Director, Business Ethics and Compliance Resume
Frances O ‘Malley
334 Harmony Lane
Pleasantville, CA 94511
(125) 522-1334
Profile
Senior Human Resources Executive Director of the organization, and has 25 years of experience. A creative thinker, problem solver and decision maker. Strong communication, relationship building, mentoring, negotiation and mediation skills. Core knowledge base and expertise are:
• Organizational Culture and Vision • Team Work and Organizational Leadership
• Benefits and Compensation Design • General Affairs and Human Resources issues
• Performance Management • Personnel management and conservation
• Planning for long-term business • recruitment and staffing initiatives
• labor relations and negotiation • staff training and development
• Regulatory Compliance • Process Redesign and Change Management
Employment
International Propeller
2000 – Present
Director, Ethics and Compliance
Hired to design and oversee ethics and compliance program made extensive to 12,000 staff covering Australia, Mexico, Canada and the United States, with full responsibility for program implementation and management training on-site evaluations to ensure compliance the entire program.
Played a key role in implementing change management strategies, including organizational restructuring and management off-site assessments to strengthen the management and leadership in new and existing sites.
Important successes
• Reduction of complaints by employees of the EEOC, the federal OSHA and other 75% in 12 months, severely limiting the exposure of corporate responsibility and subsequent costs.
• improved communication channels and contributed to the settlement of disputes by designing and implementing appropriate third-line help.
• Builds strong relationships with management teams and labor within each ability to achieve buy-in to program and maintain the excellent record of preventing non-compliance.
Octagon, Inc.
1993 – 2000
Manager, compensation, benefits, and training
Hired to supervise personal development programs on issues of compensation and benefits. Promoted to direct all human resources functions and ensure staff development, evaluation, management and goals of multi-level strategic planning, a diverse organization. Contributed to the development of curriculum and the establishment of the College met management front-line managers and supervisors, as opposed to working relationships, leadership skills and other basic skills for managerial leadership. All labor relations company initiated tactical action plans to hinder the work of the organization, the efforts of non-union environment.
Important successes
• Achieve a 6% increase employee efficiency and improvement of 4% for the use of $ 2,500,000 hours of fabrication work for a number of pioneering systems of compensation.
• $ 2 million saved by identifying a history of low yield and costly hiring practices and innovative process validated pre-employment tests used past performance.
• Generated strong alignment of employees’ skills and job requirements, partnering with business partners to develop and launch the pilot program.
• earned the victory in all elections of the National Labor Relations Board, and built a reputation as a key advisor innovative production, effective prevention initiatives Union.
Manning & Associates
1976 – 1993
Manager, Salary Services
The available range of HR initiatives and strategies which produces one million U.S. dollars of savings and IT pioneer of developments. Directed entire spectrum of the full scale implementation of MRP II, summarized the characteristics of financial planning and efficiency of a coherent, developed a system of workforce planning, recruitment and listening training practices in strategic business planning.
Important successes
• Livestock series of promotions based on favorable performance evaluations, program coordinator for training specialists in labor relations, wage and salary analyst and manager of salaries and wages.
• efforts to capture the $ 2 million savings in production during the first 18 months of MRP-II conversion through improved order fulfillment, load leveling uniform, and new processes JIT.
• Eliminated previous record of business processes behind schedule due to delays in staffing the successful development of system of workforce planning and achieving the milestones of the production.
Education
Kennedy-Western University, Cheyenne, WY
1990
Ph.D, Business Administration
Lynchburg College, Lynchburg, Virginia
1980
MA, Human Resources Development
Lynchburg College, Lynchburg, Virginia
1976
BA, Journalism
Professional Affiliations
Senior Professional in Human Resources (SPHR)
Certified Compensation Professional (CCP)
Member of the Society for Human Resource Management (SHRM)
Member of the Ethics Officer Association (EOA)
Computer skills
• MRP II, the Microsoft Office suite: Word, Excel, PowerPoint, Access, Outlook