Linda Ford Email and Phone Number

·Design, direct and oversee the development of the US staffed HR department for an international technology company with 600 employees in worldwide. Advise both local and global senior leadership on US best practices, polices, procedures, operations, performance management, employee relations, recruitment and employment, wage and hour, salary, record keeping, training, benefits, regulatory compliance, and any other relevant employee centered issues and concerns.

• Manages a 3 person Administration staff. Advise and counsel employees on company HR policies, procedures and practices to ensure compliance within state and federal laws while maintaining continual compliance with current regulations• Liaise with the benefits department on benefit related discussions and decisions effecting the Corporate groups, as directed corporate. Conduct annual open enrollment programs and handles benefits inquiries for HQ• Conduct on-site training for managers and staff• Administer compensation programs including Short Term Incentive Plans (STIP) and salary adjustment programs (i.e. position in range adjustments). Manages the Performance Development Review (PDR) via Success Factors. Provide training, guidance on policy, counsel management with development planning, collect data, and ensure accuracy of performance evaluation data• Handles employee relation issues including investigations and complaints. Works with manager and employee to bring to resolution and take any disciplinary action as necessary. Assist counsel on any employee related legal issues; answer EEOC and CA Labor Commission complaints• Reviews Workers Comp claims and return-to-work processes; work with on-site Employee Health & Safety specialist on safety measures to ensure injuries and illnesses are properly investigated and that prevention measures are in place. Serves as a member of the EH&S committee• Provides employee guidance on LOAs (FMLA/CFRA/PDL/PFL/SDI, etc.); administers the interactive accommodation requests and process• Under the directive of HQ, develops and maintains succession plan and development plans for key talent within corporate group. Provides coaching and development to employees and managers including feedback sessions and interpretation of evaluation reports• Administers New Hire process and Termination process and ensure legal compliance for both and manage and oversees the new hire on-boarding process for local new hires

Responsible for managing Human Resources & Administration matters, policies, & programs for 300 employees in 16 offices across 11 states; and developing HR and Administration staff• Reduced company-wide expenses by renegotiating current telecommunication, office supply pricing, contingent staffing, and small parcel shipping contracts• Responsible for all benefits design and implementation of new benefits plans. Oversees all benefits plan administration. Reduced cost of Life and ADD benefits by $13k annually and improved the quality of benefits• Oversees payroll administration. Reduced payroll costs by implementing web-based payroll, time and attendance and HRIS systems• Worked closely with TPA on revising and restructuring the 401(k) plan; introduced more diverse investment options and savings plans. Introduced Roth 401(k) option• Revised job descriptions across all levels including senior management positions. • Streamlined recruitment processes resulting in reduced overall annual recruitment costs.• Developed and implemented new Employee Appraisal process for more clear and concise employee appraisals.• Develop and execute strategic human resource policies and practices to ensure legal and ethical compliance with federal, state and local regulations. • Responsible for managing all company immigration applications related primarily to: H1-B, PERM, E-1, L VISA applications.• Responsible for company-wide employee relations issues, including investigations, conflict resolution, disciplinary actions, employee separations and RIFs.• Restructured progressive disciplinary process, creating a more interactive disciplinary process between managers, supervisors and employees.• Conduct market analysis on industry compensation, heath and welfare plans to keep up on industry trends and to maintain a competitive edge.• Re-wrote Employee Handbook to bring it into compliance.• Streamlined HR department processes resulting in improved customer service and efficiency

Provided full Recruiting and HR Generalist services to clients covering:• Provided various Human Resources services to clients in the health services, recruiting, software development and financial services industries• Provided guidance on streamlining overall HR workflow processes and conducted various HR compliance audits• Provided guidance to executive management on new design and implementation of compensation strategies• Developed Employee and Management Training programs in areas of Performance Evaluations, Recruitment, New Hire Orientation, Harassment, Safety, Payroll, Benefits Administration, etc.• Reviewed and re-wrote client employee handbooks and firm policies and procedures to ensure compliance within the state and federal laws

Responsible for all Human Resources functions for an international manufacturing company with 150 employees in the United States and with offices in 12 states• Developed a stand-alone HR department for an international manufacturing company with 150 US employees in 5 states • Provided guidance to executive management on new design and implementation of compensation strategy and programs.• Completed industry related salary surveys, analyzed data and supplied department managers the information to ensure that the firm's salary structure was competitive• Administered all employee health and welfare plans• Oversaw compensation and employee evaluation programs to ensure regulatory compliance and competitive salary levels• Developed new policies and procedures for streamlining HR processes, evaluated, and recommended procedures and technology solutions to improve human resources data management• Was responsible for managing all employee relations issues and conducted EDD investigations and hearings

Full life cycle recruiting for a leading Los Angeles-based financial services firm providing advisory services to both individuals and institutional clients. • Was part of a 2-person recruiting team responsible for full life cycle recruiting for a leading Los Angeles-based financial services firm recruiting for an average of 20 open positions on all levels each month• Actively sourced and directly recruited potential candidates; successfully placed an average of 3 - 4 new hires per month• Conducted both phone screen interviews and an average of 7-10 in-person interviews each week Liaised between the candidate and hiring managers in initial offer negotiations • Composed job descriptions Interact with department managers to assess and determine hiring needs