Director Human Resources in San Francisco Bay CA Resume Daniel Ebert

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Director Human Resources in San Francisco Bay CA Resume Daniel Ebert Powered By Docstoc
					                                               DANIEL A. EBERT , SPHR
                                            daebert@comcast.net  (510) 799-4730
                                                     Rodeo, CA 94572

                                      HUMAN RESOURCES EXECUTIVE
    Forward-thinking and results-oriented Human Resources Executive with 30+ years of experience achieving dramatic
 departmental improvements to foster outstanding business development and revenue growth. Leverages both specialist and
     generalist management expertise to critically evaluate and respond to all HR situations and realize comprehensive
advancements. Noted change agent operating efficiently in highly demanding environments to revitalize and move forward all
    HR functions. Demonstrated ability to align all HR initiatives with strategic organizational goals. Dynamic pace-setter
 combining keen business acumen and subject matter expertise in HR to translate ambitious improvement plans into results.
                                                         Areas of expertise:
      HUMAN RESOURCES MANAGEMENT – COMPLIANCE – PROCESS IMPROVEMENT – STRATEGIC BUSINESS PLANNING – AUDITS – PROCESS REDESIGN
    EXPENSE CONTROL – CHANGE MANAGEMENT – PAYROLL – LABOR RELATIONS – BENEFITS & COMPENSATION – EMPLOYEE RELATIONS – RECRUITING
        WORKERS’ COMPENSATION – SAFETY MANAGEMENT – TRAINING & DEVELOPMENT – CONTRACT NEGOTIATION – COLLECTIVE BARGAINING
                   QUALITY ASSURANCE – GENERALIST & SPECIALIST – EEO – OSHA – COBRA – FMLA – ERISA – ADA – FLSA

                                              P ROFESSIONAL E XPE RIENCE
BAE SYSTEMS SHIP REPAIR – San Francisco, CA                                                                        2004 to 2011
Industry-leading provider of ship repair, maintenance, and modernization services.

MANAGER, HR COMPLIANCE & SUPPORT (2008 to 2011)
Ensured company observance of all HR compliance laws, managing multi-location shipyard operations to drive observance of
regulations including EEO, OFCCP, DOL, DOS, and AAP. Conducted on-site inquiries and investigations to identify areas of non-
compliance as well as address existing complaints. Delivered solutions and recommendations to drive continuous operational
improvement. Provided HR ethics expertise and guidance to entire organization and regional HR departments as ethics officer.
Managed HR compliance and ethics training. Additionally oversaw ITAR compliance initiatives.
     Significantly improved HR efficiency and reduced costs by consolidating 53 varying sets of HR policies into single uniform
      set as part of enterprise-wide process improvement team.
     Successfully transitioned 3 newly acquired shipyards to all company HR procedures and standards within 100 days,
      overseeing all merger and acquisitions initiatives and training directives for HR compliance.
     Implemented enhanced HR management and compliance policies for Pearl Harbor shipyard in 30 days by assuming all HR
      responsibilities during management turnover. Additionally oversaw similar improvement to second location.
     Produced and established AAPs for all shipyard locations.
     Attained 100% compliance with all state and federal audits.
     Instrumental in negotiation of collective bargaining agreement for Hawaii Shipyard.
HUMAN RESOURCES MANAGER (2004 to 2008)
Directed all human resources and labor relations activities for San Francisco location with both union and non-union
employees. Developed and executed long and short-term department strategies to improve HR operations and raise
compliance. Investigated HR-related ethics issues for shipyards including Norfolk, San Diego, Hawaii, and Bremerton and
delivered recommendations. Partnered with Corporate Ethics Officer and HR Director to develop strategic solutions. Oversaw
export control initiatives and handled ITAR compliance. Served as point-person for company mergers. Recruited, hired,
evaluated and maintained adequate workforce in high-turnover shipyard environment.
     Developed and implemented effective export control system resulting in successful completion of all Export Control and
      DOD Special Security Agreement audits.
     Restructured and reorganized operations of entire San Francisco production operation as instrumental member of Red
      Team. Re-trained all employees on HR policies, directives, and standards.
     Spearheaded migration of San Francisco location to PeopleSoft from UltiPro for improved HRIS and payroll capabilities.
     Received zero EEOC complaints during tenure in role. Came into position with 3 outstanding complaints against
      organization, and expertly worked with plaintiffs to resolve issues and attain dropping of all charges.
     Developed focused training program to improve marine trade craft skills.
     Integral in successful completion of 2 collective bargaining agreements.
                        DANIEL A. EBERT  daebert@comcast.net  cell: (510) 701-8137  Page 2
LOWE’S HIW – Vacaville, CA                                                                                      2003 to 2004
Branch of Lowe’s Companies, Inc, a home improvement retail chain with $48B+ in annual revenue.

