César Padilla, Ph.D.
ORGANIZATION DEVELOPMENT (OD) • CHANGE MANAGEMENT
HUMAN RESOURCE MANAGMENT (HRM) • HUMAN RESOURCES DEVELOPMENT (HRD)
TALENT MANAGEMENT • PROGRAM MANAGEMENT • ANALYSIS
PROFESSIONAL EXPERIENCE
Office of the Chief of Naval Operations for Manpower, Personnel, and Training (OPNAV N1)
Arlington, Virginia, Dec 2013–Oct 2023
Graduate Student / Faculty (Full- and Part-Time)
Pennsylvania State University
University Park, Pennsylvania, May 2015–Apr 2023
Board Member & Vice President of Technology (Volunteer, 2-year term)
National Society for Hispanic MBAs (NSHMBA), Philadelphia Chapter
Philadelphia, Pennsylvania, Jun 2014–May 2016
Director of HR Programs
Rodale Inc
Emmaus, Pennsylvania, Feb 2013–May 2014
US HR Operations Manager
Applied Materials, Inc.
Santa Clara, California, Jun 2011–Jan 2013
Deputy Director, HR Center of Excellence (HRCOE)
Rank: Lieutenant-Commander, Paygrade: O4, Officer Community: Human Resources (120X)
Naval Post Graduate School (NPS), Graduate School of Business and Public Policy (GSBPP)
Monterey, California, Sep 2009–Mar 2011
Assistant Recruiting Manager and Command Legal Officer
Rank: Lieutenant-Commander, Paygrade: O4, Officer Community: Human Resources (120X)
Navy Recruiting District (NRD) San Francisco
Mountain View, California, Jan 2008–Apr 2009
QUALIFICATIONS
EDUCATION
• Doctor of Philosophy (PhD), Workforce Education and Development (
emph. HRD/OD)
Pennsylvania State University, University Park, Pennsylvania, 2023 To validate:
2. Enter “24L3-C9I5-C1A3” in the CeDiD field.
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• Certificate, HR Analytics
Cornell University School of Industrial and Labor Relations (eCornell), Ithaca, New York, 2023
PROFESSIONAL CERTIFICATIONS
OTHER QUALIFICATIONS
Navy Officer Billet Classification (NOBC) and Additional Qualification Designation (AQD) codes:
SPHR, DEVELOPMENT 3, MANAGEMENT 2, RECRUITING 1
PUBLICATIONS
Padilla, C. (2023).
The effect of supervisor values expressed by supervisors as perceived by sailors, on sailor work engagement [Dissertation]. Workforce Education and Development (WFED) Program, Department of Learning and Performance Systems, The Pennsylvania State University. Available at:
https://etda.libraries.psu.edu/catalog/27385cpp5131
BIG FIVE PERSONALITY (OCEAN) RESULTS
The average Big Five Personality (OCEAN) Scores are: Openness: 58%; Conscientiousness: 55%; Extroversion: 53%; Agreeableness: 63%; Neuroticism: 54%.
My scores are: Openness: 96%; Conscientiousness: 56%; Extroversion: 25%; Agreeableness: 50%; Neuroticism: 25%.
Business Process Change Management, Business Processes, Business Process Flows, Change Management, Change Management Tools, Conducting Investigations, Data, Employee Surveys, HR Assessment, HR Audit, HRD, HR Generalist Experience, HR Measurement, HR Programs, HR Reporting, HR Strategy, Human Resources (HR), Human Resources (HR) Data, Human Resources (HR) Function Evaluation, Human Resources (HR) Technology, Human Resources Compliance, Human Resources Consulting, Human Resources Functions, Human Resources Policies, Human Resources Processes, IBM SPSS Statistics, MAXQDA, Microsoft Excel, Microsoft SharePoint, Microsoft Teams, Microsoft Word, OD, OD Interventions, Organizational Consulting, Organizational Development (OD), Qualtrics, Transformation, Policy, Policy Management, Policy Planning, Qualitative Research, Quantitative Research, Quantitative Studies, R, R-Studio, Strategic Human Resource Development, Strategic Workforce Planning, Talent Development, Talent Management, Talent Management Consulting, Talent Management Planning, Workforce, Workforce Analytics, Workforce Development, Workforce Effectiveness, Workplace, Workplace Investigations
OPNAV N1 overseas the Navy’s HR Function. OPNAV N1 creates and manages programs and policies affecting manpower, personnel, and training across the Navy enterprise, affecting a force of half a million military and civilian employees. Duties included facilitating change within the scope of MyNavy HR Transformation (digital transformation), and to evaluate over 100 military policies and business processes affected by transformative efforts for the governance team.
• Rank: Commander (O5)
• Facilitated the development of ZipServe, an applicant tracking system (ATS) for opportunities aimed at a Reserve workforce of over 50,000.
• Engaged stakeholders, integrated Agile teams, product owners, and subject matter experts across the enterprise to redesign business processes and recommend user interface and data element changes to HRIS systems.
• Managed policy revisions and managed various HR programs. Researched and drafted responses and recommendations, including advisory opinions, of a legislative nature such as congressional inquiries, in collaboration with Legal.
