Joe O’Connor SPHR, CPC
10203 E. Teakwood Court
Sun Lakes, AZ 85248
Mobil: 480 – 246 – 7447
Home: 480 – 812 – 9352
Fax: 480 – 899 – 6518
joef.oconnor@gmail.com

ObjectiveTo obtain a significant Human Resources Management position with a quality organization. Executive SummaryMulti-dimensional executive accomplished at formulating and executing strategic and tactical plans.Recognized for ability to articulate a direction, build world-class teams, and deliver quantifiable results quickly and efficiently. Time and again he has demonstrated ability to impact positively on the bottom-line by successfully melding operations and human resources to achieve the required results (P&L). He moves fluidly between C-level executives, internal teams, and third parties within the public and private sectors. He stays abreast of cutting edge human capital technology through continuing education and professional affiliations and maintains the highest standards of integrity and professionalism at all times. Human Resources – Performance & Accountability

¨ Benefits & Compensation

¨ Communications (Employees & Shareholders)

¨ Labor Relations

¨ Staffing (Employees, Executives, Technical)

¨ Performance & Accountability Systems

¨ Coaching, Leadership & Mentoring

¨ Training & Management Development

¨ Quality Processes & Motivational Initiatives

¨ Cross Functional / Multi-cultural Teams

Operations – Bottom Line Results

¨ General Management

¨ P&L / Fiscal Accountability

¨ Start Ups, Mergers & Acquisitions

¨ Executive Officer / Subsidiary Management

¨ Corporate Secretary / Board of Directors

¨ Legal Interface & Contracts Mgmt.

¨ Authoring Business Plans & Manuals

¨ Change Management

¨ Organizational Development

Education

· Excelsior College SUNY – BS Degree – Behavioral Science Management

· Cornell University – Management Certificate – Economics & Management· NC Central University – Business Certificate – Entrepreneurial Studies

