Louis Caparoni, Phr, Shrm Email and Phone Number

Critical to operations, I act as a key integrator, influencer and trusted advisor for the company, interfacing between the Human Resources Department and all other areas of business. Reporting directly to the CHRO, I take initiative to ensure a smooth ship, providing consultancy and subject matter expertise within the HR leadership team. I support field employees, strengthening operations via effective on-boarding and development initiatives -- formulating strategies that allow the organization to thrive in such a competitive landscape.As I develop solid relationships with enterprise clientele, I safeguard their organizations against compliance-related issues. I pinpoint concerns specific to the areas of compensation, employment and training. Further strengthening peer and partner relationships , I steer all regional operations groups to smooth and profitable delivery of services to those clientele, as well as the end-user. Providing coaching and development to key business leaders, I support employee relations and resolve shortfalls in matters related complex employee retention. Through objective consultation, I formulate strategies that lead to decreased turnover throughout the organization. Monitoring both employee performance and compensation levels, I track pay-scales and compare job responsibilities, verifying that those resources are fair and competitive, effectively driving operations to increased success.Although newly added to the team, I quickly joined forces as Co-Lead of a newly implemented performance management system, quickly acclimating processes, which are normally fragmented and quite challenging. Leading the acquisition of an Arizona-based school and transportation center, I scouted, hired and onboarded 120+ employees -- growing a pipeline of promising and top talents at a time of expansion, change and transition.

Coaching both divisional leaders and District Management on performance-based initiatives, I forge close ties with VPs in lew of all related issues and concerns. I conduct training programs, aimed at increased employee engagement, productivity and collaboration, revising key policies through strategic curriculum design and the roll-out of various internal programs.Improving conditions, the workforce culture evolves with a sense of family in each territory and many of our internal divisions. Teams are more committed to corporate vision and the achievement of organizational goals. Turnover has been minimized throughout hiring, leave and termination processes. Individuals are more empowered to become leaders. And, overall retention ratios are increased by catering to internal employee relations.Key to selection and interviewing process, I solidify internal partnerships and align talent with ongoing business objectives. I assess and sign-off on all divisional performance reviews, expanding upon all efforts to evolve performance. I gage ongoing effort against existing performance goals and utilize KPIs to improve all departmental operations and workforce solutions. Increasing compliance within new hire orientation from 35% to 100%, requirements were instituted for a new online training program, establishing both consistency and unity across all districts - now receiving the same onboarding and training network-wide.I continue to establish high standards for regulation, policy and procedure, investigating issues of harassment, discrimination, fraud and disparate treatment. I defend corporate positions regarding unemployment and Worker’s Compensation. With increased success in all hearings and trials, I seek out root cause and recommend corrective action, based on offense, repetitive offenses and the aftermath of each offense, as I join forces with the legal department to shield and protect the organization from liability and legal dispute.

Providing management and governance to a 9-member team of HR professionals, I drove complex strategy throughout operations and implemented tactical programming throughout the department on behalf of 4K+ total employees, across 35 different sites and locations. I partnered with senior leadership to resolve complex employee relations-related issues, eliminating weaknesses within operations and seizing opportunity for the organization.Instituting a number of initiatives in cost reduction, I saved $3.2M+ through the underutilization of budgets, minimization of expenses and the use of both shared and existing resources. I reduced workforce needs, cutting costs associated with onboarding and training, while developing a reduction to workforce procedures that significantly cut back on expenses, associated with unemployment claims for employees no longer with the company.Redesigning and establishing a new performance management program for all employees, I promoted consistency, employee accountability and the achievement of reduction in unemployment claims/EEOC complaints. I oversaw recruitment strategies for ‘hard-to-hire’ areas within operations, securing necessary credentials and licensure for qualified team members. Spearheading 20+ departmental restructures, I improved retention ratios and reduced time-to-fill, while greatly driving increased performance throughout the organization and improving patient satisfaction scores. Assessing skill requirements and developing new strategies, I ensured proper training for internal teams, evolving collective talents for expansion into competitive markets. Exceeding forecast goals of an 85% approval rating for the HR Department, I designed an employee survey, improving responsiveness to both staff and leadership, while increasing accuracy within daily administrative duties of HR personnel. I led a number of regulatory surveys to heightened success, increasing effectiveness of ongoing strategies to process and procedure

Manager of Human Resources (1999 to 2010)

I managed employee relation issues, human resources initiatives and recruitment for a 150 store region across three states. This included a 24-hour mail order pharmacy. Responsible for all recruitment of pharmacist and store management for all 150 store locations, I conducted wage surveys and analyzed data to ensure competitive pay programs.