I can be reached via RiteSite mailbox or this email address:
jobsearch19882010@yahoo.com
I live north of NYC and can commute to most parts of Connecticut, Central and Northern New Jersey and Upstate NY up to Albany. I am also open to virtual/travel opportunities.
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Compensation and benefits leader with major globally branded publicly and privately held corporations in financial services, consumer and industrial products manufacturing (high technology, chemicals, durable and non-durable goods), healthcare, insurance, consulting, professional services, and media. Participated in creating a culture of ownership and performance, customer centric and market driven organizations utilizing compensation, benefits, shared services and generalist human resources. Six Sigma Certified and Labor Relations Degree from Cornell University. Rapid and consistent career advancement despite business downturns and start-up environments.
Core Competencies/Skills Include:
•Compensation & Benefits (design, communications, funding strategies, BOD reporting/approval of base pay, short and long-term cash and equity based incentives, health & welfare, 401k and non-qualified plans, DB and DC pension plans for domestic, executive and international populations)
•HRIS (including design of an on-line salary planning system)
•Process Redesign/Reengineering/Outsourcing, M&A Integration (Shared Services Leader)
•Government Compliance (Corporate HR Compliance Officer)
•Negotiation Skills (Chief Spokesperson in Labor Contract Negotiations)
•Leading and Developing Staff
•HR Start-Ups & Turnarounds (Three Start-Ups)
•International Human Resources (including Europe, Asia/Pacific Rim, and South America)
Award Winning Employee at Two Organizations for Internal Consulting/Upgrade of HR Function(s)
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EXPERIENCE:
BENEFITS CONSULTING - Principal (Sole proprietorship) 2009 - Present
Benefits design, process improvement, cost containment, compliance). Identified internal processes that drove over $1.9 million dollars in benefit plan deficits at a large, global consumer goods company in NNJ
FORTUNE 150 HEALTH CARE PRODUCTS/SERVICES COMPANY 2006 - 2008
(Director level role eliminated in conjunction with integration of healthcare business into overall enterprise)
DIRECTOR OF COMPENSATION (Primary business of 19,000 employees)
Led strategic compensation consulting, incentive plan design, and related process improvement and acquisition integration for primary healthcare business comprised of an approximate payroll of $835 million dollars and 2007 revenue of $12.2 billion dollars
•Drove rewards for performance initiatives resulting in a better alignment of rewards to goal attainment. Consistently achieved at or below budget outcomes on merit pay, bonus awards, and LTIP grants. Reduced off-cycle (unplanned) spending June, 2008 YTD by approximately 50% compared to the same period the prior year which represented a savings of $271,000
•Designed incentive plans which achieved both savings in excess of $104 million and business imperatives
•Transitioned organization from a centralized to decentralized model around rewards decisions by providing actionable metrics, education and empowerment which resulted in better thought leadership around allocation of rewards and positive feedback of the compensation function by clients
•Built and executed a cost conservative strategy for retention of business critical clinician populations and management of pay compression for employees in populations with prior unionization attempts
•Received Award within three months of joining the organization
LARGE PROFESSIONAL SERVICES FIRM 2005-2006
NATIONAL DIRECTOR OF H.R.SERVICES (Role defunct)
Firm-wide human resource services director for compensation and benefits design, policy development, compliance, process improvement, human resources information systems and generalist support for top HR leader
•Developed a strategy in benefits saving $2.3 million in cost simultaneously installing benefits that exceeded industry leaders. Benefits strategy provided enhancements to all plans ensuring competitive employer status in a labor market sector with talent shortages
•Automated manual processes at no cost to Firm through negotiation and benefit program savings
•Provided interim human resources consulting and leadership to business lines while managing a large staff
J.V. OF TWO FORTUNE 500 MANUFACTURING COMPANIES 2002-2004
($1.5 billion in revenue organization integrated into corporate parent who bought out joint venture partner)
WORLDWIDE DIRECTOR OF COMPENSATION & BENEFITS - STRATEGY & ADMINISTRATION AND CORPORATE COMPLIANCE OFFICER
Compensation and benefits leader for enterprise-wide domestic and international compensation (base pay, short and long term incentives, sales compensation, executive pay) and benefits (health and welfare, retirement, executive) with oversight for compliance, human resources shared services and HRIS for joint venture with operations in the U.S., Europe, Asia/Pacific Rim, Latin America and Canada.
• Aligned compensation programs to business strategy meeting pay for performance philosophy
•Saved company $627,000 per year in employee benefit expenses through competitive bidding, selection of vendors, plan design and increasing employee health benefit contributions between 25 to 40% to attain cost sharing levels consistent with the industry benchmark. Enhanced benefits to assure competitiveness and gain employee acceptance of increased cost sharing through perception of a better value proposition which resulted in minimal disruption to employee relations.
•Upgraded compensation, benefits and shared services functions to make them more strategic and reliable through automation (on-line benefits and compensation planning, manager and employee-self service) and redesign of processes to eliminate inefficiencies and flaws. Eliminated all errors in annual salary, bonus and long-term incentive award planning process for two years
•Plan design, communication and implementation of domestic and international executive compensation and benefit plans included short- / long-term incentives, tax deferral arrangements, and supplemental retirement plans
•Partnered with legal and financial functions on benefits and compensation funding strategies and trust arrangements to ensure legal compliance and appropriateness to the organization’s business strategy and employee needs
•Created effective communications for compensation and benefit programs to ensure participants understood the value of each and, where applicable, how their contributions could impact payout levels
•Designed an on-line salary and bonus planning system and on-line analysis tools that resulted in a stronger link between pay and performance and greater differentiation of rewards
•Installed policies and processes for managing the international employee population that enabled staff to provide consistent and timely support, lower associated assignment costs and seamlessly localize employees on longer term assignments. Saved over $52,000 through less reliance on outside consultants
SUBSIDIARY OF FORTUNE 200 MANUFACTURER 1999 - 2002
(Organization shut down in 2002 as plans to IPO or sell business were unsuccessful)
DIRECTOR, COMPENSATION, BENEFITS & HR SERVICES
COMPENSATION, BENEFITS AND PROGRAM MANAGER
Led all compensation and benefits design as well as HR services for international pre-IPO business. Served as generalist HR leader for three functional areas worldwide. Counseled management on employee relations issues, staffing, performance management, retention strategies, and workforce reduction.
