CHARLES P. PINTO
PROFILE

Human Resource/Operations leader with broad background in manufacturing and service-related industries with extensive experience in General Management (P&L), Recruiting, Compensation, Benefits, Labor Relations, Training/Development, Transportation, Public Relations, Purchasing and Administrative Operations in both union and non-union environments. Proven employee relations, communications, decision making and creative skills in both line and staff roles. Strong development and analytical skill coupled with cost-effective management and organizational abilities in large corporate and small entrepreneurial companies.

EXPERIENCE


OHL, Brentwood, TN (2007-Present)
Privately held 3rd party logistics provider of warehousing, transportation, brokerage, freight forwarding for Fortune 1000 clients. Approximately 6,000 employees, $1.2 Billion in revenues, 120 locations in the United States and International presence in 20 foreign countries.

Vice President/HR
Responsible for all hiring/staffing, compensation/benefits, training and development, employee relations, and Board of Directors liason for compensation and corporate governance.

New hiring/staffing process 1500 hires per year (Succession Planning)
Wrote new temporary staffing contract reducing 67 vendors to 1
New compensation/variable compensation plans
Hired new benefits broker and re-established new benefits plans saving $1 MM/year
Increased 401K match/added deferred compensation plan
New employee handbook/mission/values/compliance/ethics
Revised HR organization and structure
New Systems changes (Performance Mgt., AAP, AT, and Document Scanning)


KGB (Formally INFONXX), Bethlehem, PA (2006-2007)
Largest privately held telecommunications outsourcer for information services, directory and
Customer assistance (call centers)

Vice President/HR
Responsible for all HR related processes, programs, and practices for nine U.S. and three international
locations. $1 Billion in Revenues and 9,000 employees.

New staffing process for call centers 5000 employees per year
New interviewing and background screening processes implemented (Predix)
Executive compensation structures
HR reorganization
Benefits plans revisions (Saving 1MM/year)


CAESARS ENTERTAINMENT, Las Vegas, NV (2003-2006)
Largest owned/operation of Hotels/Casinos and Resorts in the world. $7 Billion and 25,000 employees.

Senior Vice President/HR for Regional Operations
Responsible for all HR related processes, programs, and practices for eight hotels, eight casinos, and one golf course in Las Vegas, Reno, Lake Tahoe and Laughlin, NV. (Caesars, Ballys, Paris, Flamingo and Hilton brands). Matrix reporting to EVP/HR and all Property Presidents.

Built new HR organization
Completely centralized and revised staffing functions for 4000 hires per year
Established new improved communications
Improved labor/employee relations and diversity climates
Introduced change management, culture change, training development, and improved relationships
Managing Union/Non-Union Relations

PPL CORPORATION, Allentown, PA (1998-2003)

Newly-created International Regulated and Unregulated Power/Energy Company. $6+ billion in sales and 13,000 employees.

Vice President and Chief Human Resource Officer
Responsible to Chairman/CEO and COO for HR Operations including Union/Non-union relations, Chief Spokesperson; Employee/Field Operations; Compensation; Benefits; Employment; Health/Security; Training; Administration; Diversity; EEO/AA, HRIS and Board of Directors Liaison.
Hired four new company Presidents and two new members of Board of Directors.
Established first ever HR Strategy/Business Plans, company wide Workforce/Diversity Strategies and Business Plans.
Created first ever Diversity Council and Employee Networks, improved EEO/AA Reporting.
Negotiated first ever, four year Labor Agreement; coordinated other Labor Agreements/Labor Relations for ten labor unions and twenty-two union contracts. Advice/direction to International Labor Agreements.
Created first ever Executive Compensation Plans, including objective setting short-term annual bonuses, restrictive stock and stock option plans.
Established new flexible benefits and reward plans.
Created/developed organizational design formats, training programs, succession planning. Restructured/reorganized HR function.
Led implementation efforts of new HR PeopleSoft information system.
Improved Health/Security/Diversity (AA and EEO) reporting and investigations.