• Conducted quantitative research related to talent management and engagement.
• Prior to 2017, on part-time basis, updated various articles in personnel manuals, policies, and directives as part of the operational support provided or as assigned by Reserve unit.
• Part-Time and Full-Time, as required
• Supported the program management of professional development programs for Career and Technical Education (CTE) teachers in Central Pennsylvania. Prepared communications/marketing materials for promotions of scheduled events for the year. Used the Teacher Information Management System (TIMS) to track and manage records.
• Provided support to events management and execution at various events and conferences including SkillsUSA, CTE Teacher Tailgate, and CTE Professional Development workshops, including project planning in budgeting, events planning, coordination and logistics, and public affairs-related activities.
• Reviewed state legislative changes to ensure program and program goals complied with PA Act 48 of 1999, ensuring that professional educators to maintain their professional certifications every five years.
• Between 2017 to 2023, engaged in research project planning and execution for research.
NSHMBA is now Prospanica. Prospanica serves the career development interests of Hispanic MBAs and business professionals. Oversaw the management of data and information systems. Worked with Marketing to develop an effective web, communication and social media strategy and presence. Worked with Board to better segment member population and deliver an effective channel/pipeline of diverse MBA professionals and align efforts with mission and vision of the association.
• Volunteer, 2-year term
• Partnered with Employee Resource Groups (ERG) and Talent Acquisition teams from various companies/sponsors in the Greater Philadelphia Area and sponsors, including Comcast, Sanofi, Vanguard, and Cigna.
• Partnered with sister organization, the National Black MBA Association (NBMBAA) to organize and execute career development, networking, and job fair events and conferences sponsored by Comcast and at Temple Fox School of Business (Temple University, Philadelphia, PA).
• Increased membership by 26.4% within a 5-month time-span.
• Exceeded 2014 Pre-Conference Professional Development Event registration goal by 11.6%.
• Sold out all major social events.
Formerly a publisher of popular health-centered magazines and books, such as Men’s Health, Women’s Health, and Prevention. Employed to lead HR-related project-based transformation. Led and directed the planning, management of HR programs, projects and operations for a family-owned publishing company (now sold to Hearst Media). Reported to SVP of HR.
• Developed policies affecting internal hiring practices, ensuring retention, talent management.
• Designed and developed the department’s short- and long-term strategy, metrics, and dashboards. Designed company-wide general workforce plan and succession plan aligned with company strategic goals.
• Aligned operations, projects, and programs with the strategic vision and direction of HR. Redesigned the HR organizational structure and talent acquisition processes.
• Redesigned the hiring and performance management program and system, saving 40% on operational costs.
• Rolled out and championed the use of online training service. 67% enrollment within first three weeks. Saved approximately 31.2% on initial costs and a projected 20% via contract negotiations.
• Produced compensation models to support decision-making & provide options for executive incentives.
• Partnered with Chief Technology Officer (CTO) and IT consultant in the project planning and the evaluation of prospective HR information systems options, selection, implementation planning, and implementation execution.
Leader in materials engineering solutions used to produce new chips and advanced displays. Project-based employment that led to the reduction in force and increased efficiency of HR operations. Led and managed the HR Service Center and Staffing Operations team for a 14,000-employee global company.
• Managed the effective roll out of key HR information, knowledge, systems tools & transaction services. Designed a framework to make the workforce smaller, flexible, and more efficient. Redesigned staffing operations process, designed & developed an integrated SharePoint solution to record & monitor productivity of contingent workers, forecast recruiting operational activity, and produce on-demand reports.
• Redesigned all internal and SOX controls for HR Operations. Designed and developed a SharePoint solution to monitor and track audit discrepancies and facilitate reporting to internal and independent auditors and Corporate Counsel.
• Supported merger and acquisitions (M&A) team, including data collection and processing and procedures documentation of the M&A playbook to assist in the acquisition of a competitor and integrate employees into the company.
• Worked on various projects throughout HR Operations to leverage automation and reporting, including developing career paths plans for the HR Advisor team, process mapping and redesign of HR Operations, the development of an exit interview data collection system, and assisting the HRIS/Decision Support Analytics department with a global HR dashboard and assessment of the Workday platform (for implementation) and development (Workday and Taleo).
• Optimized the use of contingent workers in Staffing Operations, saving approximately 33% of annual costs by reviewing work type, workload, and seasonal requirements and reducing unnecessary use of contingent workers. Developed & monitor individual and team goals/operational requirements to improve business performance, ensuring services and HR Resource Center initiatives are efficiently and effectively implemented.
NPS is a defense-focused graduate university offering master’s and doctoral degrees in fields of study core to military, defense civilian workers and international partners, as well as continuing education and professional development programs for established professionals. Served the professional development needs of 900+ Navy Active Duty and Reserve commissioned Human Resources Officers, world-wide (military orders akin to a contract)
• Rank: Lieutenant-Commander (O4)
• Managed 7 indoctrination and certification preparation programs for the Navy’s HR officer community, in support of over 200 students. Managed and coordinated 15 online conferences and training events.
