Richard Schaulin

• Collaborated with executive leadership to align human resources strategy with overall business objectives, driving improved organizational performance.
• Enhanced company culture through the development of diversity and inclusion initiatives, fostering a more inclusive work environment.
• Managed complex labor relations issues by collaborating with legal counsel, mitigating risk and maintaining positive working relationships.
• Developed competitive compensation packages to attract top talent in the industry, ensuring long-term organizational success.
• Established succession planning frameworks to prepare employees for future leadership roles within the organization.
• Implemented performance management systems to monitor employee progress, providing actionable insights for improvement opportunities.
• Championed workplace safety initiatives, resulting in reduced incidents rates and a safer working environment for all employees.
• Oversaw HR department budgeting and resource allocation, maximizing value while delivering exceptional services to employees.
• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
• Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
• Managed other HR staff and oversaw completion of tasks and initiatives.
• Structured compensation and benefits according to market conditions and budget demands.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Recruited top talent to maximize profitability.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
• Devised hiring and recruitment policies for [Number]-employee company.
• Fostered positive work environment through comprehensive employee relations program.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Instructed senior leaders on appropriate employee corrective steps.
• Conducted investigations and assisted with handling employee complaints involving Affirmative Action and EEOC to promote equitable workplace.
• Directed hiring and onboarding programs for new employees.

Same responsibilities as above. Moved headquarters to Irving, Tx.

• Scope of HR leadership was applicable to GTE California only but included the total HR responsibility above

Scope of leadership was applicable to GTE Hawaiian Telephone only but included the total HR responsibility above

• Developed strategic staffing plans to align talent acquisition with organizational goals.
• Led recruitment initiatives, enhancing candidate sourcing and selection processes.
• Mentored staffing team, fostering professional development and improving team performance.
• Implemented data-driven recruitment strategies to optimize workforce planning and resource allocation.
• Collaborated with department heads to identify staffing needs and forecast future workforce requirements.
• Streamlined onboarding processes to improve candidate experience and retention rates.
• Analyzed staffing metrics to drive continuous improvement in recruitment efficiency and effectiveness.
• Established partnerships with external agencies to expand talent pipeline and enhance diversity initiatives.
• Conducted thorough market research to identify industry trends and inform future staffing strategies.
• Developed strong relationships with hiring managers to better understand their needs and provide tailored staffing support.
• Enhanced company reputation by implementing strategic staffing solutions that attracted top talent.
• Implemented data-driven approaches to improve the quality of hires, leading to higher retention rates and reduced turnover costs.
• Mentored junior recruiters in best practices for sourcing candidates, conducting interviews, and managing client relationships.
• Implemented creative candidate sourcing techniques that enabled access to untapped talent pools within niche industries or skillsets.
• Structured compensation and benefits according to market conditions and budget demands.

Compensation and Services Manager

Wage and Salary Analyst

Employment Representative

Marketed and sold products to businesses (Key systems, and PABX's)