Howard M Pardue, PHD, SPHR, SHRM-SCP, CPC, AUTHOR, MEDIATOR

Experience

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  SUMMIT COMMUNICATIONS, INC

  Jun 1982 - Sept 1988

  SENIOR VICE PRESIDENT, HUMAN RESOURCES, CAREER COACH,EEO/TALENT/ ETHICS

  Directed the complete revitalization of the corporate HR function that provided state of the art services, expertise, best practices HR practices/programs for the 60 cable-tv systems and major market radio combos to include the Kansas City chiefs, Royals, and pro soccer team broadcast operations. Directed the re-design of the organizational structure to become a highly de-centralized organization resulting in 10 major divisions headed by executive vice presidents, innovative and new positions,i.e., director of business affairs, who reported to the corporate vice president of HR.Employee head count tripled, requiring the implementation of new career planning approaches, performance measurement, onboarding, compensation, multi-million hris(peoplesoft) programs, employee assistance, employment, state of the art training and development processes to illustrate only a few new programmatic successes, company named "employer of choice" 4 consecutive years as the corporate vice president was a frequent speaker at the state, regional and national levels.Elected to national media/financial association and chaired national industry HR committee with major networks as members, ABC, NBC, CBS,TNT, TBS.The company often described as the "tiffanys" of the broadcasting industry........ALL COMPANY HOLDINGS SOLD Show less

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  RIGHT MANAGEMENT CONSULTANTS

  Jan 1988 - Jul 1992

  SENIOR VICE PRESIDENT/SENIOR MANAGING DIRECTOR

  Established sales revenue and profit margins in first 6 months for all time highs for 3 major markets in North Carolina increasing each 59% and 33% respectively. Delivery of services in the career planning, outplacement, and executive coaching areas consistently received the highest ratings by clients. Managed 10 highly respected PHDS who were outstanding in the client and candidate relationship area and shortened candidate landing into new jobs substantially. Candidate job landing position times frequently exceeded national norms. Professional staff consistently received excellent ratings in seminar presentations. One-one consulting skills, resume development and implementation of the "Zip Process" which outlined in detail the job search strategy until landing was consistently deployed resulting in superior landing times and normally into higher compensation and jobs of increased responsibility.Promoted to senior VP in 8 months. Show less

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  GEORGETOWN COLLEGE

  Jun 1992 - Nov 1996

  VICE PRESIDENT,HR, ADMINISTRATION, LEADERSHIP CENTER, STRATEGIC PLANNING, CAREER SERVICES/ATHLETICS

  Senior executive who led a highly regarded private institution to the creation of the first ever strategic plan in the history of the college reaching across the entire institution. Direct leadership in a highly diverse executive position achieving notable accomplishments in non-HR areas to include the creation of a "center for leadership development"attracting major employers in the area to include Toyota, ect., to becoming a major supporter. Led innovative change in the 18 sports program known for winning national championships, serving as the final executive oversight principal. Directed the creation of the school's first HR and Career Services for existing, entering students and alums.Created first ever athletic fund raising structure which produced substantial new revenue streams for the athletic program(s)and established HR consulting contracts with over 17 key institutions and several community colleges which included the university of Kentucky which produced substantial new revenue for the institution.Led a staff of over 40 working in highly diverse operations of the institution. Programmatic successes achieved in in career planning, performance management,compensation, HRIS(peoplesoft), risk management, , employment, succession planning, onboarding, introduced employee engagement concepts which in a positive fashion reduced turnover and increased applicant flow by 50%. College named as a "great place to work". The aforementioned programs were not in place and the resulting achievements did not occur until the incumbent vice president came on board. Show less

