Duc Le, Sphr, Shrm-Scp Email and Phone Number

• Responsible for the organization’s overall operations and administration and ensuring that human resources, finance, operations and information technology integrate with each other and align with the organization’s overall mission and strategy.• Serve as a strategic partner and advisor to the Executive Director and the senior management team to manage the organization’s resources to plan for growth and long-term sustainability.• Deliver best in class technology solutions to allow for data-driven decision making. • Build human resources processes and infrastructure that allows for the recruitment and retention of diverse and talented staff. • Manage the organization’s finances and accounting functions, including systems and controls, reporting, forecasting, audits, and investment management.• Plan and implement board governance and engagement. • Work with general counsel and insurance brokers to actively mitigate organizational risk through appropriate lines of liability coverage. • Oversee the management of three regional offices, including facilities, leasing and security. • Serve as the organization’s Chief Equity Officer, overseeing the strategy planning and implementation of the antiracism training program.

• Serve as strategic advisor to the Executive Director and senior organizational leaders, on human resources and operational issues. • Oversee Diversity, Equity and Inclusion strategies and implementation. • Serve as the executive sponsor for employee resource and affinity groups.• Redesign recruitment process and introduce diversity hiring program that focuses outreach to traditionally marginalized communities, reducing implicit bias and enhancing the candidate experience. • Develop retention strategy which includes investments in professional development, coaching and an improved performance management system that emphasizes giving and receiving feedback.• Revamp new hire onboarding process to ensure consistent experience for new hires across all departments, regardless their role.• Work with department heads to proactively develop programs that help build sense community and belonging for all staff. This includes lunch and learn opportunities for departments to share learnings, key organizational developments, and cultural awareness. • Implement antiracism training for all employees ensuring that the organization has a common language and tools to address systemic racism in the workplace. • Build out wellness program to combat burnout, focusing mental health, addressing secondary trauma/vicarious harm and building resiliency. • Oversee all aspects of human resources including but not limited to labor and employee relations, recruitment, compensation, HRIS and benefits administration.• Develop HR Dashboard to report against organizational metrics and goals. • Negotiate first collective bargaining agreement with labor union.

• Oversee all HR functions. • Mange business operations and facilities, including overseeing organization’s COVID-19 response and office re-opening.• Identify and mitigate organizational risks and ensure the organization is appropriately insured and has sufficient coverage for each line of insurance. • Implement Disadvantaged Business Enterprise (DBE) Program for procurement

• Responsible for the strategic and operational oversight of all human sources activities for the ACLU of Northern California. • Serve on the Senior Management Team to provide consultation and advise on human resources issues impacting the organization. • Act as advocate on Diversity, Equity and Inclusion issues.• Negotiate first collective bargaining unit.

• Work closely with executive team to develop and implement PHI's Diversity, Equity and Inclusion strategy. • Lead Talent Acquisition including: diversity hiring, workforce planning, developing targeted recruitment strategies, negotiating and presenting offers and onboarding new employees. • Provide advice and consultation to managers on various employee relations matters including but not limited to performance management, employee recognition, interpersonal disputes and conflict resolution.• Investigate complaints and recommend personnel actions. • Manage international human resources operations in Brazil, India and South Africa.• Manage health equity professional development fellowship. • Provide supervision to human resources staff. • Responsible for EEOC reporting and OFCCP compliance.

• Managed $54M self-insured Workers' Compensation, Leave Management, Drug and Alcohol Compliance and Labor and Employee Relations Units. • Proactively managed workers' comp claims and implemented cost control measures and reduced overall liability by $14M. • Reduced long term leaves by streamlining processes. • Oversaw successful triennial audit of the Drug and Alcohol Compliance Unit. • Negotiated with union on the implementation of changes to the Drug and Alcohol Policy. • Responded to union grievances, served as management representative at disciplinary hearings and provided interpretations of provisions of the collective bargaining agreement. • Prepared and presented reports to the Board of the Directors and executive team. • Developed scope of work for Request for Proposals for professional services, evaluated proposals, and managed awarded contracts. • Provided consultation to other managers on various human resources topics, including but not limited to discipline and contract interpretation. • Developed personnel policies and standard operating procedures. • Investigated and responded to complaints and grievances.

