Paige Newbold
Santa Monica,CA
Summary
Seasoned [Job Title] with [Number] years of experience in company administration. Collaborated with board members and executives to develop budget, coordinating departmental operations in cooperation with managers to execute company initiatives under budget and beyond expectations. Developed innovative sales strategies and personally implemented with high-profile accounts. Dedicated to maximizing company growth and streamlining integration of company operations.
Overview
31
31
years of professional experience
1
1
Certification
Work History
Chief Administrative Officer
Exceptional Children’s Foundation (ECF)
Culver City, CA
01.2021 - Current
- Overall management of the organization in all areas: Facilities and Construction, Client Services, Human Resources and Administrative Management.
- Signed and approved budgets for new funding and program initiatives.
- Served on corporate subcommittees to gain greater insight into specific areas of company operation and suggest improvements in standard protocols.
- Maintained relationships with external partners such as vendors, suppliers, contractors.
- Conducted research on industry trends in order to develop strategies for future growth opportunities.
- Organized and coordinated administrative activities such as board meetings, staff meetings, budgeting, financial management, personnel management, recordkeeping, and compliance with applicable laws.
- Provided organizational leadership and collaborated with executive partners to establish long-term goals, strategies and company policies.
- Evaluated existing systems for accuracy and completeness; developed new systems when needed.
- Oversaw corrective action plans to remedy structural, organizational and departmental issues.
- Optimized supply chain to reduce materials costs and improve distribution.
- Provided guidance and support to department heads in order to maximize efficiency and effectiveness of their teams.
- Developed and implemented policies, procedures, and practices to ensure efficient operations of the organization.
- Identified training needs among employees; organized seminars or workshops as required.
- Fostered collaboration and development of new practices by business leaders.
- Developed budgets for various projects; monitored spending against projected figures in order to maintain fiscal responsibility.
- Drafted correspondence on behalf of senior leadership; responded promptly to inquiries from customers or clients.
- Mentored individual staff members to enhance understanding of role within bigger picture of company operations, advising on approaches improving workplace outcomes.
- Hired, trained and mentored [Number] staff members to maximize productivity.
- Analyzed data to identify areas of improvement within the organization's operations or processes.
- Ensured that organizational goals were met by setting deadlines, monitoring progress towards objectives, and providing feedback to stakeholders.
- Reviewed contracts before they were signed in order to ensure compliance with company policy.
- Liaised between corporate departments to coordinate operations and eliminate impediments to interdepartmental collaboration.
- Spearheaded new facility expansion with $[Amount] in capital funds.
- Implemented safety protocols in accordance with local regulations; ensured staff followed safety guidelines.
- Improved profitability by accurately maintaining P&L to meet prime fiscal responsibility.
- Created an environment that fosters collaboration among team members while promoting a culture of accountability.
- Created program to promote new managers from within, leading to cohesive leadership structure.
- Managed the day-to-day operations of the organization including supervision of staff and volunteers.
- Coordinated communication between internal departments to ensure accurate information flow throughout the organization.
- Managed development and implementation of company-wide operating budget, presenting summary to board members and updating based on newest revenue and expenditure data.
- Tracked third-party litigation cases and complaints potentially developing into litigation to resolve issues early at minimal cost and with minimal negative public exposure.
- Executed on-time, under-budget project management to adhere to project road map.
- Strategized and implemented plans to transform and revitalize operations, capitalizing on emerging [Industry] trends.
- Prepared reports for senior leadership on operational performance metrics and strategic objectives.
- Supervised administrative staff to ensure tasks were completed accurately and efficiently according to established timelines.
- Oversaw hiring processes from job postings through onboarding; maintained employee records according to legal requirements.
- Oversaw operation of administrative services, finances, contract negotiation, and fulfillment, customer service and marketing divisions.
- Achieved cost-savings by developing functional solutions to problems.
- Worked successfully with diverse group of coworkers to accomplish goals and address issues related to our products and services.
- Approached customers and engaged in conversation through use of effective interpersonal and people skills.
- Leveraged [Software] skills to input and compile data gathered from various sources.