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  OMNIPOINT CORPORATION

  Jul 1996 - Jun 2000

  SENIOR VICE PRESIDENT HUMAN RESOURCES/CORPORATE ADMINISTRATION

  One of 6 key senior executives comprising a highly diverse executive committee with representatives from 5 nations charged with the responsibility of leading the privately held organization to reach highly profitable margins with one of its ultimate objectives of implementing an IPO.Directed initiatives on an international scope with India/England one of the targeted international recruitment sources Achieved HRIS Programmatic(Peoplesoft) objectives, compensation pay for performance strategies, introduction of the "stay bonus Programs", succession planning, introduction of engagement surveys,onboarding concepts, to strengthen retention portfolio,directed comprehensive international recruitment and innovative strategies to enhance presence on international stage.Established executive level strategic planning consortium with major universities and corporations to gain input on the strategic mission of the corporation.Named to international HR high tech committee whose focus was to enhance the operations of the cellular phone industry. Corporation recognized for its innovative HR/Career Planning programs whose goal was to grow internal talent through well defined career planning efforts attached to the succession planning process.Created a positive partnership with the Center for Leadership Development to support the corporation's commitment to internal career growth opportunities. Corporation operated in 5 states with 7,000 employees and a substantial subsidiary division in New York City.ALL COMPANY HOLDINGS SOLD Show less

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  CLAREMONT UNIVERSITY CONSORTIUM

  Jun 2000 - Jun 2004

  CHIEF HUMAN RESOURCES OFFICER/ EXECUTIVE DIRECTOR/PROFESSIONAL DEVELOPMENT

  Directed overall conceptual "Best "Practices" HR leadership for the consortium consisting of seven (7) colleges and universities with IVY League academic standards in the development of the first key HR Strategic Plan. Directed the development of leading edge professional programs emanating from a comprehensive "Training/Professional Development Plan".Developed, directed implementation of The Claremont University Consortium as a stand alone entity the. first ever HR strategic Plan in the areas of compensation, management, labor relations, employee relations, HRIS, succession planning, professional development, recruitment/retention. Heavy emphasis on pay for performance and establishing stretch measureable metrics. Introduced and implemented "Employee Climate Survey Process", and "Assessment Center Concepts" and highly professional employment processes, reducing turnover by 35 % and recruitment costs by 200,000k with increased focus and revitalization of "Onboarding Processes". Directed implementation of progressive counseling process, comprehensive and effective and user friendly "Grievance Procedure Process" resolving over 90 % of employee complaints/issues at the first step in a 5 step process. Conceptualized, directed state of the art performance system, which was published in highly regarded SHRM Foundation for profit publications. Directed cost assessment profile of HR function managing expenditures within budgeted guidelines in highly conservative organization Senior organizational coach/Advisor to CEO in major revitalization of the CUC Organization which supported seven (7) highly respected Ivy League modeled colleges and universities, providing key services through 32 highly diverse departments/organizations. Consortium's role was to provide administrative direction/oversight to include HR initiatives adopted in most cases by the 7 colleges each having their own President , Board of Trustees and HR function(s). Show less

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  WESTERN UNIVERSITY OF HEALTH SCIENCES

  Jun 2004 - Jun 2018

  SENIOR VICE PRESIDENT,HUMAN RESOURCES,LITIGATION/ETHICS,DIRECTOR OF TALENT MANAGEMENT

  Directed overall conceptual"Best Practices" HR Leadership for the university embraced in key strategic HR Plan.Developed, directed and implemented university's first HR strategic Plan in the areas of compensation, performance management, labor relations, hris, professional development/training, recruitment/talent management,onboarding/retention, with heavy emphasis on pay for performance metrics, practice performance plans for all faculty members and introduced comprehensive faculty/staff grievance/mediation process. Introduced succession planning ,and "Assessment Center Concepts.Directed cost management assessment of HR function and adopted "Zero Tolerance" approach to elimination of of litigation reducing litigation activity to one case in 7 years with no state or federal regulatory complaints. Directed all compensation programmatic initiatives and served as advisor to Board of Trustees on myriad of HR challenges. Senior executive advisor and coach to president, provost/coo, 10 deans as a result of major 5 college expansion of the university. Aggressive and strategic HR initiatives resulted in being named " An Employer of Choice" by the LA Chamber of Commerce and California Public Relations organizations.Served as VP Public Relations for one year.Promoted to VP, HR in 6 months. Show less

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  THE PARDUE GROUP HR PRACTICE/CAREER COACH/EXECUTIVE SEARCH

  Jun 2018 - now

  FOUNDER/CEO

  The Pardue HR Practice is one of America's leading HR, Professional Development Consultants. Skilled in Career Coaching, Professional Development, Organization Assessment, Executive Search serving clients in high tech, healthcare, higher education, non-profit and all organizations.