Download PDF

Work experience



AspenBeach Consulting

We provide the assessment clients need. Some companies require a complete re-evaluation of their human resources function. Others just need targeted enhancements. That is why we offer assessments that are scalable to each organization's particular needs.

We manage risk and proactively deliver solutions. Our focus is to identify areas of risk as well as opportunity to improve and then determine the most advantageous means of addressing those areas. Often, we can bring the appropriate solution to bear by utilizing already proven methods. And when a custom solution is required, we draw upon our own creativity and years of experience meeting similar challenges. Just as important, we employ preventative best practices to mitigate potential issues and associated costs. We welcome the opportunity to put our proven HR expertise to work for our clients. We invite you to learn about the professional who will be serving you personally, the range of services we offer, case histories that demonstrate the kind of creative solutions we deliver, and how we can help you fulfill your own HR potential. Employee Relations Training, Development, Union Avoidance, and Investigations

  • EEO and disciplinary investigations and reports
  • Harassment Prevention Programs & Training Workshops (AB 1825)
  • Leadership and Managerial Coaching and Training

Career, Entrepreneurial and Business Coaching and Development

  • Personalized professional career coaching
  • Latest strategies to effective networking, including using the Social Media
  • Resume building to achieve powerful personal branding
  • Developing individual career marketing plans to maximize career potential
  • Key strategies to be successful in career transitions
  • Entrepreneurial, start-up and business coaching 

Talent Management

  • Executive & Managerial Recruiting (Finding the 'right who' to fit the corporate culture)
  • On-Boarding Programs
  • Downsizing Strategies and Process Development

Outsourced HR Administration (temporary or part-time)

  • Provides temporary or part-time HR administration for organizations in transition
  • Provides strategic and tactical planning assessments of HR needs for organizations
  • Training for in-house HR staffs to become strategic partners with business

Compensation & Benefits

  • Compensation Analysis Reports for Market and Pay-for-Performance Accuracy
  • Development of the Company "Pay Policy"
  • Comprehensive Benefit Plan Analysis and Plan Recommendations

Risk Management

  • Employment Claim Prevention Training and "How to humanely and effectively terminate without claims" Training
  • Wage & Hour Compliance Assessment and Remedial Reports
  • Employee Handbooks and Policies

Performance Management/Succession Planning

  • Development and Implementation of Performance and Employee Recognition Programs linked to drive results
  • Development of Key Position Succession Plans



Regional Director of Human Resources

SelectBuild Construction (now know as BMCSelect)

Led strategic regional HR initiatives to build people programs and organizational infrastructure of was once a $1.2B construction services company (subsidiary of NYSE parent org-BLGM).  3500 non-union employees in 8 division offices (all through acquisitions).

  • Built ‘customer focused’ HR team in operating units with limited resources;
  • With compassion and dignity, successfully downsized during my tenure over 50% of workforce with "0" employment claims during early phase of homebuilding meltdownturn; 
  • Guided management successfully through the maze of immigration rules & reform uncertainty with our predominant Hispanic labor force; and
  • Established high credibility of Regional HR role by partnering with senior leaders and business unit operations by providing persuasive HR leadership during troubled economic cycle.

* Since 2008, the company imploded and ultimately filed Chapter 11 Reorganization. In January 2010, a new entity called BMCSelect emerged as a private company from bankruptcy.

BMC Select


Vice President of Human Resources

Southland Industries

Partnered with CEO and leadership team while heading 5-member HR team in “good to great place to work” strategic people initiatives of a $300M, 1500+ employee [union], multi-office design-build engineering, construction & maintenance company. 

Scope of HR:  OD & Change Management; Succession Planning; Employee Relations, Comp & Benefits; Payroll; Training; Performance & Rewards; Talent Management; Leadership Coaching; Compliance, EEO Claims & Outside Legal.

  • Implemented new recruiting & retention strategies to target top design-build engineers, project managers & sales positions. Result: Increased our D-B engineering capability in 4 major divisions resulting in achieving 95%D-B projects.
  • Facilitated culture change initiatives. Result: Converted dependence on awarding company cars/allowances as a “perk” to a “business tool necessary for the job.”
  • Partnered with leadership to implement key talent retention plans due to closure of 3 division offices.  Result: 80% retention & “0” employment claims.
  • Developed new strategic total compensation & performance management program Result: Base pay became a “neutral” retention issue; performance dominated pay decisions; improved position in competitive market without impacting  profit margins.
  • Designed & administered innovative 501 (c) (3) college scholarship programs for children of Southland employees.  Result: Raised $150k in year 1 donations. Awarded $50k in scholarships.  Goal:  an endowed fund.

Southland Industries


Vice President of Human Resources


Reported to two Company Presidents of a $2B global A&E professional design services firm specializing in architecture, engineering, technology and construction facilities management. Rebuilt the HR team of 10 and with a $1.2M HR budget, provided full-scope of HR services to 2500+ employees in 35+ global offices.

