Technologies with the majority of their Desktop Support, LAN/WAN admins and Project Managers for their successful 11,000 Desktops and Common Operating Environment rollout at Siemens Inc, in Napa CA.

• Responsible for all aspects of recruitment, staffing, HR and managing and implementing employee benefits programs in the areas of staff augmentation, prospecting, headhunting, acquisition, prepping staff, consultants and temp hires; for interviews, salary/contracts negotiations, offers, background and reference checks and start packs signing and documentations as well as clients accounts development.
• Successfully exceeded all staff recruiting, sales, marketing and placement quotas and MBOs month after month!.
• Successfully placed contractors and direct hires locally and nation wide for Oracle, DBAs, developers, Application DBAs, VB, Crystal Report, Cobol, MVS, DB2, Rational Rose OLAP, C, C++, UNIX, UML, Game, Robotic/SW Control, embedded, firmware, real-time, SWEs programmers/analysts, IC analog, logic, component, board, circuit designers, and engineers and LAN/WAN UNIX system architects, admins, operators, developers and programmers.
• Successfully trained in house as well as client s administrative staff, recruiters, sales and marketing staff and hiring managers; preparing innovative video and CBT training materials from scratch.
• Successfully networked, prospected, cold called and acquired new sales accounts leading to peer recognition and being recognized and awarded Top Company Performer time after time.
• Major achievement: Implemented paperless electronic environment from a files and faxes administrative process by creating all backend processes and electronic paths in Windows, Access and Act, leading to automation, process efficiencies and major savings and reduction in man-hours so my staff could concentrate on the branch s main objectives. Implemented ISO 9000 and trained management and staff in ISO 9000 compliance certification.

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OBJECTIVE

• Extensive experience in all phases of technical recruiting including utilizing multiple channels such as Internet, networking, research, job fairs, employee referrals for sourcing and pre-qualifying candidates.
• Proficient at successful sourcing of qualified candidates via Internet resources and online resume databases including DICE, Monster, Headhunter, JobWarehouse, CareerExchange, Passport, etc.
• Experienced with RecruitMax, Kwikfind and Task Generator search and resume retrieval systems.
• Proficient with Microsoft Office Suite: Windows 98/ME, Excel and Outlook, as well as TypeReader Professional scanning software.
• Created, implemented and maintained feedback tracking for resume and candidate status.
• Adept in job offer negotiation.
• Familiar with current labor law, compensation and immigration regulations regarding employment.
• Attended Information Technology and Advanced Technologies seminars.
• Previously held concurrent DOD secret and top secret clearances.
• Excellent verbal, written and interpersonal communication skills.
• Ability to work in a fast-paced/multi-tasked environment.

• Responsible for sourcing, interviewing, screening and placing senior level IT professionals, S/W Engineers, SQA Engineers, System Administrators, MIS Support and Web Designers into contract and direct hire positions.
• Initial and on-going interface with client company representatives including technical managers, department supervisors, Human Resource departments as well as vendor on premise coordinators.
• Oversaw training and development program for junior recruiters.
• Supported sales and marketing efforts with initial on- site client contact.
• Represented company at monthly Chamber of Commerce meetings.

• Sourced, screened, interviewed and placed senior level IT Professionals, Programmers, S/W Engineers, SQA Engineers, Technical Support and Web Designers into contract positions.
• Heavy interface with client company representatives including technical managers, department supervisors as well as vendor on-site representatives and Human Resources departments.

• Recruited and placed senior level Programmers, S/W Engineers, and Technical Support professionals into contract assignments.
• Supported recruitment efforts at two major high tech on- site programs.
• Heavy interface with client company representatives, technical and department managers, Human Resources and Purchasing departments.

• Implemented technical recruitment efforts in placing Engineers, Designers/Drafters, Technicians, Technical Writers and Buyers/Planners in technical contract assignments.
• Initiated procedures for technical division resume scanning and retrieval database.
• Assisted the Account Manager in the development of new technical contract business.

• Recruitment and placement of Programmers, Engineers, Designers, Technicians, Technical Writers and Buyers/Planners for contract assignments.
• Assisted in sales and marketing efforts for the company.

• Managed technical contract personnel branch office with annual sales in excess of 10 million for a minority owned national organization.
• Supervised staff of twelve, including five recruiters and two account managers.
• Developed and prepared bid solicitations for several major contracts, including commercial electronics and defense related contracts.
• Served as branch security officer monitoring employee clearances for classified projects.
• Successfully relocated branch office.

