Robert Jason Gutierrez

3375 Spring Hill Pkwy SE #1021

rg69e1e8@westpost.net | Robert_gutierrez@homedepot.com| Cell 512-733-4183 | Home
678-403-1536
OBJECTIVE
To continue career path in Human Resources, specifically, subject matter expert
in the roles of recruitment, talent management, acquisition, full cycle recruitm
ent process, performance management, associate relations, benefits administratio
n, & coaching & development of multi-tiered managers.
SUMMARY OF QUALIFICATIONS
A diverse bilingual professional with extensive experience in all aspects of hum
an resource management, sales, marketing, and management: developing applicant p
rocess, implementing hiring procedures according to state and federal laws, expe
rience with identifying recruiting resources for various types of industries, ma
nage employee issues and retention rates, and benefits administration.
EXPERIENCE
03/2010 - Present
The Home Depot - Retail Staffing Center, Atlanta, GA
Retail Staffing Manager
As a Retail Staffing Manager assigned to a Region the main responsibilities are
to provide exceptional customer service to hiring managers in the field.
* Provide information on the new process and how to open requests to store manag
ement teams.
* Own requests and make sure that qualified pools of candidates, complete phone
screens to accomplish N + 2 requirements, and move candidates into final intervi
ew stage.
* Monitor backgrounds and partner with Advise & Counsel for final hiring status.
* Find viable recruiting resources for "hard to fill" positions to drive qualifi
ed pools.
* Manage contingent analyst to provide a higher level of service.
* Make recommendations on candidates to move forward in the process.
* Be a point of contact for the field and build relationships to ensure quality
placements.
* Create interview slates with high quality candidates by reviewing candidate re
sumes and credentials and identifying those whose skills, experience and knowled
ge are the best match for the position requirements.
* Actively engage candidates during phone interviews to identify relevance, cult
ure fit, and strong customer service skills.
* Present high quality, qualified candidates to store leaders.
* Monitor staffing metrics to evaluate staffing performance and drive continuous
process improvement.
* Ensure that rapid course corrections are made for any identified process impro
vements.
* Collaborate across teams to leverage data on workforce projections, hiring tre
nds and best practices to proactively identify any needed adjustments to the sta
ffing strategies
* Partner with store leaders and Staffing Consultants to ensure staffing process
es are managed in an effective and consistent manner
* Coach, develop and engage their team to ensure they can meet expectations and
take action as appropriate when performance does not meet expectations
* Partner with DHRM on job fairs and employment marketing strategies as needed
3/2009 - 3/2010
The Home Depot Houston, TX
Human Resources Manager - South Houston Districts (Multi-Unit Responsibility)
As an HR Generalist assigned to the district HR team, this role will support the
execution of HR initiatives in the areas of Organizational Effectiveness, Staff
ing, Learning, Performance Management, Associate Relations, and HR Communication
s for a district. The HRM will have specific responsibility for certain stores w
ithin the district to serve as the main point of contact and support for these a
ssigned stores. The HRM will also work as a contributing and flexible member of
the District Human Resource Organization by assisting other team members in meet
ing workload demands as needed.
* Provide support to store leaders in creating and maintaining hourly staffing s
trategies, including full-time to part-time ratio and diversity, in forecasting
and using hourly workforce planning data and wage control; providing direction a
nd education to store leaders in coordinating hourly screening including intervi
ews, role plays, individual testing, and group assessments; ensure consistency a
nd compliance with federal, state and local laws and company staffing policies.
* Coordinate store and district talent review process & participate to ensure as
sociates are accurately assessed; coach store leaders on conducting effective pe
rformance reviews.
* Ensure the quality execution of required curriculum and Roadshows by working w
ith store and district leadership; work on coordinated and integrated career dev
elopment plans for associates, including individual development plans; oversee a
nd execute hourly orientation and conduct salaried orientation for the district.
* Oversee and direct the roll-out / implementation of learning and learning mate
rials related to strategic initiatives.
* Utilizing reports, evaluate opportunities to drive business impact through str
ategic initiatives focused on associate development; conduct leadership training
on employment practices topics. Serve as a resource and provides guidance to th
e District Manager, District HR Manager, and Store Managers on policy interpreta
tion and application. Conduct regular store visits in assigned stores and conduc
t one town hall in each store monthly.
* Assist store leadership teams and District HR Manager on day to day AR issues
in the store as well as associate relations decisions regarding terminations, di
sciplinary matters, performance improvement plans, reductions in force; investig
ate and ensure appropriate and timely resolution of associate issues raised thro
ugh the AwareLine process, Staff Action items (letters to corporate officers) an
d letters received from associates.
04/2008 - 03/2009
The Home Depot Austin, TX
Regional Recruiter
(covering a mutli-billion dollar Gulf Region - #1 Region in the Company - 132 s
tores)
Responsible for driving the execution of external talent acquisition for all sal
aried retail management positions. In partnership with the Regional HR Director
and Sr Mgr Divisional Salaried Staffing, this role will develop an understanding
of the region's workforce planning needs and develop talent acquisition strateg
ies to attract and hire best in class management talent for the stores and regio
n. In addition, responsible for managing the full recruitment lifecycle for all
external retail management hires. This role may also execute recruitment assignm
ents for other field-based positions within the assigned region and may implemen
t other staffing initiatives as requested by the Regional leadership.
