Oscar1

Experienced Human Resource professional that understands the delicate balance between management support and employee advocacy.

About Me

Today's business climate requires that an HR executive possess very strong business acumen, have sound leadership capabilities, show initiative, be customer-centric, and have unquestionable ethics. As a business professional, my previous bosses have described me as an "HR professional who 'gets' what the business is trying to accomplish and what the culture is, how it makes money, serves its clients and then builds HR Programs that meet the needs of the business. I look forward to bringing these skill-sets to your organization and look forward to sharing my background with your HR and recruitment team.

My Skills

  • Strategic Planning & Visioning
  • Employee & Labor Relations
  • EEO/Affirm Action/OFCCP
  • NLRB Labor Negotiations
  • Start-ups/Hi-Growth Company's/M&A
  • Grievance and Arbitration Resolution
  • Read More

My Education

UOP - 2008

Human Resources & Employment Law

Master's

USC - 1997

Organizational Development

Bachelor's

Experience

  • 2017 - 2018
    HR Director
    Point 2 Point Global Security
  • 2017
    NATIONAL EMPLOYEE RELATIONS & COMPLIANCE DIRECTOR-Contract Position
    Service King
  • 2014 - 2017
    HR DIRECTOR & BUSINESS PARTNER|BENEFITS/PAYROLL/EMPLOYEE RELATIONS & OD
    S3 Supply Systems
  • 2013 - 2014
    Human Resources Director/Business partner
    Trinity Services Group
  • 2011 - 2013
    HR BUSINESS PARTNER /DIRECTOR OF HR
    CTI
  • 2004 - 2011
    NATIONAL LABOR RELATIONS DIRECTOR (INTERNATIONAL EXPERIENCE) - (PREVIOUS POSITION: REGIONAL HR MGR)
    Gruma Corp

My Success Stories

Company culture Union Contract

Challenged the interpretation of the union contract regarding double overtime pay. The new interpretation of the seven-day workweek was upheld in arbitration, subsequent court appeals, lawsuits and summary judgments. IMPACT: Saved the company $350,000 in annual labor costs. This litigation also set precedence in case law.

Process HRIS Systems

Justified the business case and influenced management’s decision to integrate benefits via SAP, payroll via Ceridian, and timekeeping via Kronos. Data entry into the three software systems was causing excessive errors and eroding employee trust. IMPACT: Eliminated 95% of data entry errors as well as 12-15% burden to fix them.

Evaluation Performance Review Process

Overhauled ineffective performance review process, replaced it with a streamlined process that put the emphasis on accountability, goal-setting, and formalized self-evaluation. IMPACT: The new program was embraced by both employees and management resulting in improved timeliness and compliance.

Labor law Legal and Unemployment Claims

Reversed a three-year trend of double-digit rise in costs associated with legal and unemployment claims through company-wide employment law and labor relations training, and a centralized multi-state Ethic Point complaint process. IMPACT: Decreased legal claims 40% from the previous year. Reduced unemployment claims 68%.

Workplace harassment Dispute Resolution Procedure

Introduced a multi-state Ethic Point Complaint and Conciliation and Dispute Resolution Procedure designed to facilitate a prompt and fair response and reduce grievance escalation to external agencies. IMPACT: Through management training in labor laws and labor relations, decreased legal claims by 30% from the previous year.

Leadership Talent Management

I have been successful in advancing the philosophy of “What gets rewarded gets repeated” and “What is tolerated becomes accepted”. I have successfully coached Managers to make sure they keep both of these statements in mind when coaching employees. We must make time to recognize employees for positive contributions. We must also make time to address negative behaviors, otherwise, these negative behaviors may informally change your Core Values and workplace culture.

My Resume