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SUMMARY

• AT & T Broadband Cable
• EMPATH Consulting Healthcare
• Nextel Communications Wireless

• Responsible for managing staffing, organizational development, employee relations, compensation, benefits, and facilities functions; providing strategic HR vision and leadership, change management, ESOP administration, handling immigration issues, and budgeting.
• Completed organization change from a portal strategy to a software application and services company.
• Developed new compensation structures and benefits programs.
• Changed payroll system and brought employee stock option plan administration in-house.

• Responsible for managing staffing, employee relations, compensation, and benefits functions; developing the HR vision and implementing related programs and policies, serving on Compensation Committee of the Board, managing company culture, ESOP/ESPP administration, handling immigration issues, and budgeting.
• Hired the new executive management team and grew company headcount from 30 to 185 employees while completing a successful IPO.
• Established a formal management and employee incentive bonus plan.
• Implemented enhanced benefits programs to attract and retain employees.

• Responsible for managing Human Resources, Facilities, and Administrative support staff, responding to Corporate HR and integration initiatives, 401 k plan administration, designing domestic and international merit, sales, and incentive compensation programs, managing flex benefits and stock options programs, coordinating with HR consultants and vendors, writing personnel policies and procedures, handling employee relations issues, developing staffing and recruiting strategies, providing strategic HR vision and leadership, and budgeting.
• Completed the transition of a pre-public, software technology company valued at 35M to a merger with a call center, computer telephony company for a combined run rate of 125M.
• Successfully integrated benefits programs, compensation structures, HR policies, and incentive plans between two merging companies.

• Responsible for managing compensation, benefits, employment, MIS, and facilities staff, responding to Corporate HR initiatives, designing alternative reward programs, 401 k plan administration, managing flex benefits and stock options programs, coordinating with HR consultants and vendors, writing personnel policies and procedures, handling employee relations issues, overseeing multi-state locations, and budgeting.
• Led the effort to consolidate Corporate HR functions, programs and personnel.
• Established cost containment strategies and initiatives for flexible benefits.
• Successfully directed HR due diligence activities for divestitures totaling 46.5M.

• Promoted to, and responsible for, managing compensation, benefits, employment, training, and MIS staff, preparing analyses for senior management on HR initiatives and strategic planning, providing management development training, designing individual and team incentive programs, writing personnel policies and procedures, handling employee relations issues, and budgeting.
• Re-engineered and re-vitalized the recruitment and staffing process.
• Implemented quality improvement processes and management development programs.

• Responsible for designing and implementing compensation and benefits programs for multiple locations, developing alternative reward strategies, HRI systems administration, managing the performance appraisal process, handling employee relations issues, conducting salary surveys for non-exempt, exempt and technical professional staff; serving as TQM facilitator, and directing the staffing process.
• Instituted a new gainsharing plan and re-engineered the employee recognition program.

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Hello !

• Key player in building the entire recruiting process.
• Designed and built the Requisition Forms, interview feedback forms and corporate interview questionnaire.
• Work closely with the CEO and hiring managers on the recruiting strategy for future openings to be filled.
• Work closely with Accounting and Hiring Manager to budget and approve requisitions.
• Post all job openings to intranet and to other job boards.
• Evaluate and qualify candidates for current openings.
• Coordinate and follow candidates through the entire interview process.
• Provide weekly status report to CEO and Executive Level Management.
• Manage and select top level back-up vendors to assist with hiring needs.
• Negotiate salary, stock and sign on bonus requirements between candidate and the company.
• Provide completed offer letter and new hire packet to candidate.
• Responsible for closing the candidate and negotiate the start date.

• Work closely with the Human Resources, General Manager and hiring managers on the recruiting strategy for future openings to be filled.
• Work closely with Accounting and Hiring Manager to budget and approve requisitions.
• Post all job openings to intranet and to other job boards.
• Evaluate and qualify candidates for current openings.
• Coordinate and follow candidates through the entire interview process.
• Provide weekly status report to Executive Level Management.
• Cut recruiting costs by discontinuing use of back-up agencies.
• Negotiate salary, stock and sign on bonus requirements between candidate and the company.
• Provide completed offer letter and new hire packet to candidate.
• Responsible for closing the candidate and negotiate the start date.
• Attend all Brassring career fairs and other recruiting events.