* Source, recruit, screen, interview, and assess external talent for Assistant S
tore Manager, Store Manager, for retail operations, Asset Protection Manager, Di
strict Asset Protection Manager for Asset Protection Management group & Home Ser
vices group.
* Partnered with 14 District HR Teams, District Manager's, & Regional HR Directo
r to make the best selections possible for external & internal talent management
alignment.
* Partner with DHRM's, DM's, & Talent Managers to conduct all SM, ASM, APM, to c
onfirm & coordinate internal & external talent for assessment purposes.
* Improve internal talent alignment process to ensure quality placements.
* Assist Regional HR Director & DM's to assess & promote ASM's to SM's.
* Assist with building strategic National Hiring Partnerships - SER, Jobs for Pr
ogress, National Council of La Raza, & National Hispanic Alliance, & NAACP to im
prove progress to goals with diversity initiatives.
* Implemented & taught Retail Management Preparation class - Interviewing Best P
ractices for high potential Dept. Head's & ASM's.
* Increased efficiency with the full-recruitment cycle of potential salaried man
agers.
* Coached and developed managers at the store, district, & regional level.
* Implemented strategies to improve store metrics, labor forecasting, recruiting
strategies for hard to fill positions, weekend coverage, & internal promotions.
* Built a solid rapport with several levels of internal customers to keep integr
ity of the hiring process entact - Regional HR Director, Divisional Staffing Man
ager, 14 various District Managers, District HR Managers, Regional Asset Protect
ion Manager, District Asset Protection Managers, & Talent Managers from each Dis
trict.
* Coordinated & administered all Retail Management Assessments for 14 various Di
stricts throughout the Gulf Region for external & internal potential managerial
candidates.
03/2007 - 03/2008
The Home Depot Austin, TX
Human Resource Manager - promoted to Regional Recruiting Manager
(Store Assignment - 42 Million dollar operation, 200 associates, 5 Assistant Man
agers)
* Drive the store's HR Review process to accurately assess talent.
* Coordinate Associate surveys and assessments as necessary.
* Manage the hiring process to ensure compliance with all applicable law and pol
icy.
* Forecast and analyze workforce planning data and provide feedback to managemen
t team.
* Execute store's staffing strategy focusing on proper full-time to peak-time ra
tio, certified specialists, diversity, and demographics.
* Recommend final candidates for job openings with start rate proposals to store
manager for approval.
* Assist with external recruitment including targeted salaried managers as neces
sary.
* Effectively execute Associate training programs in the store.
* Assess training needs and qualify of store's training delivery.
* Ensure training is provided on EP/HR issues.
* Ensures that each associate has an opportunity for training and development..
* Drive the review process for consistency, fairness, timeliness, and effective
utilization of payroll to maximize store performance.
* Coach and provide input to other managers and supervisors to provide quality,
timely, and consistent reviews.
* Ensure proper payroll administration and effective wage management with store
manager.
* Ensure that each Associate has an opportunity for career development and under
stands his/her growth opportunities.
* Ensure that other managers and supervisors are developing strong Associate gam
e plans and are consistently following up on those game plans.
* Work with store management team to identify and develop talent.
* Proactively maintain a positive Associate relations environment and support th
e Open Door policy/Alternate Dispute Resolution (ADR) process.
* Handle Associate issues and facilitate in-store resolutions that are fair and
consistent.
* Work with Regional HR Manager and Employment Practices Manager to investigate
and coordinate the handling of associate issues and concerns to maintain a posit
ive work environment and support the Company's goal to attract, motivate, and re
tain a high-performing diverse workforce.
* Make decisions regarding counseling and termination of associates.
* Ensure proper administration of benefits information including healthcare, 401
K, ESPP, worker's compensation, associate services, and The Homer Fund.
* Manage internal communication in the store.
* Responsible for all District, Division, and Atlanta SSC communication includin
g Merchandising, Operations, Store Meeting, Town Halls, and Break room communica
tion.
* Ensure that the store has active Team Depot and Wellness programs.

09/2004 to 02/2007
CarMax Irving, TX
Regional Human Resources Manager
(Covered all stores in 3 states - TX, New Mexico, & Oklahoma - approximately 2,0
00 associates)
* Monitor current staffing and retention levels at all store locations.
* Develop, organize, and implement recruiting strategies across departments (inc
luding direct recruiting and job fairs).
* Develop, organize, and facilitate human resources best practices and programs
to meet the strategic business needs of CarMax.
* Train a variety of management development and organizational development class
es.
* Train managers on interviewing and selection of managers in training.
* Understand and apply all Federal and State laws in conjunction with CarMax pol
icies and procedures, ensure proper State, Federal, and CarMax are posted in all
associate work areas.
