Human Resources Customer Service

JOSEPHINE H. WITTENBERG

Huntington Beach, California 92646

714-***-**** ? *******************@*******.***

fortune 500 human resources leader

scope of excellence

?Change Management ?Restructuring ?Operational Improvement ?Strategic

Planning ?Recruitment

Employee Relations ?Project & Program Management ?IPOs ?Team Leadership

?Policy Development

?Workforce Planning ?Conflict Resolution ?Performance Management ?Mergers &

Acquisitions ?Sarbanes-Oxley (SOX) ?Relationship Development ?Benefits &

Compensation ?Labor Relations

Performance-driven and operationally focused leader commanding more than 20

years of progressive HR success within large-scale fortune 500 healthcare,

financial institutions and telecommunications. Strategic change agent

offering diversified generalist background, spanning project management,

operations excellence, financial administration, organizational

development, and acquisitions during transitions and rapid growth. Expertly

align HR strategies with corporate objectives to realize organizational

improvements.

Skilled at cultivating and sustaining valued alliances as well as building

and leading high-caliber, cross-functional teams. Comprehensively monitor

performance, focusing on metrics and trends, and deliver effective HR

solutions in strict regulatory environments. Resourceful and pragmatic

manager with record of optimizing productivity and profitability,

streamlining platforms, enhancing customer service, improving staff

performance, strengthening employee loyalty, and building cohesive

corporate culture.

Career Track Professional Experience

Molina Healthcare, Inc. ? Long Beach, California 2009-2011

Provider of healthcare for financially vulnerable individuals and families;

currently providing for delivery of healthcare services for nearly 4.3

million individuals and families.

Director, Human Resources

Provided strategic collaboration to corporate leadership, aligning business

objectives with HR initiatives, programs, and resources. Supported

staffing, leadership development, employee satisfaction, policy, and

compensation programs. Provided leadership and counsel to leadership

development, build high-performing organization that retained, developed,

broadened knowledge capabilities of internal talent candidate pool.

- Transformed HR corporate department from decentralized to centralized

model as well as built and introduced 5-member HR business partner team

while managing internal investigations, conflict resolution, and

implementation and update of policies and procedures.

- Assessed, diagnosed and identified areas for organizational and

leadership improvement to optimize the current and future operational

performance of the organization, including leadership coaching,

succession planning, organization structure and processes.

- Provided over site for sensitive internal investigations, policies,

procedures, and solutions to employee relations issues.

- Educated and coached business leaders on State and Federal regulations

and effective human resources practices by identifying and recommending

solutions that minimize risks and liability.

- Collaborated with senior leadership to identify cross-functional

opportunities to enhance organizational performance and functionality.

- Identified and reviewed areas for organizational and leadership

improvement, spanning coaching, succession planning, organization

structure, and processes.

- Played integral role in enhancing organizational performance and

functionality through building trust and embracing cross-cultural

opportunities.

Page 2 ? 714-***-**** ? *******************@*******.***

JPMorgan Chase ? Irvine, California 2005-2009

Leading global financial services firm.

National Senior Employee Relations Manager

Directed HR policies, procedures, and practices throughout multi-state

locations, ensuring consistency to minimize potential liability and risk.

Delivered leadership support to Investment Banking and Consumer management

on employee relations activities. Ensured strategic partnerships and

operational optimization with other functional areas during periods of

change. Implemented tools to support performance management process related

to licensed employees, driving alignment of individual and company goals.

- Drove alignment of individual/company goals and accountability by

implementing tools to support a pay for performance culture to licensed

Broker Dealer employees.

- Directed HR practices, policies, procedures and activities throughout

multi-unit locations to ensure consistency and to minimize potential

liability and risk.

- Conducted sensitive employee and corporate investigations, negotiated

solutions to optimize business needs to avoid competitive threats and to

ensure uniformity.

- Increased employee loyalty 25% by performing assessments and reviewing

data to determine root causes for cultural integration and long-term

management challenges.

- Relocated investment banking operations group from California to Texas

with 26% successful transfer rate for required licensed employees.

- Enhanced performance production to meet departmental metrics and reduced

client complaints by designing and executing recognition program.

- Identified external resources required to strengthen credential

verification process that ensured compliance with FINRA and The Sarbanes-

Oxley Act of 2002.

AT&T Wireless ? Cerritos, California 1996-2005

Largest communications holding company worldwide.

Senior Human Resources Manager

Provided strategic direction and headed all HR activities for 10 businesses

and 2,800 employees. Supervised 8 HR business partners. Ensured consistent

communication, alignment of business goals, human resources initiatives,

and merger activities. Advised senior-level management on strategies to

align business and HR initiatives and communication plans. Led management

team to avoid 2 union-organizing campaigns. Designed and facilitated

management seminars on salary administration, affirmative action,

performance management, conflict resolution, recruitment, and new officer

orientation.

- Spearheaded transition of all HR activities, aligned policies and

procedures, reconciled payroll employee records, and unbundled integrated

HRIS/payroll PeopleSoft system for 2,800-employee acquisition with data

transmission accuracy rate of 100%.

- Reduced costs $150K by transitioning organization into self-service

culture, providing 24x7 access to employees for training and upgrades via

online systems.

- Decreased employee turnover 25%, improved customer service performance,

and enhanced bench strength through designing and implementing staffing

system, DDI.

- Performed 5 reductions in force across 252 sites without incurring agency

complaint.

Career Note: Additionally served as Compensation & Employee Specialist for

Teachers First Credit Union, Senior Human Resources Business Partner for

Wells Fargo Bank and Senior Human Resources Generalist for Bank of

America/Security Pacific National Bank.

Academic Credentials & Affiliation

Master of Business Administration: University of Redlands

Bachelor of Arts: University of Phoenix

Human Resources Business School Certification: The Wharton School,

University of Pennsylvania

SHRM, Member

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