• Work closely with Accounting and Hiring Manager to budget and approve requisitions.
• Key player in building the entire recruiting process.
• Post all job openings to intranet and to other job boards.
• Evaluate and qualify candidates for current openings.
• Coordinate and follow candidates through the entire interview process.
• Provide weekly status report to Executive Level Management.
• Negotiate salary, stock and sign on bonus requirements between candidate and the company.
• Provide completed offer letter and new hire packet to candidate.

• Key player in building the entire recruiting process.
• Designed and built the Requisition Forms, interview feedback forms and corporate interview questionnaire.
• Work closely with the CEO and hiring managers on the recruiting strategy for future openings to be filled.
• Work closely with Accounting and Hiring Manager to budget and approve requisitions.
• Post all job openings to intranet and to other job boards.
• Evaluate and qualify candidates for current openings.
• Coordinate and follow candidates through the entire interview process.
• Provide weekly status report to CEO and Executive Level Management.
• Manage and select top level back-up vendors to assist with hiring needs.
• Negotiate salary, stock and sign on bonus requirements between candidate and the company.
• Provide completed offer letter and new hire packet to candidate.
• Responsible for closing the candidate and negotiate the start date.
• Attend all Westech and other recruiting events.
• Hired over 50 technical, VP and Director Level Executives.

• Interviewed and profiled qualified candidates.
• Posted current openings to various job boards.
• Cold called into various targeted companies per the client s request.
• Researched targeted companies to get interest from passive candidates.
• Recruited Sales Managers, Marketing Managers, Systems Engineers, and Account Managers for Cisco Systems and other fortune 500 companies.
• Provided qualified candidates information, salary requirements, resume and current compensation package to Cisco Systems and other client companies.

• Responsible for the implementation of client on-site programs.
• Created on-site functional processes, and procedure documentation.
• Liaison between client managers, local AccuStaff office and back up vendors.
• Met weekly with managers and temporary associates to maintain efficient work operations.
• Handled all employee relation issues.
• Responsible for Quarterly Business Reviews, employee reviews and employee increases.
• Provided weekly headcount report
• Managed 25 recruiters located in Washington, California and Arizona.
• Scheduled weekly conference calls with recruiters to discuss strategies for hiring personnel for clients.
• Travel to meet clients as required.
• Provided client with weekly headcount reports, presentations and reviews for each recruiter.

• Responsible for creating and setting up the On-Site Program
• Liaison for temporary hiring in Washington, Texas, Minnesota, Mississippi, New Hampshire and New Jersey.
• Created the On-Site Documentation Manual.
• Responsible for creating and maintaining a report for headcount control.
• Reduced back up vendor count from thirty-nine vendors, to five, greatly reducing operation costs, creating cost savings.
• Review all resumes prior to submitting to managers.
• Personally screen each employee before interviewing with manager.
• Responsible for terminating employees and conducting exit interviews.
• Handle daily employee relation issues.

• Responsible for the implementation of client on-site programs.
• Create on-site functional processes, and procedure documentation.
• Liaison between client managers, local AccuStaff office and back up vendors.
• Meet weekly with managers and temporary associates to maintain efficient work operations.
• Handle all employee relation issues.
• Track all temporary employees in excess of six hundred.
• Maintain People Soft database assessing weekly audit reports facilitated between Coast and Lam Research.

• Participation in outside sales promotions and marketing support.
• Supervisor of all modified workers compensation employees.
• Responsible for management of all workers compensation files and reports.
• Off-site recruitment for Cisco Systems, Applied Materials and United Defense.

• Responsible for recruiting, interviewing and reference checking.
• Responsible for testing each candidate on Mac and IBM computers, and QWIZ software.
• Responsible for payroll processing, verification and payroll issue resolution.
• Sales support at Chamber of Commerce functions and tradeshows.

• Microsoft Windows 95,97,98
• People Soft
• Microsoft Excel
• Lotus Notes
• Microsoft PowerPoint
• Netscape
• Microsoft Word
• Internet Explorer
• Microsoft Outlook
• Computerized Payroll
• WordPerfect 6.0
• DICE
• Kwik-Find
• QWIZ Software Testing
• AS/400
• Maestro Database
• Monster Board
• FileMaker Pro
• areer Mosaic
• AIM Database
• Easy Access
• Hot Jobs
• Type 60 words per minute

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Professional Summary

• Senior Human Resource Consultant/Generalist/Strategist with more than 10+ years of experience and demonstrated skills in the areas of recruitment, employment law, performance management, employee relations, benefits consulting and implementation, safety administration, compensation and job classification analysis, training and development, and effective facilitating.
• Excellent interpersonal and applicant assessment skills.
• Knowledge and ability of principle and practices of employment law including applicable provisions relating to EEOC guidelines and ADA guidelines.
• Strong ability to reason logically and creatively using a variety of analytical techniques to examine and resolve complex employee relation issues.
• Solid knowledge of legal compliance.
• Experience in managing COBRA and eligibility administration for group health plans.
• Recognized for being a team leader, motivator, and respected professional when interacting with management, consulting clients, staff and employees. Strong verbal and written communication and organizational skills.
• Functional PeopleSoft HRMS and Financial Consultant/Trainer experience. Human Resource Management Trainer.