- Maintained updated knowledge through continuing education and advanced training.
- Maintained open communication with team members and stakeholders, resulting in successful project outcomes.
- Worked with cross-functional teams to achieve goals.
Director of Human Resources
Exceptional Children’s Foundation (ECF)
Culver City
01.2020 - Current
- Management of the Human Resources department, ensuring legal compliance and implementation of the organization's mission and talent strategy.
- Liaised between management and employees by relaying work information, adjustments and grievances.
- Researched, identified and maintained knowledge of labor regulations, legal requirements and government reporting regulations.
- Ensured compliance with federal, state, and local employment laws by monitoring changes in regulations related to human resources management.
- Prepared presentations to company executives regarding employee performance and retention trends.
- Scheduled meetings with employees to address concerns and grievances.
- Partnered with stakeholders to strategize and execute best-in-class hiring practices.
- Helped with employee transfers and referrals.
- Researched industry trends to inform compensation and performance strategies.
- Oversaw payroll processing and conducted wage surveys to ensure competitive compensation packages.
- Coordinated recruitment activities to ensure the organization was staffed with qualified personnel.
- Implemented strategies aimed at improving employee retention rates.
- Handled employee discipline and termination to address policy infractions.
- Aligned HR policies with federal and local regulations.
- Designed employee performance evaluation process and merit program.
- Advised senior leadership on organizational structure changes affecting the workforce.
- Developed training programs to improve staff development opportunities.
- Supported top talent identification processes by interviewing candidates and executing onboarding, orientation, and benefits processes.
- Complied with local, state and federal laws and established organizational standards.
- Developed employee orientation and training programs for new hires.
- Devised training programs for new and existing employees.
- Developed and implemented human resources policies, procedures, and best practices.
- Devised and executed employee development, performance oversight, compensation, and benefits programs.
- Facilitated delivery of HR services by establishing and maintaining positive relationships with teams and leadership across organization.
- Organized onboarding processes for new hires, including orientation sessions and paperwork completion.
- Worked with HR department to devise and update policies as needed for corporate accountability and workplace health.
- Directed process of organizational planning by evaluating company-wide structure, job design and manpower forecasting.
- Launched EEOC and Affirmative Action investigations and resolved employee complaints.
- Managed employee benefits programs, such as health insurance, retirement plans, and vacation time.
- Created a positive work environment by promoting team building initiatives and resolving conflicts between employees.
- Supervised HR Department employees by directing activities and monitoring performance.
- Worked with department managers to assess needs.
- Provided guidance on labor relations issues, including collective bargaining agreements.
- Developed hiring and recruitment policies to drive transparent and fair hiring process for selecting candidates on basis of merit and relevance with job.
- Created comprehensive orientation program to acquaint new employees with company programs, guidelines, policies, and procedures.
- Analyzed employee data to identify trends and potential areas of improvement.
- Collaborated with department heads to develop strategies that would increase employee engagement levels.
- Counseled managers on disciplinary actions when necessary.
- Identified ways to reduce turnover through improved hiring practices.
- Created and implemented employee retention strategies.
- Created compensation and benefits structures to align with market conditions and budget demands.
- Investigated incidents of workplace harassment or discrimination complaints.
- Actively served on executive learning leadership council, overseeing corporate learning strategy and architecture, innovation, metrics and employee engagement.
- Managed compensation, insurance and vacation days within employee benefits programs.
- Collaborated with others to discuss new opportunities.
- Leveraged [Software] skills to input and compile data gathered from various sources.
- Maintained open communication with team members and stakeholders, resulting in successful project outcomes.
Director, People & Culture Business Partner
Screen Actors Guild – American Federation of Television & Radio Artists (SAG-AFTRA)
Los Angeles
01.2020 - 06.2020
- Business partner role focused on organizational change and development, influencing leaders, and driving informed decision making.
- Cultivated and maintained relationships to promote positive work culture.
- Collaborated with senior leadership to set long-term objectives for the company.
- Recruited, trained, supervised, evaluated and mentored staff members.
- Provided leadership, insight and mentoring to newly hired employees to supply knowledge of various company programs.
