Louis M. Porter, Mba Email & Phone Number

St. Augustine, Fl, Us

Cooper City, Florida

Assisting small and mid-sized companies and organizations with all of their human resource needs. We handle you recruiting, benefits, training and development, employee relations management coaching and counseling, devrlop employee policies and practices, and employee on-boarding. We are responsive and affordable.

Marietta, Georgia

Assist the CEO in client developent, developing and administering contracts, resolving client issues, analyzing business trends and recommending and implementing solutions, and insuring the company's financial viability.

Greater Memphis Area

Member of the executive team of this fast growing not-for-profit community healthcenter that has twelve (12) locations in the Memphis area. Eight locations were added during 2009. Recently partnered with theMemphis City Schools to establish clinics in four high schools.- Analyzed the Health Center's benefit plans and changed the carriers that resulted insavings of $85,000. Used some of the savings to improve employee benefits coverage byoffering for the first time a Short Term Disability Plan, reduce the deductible on themedical plan from $1,000 to $500, and increased the Health Center's pension plancontribution from 3% to 5%. The changes in benefits have increased the Health Center'seffectiveness in competing for local medical talent and aided in reducing turnover from22% to 9%.- Updated all of the Health Center's job descriptions and salary ranges to ensure thatour salaries were competitive. . As a result, the salary ranges for Nurse Practitioners,Medical Assistants, and Pharmacy Technicians were adjusted.- Reduced the number of employee relations incidents by confronting issues directly andby implementing and utilizing the progressive discipline process. The result has been fewemployee relations incidents and none that required third party intervention.- Partnered with my counterparts in other medical facilities around to identify andscreen applicants for our operations. When a candidate is identified that is not a fit formy facility, the applicants are referred to others. Talent acquisition cost was reducedmore than 43%.

- Provided human resource direction for New York State's largest healthcare insurer andthe insurer's largest facility with more than 1,700 employees. Reduced turnover by morethan 30% and reduced the cost of talent acquisition by 35%. Implemented more effectiverecruiting methods in a tight and competitive labor market. - Developed human resource policies and practices that minimized employee relationsissues, compensation challenges, and recruitment difficulties. - Developed incentive programs and introduced rewards programs that linked the division'sproductivity to the company's profitability. Aligned the efforts and activities of theHuman Resources department to support the goals of management. The work environment wassignificantly improved.- Reduced the number of employee relations issues by 20%. Provided training to managersand supervisors regarding the benefits of an employee friendly work environment and thecorrective action process. .

- Established the Human Resource Department for this start-up Internet publishingcompany. Developed policies and practices and implemented a more cost effective andattractive benefits program resulting in enhanced our recruiting efforts.- Acquired the right management talent quickly to fill critical management positions.Recruited and filled positions for V.P. of Information Technology, V.P. of Sales andMarketing positions within the first 60 days of employment. The challenge was attractingquality people to live in New Orleans.- Created and designed a new sales compensation plan. The plan increased salesproductivity by 15% in a 12-month period while decreasing the company's cost per sale.

- Managed a staff of 11 Human Resource professionals who provided a variety of servicesto this fast growing sub-prime lender with more 1,800 employees located is 41 states andin100-branch offices. - Reduced the recruiting budget by $300,000 by instilling more effective recruitingapproaches and resolving a very high sales turnover problem.- Enhanced sales performance by changing the sales compensation plan to a pay forperformance approach with a smaller base salary and significantly higher incentiveopportunities. As a result, sales productivity increased by 28% even though the salesstaff was reduced by 10%. - Reduced the company's dependency on agencies to supply candidates by 40% due to ourusing lower cost methods of recruiting. - Minimized employee relations issues and third party interventions which resulted betterutilization of management time and company resources.

Led the human resource function for this former Xerox company. Learning Internation was located in Stamford, CT and was formerly know as Xerox Learning Systems. Provided support to North America employees, and employees located in Great Britain, France, a Germany. Also supported distributor operations in Asia and Africa.

- Held a variety of staff and line Human Resources positions with this leading copiercompany where I began my career as a Regional Recruiter. The positions were held at thecorporate, division, and region levels. I relocate

Mba, Business

Bachelor Of Science (B.S.), Political Science And Government

Business Administration, Management And Operations

Human Resources Management/Personnel Administration, General