human resources manager or director of human resources

8/6/2019 Human Resources Manager or Director of Human Resources

1/5

Recruiters: PLEASE DO NOT SHARE this Resume with Advertisement agencies or Colleges Offering Higher Education

VALERIE DAVIS BELL, MPA

* 310.858.2262 (h) * 310.770.1845 (c) * [email protected]*

HUMAN CAPITAL MANAGEMENT

Accomplished Human Resources Professional with extensive "hands-on" experience in all aspects of Human Capital Management. Detailed professional with a keen understanding of the big picture and the bottom line. Responsive team player who acts to implement both Human Capital Management directives, and organizational directives. Experience interacting with SEIU Local Union employees and Labor Officials in contract negotiations. Experience in both for-profit and non-profit environments. Excellent oral and written communication skills; and great interpersonal skills. Customer Service skills to facilitate interactions with employees, supervisors, managers and clients. Core competencies include:

* Talent Management & Acquisition* Employee & Labor Relations* Benefits & Compensation

* Workers' Comp/Risk Management* Knowledge Management* Human Resources Consulting

PROFESSIONAL AFFILIATIONS

1994 - Present - Society of Human Resources Management (SHRM)1994 - Present - Professionals in Human Resources Association (PIHRA)

PROFESSIONAL WORK EXPERIENCE

2007 - 2009Charles Drew University of Medicine & Science Head Start Program, Los Angeles, CAHuman Resources Manager

Managed Human Resources for 275+ employees, including SEIU Local 99 Union employees, at federally-funded, non-profit agency providing early childhood educationservices to low-income children and families. Supervised Human Resources staffof two (2). HHS/ACF Federal Head Start Budget and annual allocation of federalfunds equal to $14M.

* Assigned to off-site, adjunct program reporting to Director of Human Resourcesat Charles Drew University.

* Administered Human Resources and Operations functions for 23 off-site locations of the Head Start Program.* Managed employee and labor relations to solve grievances in compliance with Collective Bargaining Agreement.* Directed Talent Acquisition, hiring over 60 employees within four (4) months to achieve appropriate staffing level.* Verified education, degrees obtained, and Teaching Credentials of Head Start Teachers and Teaching Assistants.* Implemented Counseling Form to ensure documentation of progressive disciplinethrough possible termination.


2/5

* Conducted Management and Performance Appraisal Training in compliance with Federal Head Start standards.* Acted as a liaison on the Policy Council and Human Resources Committee to ensure parent/staff participation.

2003 - 2005South Central Los Angeles Regional Center, Los Angeles, CAHuman Resources Manager

Managed Human Resources for 250 employees at a state-funded, non-profit agency providing services to developmentally disabled individuals. Supervised Human Resources staff of four (4); California State budget of $100M.

* Acted as strategic business partner between management, supervisors, line staff, and independent contractors.* Authored Policy/Procedure Manual making revisions in compliance with California employment and labor laws.* Conducted sexual harassment investigations including documentation; mediated employee conflicts to resolution.* Introduced Counseling Form to ensure consistent documentation of progressive discipline through termination.* Managed Employee Benefits Open Enrollment Period negotiating costs with brokerwithin budget constraints.* Directed all Leave of Absence Programs (PDL, CFRA, and FMLA) to ensure timely

return to work for employees.* Controlled Workers' Compensation expenses reducing experience modification rate from 144% to 114%.* Revamped Employee Recognition and Retirement Programs realizing an agency costsavings of $13K annually.* Restructured Safety and Risk Management Program to identify emergency exists for developmentally disabled.

2000 - 2002Los Angeles County Museum of Art, Los Angeles, CADirector of Human Resources

Directed Human Resources for 350+ employees, including 1) county employees, 2) S

EIU Local 660 union employees, & 3) non-profit employees at county art museum. Supervised Human Resources staff of five; County of LA budget of $46M.

* Managed Human Resources Department budget of $100K reducing HR Department expenses by $25K.* Authored Policy/Procedure Manual making revisions in compliance with California employment and labor laws.* Interpreted Memorandum of Understanding (MOU) interacting with union representatives for five bargaining units.* Responded to employee complaints in accordance with DFEH and EEOC regulationsto obtain internal resolution.* Produced annual EEO-1 Reports and reviewed existing Affirmative Action Plan annually to ensure compliance.

* Managed Employee Benefits Open Enrollment Period negotiating broker costs within agency budget constraints.* Controlled Workers' Compensation reducing experience modification rate from 146% to 138% saving $40K.* Evaluated new and existing positions to create promotional levels using the Hay compensation evaluation system.* Introduced Civility Policy to encourage professional interactions between management/staff in the workplace.* Conducted annual Sexual Harassment and Performance Appraisal Training to museum management and staff.


3/5

* Directed HRIS employee data conversion from PeopleSoft System to ADP HR Perspective Program.

1993 - 2000Five Acres Boys' and Girls' Aid Society of Los Angeles, Altadena, CADirector of Administration and Director of Human Resources

Directed Human Resources and Operations for 250 employees at non-profit child welfare agency. Headed Human Resources, Operations, Janitorial service, and Foodservice staff of 20; LA County DCFS budget of $15M.

* Implemented Human Resources initiatives recommended by Board of Directors to achieve organizational goals.* Authored Policy/Procedure Manual making revisions in compliance with California employment and labor laws.* Developed New Employee Orientation and New Supervisor's Handbook, facilitatingOn-Boarding training.* Responded to employee complaints in accordance with DFEH and EEOC regulationsto obtain internal resolution.* Served as Equal Employment Opportunity Officer analyzing diversity workforce plans in compliance with EEO.* Created Diversity Council, initiated and directed affinity groups, and recommended diverse meal plans for agency.* Represented employer at Employment Development Department hearings to limit ut

ilization of employer reserves.* Managed Employee Benefits Open Enrollment Period negotiating with broker within agency budget constraints.* Conducted all Human Resources training, including Sexual Harassment, and CrimePrevention Training.* Introduced employee computerization of Human Resources Information System (HRIS) to ABRA Suite 6.0.

