Victor Melendez, Senior Human Resources Business Partner with AltaMed Health Services Corporation since 2009, oversees about 2,000 employees in more than 50 locations in Orange and Los Angeles counties.

Posts tagged ‘Human Resources’

March of Dimes Helps Parents Understand Medical Treatment of Children

An HR consultant with International Consulting Associates, Victor Melendez leverages extensive leadership and change management experience to help his clients fill interim director and vice president positions in human resources roles. Victor Melendez also supports March of Dimes, a charity that helps pregnant women and families of children with illnesses.

March of Dimes’ programs include a recently announced partnership with the College Station Medical Center in College Station, Texas, that will provide information to parents of sick children in intensive care units. Using print and online materials, the March of Dimes NICU Family Support program will provide education to parents about the medical professionals, equipment, and procedures involved in ICU treatment. In addition, the materials will inform parents on best practices in caring for their children in the hospital and during the outpatient transition.

The program will also include an online community to help parents communicate with those in similar circumstances for mutual support. Through these initiatives, March of Dimes hopes to reduce stress and increase the knowledge of parents participating in the program.


Corporate Compliance Program Necessary for Nearly Any Business

Victor Melendez, a human resources specialist, has worked in the field for a span of 20 years. Currently, he performs duties as a senior HR business consultant at Los Angeles firm International Consulting Associates, for which he oversees human resources activities for 200 locations in the United States, Canada, Europe, Asia and Mexico. Given his responsibilities, Victor Melendez is well-versed in all areas of Human Resources disciplines and corporate regulatory compliance.

Corporate regulatory compliance is essential to corporate functioning. Different sectors of business and even different companies have varying standards of compliance, but in general, the term refers to a program that is set up to prevent or correct administrative and legal violations relating to the business’ everyday functions. Such a system is designed to prevent legal infractions by employees, directors, and officers of a company. Despite the term “corporate compliance,” any business at any level of operation can be served by an efficient compliance program.

In an effort to promote good corporate citizenship, the U.S. government enacted sentencing guidelines in 1991 that require businesses to conform to specific regulatory and legal mandates. Businesses that do not follow these guidelines can be held accountable through fines, restitution, corporate probation, or forfeiture. Executives may even be subject to imprisonment for certain violations.

The Role of the U.S. Equal Opportunity Employment Commission

Victor Melendez is an executive HR consultant with International Consulting Associates in Los Angeles, and has over two decades of experience in human resources management. In addition to serving as the VP of human resources and human resources director for several health care firms, Victor Melendez has experience in human resources at the governmental level, having served as the director of Arizona’s Equal Opportunity Employment Commission.

The U.S. Equal Employment Opportunity Commission (EEOC), operating from its headquarters in Washington, D.C., as well as field offices in every state, is a federal agency that enforces laws against discrimination in the workplace, including discrimination based on race, religion, age, sex, and disability, and against individuals who have previously complained about discrimination. All workplace situations are covered by EEOC laws, including hiring, wages, promotions, and training.

In order to enforce these laws, the EEOC has the authority to carry out investigations, determine if discrimination has occurred, and file a lawsuit if a settlement cannot be reached. In an effort to prevent cases of workplace discrimination, the EEOC provides outreach and education services, including no-cost programs, for both employers and employees.

Employee Action Teams Improve Employee Engagement

Presently an Executive HR Consultant for International Consulting Associates, Victor Melendez uses his Human Resources background to advise companies in the areas of labor relations, management training, and coaching/mentoring. During his 20-year career in human resources management, Victor Melendez has developed extensive expertise in employee relations, including overseeing employee action teams.

High performing companies have come to understand that employee engagement is an important component in business success. These companies know that work engagement fosters employee motivation and helps them focus on business goals, while disengagement can negatively influence the quality of production and customer service and other areas critical to the business. Research studies show that factors contributing to high employee engagement vary across regions and industries.