• Supervised staff in Recruitment, Classification and Compensation and HRIS. • Responsible for all aspects of recruitment and selection for the District, this included hiring of over 300 bus operators on annual basis. • Led agency wide classification and compensation study of all unrepresented positions.• Responded grievances and complaints from DOL, EEOC, DFEH and unions. • Prepared and presented reports to executive team and Board of Directors. • Conducted executive search for General Counsel, including passive sourcing, screening and preparing hiring portfolios for Board of Directors. • Developed scope of work for Request for Proposals for professional services, evaluated proposals, and managed awarded contracts.

- Planned and executed recruitment which includes implementing the use of networking, social media, and passive sourcing and temp-to-hire arrangements. - Developed and maintained partnerships with community organizations to communicate and disseminate employment opportunities to targeted populations. - Prepared offer letters, reports and other requested materials. - Managed relationships with staffing agencies and negotiate rates for temporary help. - Conducted job studies and recommended action on classification and compensation issues. - Updated classifications specifications as needed. - Conducted salary benchmarking to ensure external equity for various positions. - Prepared training materials and delivered supervisor training. - Provided analytical support for EEO reporting. - Provided back up to supervisor as needed, including overseeing work activities for lower level staff.

- Partnered with and provided consultation to managers and supervisors on human resources issues such as compensation, classification, staffing, performance management and employee relations - Managed various human resources projects, including agency wide FLSA audit for 950 positions - Responsible for administering compensation and classification plan, which includes conducting job analysis, writing job descriptions and recommending promotions- Developed and administer personnel policies - Consulted with leave management unit on ADA reasonable accommodations requests, which included reviewing accommodations request, reviewing essential functions, providing job documentation and facilitating conversations with employees as part of the interactive process. - Administered training and career development programs - Provided day-to-day supervision of staff within unit, ensuring completion of deadlines and work quality- Developed tools for conducting job analysis such point factor systems, online position description questionnaires and job description templates- Developed and delivered trainings on human resources topics such as compensation, performance management and job documentation - Prepared strategic communication plans for implementation of various human resources projects

- Oversaw and administered all aspects of workers’ compensation program, which included but was not limited to overseeing the bidding process for the plan carrier, working directly with employees and claims adjusters to resolve individual claims, responded to plan audit inquiries and analyze claims data to identify injury trends and work with carrier to address recurring injury types- Worked with workers’ compensation carrier to design and implement a cost neutral ergonomic safety plan, which included assessments and training on ergonomic safety for all employees.- Administered workplace safety plans for all work locations. - Managed all leaves of absences for the entire company in compliance with state and federal laws, and short and long term disability benefits for employees on leave - Responsible for administering and maintaining company-wide compensation strategies by analyzing salary data, conducting market comparability analysis of jobs, participating in salary surveys with partner organizations and affiliated professional groups, performing job evaluations, classifying new jobs into appropriate pay grades, and writing job descriptions- Responsible for company-wide training and professional development activities for professional staff such as leadership trainings, manager/supervisor training, succession planning and career development planning - Managed mandated compliance training programs such as Harassment Free Workplace and Drug Free Workplace

- Analyzed Diversity Initiative and other HR metrics - Collaborated with various human resources groups to develop and implement project plans- Coordinated the Work Opportunity Tax Credit (WOTC) and Welfare to Work Programs- Provided training and informational resources to division HR staff and line mangers in implementing the Diversity Initiative- Compiled and filed government mandated EEO-1 reports- Coordinated logistical support for programs and events

- Developed new annual performance evaluation system - Drafted policies and procedures to ensure deadlines were met and evaluations were completed in a timely manner - Provided consultation to managers on how to create performance management plans - Responded to staff, supervisor and managers on FMLA, CFRA and other leave requests - Wrote job descriptions for job vacancies and reclassifications - Screened and interviewed candidates for vacant positions - Processed monthly payroll and resolved payroll issues - Analyzed business processes and made recommendation for changes to current practices to optimize existing resources

- Managed operational and administrative aspects of projects such as tracking project expenses and budgets, managing vendor relationships, preparing communications and scheduling steering committee meetings - Provided supervision to support and project staff- Ensured projects were appropriately staffed by communicating with staffing agencies - Developed and delivered training for business users on how to utilize and maintain defect tracking system - Coordinated release of new code into production environment - Facilitated global change management meeting to ensure stability of production environment - Screened and interviewed candidates for vacant positions - Assisted in specification writing by analyzing and documented processes - Developed and maintained training documentation