1. James Cambron, B.S. Ed, M.A. Human Resource Management (2nd Year Graduate Student) Mobile: (919-608-5988)
366 Ina-Joe Place Willow Spring, NC 27592-6525 jwcambron@charter.net
http://www.linkedin.com/in/jimcambron
Professional Summary
Seasoned Human Resource Professional with over 15 years extensive and diversified experience in all facets of human
resources, safety, security, training, risk management, and organizational development in the public and private sectors. I am
recognized as a results-oriented change agent and production floor manager with excellent leadership and communication skills
and thrive in an environment where strategic and tactical solutions and unyielding integrity are critical to success.
Professional Experience
Consultant October 2008 – Present
1St Step Human Resources / Safety Business Consultants, LLC, Willow Spring, North Carolina (Consulting)
Provide human resources consulting services from small to medium sized companies and offer hands-on assistance
by developing and implementing HR business processes and procedures.
Director of Human Resources July 2007 – October 2008
Thompson Contracting Incorporated, Raleigh, North Carolina (Construction Grading / Site Work / Paving / Utilities)
Reason for Departure: Due to Economy – Company Laid Off 50% of Employees.
• Established initial human resources department while supporting 290 employees.
• Benefits administrator responsible for 401(k), recruitment, staffing, security, safety, payroll input, medical, dental, open
enrollments, workers compensation, FMLA, EAP, COBRA, and handled all annual renewals. Designated EEO Officer.
• Implemented HRIS system and wrote appropriate policy and procedures manual.
• Implemented AA/EEO policies, training procedures, and trained all managers and supervisors in human resources,
safety, staffing, employee relations, appraisals, and job descriptions.
• Established standards of staff development in performance management, leadership development, cultural awareness,
workplace violence avoidance, and other programs as needs were identified.
• Assumed additional responsibilities as department head for safety and risk management in September 2007.
Coordinator, Human Resources / Safety / Recruitment May 2006 – November 2006
Greenville County, Greenville, South Carolina (State)
Reason for Departure: Finish Degree.
Coordinator of county wide safety programs including: safety, workers compensation, and CDL / DOT compliance.
Developed and documented policies and procedures for over 2000 employees in 40 distinct departments.
• Interpreted regulations and supported the interests of 427 thousand taxpaying citizens of the county.
• Coordinated personnel and administrative staffing duties including recruitment and retention.
• Appointed to serve as Affirmative Action Officer and ensured annual EEO compliance for county.
• Conducted weekly orientation and training sessions for normally 12 new hires on policies and procedures and
benefits programs enrollment on a weekly basis.
• Certified County Risk Manager October 18, 2006
Director of Human Resources February 2005 – March 2006
Digital Satellite Service Incorporated, Piedmont, South Carolina (Telecommunications) (DIRECTV)
Reason for Departure: Company was Acquired by MasTec, Inc. All human resources functions and responsibilities
were transferred to the Corporate Head Quarters in Coral Gables, FL.
• Established the initial human resources, safety, and fleet compliance department for the corporate office which
supported 920 employees in six southeastern states. Held off union organization movement in August 2005.
• Benefits administrator responsible for 401(k), medical, dental, workers compensation, FMLA, EAP, COBRA,
annual renewals and open enrollments, payroll and timekeeping responsibilities. Designated as EEO / AA Officer.
• Implemented AA/EEO procedures and established and trained all managers and supervisors in HR, safety,
recruitment, staffing, employee relations, appraisals, and risk management. Direct support for a 300 person call
center for DIREC-TV. Implemented computerized HRIS system to maintain 920 employee database.
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2. Professional Experience (Cont’d)
Director of Human Resources April 1999 – March 2004
Ashmore Brothers Incorporated, Greer, South Carolina (Construction Asphalt / Concrete / Site Development)
Established initial human resources department and training facility for three separate plants, all while supporting 220
employees in these industries.
• Benefits administrator responsible for 401(k), medical, dental, workers compensation, FMLA, EAP, COBRA,
annual renewals and open enrollments, payroll and timekeeping responsibilities. Designated EEO / AA Officer.
• Responsible for all recruiting, placement, and orientation. Reduced turnover rate by 35% and saving 22K per year.
• Implemented computer based HRIS system. Implemented company policy and procedures manual.
• Implemented AA/EEO procedures, established training procedures, and trained all managers and supervisors in
HR, safety, recruitment, staffing, employee relations, and appraisals.
• Assisted in the development of increased awareness in Safety and OSHA compliance which lead to an annual savings of
$200,000.00, and achieved 1.8 million man-hours without a lost time accident, within a four year period.