* Work collaboratively with store management team and regional team on associate
relations issues.
* Deliver exceptional customer service to the regional team, store management te
ams, and associates.
* Provide leadership and support to managers and associates on interpretation a
nd other associate relations matters, including but not limited to performance m
anagement, internal administrative investigations and training needs.
* Review and evaluate all terminations and Corrective Action performance managem
ent; exercising great care that the reasons are well documented and are not arbi
trary or discriminatory.
* Monitor and review region compensation guidelines and exceptions.
* Manage various projects as assigned.
* Act as an associate advocate.
12/2001 to 4/2004
Randstad North America Austin, Texas
Staffing Manager, Recruiter / Business Development Manager
* Responsible for placing qualified candidates for various types of positions -
IT, Engineering, Logistics, Operations, Call Center & Telecommunications.
* Process all applications, brief candidate of job description and duties, condu
ct background investigation, and check references.
* Develop new business leads, maintain business relationships with hiring author
ities, and market employment services to the community at large.
* Research information regarding employers and establish their staffing needs.
* Submit progress reports, daily activity goals, and set-up quarterly goals for
the business.
* Manage recruiting and retention program for a large volume account.
* Facilitate orientation program for over 200 contract employees.
* Facilitate training and development session to improve retention rates.
* Briefed each new employee of benefits structure and point of contact for benef
its disputes.
* Documented, researched, investigated, and settled employee disputes.
* Maintained employee relations.
* Facilitate training programs to produce OSHA Certifications and manufacturing
certifications that allow us to place candidates for various work environments.

2/1998 - 6/2001
Texas Department of Public Safety Austin, Texas
Human Resources Specialist III
* Responsible for recruiting all levels of personnel: professional, administrati
ve, clerical, managerial, and technical.
* Developed and produced first ever HI-TECH CAREER FAIR which attracted over 720
applicants for various types of technical positions which included: senior leve
l programmers, technical writers, help-desk, network administrators, systems adm
inistrators, and telecommunications.
* Implemented and developed an internship program for the Information Services D
ivision.
* Attended college, high school and vocational career fairs to recruit potential
employees.
* Coordinated on-site career fairs with vocational schools to recruit for cleric
al and administrative positions.
* Made presentations to vocational schools, non-profit groups, and community out
reach groups on behalf of the agency.
* Developed an applicant advisement session: the hiring process, interviewing wi
th a 3 or 5 member panel, benefits, and policies of the agency.
* Acted as a generalist for the agency, conducting all internal investigations &
resolving employee disputes.
1/1996 to 2/1998
University of Texas - Pan American Edinburg, Texas
Coordinator of the Cooperative Education Program
Started of as the Placement Specialist for the Engineering and Computer Science
department.
* Responsible for developing internship and co-op opportunities for the engineer
ing and computer science students.
* Planned, coordinated, marketed, and produced first ever ENGINEERING CAREER DAY
'96 and ENGINEERING and COPMUTER SCIENCE CAREER DAY '97.
* Recruited members from the Engineering Advisory Council to participate in the
career days, which included IBM, Intel, Motorola, Hughes Space and Communication
s, Texas Instruments, and Lucent Technologies.
* Built a rapport with corporate representatives to identify staffing needs and
internship opportunities.
* On-going corporate recruitment to broaden internship and co-op opportunities.
* Administered and marketed the Cooperative Education Program to students and va
rious employers.
* Conducted training seminars for Resume Writing and Interviewing Techniques.
EDUCATION
12/1996
University of Texas - Pan American US-Texas-Edinburg
Bachelor's Degree
Major - Communications
Minor - English
TRAINING - Professional Development
12/2009 - Senior Human Resource Development - RICE (School of Continuing Studie
s)
04/2008 - Advanced Employment Law Certification
12/2007 - Certified 360 Coach - Home Depot
04/2007 - Retail Leadership Development Program - ASM Sure Start - Home Depot
05/2007 - Retail Leadership Development Program - HR Sure Start - Home Depot
02/2006 - CarMax, Loss Prevention Interviewing
03/2006 - CarMax, "7 Steps to Investigate Allegations of Employee Misconduct"
04/2006 - CarMax, Leadership Development
02/2005 - Training Certification Program
12/2004 - Carmax, Appraisal Certification
09/2003 - Manager Orientation Program
11/1996 - University of TX - Pan American, Staff Employee Appraisal
SOFTWARE APPLICATIONS
Peoplesoft, Peopleclick, Microsoft Office, Applicant Information Management Syst
ems, Web Retail Management Assessment, Global Associate Reporting System, Awarel
ine Management Systems, Monster, Careerbuilder, Hot Jobs, LP Jobs, Snag a Job, L
inked In, Society of Human Resources.
AFFILIATIONS
9/1999 - 6/2000 Texas Recruiter's Association President
9/1998 - 6/1999 Texas Recruiter's Association Vice-President
01/2006 to Present Member of Society of Human Resource Management
01/2009 - Current Member of TX Recruiter's Association
01/2009 - Current Member of Austin HR Management Association
REFERENCES
Available upon request.