AMERICAN EXPRESS CORPORATION, New York, NY (1994-1998)
Financial Services, Credit Cards, Financial Advisors, Insurance, Travel Businesses. $14+ billion in sales and 75,000 employees.

Senior Relationship Leader (VP)/Human Resources, Consumer Financial/Services Charge Card Operations
Responsible for all HR operations for the largest business in the largest division (TRS) of American Express. Led HR relationship management functions for 15,000 employees in 7 major locations.
Development/HR Leadership of Customer Service and Call Center Operations-implementation of new methods to reduce employee turnover and improve employee retention.
Extensive implementation and monitoring of employee surveys/satisfaction for direct effect on value proposition.
Close development/mentoring of HR staff-extensive travel for HR and Operational customer service/support.
Extensive involvement/direction of HR, succession and operational planning/reporting.
Close involvement of operational execution, objective setting and reporting, rewards and recognition.
Extensive hiring, organization design and consulting for development of businesses.




SPRINT CORPORATION/UNITED TELECOM, Kansas City, KS (1990-1994)
Long Distance, Local Telephone, Cellular and Data Communications Business; $11+ billion in sales; 54,000 employees.


Vice President, Human Resources Operations
Responsible for coordination, implementation and delivery of HR Operations Programs for Sprint Corporation Headquarters and all Sprint organizations, domestic and international.
Managed 250 Human Resource professionals supporting over 30,000 employees in 21 major locations and budget of $15M. Services and programs provided include compensation, benefits, staffing, employee relations, labor relations and fair employment practices. Also provided corporate program management of Succession Planning, University Relations and all Relocation Services.


Vice President, Employee/Labor Relations/Fair Employment Practices
Responsible creation and operations for corporate-wide employee relations, labor relations, Equal Employment Opportunity, Affirmative Action (40+plans), employee diversity and employee communication, strategies, policies and programs to ensure consistent, legal, fair and equal utilization of employees.
Provided staff direction and support to all field HR functions in the identification and resolution of major employee/labor relations issues and to ensure selection, promotion and termination decisions comply with federal, state and local law and are in full compliance to ensure Company continuance with federal contracts. Additional staff support and direction for union contractual negotiations/communications (26 union contracts) and all union avoidance workplace issues.

SPRINT INTERNATIONAL/GTE TELENET COMMUNICATIONS (1989-1990)
Washington, DC
The largest and most respected Data Communications and Manufacturing Company in telecommunications. Heavily involved in Public Data Networks, Private Networks and Systems, Electronic Messaging/Fax, Product Hardware/Software Development and International Systems and Services. 2500+ employees nation-wide and overseas.

Vice President/Director, Human Resources
Implementation and management of compensation, benefits, employment, recruiting, labor relations, training/development, health/fitness and integration of all into diverse business units. Developed and managed entire department (9 managers and 35 employees/budget $1.5mm) with increased morale/team work. Implemented and guided several departmental/company reorganizations with significant cost savings. Implemented new Compensation, Flexible Benefits, Relocation, EEO/AA, Training and Policy/Procedures programs.



EDUCATION

Candidate for MBA. Attended various colleges/universities while being transferred on business. (William & Mary, Widener, Penn, Cornell, Michigan, PA State, UVA, Princeton, Harvard)

State of Delaware Teacher's Certificate, Social Studies, School of Education, University of Delaware, Newark, DE,

BS, Business Administration (Finance Concentration), School of Business and Economics, University of Delaware, Newark, DE,
Listed Outstanding College Athletes of America










PROFESSIONAL and COMMUNITY ACTIVITIES

Member, Society for Human Resources Management, ASIS, HRPS, ASTD
Member, American Management Association
Member, American Training Society
Executive Committee, Lehigh Valley Business Conference of Health Care
Speaker, Labor Relations, Muhlenberg College/De Sales University
Advisory Boards, Fund for Delaware, Delaware Golf Classic, Muhlenberg College, United Way
Board of Directors, Boys & Girls Club of Allentown/Lehigh Valley Senior Center
Southern Lehigh School District Board Committees, Booster Clubs and Athletic Associations, Coach- HS Basketball/Baseball