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<pre>Array ( [var] => cut_url ) </pre> Resume for Charles H. for HR / Recruiter / Other / Not Classified in Julai'a, Kuwait. Search More Resumes for HR / Recruiter on Resumark.com #I9MQ487UG
 

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Resume for Charles H. for HR / Recruiter / Other / Not Classified in Julai'a, Kuwait




Occupation: HR / Recruiter Industry: Other / Not Classified
Country: Kuwait City: Julai'a
State: Mubarak al Kabir ZIP: 00000



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CHARLES F. H.
Email:
|U.S. Mailing Address: |Permanent Address: |Kuwait Address: |
|CSAHR | Yorktown Place |CSAHR, Building T |
|APO AE |Berwyn, Pennsylvania |Camp Arifjan, State of Kuwait |
|+ | | |
| | | |
PROFESSIONAL EXPERIENCE
COMBAT SUPPORT ASSOCIATES, Kuwait
Present
Head, Human Resources
Manages all conventional HR activities for employee U.S. Army logistics and base operations
contractor with multinational workforce. Manage occupational health, applications development and
employee housing functions, providing services throughout the contract.
• Directs all phaseout, transition and endofcontract activities following highly successful year
engagement while maintaining critical manpower levels and receiving consistently Excellent mission
performance ratings.
• Established fully automated applicant tracking, internal staffing and position management systems,
ensuring compliance with U.S. government contractor regulations.
• Developed and implemented a fully effective threepronged employee fitness assurance program in
order to meet government requirements.
• Programmed a positionbased mandatory training and certification matrix meeting government statement of work
specifications.
• Directs a staff of professionals, including U.S., Canadian, British, Jordanian, Filipino, Sri Lankan
and Indian employees.
• Taught nine SHRM PHR/SPHR certification courses to Kuwaiti business organization HR staffs.
THE H. GROUP, Berwyn, Pennsylvania
Principal
Established a successful independent consulting practice providing HR expertise in strategy, talent
management, and rewards to organizations seeking to upgrade or establish human capital management
strategies, programs, or systems. Clients included universities, municipal governments, healthcare
systems, and manufacturers.
• Completed a managing general partner market analysis for a $ million closely held electronics
engineering and manufacturing company. Resulted in payforperformance bonus program for sibling
coowners/operators and voting rights for other family share owners.
• Designed and implemented a profit sharing plan for a employee marketing and distribution
company.
• Designed a supervisory training program for a rapidly growing Indiabased call center company doing business
in the U.S.
• Developed and delivered a supervisor training program for nonacademic staff at a midsize private university:
covered active listening, conflict resolution, gaining commitment and performance coaching. Resulted in very
high reaction results from attendees.
• Delivered customer service training to firstline employees of a midsize private university.
PRICEWATERHOUSECOOPERS
LLP, Philadelphia, Pennsylvania
Senior Consultant
. Consulted to startup cancer research institute in Phoenix, Arizona. Acting as interim Director, Human
Resources, developed and implemented all essential HR policies and procedures: staffing,
compensation, benefits, compliance, and relocation. Managed employment of first executive group.
Following initial engagement continued consulting to permanent Director, Human Resources on all HR
matters.
. Completed HR processing and control auditing project in construction industry.
BRACCO DIAGNOSTICS INC., Princeton, New Jersey
Senior Director, Human Resources
First HR department head, reporting to President, for $ million, employee North American
subsidiary of Italian pharmaceutical company. With no corporate input, established effective department
providing full range of human resources services to three separate Bracco companies; resulted in high
customer approval scores. Directed staff of five exempt employees and three nonexempt employees.
Increased company productivity by reducing employee turnover to % . points below thencurrent
industry norm and . points below month period ending April .
. Served on Executive Committee, establishing strategy, setting company performance objectives and
raising company culture issues affecting outcomes. Linked strategy to appropriate HR programs:
staffing, performance management, rewards, and development. Consulted to all executives on talent
management, succession planning, organization design, and change management and to President on
Executive Committee dynamics. Created a culture of customer satisfaction and continuous
improvement within HR and throughout organization, leading to consistently high department
feedback and contributing to company’s early success.
. Established HR infrastructure for Bracco Canada, placing payroll and benefits programs and
developing companyspecific rewards, development, and staffing programs. Managed two involuntary
performance terminations.
. Addressing employee feedback and turnover, instituted and delivered organization development
program for all supervisors, including Executive Committee, on coaching, conflict management,
listening skills, and gaining commitment, resulting in high employee satisfaction scores and
contributing to improved undesirable turnover rate.
. Targeting failure to meet clinical research timelines, designed and conducted OD intervention using
oneonone interviews with all individual contributors. Evaluated operations against company values.
Results included eight improvements in communication, controls, and operations leading to %
timeline compliance.
. Developed and implemented performance management processes and employee relations programs
within two years and within budget. Implemented computerassisted performance appraisal program
centered on company’s values.
. Designed and implemented compensation programs for sales force and headquarters staff, including annual
incentive plan with universal nonsales employee participation and flexible budgetbased salary
administration program. Developed performance share longterm incentive plan based on profitability
and product mix.
. Led redesign and implementation of defined benefit and defined contribution plans, resulting in
reduced costs, market alignment, and % k plan participation.
. Designed employment processes, including competencybased interviewing centered on values. Trained
hiring managers and interviewing teams. Contributed to improved turnover rate.
. Created and implemented headquarters employee recognition program based on values and team, department,
and individual achievement.
. Led vendor change efforts in medical, dental, and life insurance benefits, and HRIS, leading to enhanced
productivity through improved administration and lower % cost reduction.
. Developed internal employee communication program, including weekly electronic newsletter, quarterly
presidential town meetings, required and supplemental employee benefits communication, and compensation
program orientation meetings.
MERCK & CO., INC.
HUMAN RESOURCES BUSINESS PARTNER
Astra/Merck Group, Wayne, Pennsylvania
. Partnering with VP, Drug Development, established and staffed the Drug Development process area,
hiring regulatory, clinical research, product safety, administrative and quality assurance professionals
in two years.
. Provided HR services, including performance management, management coaching, rewards planning, HR
planning and team design as full partner with Drug Development, Finance and Information
Technology staffs.
. Led compensation skill center, developing and implementing long term incentive plan, headquarters incentive
plan, job evaluation process, and salary planning process closely integrated with company’s business
planning.
MANAGER, COMPENSATION & BENEFITS
Calgon Water Management Division Merck Specialty Chemicals Group, Pittsburgh, Pennsylvania
. Performed HR generalist and rewards design duties for Fin

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