Manager of Human Resources July 1997 – May 1998
Griffin Thermal Products Incorporated, Piedmont, South Carolina (Automotive)
• Established initial human resources department supporting 200 employees in the automotive industry where my duties
included benefit administration, staffing, and payroll & timekeeping, performance management and regulatory compliance.
• Responsible for 401(k), medical, dental, workers compensation, FMLA, EAP, and COBRA, annual renewals and open
enrollments. Improved recruiting while eliminating turnover rate which saved 15K per year.
• Implemented AA/EEO procedures, and established and trained all managers, and supervisors in human resources, staffing,
employee relations, appraisals, and safety-risk management.
Associate Naval Science Instructor (High School Teacher) 1995 – 1997
Easley High School, Easley, South Carolina (Education)
•Established an administration department and created new policies and procedures for a new NJROTC High School Unit,
while teaching naval science which included math, science, history (1865 to the present), and astronomy to 200 high school
students annually. Total of 2,560 teaching hours. Selected as 1996 (NJROTC) Unit of the Nation.
Personnel Specialist (Human Resources / Payroll / Security / Training / Safety) 1976 – 1995
United States Navy (Retired After 19 Years Active Military Service) (Direct Support for Multi-Special Forces)
Held Government Interim Top Secret Clearance Based on a Special Background Investigation / National Agency Check
•Directed various human resource departmental activities while supervising over 50 military and civil service personnel for the
direct support and management of up to 7,000 military (officer / enlisted) pay and personnel records, including Charleston
Naval Hospital.
•Departmental Director for HRIS (DEERS) data base that included hundreds of thousands of personnel, all active duty,
retired, dependents, and reserve personnel from the Navy, Army, Air Force, Marines, Coast Guard, and National Guard.
•Provided military personnel with information and counseling related to navy occupations, opportunities for general
education and job training, requirements for promotion, and rights and benefits.
•Involved with Reduction in Force of 70 thousand military personnel and the closure of Charleston Naval Base.
 Prepared financial and accounting reports related to individual pay and travel transactions and operated
associated accounting systems. Maintained and audited military pay and personnel records, civilian time sheet.
•As the Chief Security Officer assumed full responsibility of security and safety responsibilities for 125 civilian
and military personnel, including armed financial escort service at Naval Station Charleston Facility.
•Controlled, distributed, and received daily cryptology communication equipment and software for national and
international security flights for air patrol surveillance of submarine ships for the western pacific arena.
Professional Education
Actively Pursuing Master of Arts in Human Resource Management (2nd Year Graduate Student)
Completion of (15 SH) of Coursework at Webster University, St. Louis, MO. (GPA 3.47); www.webster.edu
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3. Bachelor of Science in Education, Workforce Education and Development
Completed (5 SH) Human Resources Teaching Internship at Baptist Medical Center, HR Department, Jacksonville, FL.
Completion of (130 SH) Southern Illinois University; Carbondale, IL (GPA 3.36); December 2006. www.siuc.edu
Professional Education / Training / Certification (Cont’d)
Technology
Microsoft Office Vista 2007 (Word, Excel, Power Point, Publisher, Outlook); AS400; Infinium;
HRIS Defense Enrollment Eligibility Reporting System (DEERS) data base that includes hundreds of
thousands of personnel, all active duty, retired, dependents, and reserve personnel from the Navy, Army, Air Force,
Marines, Coast Guard, and National Guard;
G-Neil HRIS System and Internet Recruiting & Research;
Federal Government E-Verify / I-9 Compliance System
Affiliations
Society for Human Resources Management (SHRM) Since 1999
Raleigh-Wake Human Resources Management Association (RWHRMA) Since 2007
Raleigh-Wake Human Resources Management Association (RWHRMA) Diversity Committee 2009
Triangle Society for Human Resource Management (TSHRM) Since 2009
Fayetteville Area Society for Human Resources Management (FASHRM) Since 2009
Association of General Contractors (AGC’s) Human Resources Committee for NC and SC 1999-2003
Certifications
Certified County Risk Manager (CCRM) Completed October 2006
Certified OSHA Trainer – Authorized to Train and Certify 10 & 30 hour OSHA Compliance October 2005
Certified Forklift Train the Trainer / Competent Person
Certified Associate Naval Science Instructor, Nationwide Since 1995
Certified Drug and Alcohol Substance Abuse Coordinator 1983
Certified Navy Command Career Counselor 1980
Notary Public for North Carolina Expires May 4, 2013
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4. Knowledge, Skills and Abilities
In The Case Of
James Cambron
RECRUITING and INTERVIEWING:
 Ensured job descriptions are current and accurately represent open positions.
