Vice President, Human Resources

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Position
Vice President, Human Resources
Location Confidential
No
Location
No preference
Willing to Relocate
Yes
Industry
Computers-Hardware&Consulting
Function
HUMAN-RESOURCES
Compensation
$400,000 to $800,000

Resume Summary
HR Leader with deep Finance and Operations background. Able to generate positive bottom line impacts through leadership development and culture change, leading to a more deeply engaged more highly productive workforce.

Resume Body      VICE PRESIDENT, HUMAN RESOURCES

HUMAN RESOURCES EXECUTIVE
Technology Consumer Electronics Software
Global Human Resources leader with a deep background in Finance and Operations. A dynamic, results-oriented leader and strategic business partner driven to positively impact the bottom line through people.
Key competencies include:

M&A Due Diligence & Integration Analytics and Performance Metrics Compensation and Benefits
Culture Change / Transformation Talent Acquisition & Contingent Labor Succession Planning/Talent Dev.
Global Team Leadership Outsourcing & Vendor Management Workforce & Strategic Planning

KEY ACHIEVEMENT SUMMARY
" Decreased hiring expense by 17% ($1.4M) and time-to-fill by 11% over two years while hiring 2,000 employees annually (80% scarce technical engineers).
" Worked on successful M&A deals from due diligence through integration and communication, including a $4B Canadian acquisition, a $3.7B and a $2B global high tech firm as well as the divestiture of 3 entities.
" Using more robust succession planning tools, worked with leaders to create specific development plans for high potential employees, preparing them for larger roles in the company, increasing engagement and decreasing turnover of top performers by 20%.
" Introduced a new benefit plan at a breakeven division saving 20% ($600K) without decreasing benefits provided to employees.
" Designed and copyrighted an innovative performance appraisal process that supported culture change, helping the company transform from a paternalistic culture to one of individual accountability.
" Reduced travel expenses by $14.8 million (22%) over 12 months through vendor negotiation and implementation of revised internal policies and controls.
PROFESSIONAL EXPERIENCE
BROADCOM CORPORATION, Irvine, CA 2011  Present
Global high-tech chip design firm, $8B in revenue, 12,000 employees
Senior Director, Global Talent Solutions 2013  Present
" Leading global team of 45 in the US, India, Taiwan, Israel, China, Singapore and the UK, to identify and attract needed talent to support organizational growth, worldwide. Additional responsibilities include University Recruiting, Interns, Contingent Labor, Global Mobility, Immigration and Background Checks. Key leadership role corporate-wide Diversity and Inclusion programs.
" Filled 2,000 requisitions per year, 80% being highly skilled electrical and software engineers. Recruiters increased fills from 85 to 120 per year and avg. time to fill decreased by 11%.
" Staffed new office in Dublin, Ireland with 20 employees, 6 speaking Mandarin, within 90 days.
" Created the business case and gained Executive buy-in to install a Vendor Management System supported by a Master Service Provider with projected savings of 7% ($7M). Completed RFP process and negotiated contracts prior to project being shut-down due to the pending Avago acquisition.
" Supported HRIS implementation of SAP and SuccessFactors ATS.

BROADCOM CORPORATION, continued
Senior Director, Group Human Resources Business Partner 2011  2013
" Directly responsible to provide the full suite of HR services to 4 of Broadcoms 10 EVP's including the CTO (who was the company Founder and is the Chairman of the Board), the EVP of Operations and Central Engineering, the General Counsel and the EVP of HR; supporting 2,000 employees globally.
" Integrated 20% of the employees after acquiring NetLogic ($3.8B). Handled leveling, management reporting issues, terminations, and communications with new employees.
CONSULTING, Yorba Linda, CA 2009  2011
HR Consultant
" Integrated four merged/acquired companies for Summit Materials, a Blackstone Company, in Salt Lake City, UT. Created all foundational HR policies, coached executive team, and managed culture change to ensure continued employee engagement in new company.
" Benchmarked and revised relocation policies for Beckman Coulter, provided executive coaching at St. Johns Knits and implemented an employee relations issue tracking system at Karl Storz.

PIONEER ELECTRONICS, Long Beach, CA 2006  2009
Global high tech consumer electronics firm with $8B in revenue and over 30,000 employees
Vice President, Human Resources  North America
Led a team of 12 HR team members in four locations throughout US and Canada for 1,200 employee, $2.5B North American Division. Reported to COO for North America.
" Integrated two remotely located HR departments under Corporate HR umbrella, creating a unified North America HR team with common goals, practices and priorities.
" Partnered with Presidents of nine divisions in North America to ensure HR programs were tailored to fit specific needs of each division.
" Implemented a new, computer-driven compensation tool to capture and control pay actions during annual review process, providing a clearer link between performance and pay.
" Implemented a new benefit vendor and program modifications, saving 20% ($600K) on $3 million in claims for what had been a break-even business unit.
" Negotiated a new temporary labor contract saving $250K annually for this same division.

