Ann Van Winkle has over 30 years of experience in human resources leadership roles. She has held positions such as Chief Operating Officer, Chief HR Officer, and Director of HR. Her core competencies include leadership development, employee investigations, legal compliance, training, and retention strategies. Currently, she is the Chief Operating Officer of a Bay Area business services firm, where she provides growth leadership and oversees all HR programs.

1. Ann Van Winkle, MA, PHR vanwinkleann@gmail.com 310­696­1967
MA ­ Pepperdine University
BA ­ Cal State Northridge
Core competencies include:​ leadership development, employee investigative services, legal compliance and analysis, educational development,
retention strategy, benefit and compensation management, client and board member leader, right sizing and acquisition management, employee
training, etc.
Bay Area Business Services Chief Operating Officer 07/14­Present
● Provide growth leadership
● Responsible for all HR programs including hiring, client acquisition, project allocation, retention, benefits, training
● Financial planning and tax preparation program advisor (CTEC and IRS PTIN)
Children’s Bureau Chief HR Officer 3/04 – 06/​14
● Function as a trusted advisor and business partner to the President and Chairman, the senior leadership team, and others on the HR staff
● Report to the Human Resources Board of Directors on a quarterly basis
● Investigate workplace complaints of violation of policy or law
● Author and implement all policy including Injury and Illness Prevention Program, Sexual Harassment Prevention Program, etc.
● Complaints to be investigated may include discrimination, harassment, retaliation, inappropriate mgmt. practices, hostile work environment,
workplace violence and unfair treatment
● Assist, analyze and draw conclusions from investigative evidence
● The role encompasses all HR functions including talent management (recruiting, development, learning, performance management, and
succession planning); compensation and rewards; worker’s compensation site responsibility; employee relations and driving integration
between people and the goals of the agency
● Design training curriculum for all employee development and workplace safety
● Provide insights and recommendations regarding effective organization design and strategy to drive accountability within the organization in
partnership with agency leadership
● Served as lead trainer and examiner of all ergonomic and other safety issues for all locations. Worked with both designer and workplace
safety specialist at various work sites to expedite remedy of concerns.
● Systemic projects include implementing a recruitment system, e­learning system and a merit based performance driven program
● Drive seamless execution of HR programs and initiatives across highly siloed and regionally focused operations
● Identify opportunities for systemic corrective action, and recommend changes to policies or operational practices and/or implementation of
training to reduce recurrence of complaints
● Responsible for all layoffs caused by program closures
The Children’s Clinic Dir of HR 8/02­3/04
● Assured that the HR Department was in compliance for frequent government audits, including PCER. During the exit interview from the audit
committee, was told that the development of the new HR department was extraordinarily compliant, and was one of the major
accomplishments of the clinic
● Responsible for all workplace safety analysis within all clinic locations
● Employee relations
● Training mgmt for all 6 locations
● Compensation analysis and compliance
● Wrote and implemented all policies, handbooks and management practices
● Created system to track provider and clinical staff requirements including PPD status, CPR certs, medical licenses, yearly physicals, etc.
● Created a merit review system
● Negotiated all provider contracts
● As a member of Sr. Mgmt., participated in development and fundraising activities
Merisel/Wareforce Dir of HR 5/98­8/02
● Mediation of all employee issues
● Responsible for recruitment for all locations
● Developed and implemented all employee and management training
● Developed commission and compensation structure
● Administered policies and procedures
● Managed restructuring and dissolution process, including impact assessment, selection of employees, and all notifications for 2,000
employees
● Responsible for all generalist duties
● Implemented Zurich’s Prestige HR/Payroll system (benefits, review, stock option modules, etc.)
Regency Health Services VP of HR 10/96­11/97
● Consulted with administrators, department heads and employees on policies and legal strategies for all long term care facilities within Orange
and LA counties.
● Lead mediator for all facilities
● Developed and trained on various programs (TQM, KRONOS, wage and hour laws, sexual harassment, etc.)

2. Ann Van Winkle, MA, PHR vanwinkleann@gmail.com 310­696­1967
● Part of the team charged with re­engineering departmental processes
● Project leader for HRIS analysis and selection
● Implemented Kronos Timekeeping System in facilities nationwide, conducting training classes and wage and hour implications
● Successfully piloted the CBC (criminal background check and drug testing programs)
● RHS was acquired by Sun Health. Stayed throughout the acquisition process to implement layoffs and office closures
Major Paint/Standard Brands VP of HR 5/95­10/96
● Charged with responsibility to separate the retail operation from the manufacturing plant
● Served as lead union negotiator, successfully replacing seniority based system with merit pay program
● Responsible for all generalist HR duties
● Hired to close down both the manufacturing plant and the retail operations
● Worked closely with the Acquisition team and attorneys to structure and roll out the layoff plan
O’Neil Data Systems Director of HR 4/93­8/91
● Directed human resources department for non­union newspaper & printing company with staff of 1,000
● Responsible for extensive employee relations, including performance improvement plans, harassment investigations, etc.
● Administered all benefits
● Responsible for all safety and injury and illness prevention for both ODS and IBD (Investors Business Daily)
● Consulted management regarding reviews, increases, hires, terminations and grievances
● Maintained compliance while handling labor related issues for EEO/AAP, EDD, FEHC and AQMD (on­site ETC)
● Conducted supervisory training (sexual harassment, employee discipline, performance reviews, etc.)
● Implemented ADP "Personnel Plus" (HRIS) and coordinated with payroll
● Created all reports from HRIS for accurate salary administration and automation
● Developed employee activity programs (ridesharing, 401(k) incentives, employee of the month, etc.)
Health Net HRIS and Comp Analyst 1991­1993
Served as the HRIS and compensation analyst with responsibility for implementation of the ROSS HR system. This was a massive implementation
and required extensive training.
· Worked to integrate systems within the Human Resources Department, while also establishing salary administration and compensation
guidelines
Occidental Petroleum Corp Comp systems Analyst 1989­1991
Worked as the compensation systems analyst within the Compensation Department at Oxy. I maintained responsibility for the Executive
Compensation information and analysis.
­ Worked to integrate systems within the compensation department.
­ Laid off when Dr. Hammer passed away
✓ PHR certified
✓ LA County Bar Association certified mediator
✓ Member of the Pro Bono Mediation Panel at the EEOC in Los Angeles & New York
✓ Member of SCMA (Southern California Mediation Association) & AWI (Association of Workplace Investigators)
✓ Serve as an editor on the publications committee of the AWI
✓ CTEC registered tax preparer #A282581
✓ IRS tax preparer (PTIN #01885548)