Influenced by the practices of foreign companies in the 1970s, some American businesses began organizing non-managerial employees into employee action teams to allow members to contribute input and make decisions about the work performed. Although no longer a new concept, more and more companies continue to adopt these practices. Employee action teams ensure every employee has a say in a two-way dialogue of communication. Employee engagement requires active involvement of front line employees. This necessitates a shift from traditional top-down decision-making structures to new business cultures where employees help facilitate the process of problem resolution.

When designing employee action teams, companies must first establish a sound business need, followed by common definitions. Senior leaders must support this structure. Additionally, everyone must understand the purpose of the structure and its value. Next, the scope of the program requires clarification with resources allocated to the process. The employees select team leaders who require proper training and orientation. Regular meetings should take place with measurement and reporting tools established. The employee action team should regularly recognize participants and progress. To sustain employee engagement, companies must adopt a permanent culture of employee involvement through its action teams.

Union Negotiation Takes Skill and Preparation

Human resources expert Victor Melendez holds responsibilities as a senior HR consultant for International Consulting Associates in Los Angeles. He has led human resources teams for numerous companies over the past 10 years. An experienced union negotiator, Victor Melendez knows what is required to facilitate agreements that create a win-win situation for both labor and management.

Union negotiators must have the understanding and know-how to win over any opposing points of view, and therefore they value timing and preparation strongly. Effective union negotiators know their opponents and their points of view. By understanding the opposition’s preferences, weaknesses, and strengths, negotiators can determine when to stick to the primary objective and when to make a trade-off.

Skilled negotiators also know that ultimatums should only be considered as a last resort. In most cases, it is better to stay focused on the options that can be used to create a positive outcome. By countering objections with positive replies, the skilled negotiator can avoid stalemates and eventually reach an agreement that meets the needs of both parties.

Employee and Labor Relations – Helping Managers Manage

Over the past 20 years, human resources professional Victor Melendez has achieved proficiency at a host of HR functions, including recruiting, compensation and benefits, and training. In his current role as an HR consultant, he advises numerous clients on these and other HR issues. One of the areas of human resources in which Victor Melendez is particularly adept is employee relations and labor relations (E&LR), an area which is frequently less visible than some of HR’s other functions.

The term labor relations and employee relations, in the context of human resources, refers to different aspects of the same issue, the relationship between an employer and its employees. Employee relations refers to the relationship between the employer and individual employees, while labor relations generally refers to the employer’s relationship with the labor unions that represent its employees, as well as myriad HR-oriented compliance issues.

E&LR can have a significant impact on the workplace. In addition to interpreting and ensuring compliance with collective bargaining agreements and employee policy manuals, a good employee and labor relations function will counsel members of the management team on effective leadership and discipline. The function also educates management on issues like the Americans with Disabilities Act and sexual harassment legislation.

The Reasons Organizations Develop Salary Bands

With more than 20 years of professional human resources experience, Victor Melendez currently works for International Consulting Associates in Los Angeles as an executive HR consultant. He has held management positions in diverse industries, including manufacturing, technology, and healthcare. Within these roles, Victor Melendez cultivated experience in various aspects of human resources, including conducting salary band analysis on a regional and national scale.

Salary bands, or pay bands, consist of organized systems of compensation that base employee rewards on specified criteria developed by the company or government agency. They are the mechanism employers use to implement their compensation philosophies. Pay bands are a reward structure for employees during the duration of their employment in particular positions. They take into account level of responsibility as well as experience and education. In constructing pay bands, human resources managers research job pricing to define a rate range and establish a minimum and maximum salary compensation level for positions within a job category. A mid-point rate reflects the actual compensation an employee can expect with the stated qualifications.

Salary bands control an organization’s salary decisions with a consistent set of rules. They provide a tool employers use to ensure employees receive equal salary opportunities, thus lessening the risk of salary discrimination charges. Additionally, they serve as an excellent mechanism for controlling salary expenses and staying within budget.