HUMAN RESOURCES MANAGER
Hired as change agent to improve business operations of underperforming regional warehouse. Managed HR operations of
200 employee retail store with up to $1MM in weekly revenue streams. Conducted detailed analysis to determine
improvement directives and created comprehensive organizational and process development plans. Examined and resolved
ethical conduct issues encompassing discrimination and harassment. Delivered intensive training.
   Instrumental in generation of 20%+ increase in sales over 9 month period, far exceeding corporate goal.
   Revitalized neglected HR department, transitioning to full-service HR model including supervisory team and investigatory
    and regulatory functions from inefficient administrative and clerical environment.
   Reduced department costs by achieving beneficial Labor Commission rulings regarding wage and SPIFF definitions.

SIMCO ELECTRONICS – Sunnyvale, CA                                                                               2000 to 2003
Leading independent provider of calibration, repair, and software solutions.

HUMAN RESOURCES DIRECTOR
Managed HR functions of client services calibration laboratory firm. Drove initiatives to update and improve HR policies and
procedures to attain more efficient operations. Created innovative and change-oriented HR strategies to improve productivity
and employee performance, and to foster amicable working environment. Subsequently translated improvements into
bottom-line business advancements.
   Lowered benefit costs by $400K annually by transitioning company to improved 3-tier from 2-tier coverage.
   Reduced turnover from 56% to less than 32% in 14 months by identifying and employing wage adjustment initiative.
   Attained 60% reduction in frequency and severity of workplace accidents.
   Oversaw multiple additional improvement initiatives including increase in overall 401(k) participation, development of
    high-cost settlement prevention strategies, manager and supervisor-focused training programs, publication of first-ever
    company-wide newsletter, and comprehensive update of employee handbook.

CENTER FOR ELDERS INDEPENDENCE – Oakland, CA                                                                    1995 to 2000
Non-profit, HMO elder care organization.

HUMAN RESOURCES DIRECTOR
Established HR division for company. Directed all HR operations encompassing payroll, benefits, employee relations, workers’
compensation, and safety management and coordinated with additional organization leaders as member of executive team to
craft long-term strategic vision.
   Generated $17MM in additional revenue by growing staff efficiencies and competencies.
   Reduced workplace accidents by 85% and received workers’ compensation premium refunds up to $80K.
   Achieved significant process advancements including development of safety training program, migration to HRIS system,
    100% expansion of workforce, enhanced benefits, and creation of training resource library.

                                       A DDITIONAL P REVIOUS E XPERIENCE
Human Resources Manager……………………………………………………………………………………………………………...Marco/Hubbell Lighting
Employee Relations Administrator………………………………………………………………………………………………………AFSA Data Corporation
General Manager………………………………………………………………………………………………………………“We’re Here to Help” Printer Stores
Captain, Military Intelligence……………………………………………………………………………………………………………………United States Army

                                    E DUCATION , T RAINING , & A FFILIATIONS
                       Bachelor of Arts in Business Management – University of Redlands – Redlands, CA
                       Associate of Science in Data Programming – Contra Costa College – San Pablo, CA
                                        Senior Professional in Human Resources (SPHR)
                                      Society of Corporate Compliance and Ethics (SCCE)
                                          Master Trainer, Philip Crosby Quality College
                                            Society of Human Resource Management
                                  http://www.linkedin.com/pub/daniel-ebert/9/886/23b

				
DOCUMENT INFO
Description: Daniel Ebert is a forward-thinking and results-oriented human resources executive with 30 years of experience achieving dramatic departmental improvements to foster outstanding business development and revenue growth. Daniel leverages both specialist and generalist management expertise to critically evaluate and respond to all HR situations and realize comprehensive advancements.