Vice President Human Resources in Atlanta GA Resume Peter Ducoffe

Published on February 2017 | Categories: Documents | Downloads: 34 | Comments: 0 | Views: 188
of 1
Download PDF   Embed   Report

Comments

Content

PETER R. DUCOFFE
+1 (678) 793-8069 │ Atlanta, GA 30328 │ [email protected]

HR DIRECTOR
Results-oriented Director with more than 30 years experience in Human Resources. Proven expertise ensuring compliance,
negotiating with unions, driving strategy and leading teams to improve development. Strategic business partner with demonstrated
ability to build trust, influence decision-making and manage change to attain positive key results. Possess excellent organizational,
analytical and people management skills. Accomplished in building leadership talent with organizations to achieve growth and drive
change in culturally diverse work environments. Credited with combining guidance and leadership expertise to influence senior
client stakeholders while recruiting, managing, coaching and developing teams.



Succession Management
High-Level Recruitment Proficiency




Employment Law
Leadership Development




Training & Development
Performance Management

PROFESSIONAL EXPERIENCE
CONCELAED DESIGNS, Atlanta, GA
Feb 2009 – Present
Co-Founder
 Launched a new product from concept to creation, achieving patent, manufacturing and distribution.
 Lead business development by negotiating with manufacturers, vendors, platforms and outlets.
 Oversee implementation of process improvements to enhance hiring, qualification matching and cultural fit.
 Drive the recruitment process by aligning company needs with proper staff through interviews and references verifications.
 Create engagement initiatives to foster a fun workplace and collaborative team-oriented environment.
 Research and collect market data from prospective target markets and age groups.
THE OUTSOURCE MANAGEMENT GROUP, Atlanta, GA
2000 – 2009
CEO/Owner/Consultant
 Drove talent development as an HR consultant for clients, sourcing over 200 candidates upon integration.
 Created strategies to determine best models to meet the needs for clients with employees, contingent and contract
workers.
 Increased transparency by utilizing resource-planning models to determine staffing level needs.
 Decreased turnover rate and increased talent integration by centralizing and implementing an executive recruiting
program.
 Improved communication and information sharing by writing employee handbooks.
 Trained executives, managers and supervisors on compliance, laws and best practices for employee detainment.
 Reduced time to fill and lowered cost of hires by establishing new recruiting processes and procedures.
SED INTERNATIONAL, Atlanta, GA
1994 – 2000
VP of Human Resources
 Headed a team of five to launch an HR department for a $500M distributor of microcomputers, peripherals and phones.
 Oversaw HR integration for two multinational acquisitions of 350 employees.
 Built recruitment expertise and credibility of the functions and strong bench strength through effective succession planning.
 Delivered innovative, efficient, and cost-effective recruiting strategies and executed plans.
 Enriched team building and recruiting processes by coaching and mentoring to improve performance.
 Increased credibility in the recruiting process with rigorous and accurate candidate assessment.
 Planned, tracked and analyzed progress on 12 to15 searches while leading the team to achieve metric goals.
EMPIRE DISTRUBUTOR, Atlanta, GA
1989 – 1994
Director of HR
 Launched an HR department and achieved filling 100 positions in a year for a $220M wine and spirits distribution company.
 Implemented recruiting strategies and plans based on functional/brand business and people strategies.
 Improved acquisition efforts through effective candidate management methods, utilized at all stages of the process.
 Collaborated with key business partners and HR to ensure shared accountability in the candidate experience.
 Managed vendor partnerships including third party search firm’s contracts and fee structure.
 Monitored search firm performance, including diversity of candidate slates, candidate quality, and cycle time.
 Decertified union through tough negotiations, introducing progressive discipline and better hiring practices.

EDUCATION
Bachelor of Arts, Political Science, University of Georgia

Sponsor Documents

Or use your account on DocShare.tips

Hide

Forgot your password?

Or register your new account on DocShare.tips

Hide

Lost your password? Please enter your email address. You will receive a link to create a new password.

Back to log-in

Close