 Coordinate the posting of open positions internally.
 Places external employment advertisements; lists positions with local unemployment office.
 Uses Targeted Selection techniques to conduct initial interviews for production, office and service positions;
recommends well-qualified candidates for hire.
 Pre-screens candidates for other positions, recommends and arranges second interviews.
 Administer employee referral program.
 Prepares and issues offer letters as directed.
 Act as primary contact for external vendors / recruiter.
HIRING and ORIENTATION:
 Maintain applicant tracking records in compliance with company and legal procedures.
 Conduct pre-employment assessments, screenings (background checks, MVRs, references, drug screenings, pre-
placement physicals, social security number checks, etc.)
 Ensure that all DOT re-certifications, medical examiner cards, and MVR requests received for compliance.
 Conduct new employee orientations, including collection of all new hire paperwork.
 Provide initial explanation of safety policies and shows safety videos to new employees.
 Ensure compliance with Bureau of Citizenship & Immigration Services regulations,
 Complete Disadvantaged Business Entrepreneur (DBE) forms for State and Federal Agencies.
 Implement Veterans / Disability Self Identification for new hires.
SAFETY and RISK MANAGEMENT:
 Partner with internal (Risk Management) and external resources to reduce worker related injury and unemployment
costs.
 Administer plans to meet location’s safety and risk management objectives.
 Maintains OSHA 300 log and participates on location safety committee.
 Complete and submits first reports of injury, including vehicle accidents.
 Monitor work-related injury claims with assigned claims adjuster.
 Coordinate transitional duty and job accommodation plans for employees returning to work.
 Assist with Safety Performance Improvement Process (SPIP).
EMPLOYEE RELATIONS and EMPLOYEE DEVELOPMENT:
 Advise Supervisors and Managers regarding employee communication, performance reviews and policy interpretation.
 Serve as the HR representative on employee performance issues.
 Provide employee referrals to the Employee Assistance Program (EAP).
 Co-facilitate learning initiatives (Targeted Selection, Leadership Skills).
 Track performance to ensure timely and complete performance evaluations; reviews development opportunities and
partners with GM to research and provide necessary tools.
 Gather data and analyzes local turnover to determine trends and mitigate retention risks.
 Uses Employee Opinion Surveys (EOS) as needed to identify and address retention risks.
 Conduct exit interviews with voluntarily terminating employees.
 Coordinates Human Resources-related activities at branches.
 Develop and maintains a thorough knowledge of HR department procedures, policies and practices to answer employee
questions, resolve problems and address issues.
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5.  Administer and communicates company policies that pertain to role of each employee, such as Individual Treatment,
Performance Improvement and Non-Solicitation & Distribution.

Knowledge, Skills and Abilities (Cont’d)
In The Case Of
James Cambron
 Provide local management with HR data and reports via HRIS.
 Conduct 30/60/90 day follow ups with new hires to gather information and aid retention.
 Ensure that facilities are in compliance with all required legal postings.
BENEFITS and COMPENSATION:
 Administer benefits and associated policies/procedures at local level; serves as employee contact for benefits-related
questions. Leads annual open enrollment for location,
 Coordinate leaves of absence paperwork, policies and return-to-work accommodations,
 Communicate and monitors benefits programs, such as Essential Time, Perfect Attendance, Tuition Assistance,
Vacation, Personal Holidays, etc.
 Submit weekly hours payroll to HR.
 Coordinate annual merit increase process; resolves questions or issues with department heads.
 Administer employee welfare events including birthday/anniversary recognitions, picnics, etc. Coordinate special
events, including annual United Way campaign, flu shots, etc.
SKILLS AND COMPETENCIES:
 Ability to read, write and speak English well enough to complete tasks and communicate effectively proven success in
a fast-paced environment with continual change. I maintain a high level of professionalism in appearance and manner.
 Strong organizational skills / attention to detail. Demonstrated ability to handle multiple tasks, prioritize effectively and
meet deadlines. Excellent written, verbal and presentation skills.
 Proven problem solving, reasoning and negotiating skills. Able to quickly build effective working relationships and
develop influence at all organizational levels. Working knowledge of employment-related laws such as FLSA, FMLA,
ADA, ADEA, Civil Rights Act, etc.
 Proficient computer skills in Microsoft Office products or similar software.
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