director of human resources or human resources manager or human

8/3/2019 Director of Human Resources or Human Resources Manager or Human

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DAVID ERIC WALSH

1309 Buena Vista Dr.Denton, TX 76210-0328HOME: (940) 382-5438CELL: (940) 453-7093

PROFESSIONAL EXPERIENCE

EMPLOYER: TriNet Group, Inc.; Human Resources Outsourcing (HRO)Organization, Dallas, Texas; Dec. 2000 - Feb. 2011

POSITION: SENIOR HUMAN RESOURCES CONSULTANT

DUTIES *HUMAN RESOURCES CONSULTING/COMPLIANCE: Performing Human Resources Generalist and employee relations activities for a large nationwide Professional EmployerOrganization (PEO) - providing service for clients companieswith operations in multiple states. Consulting with companyowners, CEOas & CFOas in strategic business partnershipsdesigned to assist in attracting and retaining high calibertalent for their companies; and, in creating alignment betweenemployeesa performance expectations and organizational goalsand objectives. Identifying deficiencies in the on-sitefundamental human resources management policies and practices

through standardized auditing procedures. Correction ofidentified deficiencies and development of internal monitoringand control procedures. Developing, implementing andmonitoring human resources strategies in coordination withthe client companyas strategic business plans. On-siteimplementation of PeopleSoft HRIS and payroll & benefit sub-applications.

Providing information and support services for client companies to insure ongoing compliance with applicable state,local and federal employment laws, including but not limitedto FLSA,FMLA, ADA, HIPAA, ERISA, USERRA, COBRA and Title VIIregulations. Representing client interests in the resolutionof disputes arising over wages, unemployment, discrimination

and workers compensation claims. Providing training andguidance to managers involved in employee leave of absence,discipline, promotion and termination decisions. Conductingon-site investigations of complaints of harassment,retaliation and discrimination. Providing direct clientsupport in creating policies & procedures, employee handbooks,management training, management of employee welfare/benefitplans, employee discipline/terminations, recruitment/hiring,and pre-employment screening.

*COMPENSATION/BENEFITS/ORIENTATION: Conducting benefitsenrollment orientation meetings for new client companyemployees. Assisting client company owners, managers and their employees by prov

iding answers to questions about eligibility,access, costs and utilization of group health, dental,disability, life insurance, 401(k) savings, and IRC section125 flexible spending accounts. Shared fiduciary responsibility for client employeesa benefits plans. Leadconsultation engagements for client companies in creation of acompany salary structure, variable pay plans and executive compensation.

EMPLOYER: VERIZON COMMUNICATIONS (Contract). Coppell, TX. July 2000 - Dec, 200


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POSITION: RECRUITER/INTERNET RESEARCHER

DUTIES: INTERNET RECRUITING: Identify qualified candidates for corporate job openings across the nation through internetrecruiting resources including Monster, Telecomjobs, Alexus,and other ISPas using Boolean search strands. Establish andmaintain contacts with career placement representatives fromtechnical schools, colleges, and military installations toidentify prospective candidates for technical positions.Contacting, screening, interviewing, and selecting candidatesfor further consideration. Represented Verizon in career fairs.

EMPLOYER: QUEBECOR WORLD PRINTING: Dallas, TX: Sept. 1999a" May, 2000.

POSITION: HUMAN RESOURCES SUPERVISOR

DUTIES: *EMPLOYEE RECRUITMENT/RETENTION: Responsibilities included: Recruitment, selection, hiring and orientation training for entry-level and technically skilled positions. Designed and implemented employee retention initiatives aimed atreducing turnover within the plantas entry-level job groups. Elements of the Retention Plan now underway included a coordinated revision of the job specificati

ons, job descriptions, and performance evaluation systems. Retention efforts included strengthening supervisor/subordinate relations, increasing employee involvement, and reforming the disciplinary system. Staffing support duties includedselection of best value HR support services from competing vendors; including temp agencies, event planners, caterers, EAP providers and travel/relocation service providers.

*EMPLOYEE RELATIONS: Responsibilities included: Assisting managers in the selection of employees for promotions, coordinating company-sponsored events, organizing employee award/recognition programs, designing and implementing a managementintervention program to increase employee involvement, improve production-line efficiency, strengthen management practices, and reform company policies and practices. Responsibilities also included assisting employees in resolving concerns

related to compensation, benefits, 401K savings, FMLA, ADA, Title VII, Fair Labor Standards, working conditions, disciplinary actions, terminations, sexual harassment, time/attendance, wage garnishment, and unemployment.

