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Recruiters: PLEASE DO NOT SHARE this Resume with Advertisement agencies or Coll eges Offering Higher Education VALERIE

DAVIS BELL, MPA * 310.858.2262 (h) * 310.770.1845 (c) * vba3225a@westpost.net* HUMAN CAPITAL MANAGEMENT Accomplished Human Resources Professional with extensive "hands-on" experience i n all aspects of Human Capital Management. Detailed professional with a keen und erstanding of the big picture and the bottom line. Responsive team player who a cts to implement both Human Capital Management directives, and organizational di rectives. Experience interacting with SEIU Local Union employees and Labor Offi cials in contract negotiations. Experience in both for-profit and non-profit en vironments. Excellent oral and written communication skills; and great interper sonal 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 - Pr ofessionals in Human Resources Association (PIHRA) PROFESSIONAL WORK EXPERIENCE 2007 - 2009 Charles Drew University of Medicine & Science Head Start Program, Los Angeles, C A Human Resources Manager Managed Human Resources for 275+ employees, including SEIU Local 99 Union employ ees, at federally-funded, non-profit agency providing early childhood education services to low-income children and families. Supervised Human Resources staff of two (2). HHS/ACF Federal Head Start Budget and annual allocation of federal funds equal to $14M. * Assigned to off-site, adjunct program reporting to Director of Human Resources at Charles Drew University. * Administered Human Resources and Operations functions for 23 off-site location s of the Head Start Program. * Managed employee and labor relations to solve grievances in compliance with Co llective Bargaining Agreement. * Directed Talent Acquisition, hiring over 60 employees within four (4) months t o achieve appropriate staffing level. * Verified education, degrees obtained, and Teaching Credentials of Head Start T eachers and Teaching Assistants. * Implemented Counseling Form to ensure documentation of progressive discipline through possible termination.

* Conducted Management and Performance Appraisal Training in compliance with Fed eral Head Start standards. * Acted as a liaison on the Policy Council and Human Resources Committee to ensu re parent/staff participation. 2003 - 2005 South Central Los Angeles Regional Center, Los Angeles, CA Human Resources Manager Managed Human Resources for 250 employees at a state-funded, non-profit agency p roviding services to developmentally disabled individuals. Supervised Human Reso urces staff of four (4); California State budget of $100M. * Acted as strategic business partner between management, supervisors, line staf f, and independent contractors. * Authored Policy/Procedure Manual making revisions in compliance with Californi a employment and labor laws. * Conducted sexual harassment investigations including documentation; mediated e mployee conflicts to resolution. * Introduced Counseling Form to ensure consistent documentation of progressive d iscipline through termination. * Managed Employee Benefits Open Enrollment Period negotiating costs with broker within 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 rat e from 144% to 114%. * Revamped Employee Recognition and Retirement Programs realizing an agency cost savings of $13K annually. * Restructured Safety and Risk Management Program to identify emergency exists f or developmentally disabled. 2000 - 2002 Los Angeles County Museum of Art, Los Angeles, CA Director 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. S upervised Human Resources staff of five; County of LA budget of $46M. * Managed Human Resources Department budget of $100K reducing HR Department expe nses by $25K. * Authored Policy/Procedure Manual making revisions in compliance with Californi a employment and labor laws. * Interpreted Memorandum of Understanding (MOU) interacting with union represent atives for five bargaining units. * Responded to employee complaints in accordance with DFEH and EEOC regulations to obtain internal resolution. * Produced annual EEO-1 Reports and reviewed existing Affirmative Action Plan an nually to ensure compliance. * Managed Employee Benefits Open Enrollment Period negotiating broker costs with in agency budget constraints. * Controlled Workers' Compensation reducing experience modification rate from 14 6% to 138% saving $40K. * Evaluated new and existing positions to create promotional levels using the Ha y compensation evaluation system. * Introduced Civility Policy to encourage professional interactions between mana gement/staff in the workplace. * Conducted annual Sexual Harassment and Performance Appraisal Training to museu m management and staff.

