Elin Porter is a human resources professional with over 20 years of experience in various industries. She holds an SPHR certification and bachelor's degree in organizational communication and human resource management. Her experience includes strategic planning, organizational development, performance management, training, employee relations, policy development, benefits administration, and general HR management. She has worked in both union and non-union environments for companies of various sizes. Her experience also includes consulting work where she provided HR support, audits, investigations and other services.

1. Resume
Elin Porter, SPHR
San Francisco Bay Area
Elin.Porter@gmail.com
Web Page: ElinPorter.com
530-521-1515
HUMAN RESOURCES PROFESSIONAL
Succeeds in demanding environment by understanding the needs and organizational capabilities, with practical solutions,
employee relations andbest practices. Experience anddevelopedbusiness acumen over 20 years’in different industries andstages
of development.
Enhances organization performance with improved HR effectiveness, operational efficiency, eliminating unnecessary
bureaucratic steps, creating a center of excellence where managers/supervisors can get the support they need to be successful.
Improved communication, develop top to bottom employee engagement, focuses on priorities while minimizing risk for the
organization.
EDUCATION
Bachelor of Arts in Organizational Communication with Minor in Human Resource Management
(Area of study focus: Human Resource Development)
California State University, Chico
PROFESSIONAL AFFILIATION / CERTIFICATION
Senior Professional in Human Resources (SPHR) -- Society for Human Resource Management
PROFESSIONAL EXPERIENCE
Strategic ~ Tactical
ORGANIZATIONAL DEVELOPMENT Evaluated site management teams, recruited and developed top talent, Created HR
center of excellence anddrove greater connectivity between the central function andthe leadershipteams. DevelopedKPI to track
development in support of strategicplan, drove, measured and reinforcedhigh service levels & internal consulting deliverables.
Established strategic initiatives.
PERFORMANCE MANAGEMENT Aligneddevelopment plans with organization strategicobjectives. Developedoverall plan
from evaluation, continuous improved and individual development. Developed employee expectation matrix tool to track
improvement in performance development. Worked with managers and supervisors to engage and develop employees daily.
TRAINING Performed needs analysis, developed curriculum or source vendor, presented training and measured results.
Developed and delivered 16-week training approved by community college for certification.
EMPLOYEE AND LABOR RELATIONS Managedmultiple sites in multiple states upto 3,000 employees. Coachedleaders how
to engage employees in both union and non-union environments. Handledgrievances, andparticipatedin negotiations. Defined
and implemented robust employee and leadership engagement plans.
POLICY AND PROCEDURE Audited HR policy and procedure in accordance with current labor law. Wrote documentation for
regulatory certification such as ISO certifications. Handled compliance relateddocumentation andreporting. Administeredand
managed all aspects of notification, record keeping and communication with employees for all programs.
HR MANAGEMENT Provided leadership and mentored direct reports. CreatedHR departments from single person support to
a team of seven. Developed process and service and built a HR Centers of Excellence. Inspired Regional HR Managers to be
strategic HR leaders and change agents, role models for collaboration, and adaptability. Managed remote HR representatives.
BENEFITS Administeredbenefits including annual requests for proposals, quality services for the best price, open-enrollments,
claims issues, pension plans, 401(k) reporting and5500 reporting, ERISA notification, pension, SF andstate reporting. Set up fully
and partially self-funded health programs.

2. Resume
WORK HISTORY AND DELIVERABLES
Nortia Staffing Services, San Jose, CA, HR contractor, July 2015 - August, Rigel Pharmaceuticals as interim HR Director.
Robert Half Management Services, San Francisco Bay Area, HR contractor, February 2015 – June 2015 Interim Senior Director
of HR Goodwill Industries of San Francisco, San Mateo and Marin; February 2015, Richmond Art Center HR/Safety consultant,
November 10, 2014, Pacific Steel Casting Company, LLC, Interim Director of Human Resources; October 2014; Human Resource
Consultant – Shen Wei America.
Morgan Technical Ceramics and Wesgo, Hayward, CA, April 2012 to July 2014, Human Resource Manager for two business
units. Union environment. High tech ceramic manufacturer in a highly competitive business environment. Coached and
developed teams as well as individual employee development. Plant closing, position eliminated.
 Created training matrices to track individual training and cross training abilities – career paths.
 Improved HR and Payroll (ADP) and reduced process time by 70% improved accuracy to 100%.
 Created labor reports, tracking trends, improving staffing levels and reducing OT by 75%.
 Provided training and support for the Toyota Production Lean Production system (Hoshin Kanri & Kaizen).
 Recruited, interviewed hired senior leadership, engineers, production workers and sales staff.
Horizon West Health Care, Rocklin, CA, Oct. 2009 to Jan. 2011, Assistant Director Human Resources, Union Environment.
Managed two reports. Laid off, position eliminate due to sale of company.
 Evaluated organizational structure, recommended and implemented strategic plans strengthen management teams at
skilled nursing facilities. Recruited and hired administrators for 40% of the sites.
 Staffing and other changes resulted in a profit for the first time in many years’, positioning the company for sale.
 Responsible for 27 sites, two states with 3 direct reports and office manager reports at each site – 3,000 employees.
Porter and Associates Consulting, Hayward, CA November 2006 to April 2012 and in 2014 between other assignments. HR
consultant to owners, leaders & management teams – SWOT analysis, team building, investigation, employeehandbooks, audits.
HCR Manor Care Heartland Home Health & Hospice, Toledo, Ohio, Nov. 2007 to Dec. 2008, Regional HR Manager, Western
U.S. Laid off due to budget cuts.
 Managed HR functions remotely to sites in several states. Visited locations at least every six weeks if possible.
 Provided service to 33 sites in 14 states through judicious time management and resource allocation.
 Enabledanalysis of organizational development projects through creation of a BalancedScorecardandincreasedstaff morale
by soliciting employee feedback. Improved compliance with audits and compliance training.
Gold Country Casino and Hotel, Oroville, CA, June 2003 to Nov. 2006, Director of Human Resources, Managed five reports,
Laid off, position eliminated.
 Realized $300,000 decrease in overtime expenses in 1st year and lowered annual payroll 20% while delivering a 43%
reduction in staff turnover; established performance management and strategic planning metrics.
 Identified$104,000 in misspent funds by performing audits; discovered $80,000 in insurance charges for ineligible persons
and $24,000 in excess sick time disbursements.
 Recruited, interviewed, hired, orientedandtrained450 new employees with 45 days’ notice for gaming facility expansion –
--- 750+ regular employees.
 Employed cross-cultural skills to cooperate successfully with Native American management.
 Created curriculum certified training to develop supervisor and management skills – offered to tribal members.
 Earned designation (as part of enterprise) for ROP Employer of the Year.
River Valley Enterprises, Chico, CA, Oct. 2000 to June 2003, Manager of Human Resources, Retail Restaurants. Resigned for
another position.
 Lowered Workers’ Comp expenses 60% and claims rate 40%.
 Cut benefits costs 15% while enhancing services by negotiating modifications of packages.
 Developed management training program, recruited and trained restaurant managers.
 Reduced turnover from 85% to 30% in one year in the food industry.
Additional work experience in medical device manufacturing and cable manufacturing. References upon request.