*OSHA, SAFETY PROGRAM, WORKERS COMPENSATION Responsibilities included: management and implementation of all company workplace safety programs in accordance withlocal, state and Federal health and safety regulations, as well as all fire safety and emergency response procedures. Coordinating and leading Safety Committeemeetings and insuring safety concerns are addressed and corrected quickly. Conducting plant safety inspections. investigating workplace accidents and illnesses, implementing programs to reduce repetitive stress injuries and conducting Workeras Compensation claim follow-up, for employees injured on-the-job as well assubmitting fraudulent W/C claim investigations to State governing authorities.

*AFFIRMATIVE ACTION: Responsible for the development and implementation of the companyas Affirmative Action Plan, including insuring that hiring, promotion andtermination practices were consistent with EEOC requirements. Providing EEO & Affirmative Action training to managers, investigating alleged discrimination andpreparing written findings for EEOC review.

EMPLOYER: State of Texas Facility; Denton, TX; May, 1995 a" September, 1999

POSITION: FACILITY OPERATIONS/PROGRAM MANAGER


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DUTIES: HUMAN RESOURCES, EMPLOYEE RELATIONS

*Managed 15 exempt and 200 non-exempt staff, including 35first-level supervisors. In this position the HR/employee relations, and operational management functions werecombined. Duties included recruiting, interviewing and hiringemployees, conducting performance evaluations, selectingemployees for promotion, investigating EEO complaints,intervening to resolve conflicts between staff, counselingstaff members regarding work-related issues, payrolladministration, scheduling overtime, initiating disciplinaryactions, tracking/managing staff retraining, employee careercounseling & support, and performance counseling/coaching.Assisted/advised subordinate managers in resolving workforceproblems.

*Developed the strategic plan for the organizationasMentorship Program and served as the committee chairperson,leading the Program implementation initiative. Developedmodified-duty job descriptions for injured or disabledemployees in accordance with ADA requirements. Created acomprehensive recruiting strategy that led to a 150% increase

in new hires. Developed a strategic plan for reducingemployee turnover that ultimately led to a 25% reduction inemployee turnover. Conducted the Denton County salary andbenefit survey.

*Developed HR policies for the purpose of conforming withFederal labor law (Title VII, ADA, FMLA and OSHA)requirements. Developed guidelines for implementing ADA andWorkers compensation policies for the facility.

*Designed training and support plans developed by the facility InterdisciplinaryTeam. Trained staff in the use of thefacilityas cash distribution system. Regularly trained and

certified staff members in the American Heart and American RedCross CPR and emergency first aid techniques. Providedpolicies and procedures training for new employee orientation.POSITION: SOCIAL WORK SUPERVISOR III: February, 1988-May, 1995

DUTIES: COUNSELING/STAFF SERVICES ADMINISTRATION

*Sustained counseling and rights advocacy services for acaseload of 100 clients, while providing technical support andtraining to two subordinate Social Workers. Facilitated cross-functional teams, Developed a professional career path forSocial Work, conducted performance evaluations, and supervised

subordinatesa work assignments.

EDUCATION

MBA: Master of Business Administration in Human Resources Management. Texas Womanas University, Denton, TX. Received December, 1998. GPA: 3.92. Academic coursework included: Advanced Quantitative Management Analysis, Advanced ManagementInformation Systems, Managerial Accounting, Human Resources Management.

BSW Bachelor of Social Work. University of Mississippi College of Liberal Arts.


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Oxford, MS. Received, August, 1981. Concentration: Counseling and program development

LICENSES/MEMBERSHIPS

* Senior Professional in Human Resources (SPHR) Certification* Member of the American Payroll Association (APA) and FPC

Certified* Member of the National Society for Human Resources

Management (SHRM)* Member of the Dallas Human Resources Management Association

(DHRMA)

COMPUTERSKILLS: Windows, XP, Windows NT, MS Word, Excel, Powerpoint,Alexis,Outlook,PeopleSoft, Oracle, ADP, Taleo, Careerbuilder,Successfactors and Salesforce CRM.

REFERENCES: *Available upon request.*Academic transcript available upon request

********************Note from a former Subordinate**********

To whom it may concern:

David Walsh was my supervisor for two years. During those two years David demonstrated immaculate supervisory and communication skills. He took pride in his work and this was reflected in his performance, as well as his expectations of others.

David endeavored to meet the needs of the consumer as witnessed by his caring involvement in their daily activities. He showed a true concern and tolerance in dealing with their issues.

David was always fair in decisions concerning disciplinary and work related issues. I applaud his efforts to maintain a team concept among his staff and seek ways of challenging us to work in harmony to achieve maximum results.

Sincerely yours,

Pamela Rogers604 Cardinal DriveDenton, TX 76201(940) 320-1139

director of human resources or human resources manager or human

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