* Directed HRIS employee data conversion from PeopleSoft System to ADP HR Perspe ctive Program. 1993 - 2000 Five Acres Boys' and Girls' Aid Society of Los Angeles, Altadena, CA Director of Administration and Director of Human Resources Directed Human Resources and Operations for 250 employees at non-profit child we lfare agency. Headed Human Resources, Operations, Janitorial service, and Food service staff of 20; LA County DCFS budget of $15M. * Implemented Human Resources initiatives recommended by Board of Directors to a chieve organizational goals. * Authored Policy/Procedure Manual making revisions in compliance with Californi a employment and labor laws. * Developed New Employee Orientation and New Supervisor's Handbook, facilitating On-Boarding training. * Responded to employee complaints in accordance with DFEH and EEOC regulations to obtain internal resolution. * Served as Equal Employment Opportunity Officer analyzing diversity workforce p lans in compliance with EEO. * Created Diversity Council, initiated and directed affinity groups, and recomme nded 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 withi n agency budget constraints. * Conducted all Human Resources training, including Sexual Harassment, and Crime Prevention Training. * Introduced employee computerization of Human Resources Information System (HRI S) to ABRA Suite 6.0. Other Relevant Work Experience Security Pacific Corporation, Los Angeles, CA Vice President & Manager, Human Resources Department - Employee Benefits Divisio n Held several positions of increasing responsibility at a major financial institu tion. Overall staff of 36,000 in five states, i.e., California, Oregon, Washing ton, Arizona and Nevada. Supervised employees in Banking Office and Staff Suppo rt units. * Converted medical benefits from indemnity plan to cafeteria plan for 5,000 ret irees introducing Long Term Care. * Established Customer Service Unit for welfare/deferred benefits responding to inquiries from 36,000 employees. * Headed Employee Suggestion/Quality Circles Programs realizing savings of $3.5M from employee participation. * Trained line managers and supervisors on use of problem solving techniques to realize significant cost savings. * Developed Policy/Procedure Manual for distribution in Banking Office System an d Corporate Human Resources. * Performed audits in the Banking Office System to monitor adherence to FDIC and Bank policies and procedures. * Facilitated relocation services including work and home transitions to Califor nia for senior employees and families. * Identified new positions, coordinated job posting, interviewed and placed qual ified candidates in internal positions. * Wrote job descriptions and evaluated exempt/non-exempt positions using Hay com pensation evaluation system.

* Assigned points to banking office and staff support job descriptions using Hay compensation evaluation system. EDUCATION 2009 MPA - Master of Science Degree in Public Administration California State University at Northridge (CSUN), Northridge, CA BS - Bachelors of Science Degree in Health Science; Minor in Public Administrati on California State University at Dominguez Hills (CSUDH), Carson, CA Recruiters: PLEASE DO NOT SHARE this List with Advertisement agencies or Colleg es Offering Higher Education VALERIE DAVIS BELL, MPA * 310.858.2262 (h) * 310.770.1845 (c) * vba3225a@westpost.net* HUMAN CAPITAL MANAGEMENT Core competencies include: TALENT MANAGEMENT & ACQUISITION * Identified vacant positions at four (4) non-profit agencies and advertised pos itions to attract qualified candidates. * Directed Talent Acquisition at Charles Drew University Head Start Program, hir ing 60 employees in four months. * Verified education, degrees obtained, and Teaching Credentials of Head Start T eachers & Teaching Assistants. * Screened candidates, conducted preliminary interviews, and recommended candida tes for hire to line managers. * Initiated Employee Reference Check to obtain background information on candida tes 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 e nsure compliance with CA laws. * Introduced Civility Policy to encourage professional interactions between mana gement/staff in the workplace. * Responded to employee complaints in accordance with DFEH and EEOC regulations to 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 an nually to ensure compliance. * Acted as a liaison between Parent Committee and HR Committee to ensure complia nce of federal standards. * Represented employer at Employment Development Department hearings to limit ut ilization of employer reserves. LABOR RELATIONS

* Interpreted Memorandum of Understanding (MOU) to union employees to ensure adh erence to written policies. * Managed labor relations at two agencies to ensure employee compliance with Col lective 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 Manag ement, and outside legal counsel. BENEFITS & COMPENSATION * Managed Employee Benefits Open Enrollment Period negotiating costs with broker within 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 welfa re and deferred benefit plans. * Directed all Leave of Absence Programs (PDL, CFRA, and FMLA) to ensure timely return to work for employees. * Controlled Workers' Compensation reducing experience modification rate creatin g savings at three (3) agencies. * Restructured Safety and Risk Management Program to identify emergency exists f or 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 cost savings of $13K annually. KNOWLEDGE MANAGEMENT * Conducted all Human Resources training, Employee Discipline, Performance Appra isal, and Sexual Harassment. * Provided training to supervisors/managers facilitating understanding of new pe rsonnel policies and procedures. * Administered New Employee On-Boarding to familiarize new employees with agency policies 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 to achieve agency goals. * Provides Human Resources Consulting Services to for-profit and non-profit orga nizations to achieve bottom line. * Active member of two (2) nationally recognized Human Resources Professional or ganizations, SHRM/PIHRA.