DWAYNE D.

ALGARIN
EMPLOYMENT
Outstanding Productions, Inc., Dallas, Texas....................................
......2008-Present
Vice President/General Manager
Key responsibilities include managing the full range of business operations rela
ting to policies, practices and attainment of operating and profit goal.
Outstanding Productions is a privately owned Destination Management Company prov
iding services across the United States with annual sales of $12 million.
* Budget creation and accountability ensuring sales, financial and budget target
s are met.
* Directed the implementation of marketing strategy
* Rebranded the organization, driving new logo development and internet website
development
* Negotiated and managed vendor, real estate and general business contracts and
services
* Cut expenditures by 37% ($500,000)
* Lead the culture change from entrepreneurial to a more structured, corporate o
rganization with greater accountability, stronger internal processes and more co
mprehensive resources available to all employees
* Longer term accomplishments include, ensuring the financial operations of the
company are handled in a consistent and timely fashion, while developing and dri
ving key indicators, optimizing the financial information to maximize organizati
onal performance
* Direct all Human Resource initiatives to include recruiting, employee relation
s, performance management, salary review
CORE-MARK INTERNATIONAL, INC., S. San Francisco, CA.............................
............... 2008
Vice President Human Resources
Corporate and Field Human Resources responsibility for 25 Distribution Centers a
cross the United States and 4 Canadian Provinces. Facilitated two acquisitions f
or in the United States and Canada.
Core-Mark is a publically traded organization which employs 4500 and has sales r
evenue of $5.5 Billion. Recruited to develop and implement the following strate
gic human resources initiatives organization wide;

* Organizational Development
* Develop Wage and Salary Structure
* Work with Compensation Committee
* Ensure Compliance with U.S. labor law and Canadian Provincial Law
* Succession Planning
* Negotiate Labor Contracts
* Present to Board of Directors
WAL-MART, INC., Sacramento, CA .................................................
.........................2006-2008
Regional Director Human Resources
Human Resources responsibility for a 13 billion dollar business unit with 178 lo
cations and 65,000 Hourly and Management Associates.
As Regional Director of Human Resources at Wal-Mart, implement HR policies and p
rocedures for the 65,000 Management and Hourly Associates of this 13 billion-dol
lar region; influence extends to 178 Retail Stores and is focused on the develop
ment and retention of management talent. Managed 16 Regional Human Resources Man
agers(direct reports) in the state of California.
Recruited to support strategic business goals by developing human resource proce
sses that resolved such business issues as:

* Talent Acquisition
* Performance Management
* Diversity Recruitment/Development
* Increase Compliance Metrics 47%
* Talent Development via Individual Development Plans
* Succession Planning
* Design Competitive Wage/Salary Structure
* Added $650,000 to P&L via Meal and Break improvements

THE HOME DEPOT, Minneapolis, MN.................................................

......................2004-2005
Regional Director Human Resources
Directed and managed Human Resources Function for a 3 billion dollar region with
100 locations and 14,000 Associates.
At The Home Depot, directed Human Resources for 100 retail stores in 10 Mid-West
ern states with sales revenue of $3.5 billion and 14,000 Management and Hourly A
ssociates. Partnered with Divisional Vice Presidents in managing the people side
of the business to include:

* Reduced Turnover by 10%

* Managed HR P&L for Region
* Designed Work Force Plan for Peak Season
* Increased Sales Per Labor Hour through Proper Staffing
* Developed Organizational Effectiveness Committee
* Provided Training to Include FMLA, NLRA, EEOC

DELCO REMY, INC., Dallas, TX....................................................

...........................1999-2004
Director of Human Resources
Responsible for the Human Resource function for motor vehicle engine re-manufact
uring facilities.
Delco Remy, (Formerly AC Delco), Directed Human Resources for 3 manufacturing Fa
cilities
in Texas and Kentucky. Had responsibility for the following:

* Labor/Employee Relation
* Compensation/Benefits
* Strategic Planning
* Environmental Health& Safety
* Recruiting/Workforce Planning
* Training and Development
STAUFFER CHEMICAL, INC., Westport, CT...........................................
..................... 1995-1999 Director of Human Resources
$520 million confectionaries manufacturer.
As Director of Human Resources at Stauffer Chemical, performed HR due diligence
during a phase of multiple corporate acquisitions to increase the market share a
nd expand visibility of this $520 million company in the confectionaries manufac
turing marketplace. Spearheaded the strategic planning and implementation proces
s for multi-state expansion as the company rapidly expanded to 4,200 employees.
* Traveled extensively to represent the corporate office to plant managers and p
roduction staff after each company acquisition in order to provide an open-door
environment for work issues; efforts succeeded in maintaining non-union shops in
new southern plants, although the northeastern facilities were organized by the
Confectioners Union. Actively participated in labor negotiations, labor grievan
ces, and arbitrations.
* Recruited HR Managers, Field Supervisors, Field Sales Representatives, clerica
l staff, and line employees. Served as a key participation in the development an
d delivery of reengineering training programs for first-line supervisors, and tr
ained managers and employees in EEO law, diversity issues, and affirmative actio
n.
* Negotiated 401K and healthcare contracts; handled risk management for the orga
nization; created Quality Assurance programs; oversaw the compensation and benef
its structure; and developed HRIS policies and procedures. Managed the HR budget
for operations in eight states, Utilized SAP and PeopleSoft (ver.6).
AIRBORNE EXPRESS, INC., New York, NY............................................
.....................1992-1995
Operations Manager
Teamster Union shop of 1,200 truck drivers and bicycle couriers in New York City
. Managed grievances and arbitration proceedings for 1,200 company truck driver
s as well as a fleet of unionized bicycle deliver drivers for Airborne Express i
n New York City (Teamsters Union) while it was under federal trusteeship. Resp
onsible for managing daily operations to include P&L management with $30 million
in sales revenue.

EDUCATION
M.P.A., HUMAN RESOURCES MANAGEMENT - City University of New York................
..................1991
B.S., BUSINESS ADMINISTRATION - Wagner College, Staten Island, NY...............
.....................1983

CERTIFICATIONS & PROFESSIONAL DEVELOPMENT

Executive Leadership Development, Center for Creative Leadership (2007)
( worked with an executive Coach as part of the development program)
Executive Media Development, Porter & Novelli Consultants (2007)
P&L Management for Executives (2007)
Executive Decision Making; Managing in a Changing Environment Cornell University
, Johnson School of Industrial & Labor Relations (2006)
Finance for Non-Financial Managers (2005)
Compensation Planning, American Compensation Association (2002)

PROFESSIONAL AFFILIATIONS
Society for Human Resource Management (SHRM)
American Society for Training & Development (ASTD)

VOLUNTEER ACTIVITIES
McKinney Food Pantry, Stonebridge United Methodist Church Juarez mission group,
Basketball and Swimming Coach, Committee Chair, Boy Scout Troop 51