Other Relevant Work ExperienceSecurity Pacific Corporation, Los Angeles, CAVice President & Manager, Human Resources Department - Employee Benefits Division

Held several positions of increasing responsibility at a major financial institution. Overall staff of 36,000 in five states, i.e., California, Oregon, Washington, Arizona and Nevada. Supervised employees in Banking Office and Staff Support units.

* Converted medical benefits from indemnity plan to cafeteria plan for 5,000 retirees introducing Long Term Care.* Established Customer Service Unit for welfare/deferred benefits responding toinquiries from 36,000 employees.* Headed Employee Suggestion/Quality Circles Programs realizing savings of $3.5Mfrom employee participation.* Trained line managers and supervisors on use of problem solving techniques torealize significant cost savings.

* Developed Policy/Procedure Manual for distribution in Banking Office System and Corporate Human Resources.* Performed audits in the Banking Office System to monitor adherence to FDIC andBank policies and procedures.* Facilitated relocation services including work and home transitions to California for senior employees and families.* Identified new positions, coordinated job posting, interviewed and placed qualified candidates in internal positions.* Wrote job descriptions and evaluated exempt/non-exempt positions using Hay compensation evaluation system.


4/5

* Assigned points to banking office and staff support job descriptions using Haycompensation evaluation system.

EDUCATION

2009MPA - Master of Science Degree in Public AdministrationCalifornia State University at Northridge (CSUN), Northridge, CA

BS - Bachelors of Science Degree in Health Science; Minor in Public AdministrationCalifornia State University at Dominguez Hills (CSUDH), Carson, CA

Recruiters: PLEASE DO NOT SHARE this List with Advertisement agencies or Colleges Offering Higher Education

VALERIE DAVIS BELL, MPA* 310.858.2262 (h) * 310.770.1845 (c) * [email protected]*

HUMAN CAPITAL MANAGEMENTCore competencies include:

TALENT MANAGEMENT & ACQUISITION

* Identified vacant positions at four (4) non-profit agencies and advertised positions to attract qualified candidates.* Directed Talent Acquisition at Charles Drew University Head Start Program, hiring 60 employees in four months.* Verified education, degrees obtained, and Teaching Credentials of Head Start Teachers & Teaching Assistants.* Screened candidates, conducted preliminary interviews, and recommended candidates for hire to line managers.* Initiated Employee Reference Check to obtain background information on candidates being considered for hire.* Created New Employee On-Boarding & Knowledge Management Process at two (2) non

-profit agencies.

EMPLOYEE RELATIONS

* Managed employee relations at two agencies adhering to the Union Contract and/or Memo of Understanding.* Authored Employee Policy/Procedure Manual at four (4) non-profit agencies to ensure compliance with CA laws.* Introduced Civility Policy to encourage professional interactions between management/staff in the workplace.* Responded to employee complaints in accordance with DFEH and EEOC regulationsto obtain internal resolution.* Conducted and documented sexual harassment investigations, mediated employee c

onflicts to resolution.* Produced annual EEO-1 Reports and reviewed existing Affirmative Action Plan annually to ensure compliance.* Acted as a liaison between Parent Committee and HR Committee to ensure compliance of federal standards.* Represented employer at Employment Development Department hearings to limit utilization of employer reserves.

LABOR RELATIONS


5/5

* Interpreted Memorandum of Understanding (MOU) to union employees to ensure adherence to written policies.* Managed labor relations at two agencies to ensure employee compliance with Collective Bargaining Agreement.* Interacted with Union Officials for five bargaining units; Local, carpenters,electricians, painters, and refrigeration.* Participated in Union Contract negotiations with Union Officials, Agency Management, and outside legal counsel.

BENEFITS & COMPENSATION

* Managed Employee Benefits Open Enrollment Period negotiating costs with brokerwithin budget constraints.* Converted medical benefits from indemnity plan to cafeteria plan for retirees,introducing Long Term Care (LTC).* Established Customer Service Unit to answer employee inquiries regarding welfare and deferred benefit plans.* Directed all Leave of Absence Programs (PDL, CFRA, and FMLA) to ensure timelyreturn to work for employees.* Controlled Workers' Compensation reducing experience modification rate creating savings at three (3) agencies.* Restructured Safety and Risk Management Program to identify emergency exists for developmentally disabled.* Wrote job descriptions, and evaluated exempt and non-exempt positions using th

e Hay compensation system.* Revamped Employee Recognition and Retirement Programs realizing an agency costsavings of $13K annually.

KNOWLEDGE MANAGEMENT

* Conducted all Human Resources training, Employee Discipline, Performance Appraisal, and Sexual Harassment.* Provided training to supervisors/managers facilitating understanding of new personnel policies and procedures.* Administered New Employee On-Boarding to familiarize new employees with agencypolicies and procedures.* Facilitated Employee Diversity training, initiated/directed affinity groups, a

nd recommended diverse meal plans.

MANAGEMENT & ADMINISTRATION

* Acts as a strategic business partner with management, supervisors, employees,and independent contractors.* Implement Human Capital Management directives and organizational directives toachieve agency goals.* Provides Human Resources Consulting Services to for-profit and non-profit organizations to achieve bottom line.* Active member of two (2) nationally recognized Human Resources Professional organizations, SHRM/PIHRA.

human resources manager or director of human resources

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