  • Led 3 comprehensive pre & post-merger HR due diligence project teams.
    • Result: Successful staff integration of diverse corporate cultures and systems & processes with minimal loss of quality employees.
  • Strategized with senior managers to develop & implement global pay & performance based total compensation programs.
    • Result: Competitively able to attract & retain key talent operating in diverse global project regions overcoming local condition & cost-of-living challenges.
  • Improved manager training & communications programs to provide employees with more timely accurate information on company changes.
    • Result: Program contributed to reduction in turnover by 15%
  • Saved company thousands $$ in employment claims with proactive, effective conflict resolution techniques and skilled "good faith" investigation programs.
  • Analyzed troubled benefit premium billing system and initiated new billing process.
    • Result: Obtained $500K in premium overcharge rebates from providers.



Director of Alumni Network and Career Development

Loyola Law School - Los Angeles

Reported to Dean of Advancement of nationally ranked law school in interesting organizational cultural mix of Jesuit leaders and legal academia.

  • Created and implemented innovative recruiting marketing program for alumni and new graduates with California businesses seeking legal candidates for non-traditional legal career positions.
    • Result: 22% increase in graduates and alumni locating new positions; increased alumni giving to law school by 10%; expanded reach of career services into non-traditional career opportunities and contacts

Loyola Law School


Bachelor of Arts

University of California, Los Angeles

UCLA Honor Senior [1 of 28 Seniors selected out of over 3500 seniors] - in recognition for service, scholarship and contributions to the University.

Board & Professional Memberships


AspenBeach Consulting

Southern California and Santa Fe, NM

AspenBeach Consulting was formed over three years ago to provide organizations, their leaders and entrepreneurs with a dedicated vision in helping them meet today's difficult challenges with talent management, managing through the ups and downs of economic cycles and planning for future growth and succession. We recognize the critical need to protect company assets by helping organizations and its people to reach their potential and minimizing risk in the management of people and business resources.  For individuals, AspenBeach's breadth of experience provides effective and focused career coaching for people of all ranges of occupations to find their career passion while transitioning into new and exciting opportunities.

Ron's experience includes serving as the leader of HR for Fortune 1000 companies such as global A & E giant AECOM/Daniel, Mann, Johnson & Mendenhall ("DMJM") and BMCSelect (f/k/a SelectBuild, Inc.), as well as successful entrepreneurial companies such as Southland Industries, Specialty Restaurants Corporation and Equity Management, Inc.

What sets us apart? "We are passionate about doing the right thing that will help an organization become better; we always exhibit a high level of respect for others while being astute in managing relationships; and we have the ability to partner with a diverse group of leaders - vertically and horizontally within an organization - to achieve real and positive results."

With a breadth of HR experience and expertise spanning a variety of for-profit and not-for-profit industries and environments with a record of success, AspenBeach Consulting is a "builder" of teams, compassionate "change agent" and creative strategic thought-leadership of people strategies that effectively align with organizational and individual proprietor business goals.One of our specialties is helping entrepreneurs and start-ups with the ‘how to’ answer many of the confounding questions and processes of engaging in a new business venture.

Ron is a graduate with honors from the University of California at Los Angeles with a Bachelor of Arts degree and earned a Juris Doctor degree from Southern Methodist University Dedman School of Law with an emphasis in employment and labor law.  A native Californian, he now divides his time between AspenBeach offices in Southern California and Santa Fe, NM while serving its clients located throughout the U.S.

Target clients – Companies and Individuals: Service-related industries; architecture, engineering, marketing, professional services, real estate, technology (medical device, communications, computer), construction, recreation, hospitality, retail or wholesale, information services, and higher education (non-profit).

Professional References and Statement of Skills

“He [Ron] has excellent coaching, counseling and facilitating skills. He is thoughtful, deliberate, responsive and an effective change agent. He is calm in chaos and unflappable in crisis. He is intellectually curious and a quick study. He is proactive and an excellent communicator with bosses, peers and subordinates.”


“I have known Ron for over 10 years on both a professional and personal level. Ron has consistently demonstrated the highest standards of professional ethics, and integrity and demonstrates proven high level competence as a Senior Human Resources Executive. He leads by example in both his personal and professional life. Ron is a natural leader, a talented HR Executive and a great person.” 

Don Tyson , former Senior Vice President, Human Resources , Southland Industries


“Ron is pro in not only HR, but business, and he molds it into a dynamic value proposition for his company. He sees HR differently than most and has a sense of urgency and excellence about not only acquiring but developing great human capital. A powerful relationship builder, both internally and externally, Ron is able to build bridges across his organization that enable things to get done.”

Zack Troyer , Account Executive , Management Recruiters


“Ron is as rare person in that he is both effective and creative. He has the creative instincts to search for new solutions, and he is results driven. Ron is also the kind of personality that you trust. He employes good humor and has self confidence that makes him effective on many levels.. He is someone you want on your team.”

Ken Ott , Assistant Dean Advancement , Loyola Law School