Oscar Blanco Email and Phone Number
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Human Resources Director/Manager of Talent Management, Employee/Labor Relations, training, compliance, legal regulations, & Generalist - Inspired by purpose, driven by passion►►►Open to new opportunities◄◄◄ http://oscarblancoportfolio.com (career website & resume)Action-oriented HR Professional with a broad base of experience across multiple industries looking for a company needing HR efficiencies and employee relations challenges. My core values embrace a passion for people that understand the delicate balance between management support and employee advocacy. This sense of balance is based on a firm understanding between employee engagement strategies versus business enhancing practices and a Servant Leadership culture.Connect with me on LinkedIn using►►►ok2logon@yahoo.com◄◄◄All Invitations to Connect Welcome. SHRM & Dallas HR MemberLION – LinkedIn Open Networker>>>>>>>>>>>>>>>>>>>>>>Bilingual talent management & employee/labor relations leader who helps multi-state/multi-site facilities, investigating grievances, winning key arbitrations, resolving employee performance issues, and paving the way for a harmonious work environmentTypically, human resources often develop solutions to business needs in response to a problem. I instead utilize my natural talent for developing solutions in advance of the need through the personal relationships I build with employees within their working environment. This strategy allows me to balance the needs of the business with the needs of the employees and thereby anticipating potential issues. A lot of employment law is common sense. It's all about how you deal with people. But, there are those laws out there that make some things more difficult than common sense would dictate. I work to help employers apply both common sense and the law.Another HR challenge is to focus resources on programs and solutions that produce a higher return. True to this effort, I have learned to be a more proactive HR professional that seeks out ineffective HR activity and finds better ways to deliver the service.
Americold Logistics, Llc.
View- Website:
- americold.com
- Employees:
- 3764
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Regional Field Hr ManagerAmericold Logistics, Llc. Nov 2020 - PresentTexas, United StatesAmericold provides temperature-controlled warehousing and transportation to food producers, restaurants, schools, and retail outlets such as grocery stores. We're proud to provide an essential link in the food industry supply chain and to help put food on tables around the world. Based in Atlanta, Georgia, with 18,000 associates, Americold owns and operates 242+ temperature-controlled warehouses in the United States, North America, Europe, Asia-Pacific, South America, Australia, New Zealand, Argentina, and Canada.Primary Responsibility:Provide Field Human Resource support for 10 Texas facilities in the areas of employee relations, labor, recruiting, training, salary administration, HR policy administration, HRIS, payroll, benefits, performance management and organization development.
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Sr. Human Resources Director (Dept. Head)Point 2 Point Global Security, Inc. Sep 2017 - Oct 2020Addison, Tx (National Support Center) Acquired By Allied Universal(MULTISTATE – MULTISITE Asset & security services, disaster relief, investigative and consultative customer service support for commercial, industrial, & government for (2,200 W2 & 9,000 plus 1099 employees).Direct and manage a wide range of HR processes and programs. These responsibilities included tactical and strategic oversight of departmental initiatives ensuring successful recruitment, training, retention, onboarding, and development of employees and the effective interpretation and communication of HR policies and procedures to company exempt and non-exempt employees. Lead company compliance for all legal reporting requirements, employment guidelines, affirmative action goals, critical skills training, and salary administration in accordance with the company’s Code of Conduct, and HR policies. Supported management in complex projects from concept to operational status. Provide HR management, and customer service support to improve performance through the analysis of existing organizational problems and development of plans for improvement. Develop coaching skills, process analysis, technology implementation, and strategy development. Coordinate/manage all HR programs/policies/projects to include: performance/talent management, appraisal, and merit review process, benefits & compensation, recruiting/onboarding, progressive discipline and the termination process, succession planning, the internal complaint process, and bench strength development. Extensive background in all employee relation matters, investigating allegations of harassment, discrimination, employee disputes, grievances, and other sensitive issues, with considerable experience in the ability to liaison with both senior management and legal department. Provide extensive cost analysis studies with statistical data support regarding the organization design of benefits, risk management, and productivity augmentation. -
