1. Melanie V Somers, MBA, PHR
melanie.v.somers@gmail.com
(713) 320-2540
Summary
Over ten years’ experience in Human Resources, including management, organizational development and hands-on
generalist work in financial, healthcare and manufacturing environments. In-depth knowledge of HR metric
analysis/reporting, compliance, employee relations, benefits administration, payroll oversight and California employment
law. Expertise in identifying developmental needs and creating resources and training opportunities to increase efficiency
and effectiveness in targeted employee groups.
Education
Master of Business Administration
University of Kansas, Lawrence, KS (Asolo, Italy Campus)
Bachelor of Science, Psychology, Magna cum Laude
University of Houston, Houston, TX
Knowledge Domains
Employee Relations Leadership Development Project Management
Onboarding/Termination Team Building and Alignment Process Improvement
Recruiting Succession Planning Change Management
Multi-State Payroll Training and Development Quantitative/Qualitative Analysis
Benefits Administration Career Coaching Written and Oral Communication
Software and HRIS: HR Modules of SAP and Oracle, iCIMS Applicant Tracking, PeopleTrak, Kronos, Paychex, Microsoft
Office
ProfessionalExperience
TE Connectivity November 2015 – Present
Human Resources Generalist II
(Long term temp position)
Working with the HR Manager and HRBP to support a manufacturing facility with over 450 employees. Responsibilities
include:
 Recruiting – Heavy recruiting work for a rapidly expanding employee base that includes sourcing and interviewing
candidates and managing them through the applicant tracking system
 Onboarding/Termination – Full-cycle employee management in a high turnover environment
 Employee Investigations – Investigate and resolve employee complaints, including those that come through the
employee hotline
 Salary Determination – Set salary levels, taking into consideration internal equity and external salary surveys
 Coaching – Meet with employees one on one to discuss developmental opportunities and other issues
 Process Improvement – Working with Environmental Health and Safety to improve the badging and access
restriction to an ITAR facility; reducing paperwork and increasing electronic filing

2. PICO Holdings, Inc. April 2014 – August 2015
Human Resources Manager
Managed a centralized Human Resources department for a publicly held, diversified holdings company, supporting five
subsidiaries with highly differentiated product lines in eight states, in a very high-volume, fast-paced environment.
Responsibilities included:
 Financial Reporting and Compliance – Developed timely financial reports on salary allocations, vacation accruals,
benefit overhead and all other financial metrics; successfully complied with auditors on a quarterly basis.
 Process Improvement – Streamlined the financial and payroll reporting to reduce time spent creating and delivering
reports by 66%.
 Onboarding/Termination – Full-cycle employee management in a high turnover environment both in the acquisition
and divestiture of subsidiaries.
 Recruiting – Worked with managers to understand their hiring needs, placed ads and interviewed candidates to fill
open positions.
 Payroll – Managed the payroll function for parent company and four subsidiaries across eight states; directed the
processing of bi-weekly and semi-monthly payrolls to ensure accurate and timely compensation for 300+
employees.
 Benefits Administration – Handled benefits administration for the corporate office and all subsidiaries, including
auditing and reconciling invoices, assisting with claim issues and serving as the point of contact for all employees.
University of Texas MD Anderson Cancer Center September 2005 – July 2013
Project Director, Faculty Development
(Organizational Development Specialist)
Provided professional development services for 2200+ physicians, researchers and clinical trainees. Responsibilities
included budget development and project management for:
 Training and Development – Designed and delivered annual development curricula for faculty and trainees in areas
identified as critical to their professional success. Learning modalities were seminars, workshops and online
training modules.
 Mentoring – Developed and implemented an institution-wide mentoring program for faculty at all levels in 64
departments, including the design and delivery of mentor training workshops and the development of the mentoring
handbook and other supporting materials.
 Career Coaching – Worked one-on-one with early career faculty to support their promotion and tenure development
goals.
 Team Alignments –.Worked with faculty and staff to enhance their multi-disciplinary effectiveness within their
department.
 Change Management – Developed the framework of communications to announce institution-wide initiatives that
impacted our internal client base.
 Needs Assessment – Conducted surveys, focus groups and informal discussions to determine our annual
development initiatives.
 Onboarding– Met one-on-one with new faculty to orient them to the institution and particularly our department’s
support resources available to them.

3. Hanover Compressor Company May 2004 – September 2005
Human Resources Generalist
Developed and expanded a new HR infrastructure beyond the already existing payroll and benefits organization.
Provided HR services for a 5,000+ employee workforce for a multinational oil and gas manufacturing and services
company. Responsibilities included:
 Training and Development – Developed and delivered internal training programs domestically and internationally.
 Recruitment and Selection – Recruited skilled workers and managed corporate presence at job fairs in a very
competitive hiring market.
 Program Management – Managed the Engineering Internship Program; developed and implemented the student
sponsorship program for skilled workers.
 HR Policy Development – Developed the HR Procedures Manual, the Performance Management Overview, the
Career Progression Overview, and the competency library and job profiles for key positions.
 Financial Metrics – Monitored and reported key financial metrics through a dashboard tracking our most critical
functions.
 Employee Relations – Worked with managers and employees to resolve disputes and avoid escalations.
Professional Affiliations
 San Diego Society for Human Resource Management (San Diego SHRM)
 American Society of Training and Development (ASTD) San Diego
 North County Personnel Association of San Diego