Certifications

· Human Resources Certification Institute – Senior Professional in Human Resources (SPHR)· Board of Regents, National Association of Personnel Consultants – CPC· NC Qualify Foundation – Total Quality Management (TQM)· AZ Governor's Quality Initiative Committee – Quality Examiner Employment HistoryInternational Technology, Inc. 2003 – Present Arizona Privately held technology-licensing corporation with three distinct business lines: Sensor technology; Encryption & Security software; Fiber Optics; and Optical Radio; each in a separate subsidiary.Senior Vice President, Board DirectorServes as officer of company and all subsidiaries and sits, as a Director, on all Boards. Manages subsidiaries and oversees the corporate functions of parent company; administration, human resources, investor relations, legal, and purchasing. The P&L is jointly owned with the CEO and CFO. Scope of operation is international with R&D laboratories and prototype production facilities in Novisibersk (Siberia), Russia (Sensors); Minsk, Belarus (Encryption & Security); and (USA) Alabama (Fiber Optics) and Utah (Optical Radio).Key Accomplishments¨ Obtained approval from the US Department of Commerce and the National Security Agency (NSA) for the development & exportation of this critical technology to all nations except for the internationally banned “group of six” countries.¨ Secured contracts for each of the subsidiary companies’ product lines with the Department of Defense (DOD), Department of the Army and private enterprise.¨ Created business model for private enterprise customers which provided the company with a large up front signature license fee guaranteeing revenues from the beginning in addition to the established royalties.¨ Co-authored the Private Placement Memorandum (PPM), the document for investment opportunities for individuals to purchase equity (Preferred and Common Shares) in the company. Interfaced with attorneys in developing the acquisition contracts, amendments to existing contracts, non-disclosure agreements (NDA), non-compete agreements and due diligence package used by the company. MHR Consultants, Inc. 1989 – 2002 New YorkPrivately held Human Resources management consulting firm specializing in four distinct areas: executive search and outplacement; human resources consulting; professional development seminars; and small business manuals.Senior Consultant & CEOIndustry assignments included computer manufacturing, home health care agencies, hospitals, not for profit organizations, social service agencies, small business development centers, tool and dye manufacturing, utilities and veteran’s organizations. Key Accomplishments¨ Wrote employee handbooks for clients along with training manuals in the areas of benefits, compensation, HR planning, outplacement, performance management, position descriptions, and safety among others.¨ Conducted successful Organizational Development projects & recruited prestigious members to the Board of Directors for corporations and not for profit organizations.¨ Developed and presented seminars for small business development centers (SBDC), community colleges, chambers of commerce and private enterprise.¨ Designed a workshop on Teams and presented it at the Annual Conference of both the Arizona Quality Foundation and the North Carolina Quality Foundation. Served on the Governor’s Council for Quality for the State of Arizona.¨ Developed a Management Workshop for the Human Resources Institute of the Indus Foundation; an organization dedicated to building bridges between the United States and India through education, technology transfer, joint ventures and international trade. Other EmploymentAdditional management positions held with publicly traded companies have included, Barker Brothers (Household International - HR), Bekins Van Lines (the Bekins Corporation - HR), Jensen Sound Laboratories (Esmark - HR) and Supermarket chains - Operations (A&P and Grand Union). Key Accomplishments¨ Managed a retail operation with 250 direct employees and produced a profit every single quarter and year-end for five consecutive years.¨ Initiated a productivity program that reduced labor costs by over one million dollars per year, for the retail division of a multinational retail corporation.¨ Designed an innovative, comprehensive and culturally diverse management-training program that completely exceeded the required results.¨ Developed a professional performance management system that resulted in vast performance improvements in both quantity and quality of output.¨ Union experience includes defeating the Teamsters attempt to unionize an electronics company. Additional union experience includes negotiating contracts for two retail organizations with the Amalgamated Meat Cutters and the Retail Clerks Union (AFL-CIO) and the Teamsters (warehousing and trucking). Not For ProfitKey Accomplishments¨ Served as the Employer Coordinator for the United Way Campaign for two separate companies for four years in which we beat our budgeted goal every year. ¨ Served as the College Director of the Veterans Educational Outreach Program in which 471 Vietnam Veterans were successfully recruited to attend college in only six months time. ¨ Served as the company liaison to the NAACP for two years. ¨ Served as Consultant to the Veterans Outreach Program, a social services program for the treatment of Vietnam Veterans suffering from Post Traumatic Stress Disorder (PTSD). Recruited professionals to serve on their Board of Directors (1990-93). ¨ Served as the President of the NY MET AAU Association during their move from inactive to active status with the National AAU. Increased membership from only 11 clubs to 71 clubs in less than one year. ¨ Served as the Women’s Basketball Chairman for the NY AAU in which we increased girls' participation in New York AAU basketball from zero to over 1,000 in just one year. ¨ Founder and CEO for the startup of the first ever AAU/Junior Olympic girls’ basketball programs in Illinois, New York State and New York City and assisted in the startup in Arizona. ¨ Served as the VP of Administration for a 600 youth athletic program with direct supervision of Corporate Development. Served as the VP of Operations for the largest AAU Club in the west with 26 travel teams and also served as liaison to the college coaches. ¨ Developed the first electronic database (in Arizona) for all colleges in the United States and Canada in conjunction with the Maricopa County Volunteer Center. Designed and developed the first ever AAU Club Media Guide on a national level in AAU Women’s Basketball (1985) history. Addendum to Resume First, the role of HR is to provide the people necessary for the line operating units to achieve success. Second, they are the provider of the programs and processes required by operations to be successful in doing their job. Third, they are the conscience of the organization and must ensure that we do the right thing legally and morally. It does not cost anything to do the right thing. Benefits & CompensationThese should be tools used by managers to motivate employees to work as a team to achieve the stated objectives and should be viewed as a part of their compensation for doing a good job. Rewards should be given for performance and not for longevity. Benefits should reflect both the corporate environment and the competing marketplace but based on the success of the company. BusinessAs a General Manager, with full P&L responsibility for a $12.5 million dollar a year business we earned a profit every quarter for the three years I was in the position. I had six department managers and 250 employees reporting to me. Whether staff or line, managers must always focus on the end result; without profitability, there is no company and no jobs. CommunicationsConsistently execute two-way communications to ensure feedback both up and down the organization to ensure all are focused on the required bottom line results. Process starts with orientation, understanding the corporate culture, policies and procedures with the focus on profitability as the definition of success. EmploymentUtilization of an HR Planning System is the best and most cost effective way to find and hire quality people who will then be successful working for you. “Hire in haste and you will repent at your leisure.” Use of community is an important ingredient and is directly impacted by how you are perceived as a member of that community. EnvironmentDevelop environment of performance and accountability and ensure that each segment and level of the organization knew their correct roles and responsibility. A win-win environment is always necessary to success in any endeavor including employee retention, promotion and easy adherence to company policies. Fairness and equity are crucial and critical aspects to prevent unionization. Labor Relations/Employee Relations/ Follow the law sounds so simple but companies get in trouble when they don’t. Firm believer in working with legal and management to be sure everyone clearly understands why we need to do the right thing. Attention to ADA, Employment Laws, FLMA and state laws are critical. In the end, this is the best way to ensure product and service quality, people performance and profitability. Training & DevelopmentServices delivered here must be targeted at improving employee and management performance, complying with all rules and regulations, supporting a team based environment as all of this impacts the bottom line. Feel good training only eats up the budget, covers up the mistakes and contributes to losses. Training must use the rifle approach (Specific) and not a shotgun approach. Programs must have a stated outcome and true means of measuring the success or failure of the program. Process is an important ingredient in successful training.