National Employee Relations & Compliance Director (W2 Contract Position With Defined End Date)Service King Collision Repair Centers Mar 2017 - Sep 2017Richardson, Tx (National Support Center)(MULTISTATE – MULTISITE) $1.3B dollar national auto body repair services. (5,100 W2 union & nonunion employees).As the National Labor and Employee Relations Director, my responsibilities required a broad understanding of HR practice and theory, as well as skills in conflict management. This position also requires a solid understanding of the legal precedents in employee and labor relations, mainly because the legal issues are a forum for conflict resolution. My overall responsibility is to promote the overall success of the organization by identifying and championing the organizational mission, vision, values, goals and action plans. I am also responsible for helping to determine the measures that will tell senior management how well the organization is succeeding. • Coach regional management on employee relations including all aspects of terminations up to and including legal issues.• Evaluate recommendation for employee terminations and analyze risk to ensure fair and consistent lawful process.• Conduct and coordinate all investigations in support of corporate ethics and values in collaboration with corporate HR and/or in-house counsel.• Participate in State and Federal employee rights matters and audit findings to drive improvement and increase compliance to mitigate risk for the organization. Serve as the subject matter expert for all compliance related topics.• Develop and implement retention strategies with all relevant HR process owners incorporating issues arising from organization surveys, evaluations, competitors’ analysis reports, and best market retention practices.• Stay ahead of pending legislation in order to recommend changes in current policies and or advocate changes to business practices for 350 facilities across the country to include California labor law compliance . -
Human Resources Vice President & Business Partner - Functional/Business Line LeaderSupply Sanitation Systems (Acquired By Psi) Apr 2014 - Mar 2017Dallas, TxAchievements:• Justified the business case and influenced management’s decision to integrate benefits via SAP, payroll via Ceridian, and timekeeping via Kronos. Data entry into the three software systems was causing excessive errors and eroding employee trust. IMPACT: Eliminated 95% of data entry errors as well as 12-15% burden to fix.• 2-time recipient of "Innovative Business Solutions Award" for Training Course Design and Delivery, and strategic management of vendor contracts.• Increased retention of key employees by modifying company health and benefit plans to foster a more “family-friendly” corporate culture. IMPACT: The program paid for itself and did not increase corporate costs through working with benefit plan brokers to achieve cost savings in other areas.• Secured increased corporate liability coverage from $2M to $5M per incident without any increase in annual premium costs by successfully implementing a risk management strategy. IMPACT: significantly strengthened corporate loss control practices and reduced employee accident rates.
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Human Resources Director & Business PartnerTrinity Services Group Apr 2013 - Mar 2014477 Commerce Blvd. Oldsmar, Fl 34677MULTISTATE – MULTISITE and International Contractor – Consumer Goods, Distribution/Manufacturing/Transportation/Ready-Meals.OPERATIONAL RISK MANAGEMENT RESPONSIBILITIES SERVING 43 STATES, THE U.S. VIRGIN ISLANDS, AND PUERTO RICO WITH MORE THAN 3,900 UNION & NONUNION EMPLOYEES.Help to develop and direct the Company’s Labor Relations program, including oversight for all administration of labor relations, dispute resolution and interpretation/implementation of collective bargaining agreement policies, legal requirements, arbitration proceedings, and employee communication. Develop, manage, and coordinate all HR programs/policies. Lead company compliance for all legal reporting requirements, employment guidelines, affirmative action goals, critical skills training, and salary administration in accordance with company’s Code of Conduct, and HR policies. Ensure that employee and labor relations activities are compliant with applicable federal, state, and local laws. Provide advice on the interpretation of a broad range of Human Resource policies and their impact on workplace incidents. Provide counsel and guidance on positive employee relations, benefits, compensation and employment law to Supervisors, Department Managers, Regional Managers, and Regional VP’s.Key highlights: • National responsibility for Ethic Point complaints (investigation, documentation, and resolution).• Chief spokesperson in labor negotiations and primary counsel on labor contract administration and successfully negotiated the labor agreements for two union facilities.• Conducted and proactively trained management in “just cause” disciplinary standards, employment law and labor relation matters. Successful resolution of 5 out of 5 EEOC claims.• Reduced unemployment claims by such methods as preparing internal management staff for hearings, and auditing charge-back reports. -
Human Resources DirectorCti Foods Feb 2011 - Apr 2013Dallas, TxAligned all HR initiatives with the strategic business plan and needs of the organization. Ensure that employee and labor relations activities are compliant with applicable federal, state, and local laws. Develop, manage and coordinate all HR programs/policies to include: performance/talent management, appraisal and merit review process, benefits & compensation, recruiting/on-boarding, progressive discipline and the termination process, succession planning, the internal complaint process, and bench strength development. Extensive background in all labor relation matters, investigating allegations of harassment, discrimination, employee disputes, grievances and other sensitive issues, with considerable experience in the ability to liaison with both senior management and legal departmentKey highlights • Revamped the entire performance evaluation, recruitment and budgeting process, which streamlined the manner that it was executed to all business units. • Developed the HR strategy required to support the recruitment effort through a process of becoming a “Search Engine Optimization Specialist” and managed those programs through internal resources.• Working knowledge of NLRB complaint procedures• Reduced processing time of complex vacation accruals by creating an automated vacation database in SAP.• Improved performance by linking learning and development relationships and proactively monitoring employee relations and addressing staff concerns within an effective time frame.• Constructed new online database, resulting in 50% fewer input errors and 33% more entries in an average day• Optimized interview process by creating the first-set of questions tailored at internship applicants resulting in 3 internship hires -
