California Polytechnic State University-San Luis Obispo

Recruitment Manager at Metro

DAT Freight & Analytics

Human Resources Business Partner/ Manager

Oversaw the complete restructure of Metro’s core Human Resources Business Partners and Recruitment team that provides support to both unionized and non-unionized staff. 

Re-introduced the Human Resources Business Partner role and concept to Metro’s executive and management team; gaining buy in and support from both groups.

Manager for Metro’s Human Resources Business Partners and Recruitment team; comprised of 3 Human Resources Business Partners, 2 recruiters and 2 support services staff. 

Provide direct coaching and counselling to executives and directors on topics ranging from recruitment and selection, compensation, workforce engagement/development, performance management and discipline. 

Oversee team that provides best practice advisement and support to senior management, line managers, and employees, for unionized and non-unionized staff,  in the areas of labor relations, compensation, benefits, yearly performance/salary reviews, employee relations, employee engagement, on boarding and exits, workforce management/ succession planning, retention, performance management, training, FMLA/OFLA and general policy and procedures interpretation. 

Oversee full cycle recruitment for staff, management and executive (c – suite) level recruitments, which included the successful recruitments of multiple Labor Relations Managers, Metro’s Deputy Director of Human Resources, Oregon Zoo Director and Metro’s Communication’s Director. 

Special Projects/ Initiatives:
Serve as the point of contact for all outreach efforts with external and internal BIPOC stakeholders. 
Directly manage Metro’s LinkedIn account; overseeing and developing content.  
Directly managing the recall and rehire process for Metro as it begins its reopening efforts.

Metro

Manager, Human Resources Business Partners and Recruitment Team

3 month interim role. Led Multnomah County's Department of Human Services' HR Team.

Multnomah County

HR Manager - Interim

Lead Sr HR Business Partner and prime HR Project Manager tasked with leading and organizing day to day core HR functions and activities while also focused on designing, implementing and managing unique HR projects and programs. Role works closely with the VP of HR and other members of the Human Resources, Organization Development and Talent Acquisition teams in both a lead and project manager capacity.  

Work directly with NWEA’s COO on key organizational and strategic initiatives.   

Lead a team of 3 HRBPS.

Provide guidance and mentor-ship to our Talent Acquisition team as it related to special initiatives, projects and day to day work.  

Point person, working closely with HR and business executives, tasked with designing, developing, and implementing key HR and organization wide programs and initiatives. 

Manage programs/portfolios in the areas of Diversity, Equity and Inclusion (DEI), employee relations, talent acquisition and management, branding, total rewards, staff rewards and recognition, and state and federal compliance. 

Provide HR consultation and advisement in the areas of employee relations, compensation, benefits, talent acquisition/management, staff engagement and development. 

Program owner for NWEA’s HR re-branding and marketing initiatives.

Embedded with key business groups, providing counsel and business focused solutions to management and employees on various human resources matters including, but not limited to: departmental strategy development and roll out, performance management, employment law compliance, organizational change/design, employee relations, policy interpretation, recruitment and retention strategies, and compensation/benefits.

Special Projects/ Initiatives:
Project Manager for NWEA's Career Page Re-launch
Developed NWEA’s 3 year Diversity Equity and Inclusion (DEI) Strategy Roadmap
Steering committee member for the PSU/PDX Cooperative Education Program (PCEP)

NWEA

Manager, HR Programs

Lead HR Generalist, providing counsel to management and employees on various human resources matters including, but not limited to: performance management,employment law compliance, organizational change and design, employee relations, policy interpretation, recruitment and retention strategies, and compensation/benefits.

Partner with management to diagnose/implement organizational design and development strategies, with a focus on developing respective teams to maximize performance and employee engagement. Coach managers on talent and succession management and how to best to motivate and challenge teams, (from high performers to under performers) to ensure employee performance, engagement and accountability.

Partner with the internal Talent Management team to build internal and external pipelines of high caliber, culturally diverse talent to meet the needs of the business with regards to succession and workforce planning. 

Serve as point person for HR focused marketing and branding initiatives. 

Assist with developing and maintaining communications programs that successfully impart the NWEA’s mission, values, culture, and objectives.

Special Projects/ Initiatives:
- Developed NWEA's Family Scholarship Program
- Serve as point person and liaise for  PSU/PDX Cooperative Education Program (PCEP)

Sr. Human Resources Generalist

Led a team of 8 HR professionals and administrative staff, supporting Multnomah County's business line units. Provided best practice advisement and support to senior management, line managers, and employees in the areas of employee relations, workforce management, recruitment, retention, performance management, training, compensation, and general policy and procedures interpretation. Conducted investigations, and manage grievance process.

Worked in partnership with senior management and their lead teams to align organizational policies and services to support the individual group’s business objectives. Coached and counseled managers and supervisors on topics ranging from discipline to contract interpretation. 


Special Projects/ Initiatives:
- Developed an HR focused marketing and branding strategy 
- Developed a career path program
- Developed strategies and programs focused on Diversity, Equity and Inclusion (DEI)
- Developed a succession planning strategy
- Developed a retention planning strategy 
- Developed Multnomah County’s, Department of County Assets, YouTube and Twitter page.
- Chaired Labor Management Meetings for Multnomah County’s Department of County Assets. 

Labor Relations Manager (Limited Duration Appointment) August 2010 – October 2011. 

Conducted technical research projects to support Multnomah County’s bargaining process. 

Managed the County Wide Layoff Process. Successfully coordinated and organized the layoff process for the 9 departments that comprise Multnomah County. Efforts resulted in no grievances from the various unions and no disruptions to the County’s day to day business operations.

Sr. HR Manager

Provided HR best practice advisement and support to senior management, line managers, and employees in the areas of employee relations, workforce management, recruitment, retention, performance management, training, compensation, health and safety, benefits, salary/remuneration and general policy and procedures interpretation. 

Worked in partnership with group managers, senior management and their lead teams to align organizational policies and services to support the individual group’s business objectives.

Developed a new migrants resources site for expats living in New Zealand.

Auckland City Council

Huam Resources Advisor

Served as point of contact for the Western Region on all applicable local/state/federal employment laws, regulations and statues. 

Successfully providing advisement and interpretation on issues involving, but is not limited to: FMLA, OFLA, FLSA, HIPPA, the Civil Right Act/ Title VII, ADA, ADEA, AA/EEO (reporting and compliance), OHSA, OFCCP, USERRA, Davis-Bacon, Sarbanes- Oxley, ERISA, and Workers Compensation requirements. 

Provided HR best practice advisement and support to senior management, line managers, and employees in the areas of employee relations, workforce management, recruitment, retention, performance management, training, compensation, health and safety, benefits, salary/remuneration and general policy and procedures interpretation.

Dorian Gualotunia, SPHR