• Managed and mentor a recruiting team of recruiters and support staff.
• Ability to develop, propose and implement staffing strategies and plans, which support business objectives. Involves implementing electronic applicant tracking/flow systems, creating standards and metrics to measure employment function and communicating findings and recommendations to team members. Additionally, managed the on-site temp program and enhance the college/intern recruitment programs.
• Develop and implement strategies for recruitment, compensation, training and participates in the development of business strategies and determines HR implications for these plans.
• Use the latest Internet and recruitment events and methods that involve acquiring top talent.
• Demonstrate a sustained sense of urgency for achieving corporate objectives through effective recruiting.
• Ability to develop and implement annual goals for the recruiting function.
• Build, direct and retain a highly effective team of recruiting professionals to include coaching recruiters and other support staff.
• Collaborate effectively across HR, other business functions and other recruiting teams.
• Flexibility to meet varying customer needs and to juggle multiple priorities daily.
• Manage relocation and immigration programs, streamlining the requisition, offer authorization and new hire processes.
• Manage budgetary responsibilities and develop measurements to assess the effectiveness of the recruitment function.
• Work with hiring managers and college alumni in representing an organization at all major college recruiting events.
• Maintain and promote company and HR initiatives on campus. Develop and implement creative on and off campus events. Manage campus recruiting activities such as career fairs, campus interviews, presentations and any other activities.
• Work with key managers to set targets and ensure the company meets the targets in terms of college hiring. Work with senior executive management to create and submit annual recruiting plan as well as preparing and updating recruiting materials.
• Ensure that faculty relations at assigned academic institutions are maintained. Review unsolicited campus level resumes.

• Industry experience: wireless, semi-conductor, retail, software, hardware, consulting, financial. higher education., B2B, B2C.
• Make first contact with candidate, prescreen. Conducting interviews as well as evaluating employees, including weekly consultations with hiring managers regarding open requisitions.
• Work closely with hiring managers to create job descriptions, review resumes and facilitate interview.
• Track applicants, attend job fairs and ensure open requisitions are filled in a timely manner.
• Use the latest Internet and recruitment events and methods that involve acquiring top talent.
• Work closely with the hiring managers to interview, negotiate and close candidates.
• Provide weekly recruiting status reports to Staffing Manager. Create and maintain appropriate reports for tracking and analysis of the recruitment function.
• Establish and maintain effective, cost efficient and productive employment practices that assist in achieving organization goals in all non-exempt, exempt, and executive staffing.
• Manage internal job posting program including the web site and job hotline.
• Source qualified candidates in the most efficient manner possible.
• Prepare and extend offers of employment, including salary determination and negotiation.
• Prepare new hire paperwork, including background checks and offer letters.
• Establish and maintain cooperative relationships with all vendors and negotiate contracts as needed.
• Conduct professional and personal reference checks.
• Serve as communication liaison for everyone involved in hiring process

• Address all employee relation issues such as conflict resolution, sexual harassment and termination.
• Administer and monitor performance management policies and procedures.
• Conduct salary administration by monitoring market data to ensure competitiveness of compensation with specific industries.
• Partner with Staffing during the recruiting process to develop standard operating procedures.
• Conduct training need analysis and implement key training programs. Provide counseling in performance management situations.
• Communicate HR policies, systems and procedures to ensure operational effectiveness.
• Administer benefits and compliance to all mandated regulatory policies.
• Synthesize external data surveys, etc. in all areas to make sure that office is meeting or exceeding all industrial best practices in HR.
• Manage and counsel on employee relation issues.
• Assist with performance management, training in all HR areas and orientation of new employees.
• Assist management with retention planning.
• Coordinate workplace needs.
• Familiarity with organizational development and design concepts.
• Participate in the new hire orientation program.
• Troubleshoots and recommend solutions to executive management in order to resolve HR issues.
• Developed and produce management reports and systems for analysis of HR data, trends, and statistics.
• Assisted with the coordination and testing of PeopleSoft v6.1 Human Resource and Payroll upgrade installation project.
• Panel design for customization of PeopleSoft application.
• PeopleSoft assessment, fit gap analysis, and modification.

