Manager Project

John P. Ericson

** ********* ***** **** ( MADISON, CT 06443 ( 203-***-**** (

**************@*****.***

Profile

HUMAN RESOURCES LEADER WITH PROVEN RESULTS IN BUSINESS PARTNERSHIP, STAFF

LEADERSHIP AND IMPLEMENTATION OF PROGRAMS AND SERVICES THAT IMPROVE

ORGANIZATIONAL EFFECTIVENESS AND EMPLOYEE ENGAGEMENT. EXPERTISE IN

COMPENSATION PROGRAMS, EMPLOYEE AND LABOR RELATIONS, RECRUITMENT AND

STAFFING, TALENT AND SUCCESSION MANAGEMENT, BENEFITS AND PAYROLL SERVICES.

PROACTIVE, CREATIVE PROFESSIONAL COMMITTED TO MEETING MANAGEMENT AND

BUSINESS OBJECTIVES. DIVERSE EXPERIENCE IN HIGHER EDUCATION, CONSULTING,

AND BIOTECHNOLOGY.

Experience

454 LIFE SCIENCES

AN AFFILIATE OF ROCHE APPLIED SCIENCE - BRANFORD, CT APRIL 2001 -

PRESENT

DIRECTOR, HUMAN RESOURCES

Strategic business partner responsible for influencing business leaders in

cultural and organizational development initiatives. Exceptional

relationship management skills and ability to partner with senior

executives in developing effective HR strategies and solutions. Led HR

practices from the inception. Took the business from 10 to more than 300

employees. Played a leadership role in transforming the organization from

a research & development focus into a viable commercial operation.

Designed and implemented successful programs involving compensation, talent

management, retention, employee relations, legal compliance, performance

management, coaching, motivation, rewards and recognition.

. Partner with managers at all levels to advise and guide in all aspects of

employee relations, recruitment, communications and performance

management.

. Developed and implemented a total compensation strategy and design

including incentive pay, salary structures, job ladders, job

descriptions, base pay, executive compensation, rewards and recognition

and performance management.

. Led the year-end total compensation process including the development of

system tools to assist senior leaders in making and communicating pay

decisions.

. Developed a branded, learning and development series of programs for

managers designed to provide the skills and tools necessary to enhance

their capability to drive performance. This included "Coaching for

Managers", "Effective Performance Management", and "Conflict Resolution".

. Developed and implemented a strategic talent management programs

including talent pools, high potentials, and succession planning creating

a culture that drives high performance.

. Re-designed the scientific job ladder to align with business strategy.

Created a dual career path and project leadership roles to reward

scientific excellence and managerial leadership.

. Core team member of a global job mapping project designed to ensure

positions alignment worldwide for consistent job placement and analysis.

. Enhanced benefits offering including dental, tuition reimbursement,

supplemental life/AD&D/LTD, long term care, after tax savings' accounts,

employee assistance program, worldwide travel emergency assistance,

survivor support, and group insurance discounts for auto/home.

. Effectively maintained HR functions through the Roche acquisition,

completing comparative gap analyses and managing through multiple

systems, policies and procedures.

. Led two successful HRIS system implementations involving ADP's HRB

system, and SAP's HR Module.

. Ensure consistent and accurate delivery of HR services including payroll

and benefits administration.

. Developed company preparedness and response strategy in the event of a

pandemic.

John P. Ericson **************@*****.*** Page Two

TRI-COM CONSULTING GROUP - ROCKY HILL, CT DECEMBER 2000 -

APRIL 2001

TRANSITION CONSULTING ENGAGEMENT FOLLOWING FAMILY RELOCATION FROM FLORIDA

TO CONNECTICUT

BUSINESS DEVELOPMENT CONSULTANT

1. Developed methodology for growing new business and leveraging existing

accounts.

2. Promoted growth by implementing effective sales and recruiting

strategies for consulting engagements.

3. Attended candidate interviews to assess match/fit for open positions;

made recommendations to management to improve recruitment efforts.

Decision Consultants, Inc. - Ft. Lauderdale, FL May 1999 -

September 2000

REASON FOR RESIGNATION: FAMILY RELOCATION FROM FLORIDA TO CONNECTICUT

Business Development Manager

4. Managed overall sales and staffing strategies for consulting

engagements.

5. Managed staffing and project logistics in accordance with client needs

and expectations.

6. Directed all recruitment activities including sourcing, interviews and

ongoing employee relations.

7. Exceeded staffing performance metrics and achieved improved employee

satisfaction levels.

Keane, Inc. - Boca Raton, FL June 1998 - May 1999

REASON FOR RESIGNATION: THE BOCA RATON OFFICE WAS CONSOLIDATED INTO THE

TAMPA, FL OPERATIONS

Account Manager, IT Consulting

8. Simultaneously managed sales effort and recruiting needs for consulting

engagements.

9. Performed initial delivery logistics and coordinated with project teams.

10. Exceeded performance goals.

The Pollak & Skan Group - P/S DataPro - Boca Raton, FL January 1996

- June 1998

REASON FOR RESIGNATION: PURSUIT OF GROWTH OPPORTUNITY IN CONSULTING SALES

AND ACCOUNT MANAGEMENT

Director, IT Recruiting and Account Management

CBIS - Cincinnati Bell Information Systems March 1995 - January

1996

REASON FOR RESIGNATION: CAREER PATH REDIRECTION, COMBINING EMPLOYMENT AND

IT EXPERIENCES

Quality Control Manager

Art Institute of Ft. Lauderdale May 1992 - March 1995

REASON FOR RESIGNATION: CAREER GROWTH

Manager, Employment Advisor

James River Corporation 1991

JOVIER, INC. / DBA KOENIG ART EMPORIUM 1986 - 1990

EDUCATION AND PROFESSIONAL DEVELOPMENT

11. BACHELOR'S DEGREE IN SOCIAL SCIENCE, 1990, UNIVERSITY OF BRIDGEPORT

12. Member, Society for Human Resource Management

13. AMA Trained Project Manager

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