• Delegate to the Reserve HR Detailer (military job placement program manager) in Millington, Tennessee. Responsible for the Western United States Region (Western U.S. Coast to Colorado).
• Strategically extended the Center’s reach, resulting in new online training programs.
• Served in a study group to address Navy-wide Reserve and Active Duty integration issues and personnel assignment.
• Designed and developed a SharePoint site for over 900 HR officer world-wide to serve as a knowledge repository, streamline program application process, collect survey data, house training e-Learning modules and learning tools, improve communication and accountability, and to provide working areas for special study groups and committees. Project completed 3.5 years ahead of schedule and at no additional cost.
• Developed a suite of learning aids templates to facilitate learn tools production and reduce production time.
• Oversaw all training program logistics to ensure programs were executed on time and within a $511,000 training budget. Strategically leveraged the use of Reservists to tap under-utilized professional resources, reduce the need for additional staff and reduce manpower and training costs. Leveraged existing technologies to reduce administrative workload by 87%.
NRD San Francisco was responsible for a Navy recruiting force covering a 300,00 sq-mi area in Northern California. As an Assistant Recruiting Manager, I was responsible for 250 field recruiters. As a Command Legal Officer, I was the principal legal adviser to the unit leadership on all legal/ethics and employee related matters [10 U.S.C. §§ 801(12) and 806].
• Rank: Lieutenant-Commander (O4)
• Handled all disciplinary matters, pursuant to section 3.2.10 of OPNAVINST 3120.32D, 10 U.S.C. Ch 47, and JAGINST 5800.7. Consulted Legal on disciplinary matters affecting civilian employees. Handled public complaints related to alleged irregular recruiting practices.
• Managed disclosure and information management programs, including financial disclosures for ethics reporting, Freedom of Information Act (FOIA), Privacy Act, and HIPAA. Managed Command Equal Opportunity program.
• Evaluated over 200 educational institutions within the 300,000 sq-mi territory.
• Performed over 75 interviews of commissioned officer applicants. Evaluated applicant educational qualifications for over 960 enlisted applicants.
• Produced monthly recruiting performance analysis reports.
OPS ANALYST — OPERATIONS ANALYST (9085 / Job Code: 002050), p. C-94
Conducts theoretical, statistical and simulator analyses of complex systems. Assists in determining basis for decisions regarding selection, employment and control of operations systems. Interprets results of fundamental operations research studies. Assists in design of fleet and operational evaluations of new equipment, weapons systems and tactics and in interpretation of results of evaluations. Assists in design, analysis and interpretation of results of fleet exercises.
STFOPSCMDCENW — STAFF OPERATIONS COMMAND CENTER WATCH OFFICER (9045 / Job Code: 001984), p. C-90
Supervises the operations of Staff Operations Command Center for watch period. Advises command of tactical situation. Reviews, evaluates, monitors and interprets operations information. Maintains a plot of location and schedule of all command units and other units of interest. Takes emergency action as prescribed by command directives.
LEGAL OFF — LEGAL OFFICER (2591 / Job Code: 001238), p. C-37
Administers command legal services in military law. Initiates personnel investigations, administrative proceedings and disciplinary actions. Maintains liaison with the nearest Naval Legal Service Office or Staff Judge Advocate's Office to obtain legal services in such fields as administrative law, admiralty matters, tort claims, litigation, legal assistance and jurisdiction.
TRAINING — TRAINING OFFICER (3290 / Job Code: 001375), p. C-46
Administers military and/or civilian personnel training program for naval activity. Adjusts instruction program to conform to training syllabus and manuals. Develops training curriculum. Confers with officers in charge of schools and with instructors to determine causes of failures. Directs training aids officer to supply equipment to improve instruction. Directs voluntary education program.
ADMIN — ADMINISTRATIVE OFFICER (2615 / Job Code: 001256), p. C-38
Directs administrative division or serves as executive assistant to operating head, performing combination of administrative duties such as personnel administration, organization and methods, space planning, work-progress reporting, and supervision of postal activities. Plans modification of organization in accordance with workload. Exercises management control over personnel, services and funds. Compiles administrative manuals. Analyzes
organization methods to improve effectiveness. Approves requests for office supplies, facilities and equipment. Recommends selection of personnel referred by personnel officer.
ESO — EDUCATIONAL SERVICES OFFICER (3230 / Job Code: 001325), p. C-44
Directs and administers voluntary education program. Oversees receipt, maintenance and distribution of educational courses, texts and aids. Informs personnel on vocational and academic educational opportunities. Encourages participation in promotional activity such as distribution of publicity articles and posters.
MGT INFO SYS — MANAGEMENT INFORMATION SYSTEMS OFFICER (2610 / Job Code: 001248), p. C-38
Directs or assists in development and operation of Management Information and Control Systems of naval activity. Develops, evaluates, and implements programs to achieve optimum use of management sciences, ADP technology, and resources. Assists management in determination of information requirements. Serves as focal point and source of expert technical information pertaining to information systems planning, development, operation, and standardization. Ensures effective lateral transfer of information within activity.
HRBP
HR Business Partner
Reviewed by César Padilla, Ph.D.
on
9:56 PM
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