- Met with stakeholders to address issues and implement solutions.
- Conducted regular meetings with department heads to review progress on strategic initiatives.
- Developed policies and procedures to ensure compliance with corporate standards.
- Cultivated strong relationships with customers by responding promptly to inquiries or complaints.
- Facilitated collaboration between teams by encouraging open communication channels.
- Formed and sustained strategic relationships with clients.
- Coordinated activities with other departments to expedite work and improve interdepartmental performance.
- Partnered with staff to create professional development plans to support personal and business growth.
- Used strong issue resolution and communication skills to cultivate and strengthen lasting client relationships.
- Generated reports to review data and issue corrective actions for improvements.
- Maintained open communication with team members and stakeholders, resulting in successful project outcomes.
- Completed day-to-day duties accurately and efficiently.
- Approached customers and engaged in conversation through use of effective interpersonal and people skills.
- Worked with cross-functional teams to achieve goals.
- Planned and completed group projects, working smoothly with others.
Director of Human Resources & Risk Management
LivHOME, Inc.
Los Angeles
01.2003 - 01.2018
- Responsible for driving HR initiatives and strategies for 12 national branch locations, managing workers' compensation, and overseeing risk management.
- Collaborated with other departments to ensure that organizational objectives are met in terms of staffing levels, skills mix, succession planning.
- Created and implemented employee retention strategies.
- Researched industry trends to inform compensation and performance strategies.
- Launched innovative incentive program to achieve low turnover rate in highly competitive market.
- Handled employee discipline and termination to address policy infractions.
- Reported on workplace health and safety compliance to superiors.
- Investigated complaints from employees related to wages or working conditions.
- Aligned HR policies with federal and local regulations.
- Reviewed payroll information regularly to ensure accuracy of payments made to employees.
- Performed salary surveys to assess competitive pay practices within the organization's industry sector.
- Assisted in the design of a comprehensive employee handbook outlining company policies and procedures.
- Managed the recruitment process of new staff members, including job postings, interviewing candidates, background checks, and onboarding.
- Facilitated communication between different teams by organizing regular meetings and events.
- Provided consultation services to management on personnel policy matters such as compensation, benefits administration, labor relations, and organizational planning.
- Suggested promotions and wage increases according to employee performance.
- Maintained accurate records of employees' work hours in accordance with applicable laws and regulations.
- Analyzed workforce data to identify trends in hiring needs and develop strategies for improving retention rates.
- Created job descriptions for all positions within the human resources department.
- Helped with employee transfers and referrals.
- Advised management team on best practices for recruiting new talent while ensuring equitable treatment of applicants throughout the process.
- Organized training sessions for managers on topics such as disciplinary actions, workplace diversity initiatives, labor law compliance.
- Scheduled meetings with employees to address concerns and grievances.
- Developed and implemented policies to ensure compliance with federal, state, and local laws.
- Prepared presentations to company executives regarding employee performance and retention trends.
- Resolved conflicts between employees through mediation or arbitration when needed.
- Developed employee orientation and training programs for new hires.
- Negotiated collective bargaining agreements with union representatives when necessary.
- Managed compensation, insurance and vacation days within employee benefits programs.
- Conducted exit interviews with departing staff members to gain insight into their experience at the organization.
- Maintained schedule of class assignments to meet deadlines.
- Planned and completed group projects, working smoothly with others.
- Worked successfully with diverse group of coworkers to accomplish goals and address issues related to our products and services.
- Maintained open communication with team members and stakeholders, resulting in successful project outcomes.
- Worked with cross-functional teams to achieve goals.
Director of Human Resources & Risk Management
Regency Park Senior Living, Inc.
Studio City
01.1998 - 01.2003
- Managed HR functions for 7 facilities, including policies, procedures, and acquisitions.
Regional Human Resource and Financial Manager
NeighborCare Clinical Pharmacy, Inc.
Cerritos
01.1993 - 01.1998
- Handled HR, financial, and operational responsibilities for multiple locations.
- Collaborated with auditors during periodic reviews of corporate accounts and records.
