WENDY L. PEREZ, MS, SPHR, SHRM-SCP3613 Warmspring Way, Valrico, FL 33596

w endy.perez858@gmail.com (813) 433-3689

EXPERIENCE HUMAN RESOURCES LEADER

Seasoned Human Resources & Organizational Development leader & partner responsible for all HR operations. Experience in a variety of industries within multi-site, multi-state organizations. Effective in partnering with senior leadership to develop executable strategies to achieve organizational objectives.

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Strategic Planning * Employee Relations * Performance Management * Talent Management * Benefit Design/Total Reward * Organizational Development

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PROFESSIONAL EXPERIENCE

International Society for Pharmaceutical Engineers (ISPE), Tampa, FL 2012-currentWorld’s largest not-for profit 501c(6) association serving members of the pharmaceutical industry.

Senior Director, Human Resources & Organizational Development Key Contributions:

Reengineer corporate HR function from a transactional, administrative function to a strategic business partner role with mission to improve organizational effectiveness through HR programs and processes.

Serve as a knowledge expert regarding organizational behavior, organizational planning and change management to advise and coach business leaders on ways to help create a unique organizational culture that provides a sustainable competitive advantage.

Analyze and determine ISPE’s leadership development needs; develop a core leadership development strategy that equips managers with the skills, knowledge and capabilities required to effectively manage their staff.

Diagnose organizational needs through engagement/opinion survey and recommend appropriate action items to enable performance improvement and create a culture of engagement.

Design and implement a new performance management system to effectively align staff performance and target goals with the strategic goals of ISPE.

Partner with Board to recruit and onboard new CEO. Create a staff & leadership competencies model and corresponding performance evaluation

that supports a culture of customer focus, innovation and collaboration. Evaluate the Society’s hiring process and built internal recruitment strategy cutting recruitment

expense by $100,000. Design a Total Rewards program to attract quality new hires and retain current staff. In collaboration with CEO, assist with opening and staffing new branch office in Maryland Incorporate 401k program review and employee education resulting in an increase in 401k

participation from 41% to 84% in two years and a 47% increase in plan assets. Achieve a 32% reduction in voluntary turnover by creating a new employee

onboarding/orientation program, wellness program and talent management process.

The Art Institute of Tampa/Education Management Corp., Tampa, FL 2007-2012

The Art Institute is an education system within Education Management Corporation which is among the largest providers of private post-secondary education in North America.

Director of Human ResourcesKey Contributions:

Evaluated hiring processes and implemented a more effective recruiting program resulting in a 30% reduction in turnover.

Received award for excellence in new hire on-boarding and training. Effectively managed the talent management process resulting in a high rate of internal

promotions. Developed a process of organizational planning that evaluates staff resources to ensure

optimal staffing levels. Developed and implemented coaching/mentoring programs to promote knowledge sharing

resulting in improved intra-departmental teamwork and communication. Advanced the level of organizational learning by creating opportunities for formal and informal

learning at all levels across the organization. Partnered with management to facilitate the implementation, training and administrative

oversight of HR software as part of the performance management process.

WRS Infrastructure & Environment, Inc. Tampa, FL 2000 – 2006 Privately held environmental engineering/construction company with 500+ employees across 10 locations nationwide.

Director of Human ResourcesKey Contributions:

Reengineered corporate HR function from a transactional, administrative function to a strategic business partner with mission to improve organizational effectiveness through HR programs and processes.

Worked with management to determine core competencies required for key positions and identified specific resources to ensure acquisition and maintenance of those competencies.

Designed and administered company’s first HRIS system that provided a single-source, employee-information database used extensively by HR department and payroll.

Implemented corporate values designed by HR and executive leadership that transformed a passive workforce into a performance-based workforce that generated more revenue.

As part of the union avoidance strategy, travelled to all regional offices to connect with employees to develop a positive work environment. Resulted in a 97% overall employee satisfaction rating.

Ensured compliance with legislated reporting requirements resulting in a successful OFCCP audit.

In partnership with senior leadership, implemented corporate values that transformed a passive workforce into a performance-based workforce resulting in increased contract awards.

Minimized corporate liability by achieving 100% win rate in unemployment claims. Established an Alternative Dispute Resolution policy as part of the company’s standard

operating procedures minimizing legal liability and promote union avoidance Developed and implemented compensation strategies and structures resulting in a more

competitive labor market positioning and a reduced time to hire. Developed HR systems and processes to streamline the tracking of required state & federal

reporting such as drug testing, physicals, OSHA training and other DOT requirements.

EDUCATION & CERTIFICATIONS

M.S. - Human Resources ManagementTroy University, Troy, AL

B.S. – BusinessBethel College, Mishawaka, IN

Certified Senior Human Resources Professional (SPHR) & SHRM-SCPLean Six Sigma Yellow Belt certification