Global Human Resource Director, Employee & Labor RelationsGruma 2004 - 2011Irving, TxChief spokesperson in labor negotiations and primary counsel on labor contract administration. Provide advice on the interpretation of a broad range of HR policies and their impact on workplace incidents for 6,600 US and 2,000 international (union & non-union) employees. Led the definition, development, management and implementation of strategic and tactical HR programs and initiatives. Provided counsel and guidance on employee relations, benefits, compensation and employment laws to employees, line supervisors and management. Key Highlights * Interpreted and administered labor agreements and participated in collective bargaining activities including contract negotiations and administration. * Conducted extensive training on employment laws, legal compliance and leadership development. * Consulted with business and functional leaders in a matrix environment on issues of global talent acquisition, onboarding, succession planning, and performance management. * Partnered with legal counsel on unionized facilities before the National Labor Relations Board in areas of risk management and complex investigations to reduce potential liabilities. * Overturned two union petitions and led the initiative to decertify two unionized facilities. * Conducted union avoidance training for all managers and supervisors on a national level. * Developed a staffing model that contributed to payroll savings of $80,000 for each of 17 facilities. * Saved the company upwards of $350K through winning several key arbitrations, court appeals, lawsuits, EEOC charges, and summary judgments. Many of these litigations have set precedence in case law. -
Senior Director Human ResourcesGuaranteed Marketing Solutions, 1997 - 2004Bedford, TxBPO & Outsourcing (call center support & E-commerce)Provided strategic and tactical oversight of HR initiatives; ensured successful hiring, training, retention and development of employees, and the effective interpretation and communication of HR policies and procedures to both exempt and non-exempt employees. Led company compliance with benefits and governmental legal reporting requirements, planning, employment guidelines, affirmative action goals, training and salary administration.Key Highlights: * Served as internal consultant on organizational development, risk management, and performance management for all four facilities, delivered all HR services to 350-400 employees. * Recommended a new automated time and attendance system which paid for itself in less than 12 months. * Orchestrated the creation, rollout and maintenance of employee engagement and retention programs. * Commended for the design and functionality for the "Center for Learning" website, and for leadership in safety & WC claims.
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Recruitment | Training ManagerCompusa 1993 - 1997Dallas, TxChampioned a culture of continuous learning in support of the company’s vision and strategy; assessed training and development needs, designed programs to grow intellectual capital within the company, provided ongoing performance coaching in leadership training, and consulted in all areas of organizational development. Key Highlights: * Recognized for excellence in training design and delivery as three-time recipient of the “Innovation Business Solutions Award”. * Partnered with IT to develop strategy aligning the organizational business needs of the company with IT objectives. This was accomplished in part by linking project successes to business unit metrics. * * Established and maintained on-going performance coaching, technical systems management (including multi-media software & equipment), and product knowledge programs through the assistance of vendor educational seminars.• * Improved the training course design and delivery through the facilitation of group problem solving and process improvements, needs assessment technology; designing competency tests, and feedback on program effectiveness.
Oscar Blanco Skills
Oscar Blanco Education Details
Frequently Asked Questions about Oscar Blanco
What company does Oscar Blanco work for?
Oscar Blanco works for Americold Logistics, Llc.
What is Oscar Blanco's role at the current company?
Oscar Blanco's current role is Open to New SR. HR Leadership Opportunities.
What is Oscar Blanco's email address?
Oscar Blanco's email address is ob****@****gsi.net
What is Oscar Blanco's direct phone number?
Oscar Blanco's direct phone number is +171924*****
What schools did Oscar Blanco attend?
Oscar Blanco attended University Of Southern California, University Of Phoenix, Los Angeles City College.
What are some of Oscar Blanco's interests?
Oscar Blanco has interest in Legal And Regulatory Compliance, Grievance Investigations, Arbitration, Recruitment, Multi Unit Management, Environment, Human Rights, Organizational Development, Workforce Planning And Employment, Strategic Management And Business Ally.
What skills is Oscar Blanco known for?
Oscar Blanco has skills like Employee Relations, Succession Planning, Recruiting, Performance Management, Human Resources, Employee Engagement, Interviews, Labor Relations, Workforce Planning, Hris, Organizational Development, Process Improvement.
Who are Oscar Blanco's colleagues?
Oscar Blanco's colleagues are Emmanuel Enriquez, Phan Kathy, Edmond Harris, Jared Carbone, Andres Ruiz, Brent Giltner, Dorian Flores.
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Oscar Blanco
Miami, Fl -
3missionfoods.com, gruma.com, gruma.com1 +52 81 XXXXXXXXX
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Oscar Blanco
El Paso, Tx3firstlightfcu.org, sbcglobal.net, phoenix.edu2 +191556XXXXX
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