Tom C. Cataldi, SPHR, MBA

215-***-**** (Cell)

**** ****** ** . ************, ** 19146

www.linkedin.com/in/tomcataldi

ab9ufu@r.postjobfree.com

HUMAN RESOURCES EXECUTIVE

Proven strategist with a clear vision of how HR should first understand the

needs of the business. From there, the team should improve all HR services

in order to meet those needs. Organizational effectiveness, high employee

morale and bottom-line financial savings are the end results of my "next

level" brand of HR.

Benefits Strategy Compensation Strategy Retention Strategy

Mergers & Acquisitions Branding Employee Relations Organizational

Development

Workforce Planning Talent Management Change Management HR Business

Partner

Key Accomplishments/Differentiators

V Saved more than $2 million over a 5-year period at Aberdeen through

implementing strategic Human Resources initiatives.

V Maintained low turnover rate - less than 5% each year from 2007 to

2012.

V Served as top HR decision-maker in the Americas Region for a global

company.

CAREER OVERVIEW

ABERDEEN ASSET MANAGEMENT INC - Philadelphia, PA 2007 - 2012

Publicly-traded asset management firm listed on the London Stock Exchange.

225 employees in the Americas Region; 2000+ globally

Recruited by COO to build HR in the US for a UK based company.

Subsequently, I became the Head of Human Resources for the Americas Region

when the company expanded its operations to Canada and Brazil.

Director - HR [Head of Human Resources - Americas] (strategic and tactical

HR): 3 direct reports

The main responsibility of the Head of HR position was to strategically

align HR with the global business and to "Americanize" HR in the US office.

HR needed to move away from purely tactical work and needed to follow US

employment laws and best practices. These goals were achieved by doing the

following: rewriting the Policy Manual; delivering a clear benefits,

compensation, recruitment and retention strategy; building a team of US HR

professionals and implementing HR initiatives designed to improve morale.

. Developed a graduate development program to infuse new talent.

. Saved over $200,000 per year on recruitment costs by centralizing the

process through HR, adding a referral program, using social media and

negotiating better rates for retained and contingency searches.

. Implemented an effective grievance resolution process that led to 0

employee lawsuits during my tenure at Aberdeen.

. Lowered benefits cost increase from +15% each year to 5% each year

through coordinated Wellness Program. Changed plan years for all

benefits to one plan year and combined three different employee medical

plans into 1 plan.

. Updated HR by adding Benefits Administration tool, e-learning and

electronic processes for onboarding, background checks, personnel file

management, absence management, tracking professional development and

succession planning.

. Developed effective retention plan by overhauling compensation and

benefits, deferring part of bonuses and adding "handcuff" language in

all offer letters along with making sure that employees felt valued and

appreciated. Turnover was less than 5% each year from 2007 - 2012.

. Led or assisted in change management process for office location move,

new professional development program, new bonus payout system and

changeover to new CEO in the Americas Region.

CAPMARK FINANCIAL (formerly GMAC Commercial Mortgage) - Horsham, PA 2001 -

2007

Privately owned commercial real estate and financial firm

1,500+ employees in the US and 3,000+ globally

Recruited by SVP-HR to take care of employee relations for 900+ employees

in Horsham (PA), Salt Lake City, NYC and Los Angeles and serve as a

Business Partner to division leaders in those areas.

AVP - Corporate Human Resources Manager (strategic and tactical HR): 1

direct report

Served as liaison for employees regarding all of their human resources

needs including questions regarding benefits, compensation, disability,

workers compensation, performance appraisal, payroll, etc. Served as

Business Partner for division leaders in multi-state offices by aligning

business objectives with HR. Investigated and analyzed various types of

employee issues, including harassment, misconduct, attendance, and behavior

issues. Performed counseling and conflict resolution. Initiated

disciplinary actions when needed.

. Indirectly managed regionalized HR Managers in United States to ensure

efficient human resources services.

. Implemented Employee Relations and Employment Law training classes for

Learning & Development group after working with various division leaders

and seeing the need for such training.

. Coordinated the immediate performance improvement of employees and/or

dismissal of employees in the Servicing department after being asked by

the EVP - Servicing to remove the bottom 10% performers. This

"improvement" goal was done through manager training, goal setting and

performance improvement plans.

DMJM AVIATION - Philadelphia, PA 2000 - 2001

Architecture and engineering firm, subsidiary of AECOM

250 employees at DMJM Aviation and 10,000+ employees at AECOM (parent

company)

Recruited by SVP-HR to take care of all HR functions for 250 employees in

Philadelphia, Washington DC, and Salt Lake City and serve as a Business

Partner to division leaders in those areas.

Human Resources Manager (tactical HR): 1 direct report

Served as liaison for employees regarding all of their HR needs including

benefits, compensation, disability, workers compensation, performance

appraisal, payroll, etc. Investigated, analyzed and performed disciplinary

actions and employee counseling for all employee issues, including sexual

harassment, misconduct, attendance, conflict resolution and behavior

issues. Managed administration staff including temporary employees.

FLUOR DANIEL - Greenville, SC 1996 - 2000

Construction and engineering firm

Worked at corporate office in Greenville, SC and at Eastman Kodac site in

Kingsport, TN

Industrial Relations Manager (tactical HR): 1 direct report while working

in Kingsport, TN

Handled employee relations issues for all Fluor Daniel employees working on

DuPont, Carolina Power & Light and American Equipment (subsidiary of Fluor)

sites in the US.

EDUCATION

MBA, emphasis in HR and Psychology - Clemson University, 1996

B.A. English Literature - West Chester University, 1990

MEMBERSHIPS/CERTIFICATIONS

Society for Human Resources Managers (SHRM); Senior Professional Human

Resources (SPHR) Certfication; HR Generalist Certification from Villanova

University; Philadelphia SHRM member

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