•Designed compensation and benefit programs to support an IPO, foster an entrepreneurial culture, support high performance, and minimize entitlement viewpoint
•Relocated HR support functions, developed coverage model, streamlined processes and reduced staff resulting in improved timeliness and accuracy of service and an estimated $325,000 of headcount savings
•Participated in due diligence process for acquisitions and, later, interfaced with buyers on the attempted sale of principal business. Determined strategy for disposition of benefit and compensation programs and integrated the human resource services, benefit, and compensation programs for an acquired business. Minimized cost and disruption of benefit delivery to impacted employees through competitive bidding, vendor management, and securing buy-in from the union on benefit related changes
FORTUNE 500 MANUFACTURER 1997 - 1999
(Original employer merged with new organization and closed its headquarters in 1999)
VP, HUMAN RESOURCES, VARIOUS BUSINESS UNITS
CORPORATE MANAGER, EMPLOYEE RELATIONS
Provided generalist human resource leadership to business units including compensation, benefits, staffing and employee relations in union and non-union settings. Served as corporate equal employment opportunity and policy development thought leader and led corporate leadership development function.
•Received award from CEO for transforming the human resource function at a business unit from that of an administrative, transactional function to that of a strategic business partner
•Chief spokesperson for labor contract negotiations with IBEW resulting in a 3-year, 2.6% annual growth in cost contract (benchmark was 3.0%). Raised employee cost sharing (9% increased to 18%) on health benefits. Removed seniority-based compensation elements that didn't drive performance/enable flexibility
•Partnered with business units on human resource compliance issues, AAP preparation, EEO audits, internal complaints, and external agency charges (EEOC and state agency case preparation). Effectively responded to internal and external charges which decreased reliance on outside legal counsel and risk of potential legal action. Employer received commendation due to proactive approach on addressing EEOC identified deficiencies even with non-compliance with earlier conciliation agreement
•Led three-tier leadership development program that included a senior management business simulation, supervisory skill modules (AchieveGlobal), and project management. During leadership, overall rating of business simulation program improved from a "2" to a "5" with "5" being the highest rating
VENTURE BETWEEN FORTUNE 100 MANUFACTURER AND THREE COMPANIES IN LATIN AMERICA 1995 - 1996
(Left organization due to relocation back to northeast for personal reasons)
MANAGER, HUMAN RESOURCES
Managed the launch of the HR function including hiring staff, policy development, employee relations, staffing, expatriation, benefits, compensation and HRIS to support staff in the US, Mexico, and South America.
FORTUNE 100 INDUSTRIAL & CHEMICAL PRODUCTS MANUFACTURER/PROVIDER OF HEALTH CARE SERVICES 1988 - 1995
MANAGER, COMPENSATION - CORPORATE HR
ASSISTANT MANAGER, COMPENSATION- CORPORATE HR
SENIOR COMPENSATION & BENEFITS ANALYST - SPECIALTY CHEMICALS GROUP
SENIOR PERSONNEL SPECIALIST - SPECIALTY CHEMICALS GROUP
Promoted three times during seven-year tenure-initially as a human resources generalist and later promoted into compensation and benefit roles with oversight for both U.S. based and expatriate/third country national employee populations. Managed compensation function for headquarters and for business lines without compensation support including internal consulting, policy development, job evaluation, and incentive plan design
•Supported Director, Executive Compensation & Benefits on design and costing of long-term and short-term incentive plans. Prepared compensation tables for proxy reporting
•Designed and delivered a training program on conducting performance appraisals and pay for performance which drove greater merit pay differentiation and led to increased demand for internal consulting services
Internship/earlier experience available upon request
EDUCATIONAL BACKGROUND:
B. S., Industrial & Labor Relations, Cornell University, Ithaca, N. Y.
Graduate coursework in Organizational Development/Industrial Psychology
Courses in human resource management, compensation, health/welfare/pension plans, statistics, economics, labor law, labor relations, collective bargaining (including contract costing), and arbitration
Various seminars/current or prior memberships in the National Foreign Trade Council, World Trade Institute, WorldAtWork, International Foundation of Employee Benefit Plans, Society for Human Resource Management, ORC Employment Law Roundtable, Cornell University’s EEO Studies
SPECIAL HUMAN RESOURCES KNOWLEDGE:
FAS 123R, 409A, 162(M), Sarbanes-Oxley, SEC Disclosures, FLSA, ORC Balance Sheet (international assignment package approach), Consumer Driven Health Care (HRA, HSA), ERISA, HIPAA, USERRA, FMLA, COBRA, EEO/AA requirements, WARN, ADEA, OWBPA, ADA, NLRA. HRIS expertise includes PeopleSoft (8.3, 8.9, 9.0), Ceridian, ADP. Job evaluation and incentive plan design includes market pricing, point systems (Hay), broadbanding, sales compensation, EVA (Economic Value Added) based incentives, gainsharing plans
CERTIFICATIONS:
Expatriate Tax Policies and Planning (World Trade Institute), AchieveGlobal (Zenger-Miller) Trainer, Lominger Career Architect/Competency Modelling Tools, Mutual Gains (Labor Negotiations) Bargaining (FMCS) |
