EMPLOYMENT HISTORY
Pfizer, Inc. Research & Development, New London, CT (Algomod Technologies contract) May – August 2007
Communications Consultant for a global IT transformation project charged with standardizing processes for the Enterprise Life Cycle (ELC) requirements, design, build, test, and deploy stages.
• Created and managed content for new ELC website, including intro page, two original articles, FAQ’s, and computer based training tool.
• Wrote implementation project plan comprised of training and communication strategy, using MS Project and in-house project management plan template.
• Designed and produced PowerPoint presentations for two-day meetings with executive steering committee; created management “speaking points” and “socialization deck” explaining project’s history, content, strategic importance, and implementation plan.
• Summarized feedback from subject matter experts; managed project documentation using Share Point.
Albertus Magnus College, New Haven and Hartford, CT 2005 – 2007
Regional Director, Hartford Learning Center. Managed student services and operations supporting undergraduate and graduate degree programs for 400+ working adult professionals. Recruited, assessed, and scheduled adjunct faculty. Acted as liaison between faculty and students. Facilitated conflict resolution among student learning team members.
• Designed and conducted presentation on process mapping for senior level colleagues and facilitated organization-wide analysis of student enrollment activities. Modified regional recordkeeping procedures for scheduling courses and faculty, resulting in time savings of 50%.
• Taught Business Ethics in the Bachelor of Science degree program, involving extensive research and preparation for five four-hour classroom sessions. Initiated, designed, and implemented student surveys and faculty assessments using Zoomerang online tool.
Human Resources Consultant / Business Analyst 2003 - 2004
Performed HR audits of processes and systems, leveraging extensive human resources, HRIS, and communications experience in corporate, manufacturing, and financial service environments. Within tight deadlines and self-directed: wrote project plan; analyzed and mapped HR processes; determined potential systems integration; assessed and managed barriers to change; and recommended short and long term improvements. Projects:
Madison Area Technical College (MATC), Madison, WI (HyperGen, Inc. contract) 2004
• Project manager for implementation of PeopleSoft (PS) Recruit Workforce 8.8. Performed gap analysis; designed new process; documented workflow using Visio; researched and documented system setup; populated PS requisition and posting description templates; set up PS status/reason definitions; wrote training materials; conducted classroom training; transferred knowledge to HR team. Communicated status to senior management and college president.
• Created solutions for critical issues involving the availability of real-time HR information. Analyzed processes, procedures, and systems relating to time and labor reporting, position management, recruitment, employee processing, and instructor certification. Designed new system-generated report / form for updating position changes and developed a new input page for changing part-time employee records. Reported jointly to the CIO and the VP of HR.
• Guest speaker and facilitator for HR retreat. Created agenda, presented results of departmental audit with 20 recommendations for improvement, and facilitated discussions on teamwork and organizational development. HR team confirmed veracity of all observations and accepted all recommendations. This event closed Phase I of the consultancy engagement. Subsequently was asked to return in order to carry out selected recommendations.
Human Resources Consultant / Business Analyst 2003 – 2004
Projects (continued):
MasterCard International, Purchase, NY (Resources Global Professionals contract) 2003
• Analyzed corporate staffing operations and recommended improvements spanning the five stages of requisition, sourcing, selection, offer, and on-boarding. Conducted in-depth interviews with 7-member recruiting staff and 20 of their internal customers. Researched best practices and presented 15 recommendations to senior executives. “Connected the dots” between strategic staffing and a strong brand.
• Developed new baseline staffing metrics, consolidating data from multiple paper and automated sources. Introduced concept of measuring results rather than activity in the areas of diversity, time to fill, efficiency, and customer satisfaction.
AXA Financial, (formerly Equitable Life) New York, NY 1998 - 2002
Assistant Vice President – HR Operations. Started as high volume recruiter and selected as internal consultant for high profile strategic projects. Acted as liaison to managers of business units, 7 HR functional areas, and IT professionals. HR functional project team manager for HRMS PeopleSoft (PS) 7.5 implementation affecting 5600 corporate and field employees. Notable contributions resulted in promotion to executive level and 30% increase in base pay over 3+ years of employment.
• Facilitated requirements gathering and conference room pilots with Accenture consultants. Represented HR interests in planning, implementation, and change control.
• Analyzed and redesigned 14 business processes and procedures. Resulting Visio charts and narrative documentation became the basis for end-user training materials. Also served as subject matter expert for 14 training classes.
• Created workflow for implementing “position management,” a systems tool affecting company-wide HR transactions, resource planning, and organizational reporting. Conducted information sessions for 90 end-users, creating the “bears in chairs” metaphor for explaining this new concept. Using raw data from system queries, developed baseline metrics for assessing the efficiency, impact, and quality of new workflow.
