director-hr, director-recruiting, manager-hr, manager-recruiting

8/3/2019 Director-HR, Director-Recruiting, Manager-HR, Manager-Recruiting

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David C. Tucker

Cell Phone: 812-208-7312

Summary of Qualifications

A Talent Acquisition and Business Development professional that consistently provides exceptional value to clients by forging strong partnerships with organizational leaders and delivering quality results. Through proven entrepreneurial andcorporate experience brings a unique business management perspective to talentacquisition needs. Works effectively with management teams to define, deliver, and retain "best in the market" talent in a timely and cost-effective manner.Work History2/95-Present DC Tucker & Associates NC, SC, PA, IN, ME, FL CADC Tucker & Associates is a Human Resources Consulting firm which provides Talent Acquisition, RPO and HR solutions to it's clients. The basic service offeringsare: retained executive search; strategic HR/Staffing planning, design, and implementation services; contract recruiting services, and HR generalist support. The firm specializes in areas of Management, Manufacturing, Finance, Distribution, Sales, Call Center, IT/Technology Development and Venture Backed Start Ups. Byseeking creative, quality driven and cost-effective processes for utilizing ourvast network of candidates, we have consistently been able to achieve and exceed hiring goals and HR needs of our clients. Past and present clients include: Bertelsmann Inc., Critical Health Systems, First Citizens Bank, Cisco Systems, IBM

, Sony, CDI Corp, Quintiles Corp, Infotech Enterprises, CDI Corp, Kelly Services, and IDEXX Labs. Sample projects:* Consulted with Cisco Systems, Lucent, Aspect, and Ascend Communications and provided Sales/Sales Engineering recruitment efforts throughout North America. These assignments included sourcing, interviewing and hiring over 500 Sales Directors, Regional Managers, Account Managers and Support Engineering professionals.This has provided a second-to-none "network" of sales and sales support talent for current and future client projects.* Retained by CEO and Board of Optium Corp. (now Finisar) in April, 2001 to establish, lead and manage the HR function for this start up company. This includedbuilding and maintaining all tactical HR programs (benefits, compensation, P&P,Stock Plans, Performance Management, etc...) and provided ongoing strategic direction and leadership for HR. Worked closely with the Executive Team and the Ven

ture Capital firms to acquire and retain key resources. Established initial HR/Staffing efforts in 2 International locations. The company completed its successful IPO in October, 2006.* Worked in a full time capacity with the Sr. Director-Talent Management at IDEXX from January, 2009 to January, 2010. My major objective was to redefine the staffing function and team and create stronger partnerships with both HR BusinessPartners and the Executive Management Team. Additionally, I was tasked on a tactical level to provide daily guidance to the staffing team as we filled over 800positions throughout multiple locations in the US during 2009.* Currently providing Talent Acquisition services to various companies, which includes redefining staffing processes, conducting management and "critical hire"searches, evaluating ATS technologies, and providing other services as client'srequire.

3/91-2/95 Fujitsu Network Switching (FNS) Raleigh, NCDirector, Staffing/Employee RelationsManager, Human Resources (PSI - FAI Subsidiary)Created and implemented strategic staffing, employee relations, OD, and other HRprograms for the manpower ramp-up of FNS's Headquarters facility for US operations. At Fujitsu's request, served as Manager, Human Resources for Post SoftwareInternational (a subsidiary of Fujitsu America, Inc.) for one year to act as a change agent and redefine overall Human Resources functions for this 300+ employee division.



* Redefined FNS's staffing programs resulting in significant cost savings and less dependence on external sources and increasing quality of hires.* Worked closely with Japanese Management Team to indoctrinate them into US HRand management practices.* Personally handled recruitment of Director level and above positions.* Responsible for integrating new Directors/VPs into company culture and management philosophies.* Managed HR integration of two company acquisitions.* Managed all staffing support programs/initiatives for the timely movement ofstaff from Japan to the US.* Developed and implemented new compensation and employee performance systems for PSI.* Trained and managed HR professionals in areas of staffing, compensation, employee relations, benefits, relocation, performance management and HRIS.

2/88-3/91 Abraxas International, Inc. Orlando, FLVice President / PartnerDeveloped and delivered strategic business plans and manpower recruitment programs for this $6 million plus IT/Engineering consulting services firm. As a member of the Board of Directors, I was continually involved in all aspects of business management and sales planning. Company was acquired by System House Limited in 1991.* Created, delivered, and lead all recruitment programs & processes for the company, including significant staffing initiatives from London, England and German

y. .* Created and managed an Executive Search division, both Retained and Contingency, for Company.* Directed all human resource programs and initiatives for Company. This included developing and implementing programs to insure timely relocation of staff from International locations to the US.* Marketed company services to key accounts and maintained on-going client relationships.* Introduced marketing communications strategies and PR programs.8/79-1/88 NORTEL / Bell Northern Research NC, TN, TXDirector, Human Resources - BNR, TexasManager, Human Resources - BNR, North CarolinaManager, Labor Relations - NTI Headquarters, Nashville, Tennessee

Manager, College Relations - NTI Headquarters, Nashville, TennesseeHuman Resources Generalist - NTI, North CarolinaFinal position as Director-Human Resources involved overall Human Resources responsibilities for an 800+ employee Research & Development facility. Major challenges existed due to rapid growth; however, significant accomplishments were achieved in recruitment processes, compensation design/implementation, organization restructuring, and management development. Other key results while employed at BNR/NTI:* Developed, implemented, and managed major Staffing and HR programs for several R&D and Manufacturing operations in US. Managed staffs of 4-12 HR professionals and budgets of $I-10M. This included recruiting and relocating talent to and from Canada, Mexico and the US.* Established Nortel's initial College Relations Program within the US. This in

volved consolidating the recruiting efforts of 14 different US locations into one, focused effort and developing and implementing Nortel's initial branding efforts at key US Universities/Colleges.* Created and delivered Union Avoidance training programs for all US operationsand assisted with contract negotiations as required.* Managed a major relocation effort for setting up remote Sales Offices for Nortel Networks in six different major US cities. This included all vendor selection and budget management.* Consulted with management to define and mange effective retention programs for several different divisions in US.



* Worked closely with Sr. Management to ramp up Nortel's initial manufacturingfacility in RTP, NC. This involved expanding workforce from 200 to over 3000 employees in approximately 3 years.* Utilized as a "change agent" to revitalize HR Groups at various US divisionson an as need basis.

Education

University of North Carolina, Chapel Hill, North Carolina, 1975-1979

References available upon request

director-hr, director-recruiting, manager-hr, manager-recruiting

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