• PeopleSoft Trainer/Consultant: 4+ years total PeopleSoft training experience
• Clients: Southern California Edison trained 600 users, HRMS v6.0 interface with Financials v6.0 , PeopleSoft, Inc., trained 50 users, HRMS v7.0 , KPMG Peat Marwick trained 100 users, HRMS and Financials v7.0, v7.5 , Paramount Pictures trained 150 users, HRMS v7.0 and Financials v7.0 , Universal Studios trained 200 users, HRMS and Financials v7.5 ; various clients of HR Solutions trained 300 users in total, HRMS and Financials v7.0, v7.5 , Waste Management, Inc. trained users at field and corporate level on HRMS v7.5 and Financial v7.5 , DMC Stratex Networks test database, prepare curriculum guides and facilitate end-user training to all levels on HRMS v8.3, HR, Base Benefits and Stock Administration
• Facilitated and delivered PeopleSoft training to end-users at client sites. Conducted classes with sizes ranging from 12 to 20 participants in class-room style setting.
• Hands on functional experience as well as training experience using the following packages/modules:
  • HRMS v8.3 modules: HR, Base Benefits, Stock Administration, E-Recruit
  • HRMS v.6.0, v7.0, v7.5 modules: Time & Labor, Payroll, Benefits Administration, HR Basics Financials v6.0, v7.0, v7.5 modules: Asset Management, Accounts Payable, Account Receivable, Expenses, General Ledger, Purchase Order
  • Familiar with Distribution/ Manufacturing modules: Purchasing, Inventory Control, Manufacturing, Planning and Master Scheduling
• Delivered PeopleSoft v6.1, v7.0, v7.5, v8.3 training to field end users and Corporate Executive staff members using HRMS and Financials modules. Taught end-users to navigate panel to panel, input data, run query reports, and data analysis.
• Prepared company specific training modules, training databases and written materials for delivery of training to end-users.
• Created PeopleSoft HRMS and Financials v6.0, v7.0, v7.5, v8.3 training curriculums.
• Provided on-site support to implementation/technical team from a functional point of view; fit gap analysis, assisted in conducting needs assessment and developing business processes.
• Conduct on-site process reviews.
• Work with internal system support and field personal to identify key customer request and process improvement.
• Provide solutions that improve productivity and assist personnel in better utilizing HRMS and Financial systems in all areas of business.

• Facilitated management training to executive staff in the areas of conflict resolution, sexual harassment, recruitment, diversity, affirmative action and termination process.
• Counsel management and employees regarding transfers, promotions, and demotions.
• Facilitated and delivered new-hire orientation training to HR professional. *Developed Human Resource training materials as necessary to deliver training to participants.
• Facilitated organization development training to create company goals and vision statements by coordinating company focus groups.
• Counsel supervisors on writing reviews
• Provide policy support by revising policy manual and employee handbook and assisting policy interpretation.

• MacIntosh and IBM compatibles
• Proficient using Microsoft applications: Microsoft Word, Microsoft Excel, Microsoft Win Word, Microsoft PowerPoint, Ami Pro, Lotus Notes, WordPerfect, PRI Affirmative Action Software, ABRA Cadabra
• Lotus 1-2-3, ADP, WordPerfect, Q & A, PeopleSoft HRMS and Financials v6.1, v7.0, v7.5, v8.3, Word Star, Restrac Scanning System, RESUMIX Tracking System v5.3, Micro J Tracking System, Icarian Tracking System

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OBJECTIVE

• Interaction with Project Managers to understand their current & future resource requirements Hiring qualified senior project managers, systems architects, technical leads, and programmers based on pipeline and project requirements HI to HI, Green Card holders and Citizens.
• Follow up with consultants to review project status and also to identify new requirements. Building relationships with large staffing companies e.g. Metro IS, Prounlimited, and Hallkinion etc.
• Building relationships with more than 100 vendors to source technical consultants.

• Deputation of Software consultants to US, UK, Canada, Australia, Germany and Netherlands.
• Hiring IT consultants through road shows, head hunting, Placement agencies, Walk-Ins, Referrals etc.
• Recruited close to 300 freshers and experienced consultants of diverse skills areas.

• Setting monthly Recruitment Targets
• New business generation and service existing clients.
• Invoicing and collection
• Client presentation
• Co-ordination of Client-Candidate interface <