• Working with technical team, created and designed the Position Maintenance and Job Action (PMJA) form, combining system-generated position and employee information and providing blank fields for entering data relating to all personnel transactions. Functioning both as a form and a report, this document replaced multiple paper venues and emerged as central to implementing new HR processes using PeopleSoft.
• Formed and facilitated the Managing Change Discussion Group, comprised of representatives from the 50+ member new user HRMS community, including three remote locations. Gained consensus on solutions for post-implementation issues and presented team’s concerns to executive management. This employee involvement resulted in process improvements, critical systems changes, and a renewed commitment to the success of the project.
Charles Hecht & Company, LLP, New York, NY 1996 - 1998
Manager of HR and Administration. Established the HR function for this 90-year old accounting firm. Reported to managing partner and supervised an administrative staff of six. Recruited senior accountants in difficult market; developed comprehensive technical training curriculum and contracted vendor for delivery; handled complex employee relations, EEO, and morale issues. Obtained executive buy-in to updated benefits and policies. Wrote employee manual.
Blum Shapiro & Co., P.C., West Hartford, CT 1992 - 1996
Director of HR. Managed HR function for the largest local public accounting firm in Connecticut. Reported to managing partner and supervised two HR administrators. Transformed HR role into one of trusted advisor, change agent, and problem solver. Exhibited strong leadership in staffing strategy, employee relations, and performance management.
• Automated the performance management process for staff accountants; reduced documents from 6 to 3 and reduced meeting time by one-third. Time savings increased management’s availability for chargeable client work.
• Implemented team interviews; clarified selection criteria; introduced system for evaluating candidates; conducted interview training; reduced reliance on agencies. Achieved 75% retention of college recruits over a three-year period.
United Technologies Corporation (UTC), Hartford, CT 1979 - 1991
UTC Corporate 1991
Human Resources Specialist. Functional HR expert for a team implementing Integral HRIS software for the corporation's 110,000 employees. Ambassador of change to project participants with widely different levels of technical knowledge from 11 diverse business units.
• Conducted both scheduled and ad-hoc presentations during bi-weekly meetings for Joint Application Design.
• Analyzed 72 system and hand-calculated dates associated with 12 types HR transactions. Eliminated redundancy by 80% and set the stage for consistent practices involving HR transactions with the new HRIS.
UTC/Pratt & Whitney 1985 - 1990
Human Resource Representative. Leveraged communications skills to transfer into leadership roles in human resources.
• Selected for key role in the design and implementation of a company-wide program for employee retention and career development, and then administered this program for the commercial products division. Conducted informational sessions on new program for 300 divisional employees. Spearheaded all communication related to the rollout of program, producing division-wide career planning video, brochure, and newsletters.
• Performed high volume, “hands on” full cycle recruiting for technical, professional, and manufacturing positions, including writing ads, screening resumes, conducting interviews, consulting with technical experts, advising management and clients, making offers, and organizing new hire process.
• Co-wrote manual explaining measurement techniques in conjunction with company-wide quality program. Served on three process improvement teams.
UTC/Pratt & Whitney 1979 - 1985
Marketing Communications Analyst. Researched, edited, and wrote 30 technical briefings per year for executives' preparation to meet with airline customers. Prepared marketing intelligence reports for use at corporate events. Wrote division newsletters and executive speeches.
COMPUTER SKILLS
Functional and technical knowledge of PeopleSoft HRMS versions 7.5 and 8.8. Extensive use of Microsoft Word, Excel, and Power Point for improving HR function and communicating with management and employees. Good working knowledge of Publisher 97, Visio, MS Project, and Flowcharter 7.
EDUCATION
MA English Literature, Southern Illinois University at Carbondale, degree conferred 1981
BA English Literature, Rosemont College, 1976
Six Sigma Green Belt Certificate, 2003. Senior Professional in Human Resources since 1998. Corporate training includes PeopleSoft HRMS and Position Management; AXA Manager one week intensive course in Bordeaux, France (selected to attend); Zenger-Miller Frontline Leadership Supervisory Skills (guest speaker as well as participant); Clear Purpose Management. Intensive courses in process analysis and principles of quality at Pratt & Whitney. Attended three-day HR Technology Conference in 2005, 2006, and 2007.
AFFILIATIONS and COMMUNITY SERVICE
Member, Society for Human Resource Management (SHRM) and American Society of Training and Development (ASTD). AXA/Equitable Singers, 2001-2002. Volunteer, 2000-2001, Power Lunch program, reading to a grammar-school student once a week during the school year. Commissioner, Inland Wetlands Commission, Town of Avon, 1992 - 96. Guest speaker, national and regional conferences on effective employment strategies for individuals with disabilities.
• Staffing and Recruiting • HRIS • Communications
• Employee Relations • Process Analysis • Systems Integration
• Compliance • Change Management • Talent Management |
