Portia Phillips Email & Phone Number

Ontario, California, United States

Empowering leader who thrives on growing the business, increasing profitability, strategic planning, succession planning, leadership development, and employee engagement. Build and maintain a book of business. Successful track record in developing trust and partnering with the "C" Suite, Senior Management, Business Owners and Legal Counsel, in developing and managing key performance indicators (KPI's), key initiatives, and human capital management.

DIRECTOR HUMAN RESOURCES 2010 - Present StemCyte A Cord Blood Therapeutics Company• Develop and execute an effective Human Resources infrastructure i.e. Benefits Administration, Payroll, Employee Relations, Wage and Salary Administration, Rewards and Recognition to name a few of the key functional areas of a successful Human Resources Department. Successfully implemented benefits administration, with a cost savings of over $400,000; executed a seamless Payroll transition, and contributed to the company’s 1st Annual Rewards and Recognition function within 3 months. Audit and ensure organization is in compliance with state and federal labor laws. Coach, counsel and mentor management and employees.

HUMAN CAPITAL CONSULTANT 2008 – PresentWESTMED AMBULANCE SERVICES, HAYWARD, CA (Healthcare)Conduct on-site performance coaching, organizational development/culture and align the systems and people to exceed customer expectations. Develop leadership capacity of employees at all levels. Strategize on the sustainability of business due to merger and acquisition. Executive talent acquisition, train on various aspects of Human Resources and employment laws. Create and implement position descriptions. Evaluate performance solutions, and organizational culture. Provide tools and resources to monitor and track employee’s performance and talent management.

Directed a staff of 3 for 9 division departments (Business Services, IT, Public Safety, Risk Management, Employee Recruitment Services, Professional Development, Disability, Environmental Health & Safety, Workers’ Compensation) and optimized human capital management in support of the Performance Excellence and Paperless Environment initiatives.  Transformed the existing Human Resources Department into a streamlined Human Resources department with base line responsibilities and bottom-line accountabilities. Formulated and administered Human Resource policies and procedures. Developed a structured Talent Acquisition tracking system within CAPS and created talent pipelines for difficult to fill positions in an extremely competitive recruiting environment. Resulted in, reduced time-to-fill for key positions from 51 days to 30 days (some high attrition positions within 24 hours) with talented and qualified candidates. Created and implemented an Employee Discussion Document tracking system which improved the tracking of sensitive and confidential information that provided consistent and fair employment practices; adhered to the University’s policies and procedures; and met CA’s state and federal employment laws. Co-chaired in developing, introducing, and implementing a performance management system (SuccessFactors) – structure development, management guidelines and training, distribution curve, and common performance reviews which greatly improved performance/morale. Effective in clarifying the vision and aligning others with the vision.

Investigated, advised and monitored employment-related issues/complaints and grievances i.e. wage & hour, reprimands, policy clarification, alleged wrongful terminations, etc. 97% of cases were resolved through the departmental process (informal) vs. the staff appeal hearing process (formal). Actively coached and guided managers in the areas of effective goal setting, development planning, coaching and feedback, and performance assessment/review. Collaborated and partnered with faculty and staff in identifying training needs, and appropriate learning and development opportunities.

Directed onsite Human Resource audits for 47 sites throughout Southern California with a direct staff of 6 and managed a $300,000 budget. Reduced turnover and increased employee morale via talent management and organizational development.  Increased on-time performance reviews from an average of 62% to 90% within 1 year by monitoring performance reviews via the Manager’s Workstation performance management system. Reviewed and analyzed trends to develop or refine diversity, work-life, and other HR programs; developed and implemented training on HR related subjects (employment law, diversity, management practices, etc.); advised business partners and management on adverse actions; conducted adverse impact analyses; investigated EEO concerns; made recommendations and implemented solutions based on issues investigation process; attended unemployment hearings, prepared summary report of employee relations issues.

Bachelors, Business Management

Activities and Societies: Society of Human Resources Management Professional in Human Resources Association

Master Of Business Administration - Mba, Executive Leadership, 3.7

Activities and Societies: USC - Women In Management

Masters, Executive Leadership, 3.8

Activities and Societies: Pepperdine University School of Law, Malibu, CA - Employment Arbitration Certification Pepperdine University.