CONSULTING, Yorba Linda, CA 2004  2006
HR Consultant
" Senior Vice President, Hiring and Retention for IndyMac Bank (5,000 employees and $800 million in revenue). Directed talent acquisition, contingent labor, training and development, and employee relations. Supervised 100 employees. Re-engineered hiring process and on-boarding. Implemented process controls cutting first year turnover from 40% to 20%, saving $6.5 M.
" Columbia University interim Vice President of Comp and Benefits, identified over 100 problems and implemented plans to correct deficiencies and improve processes for 13,000 employees and 5 unions. Created first deferred compensation (457) plan for the University.
" Led recruitment process outsourcing project for Beckman Coulter, built internal team, wrote RFP and managed vendor selection process. Winning bidder remained in place for over six years.

NOVELL, INC., Waltham, MA 2000  2003
Global high tech software company with revenue of $1.1B and 3,700 employees
Director, Worldwide Process Improvement and Performance Measurement 2001  2003
Reported to SVP of HR.
" Developed metrics to drive clear accountabilities for employees worldwide.
" Facilitated selection of Key Performance Indicators (KPIs) based on a Balanced Scorecard for CEO and global executive team (EMEA, Asia Pacific, Japan, North and South America).

NOVELL, INC., continued
" Built strong (and sustainable) relationship with each Worldwide Geographic President to roll out KPIs globally. Successfully cascaded KPIs throughout the company.
Vice President, Finance - North America, Cambridge Technology Partners (acquired by Novell) 2000  2001
" Led team of 175 providing financial analysis, Field IT, real estate and facilities services for this $355 million, 3,000 person high tech consulting services firm, prior to acquisition by Novell in 2001.
" Designed and successfully implemented a travel program and expense policy decreasing T&E expense by $14.8 million (22%) in first year.
" Created geographic P&Ls for 10 US geographies, giving GMs a better line of sight to costs, yielding annualized expense reductions of $15.2 million.
" Identified severe Accounts Receivable issue and collected 63% of $240 million in past due accounts.

UNION PACIFIC RESOURCES (UPR), Fort Worth, TX 1982  1999
$2 billion energy company acquired by Anadarko Petroleum in 2000

Director of Benefits 1996  1999
" Oversaw all ERISA and executive retirement and health and welfare plans for 2,000 employees and 2,000 retirees. Managed a team of 6. Reported to the VP, People.

Director of Finance, Union Pacific Minerals 1994  1996
" Served on the Board of Directors of two Partnership Subsidiaries

General Manager, Harbor Cogeneration Company, Partnership Subsidiary 1992  1994
" Full P&L responsibility. Chaired quarterly Board meetings with UPR and So Cal Edison executives

Manager, Finance and Administration (UPR) and Treasurer (Harbor Cogeneration) 1987  1992

Financial Analyst 1982  1987

EDUCATION
M.B.A., General Management, University of Virginia, Darden School of Business, Charlottesville, VA
B.S., Business Administration, Cum Laude, Centenary College of Louisiana, Shreveport, LA
(First two years at University of California San Diego, Revelle College)

PROFESSIONAL DEVELOPMENT
Society of Human Resources Management  Senior Certified Professional (SHRM-SCP  2015)
Certified Coach in Center for Creative Leadership 360 Feedback (2012)
Global Professional, Human Resources (GPHR  2010)
Senior Professional, Human Resources (SPHR  2005)
Employee Benefits Law Certificate, Institute for Applied Management Law (1997)

BOARD OF DIRECTORS EXPERIENCE
Board of Advisors, Checkster (web-based talent decision tool), Mill Valley, CA Current
Board of Directors, National Human Resources Association of Orange County, CA (2010  2011)
Board of Directors, Black Butte Partnership, Rock Springs, WY (1996  1998)
Board of Directors, Rhone-Poulenc Partnership, Green River, WY (1996  1998)
Board of Directors, Union Pacific Federal Credit Union, Wilmington, CA & Ft. Worth, TX (1994  1997)

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Debugging Information
ColdFusion Server Enterprise11,0,19,314546
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Time Stamp 29-Nov-22 10:51 AM
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Debug Rendering Time: 3 ms