- Created performance benchmarks to monitor and evaluate organizational achievements.
- Created [Type] reports for executive financial reviews.
- Analyzed actual financial results to budget, preparing variance reporting to functional groups.
- Created and updated financial reports on frequent basis to present information to leadership teams.
- Completed month-end and year-end closings, kept records audit-ready and monitored timely recording of accounting transactions.
- Interacted with internal and external auditors to help complete audits and resolve issues.
- Checked payroll, vendor payments and other accounting disbursements for accuracy and compliance.
- Oversaw exit interviews and maintained department records and reports.
- Reviewed job descriptions regularly to ensure they accurately reflect current roles.
- Analyzed trends in compensation and benefits practices across the region.
- Identified operational weaknesses to improve or innovate people, programs and processes.
- Managed the recruitment process for regional hiring needs, including job postings, candidate sourcing, interviewing and selection.
- Attended conferences, workshops and special events to recruit qualified candidates for company.
- Investigated workplace issues with professionalism and sensitivity and detailed incidents in reports to senior executives.
- Researched industry trends to inform compensation and performance strategies.
- Ensured that HR records are kept up-to-date according to legal requirements.
- Directed HR programs, policies and processes to improve operational efficiency.
- Aligned HR policies with federal and local regulations.
Education
Executive Masters in Business Administration - Business
Loyola Marymount University
Los Angeles, CA05-2003
Bachelor of Science - Business Management
Pepperdine University
Malibu, CA05-1996
Skills
- Business Process Improvement
- Strategic Planning
- Forecasting and Planning
- Process Improvement
- Relationship Building
- Project Management
- Team Oversight
- Customer Service
- Organizational Development
- Operations Management
- Turnaround Management
- Change Management
- Business Planning
- Staff Management
- Talent Recruitment
- Business Administration
- Human Resources
- Planning and Coordination
- Policies and Procedures
- Management Team Leadership
- People and Culture
- Financial Administration
- Policy Development
- Analytical and Critical Thinker
- Employee Coaching
- Human Resource Information System HRIS
- Mergers and Acquisitions
- Relationship and Team Building
- Operations Oversight
- Adaptable and Flexible
- Operational Analysis
- Corporate Governance
- Executive Leadership
- Cross-Functional Collaboration
- Leadership and People Development
Education Certifications
- Executive Masters in Business (EMBA), Loyola Marymount University, Los Angeles, CA
- Bachelor of Science in Business Management (BSM), Pepperdine University, Malibu, CA
- Certified Workers’ Compensation Professional (CWCP), Michigan State University, East Lansing, MI
- Human Resource Management Certificate, Loyola Marymount University, Los Angeles, CA
Strategic Competencies
- Developing Direct Reports
- Workers’ Compensation
- Multi-site/state Management
- Recruitment & Talent Assessment
- Employee Relations
- Labor Relations & Union Engagement
- Training & Development
- Risk Management
- Contract Negotiations
- Mergers & Acquisitions
Certification
- Certified Workers' Compensation Professional (CWCP), Michigan State University
- Human Resource Management Certificate, Loyola Marymount University
References
References available upon request.
Timeline
Chief Administrative Officer
Exceptional Children’s Foundation (ECF)
01.2021 - Current
Director of Human Resources
Exceptional Children’s Foundation (ECF)
01.2020 - Current
Director, People & Culture Business Partner
Screen Actors Guild – American Federation of Television & Radio Artists (SAG-AFTRA)
01.2020 - 06.2020
Director of Human Resources & Risk Management
LivHOME, Inc.
01.2003 - 01.2018
Director of Human Resources & Risk Management
Regency Park Senior Living, Inc.
01.1998 - 01.2003
Regional Human Resource and Financial Manager
NeighborCare Clinical Pharmacy, Inc.
01.1993 - 01.1998
Executive Masters in Business Administration - Business
Loyola Marymount University
Bachelor of Science - Business Management
Pepperdine University
- Certified Workers' Compensation Professional (CWCP), Michigan State University
- Human Resource Management Certificate, Loyola Marymount University
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