Human Resources Manager

SHARON VASQUEZ

**** ******* ( Wharton, New Jersey, 07885

973-***-**** ( 908-***-**** ( **********@*****.***

MANAGEMENT: Human Resources

Hands-on strategic manager with more than 20 years of combined experience

impacting corporate performance through skillful development, planning, and

orchestration of human resources for high performance organizations in the

communications, manufacturing, and pharmaceutical industries. Reputable for

fostering positive and productive communication at all levels of an

organization and promoting top performance through process improvement,

success measuring, and effective coaching and training. Highly motivated

team leader focused on skillful alignment of HR resources with corporate

objectives. Areas of expertise:

( Organization Design and Change Management ( Performance Management

( Employee Relations ( Behavioral Competencies ( Succession Planning (

Training and Development

( Talent Acquisition and Retention ?Compensation Management ( Conflict

Resolution ( Coaching

( Regulatory Compliance ?Employment Law ( Communication ( Team Leadership

PROFESSIONAL EXPERIENCE

MERCK (FORMERLY SCHERING-PLOUGH CORPORATION), Various Locations, New Jersey

( 2003-Present

Global pharmaceutical company specializing in cardiovascular and metabolic

diseases, central nervous system disorders, vaccines and infectious

diseases, inflammatory diseases, oncology, respiratory diseases, women's

health and animal health with 100,000 + employees.

Senior HR Business Partner for Pharmaceutical Sciences Division (2008-

Present)

Human Resources Manager (2005 - 2008)

Attend to expansive and complex human resources demands for seven

Leadership Organizations comprised of over 600 employees in multiple

locations. Provide expert leadership and guidance in all HR areas including

legal compliance, organizational development, performance management,

compensation, employee relations, coaching, and training. Lead 3 Talent

Excellence teams-Interview Process Team, On-boarding Team, and Calibration

Team-in initiating and enacting "best in class" programs to attract and

retain key talent.

. Successfully led the organization through restructuring due to merger,

including contributing expertise for consolidations impacting client

organizations.

. Partner with senior line management to drive Global Talent Management

initiatives (succession planning and development plans, performance

management).

. Maintained high level of service and continued to exceed expectations

after client base temporarily grew from 500 to 900 employees with no

additional support.

. Successfully facilitated the development and roll out of the Global

Engineering Pathway (while also attending to the increased workload that

resulted from the expansion of client base), which drove improvements in

the management of the company's engineering workforce and increased

overall performance.

. Developed a "calibration" process for promotion cycles and for

performance management in order to drive a consistent approach across

business units.

. Contributed expertise in assessing and executing a workforce

restructuring that enabled company to outsource non-scientific functions

thereby reducing workforce and costs with no legal actions resulting.

Human Resources Manager for Pharmaceutical and Manufacturing Groups (2003-

2005)

Provided strategic direction and human resources support for 8

pharmaceutical and manufacturing client groups during a critical business

turnaround initiative and FDA Consent Decree. Oversaw staffing, employee

relations, compensation, performance management, diversity, reward and

recognition program, and succession planning. Drove high performing culture

and established measurable objectives and development plans for personnel.

. Designed and executed "best in class" communications plan for the Global

Supply Chain that heightened communication at all levels and was

recognized by the CEO.

. Executed strategy for workforce restructuring that impacted 3

organizations in the manufacturing division without any EEO (Equal

Employment Opportunity) or AAO (Affirmative Action Office) complaints.

SHARON VASQUEZ . Page 2

. Conceived of and successfully launched a pilot graduate certificate

program in Pharmaceutical Manufacturing Practices that provided

development opportunities for personnel and added technical value to the

company.

. Successfully produced a multi-day workshop for supervisors to enhance

managing skills, which was deemed useful for strengthening knowledge and

performance by 90% of participants.

THE WORKPLACE GROUP, Madison, New Jersey ( 2000-2003

Provider of services, technology, and expertise needed to create,

implement, manage, and deliver full, partial, or co-sourced recruitment

outsourcing (RPO) and project-hiring initiatives.

Human Resources Manager, Business Development Manager

Contract Human Resources Manager supporting Schering-Plough

Pharmaceutical's Global Supply Chain (GSC) and Global Quality Organization

(GQO). Steered the strategic planning and application of a centralized

recruiting program. Communicated with groups to ensure reporting of results

and awareness of business strategies. Consulted on talent forecasting,

workforce planning, and issue resolution. Managed special projects

including voluntary early retirement program, summer lay-offs, HR training

program, and the intern and apprentice program.

. Developed and advanced an aggressive and cost-effective recruitment

strategy for the college intern program that achieved 50% racial

diversity and 30% female diversity ratings and resulted in job offers to

26% of interns with an acceptance rate of 22%, a significant improvement

over previous years.

. Led team that developed a five-year "best in class" Union Trades

Apprentice Program for HVAC mechanics and electricians.

. Established process for identifying, tracking, and monitoring the GMP

(Good Manufacturing Process) training curriculum of all local HR

employees in GSC and GQO to ensure FDA compliance and zero violations or

fines during audits.

AT&T, Various Locations, New Jersey ( 1983-1998

HR Team Manager

Supported internal operations of the Business Communications ATM/Frame

Relay division with a special emphasis on human resources management.

Presided over district team-level communications, executive escalations,

head count tracking, organizational recruiting, performance management, and

compliance.

. Acted as a catalyst for change by organizing meetings between management

and non-management to enhance communication and instituted a "Lunch and

Learn" program to further strengthen communications.

. Led the ATM Align and Accelerate Committee in identifying process gaps

and overlap resulting in the minimization or elimination of those issues

for a significant savings in time and cost to the company.

Manager, Management Employment

Responsible for the infrastructure of the regional Management Employment

offices. Accountable for developing and managing the long and short term

strategic planning and operations of processes including contract

negotiations with customers and new business acquisitions. Supported and

coached a staff of 13 management and non management employees.

Management Recruiter

. Member of a process reengineering team charged with analyzing and

redesigning Management Employment's approach to sourcing, employment

processing and customer account management. Developed and delivered a new

Management Employment Model within accelerated times which change from

delivering the new model in 18 months to 9 months.

. Managed, designed and successfully implemented a new Summer Intern

Program for 15 business units and divisions. Developed and delivered the

1991 and 1992 Summer Intern Program (450 interns) which led to a 50%

increase in customer and applicant satisfaction over the previous year's

results. Acquired new business for the intern program which secured

funding support for future programs. Aggressively promoted the intern

program and implemented developmental events which led to revenue

increases of 23%. Developed customer specific sourcing strategies to

meet/exceed customer objectives increasing hiring by 22%

Career Note: Additional professional background at AT&T includes holding a

variety of positions in the Benefit Delivery Organization as a Specialist:

Worker's Compensation; Sickness and Accident Disability; Long Term

Disability Program; and Leaves of Absence. Details available on request.

SHARON VASQUEZ ( Page 3

EDUCATION

Bachelor of Science in Special Education

East Stroudsburg University, Stroudsburg, Pennsylvania

Certified in Competency Based Interviewing and Behavioral Competencies

Executive Management Program, Duke Fuqua School of Business

Training in Performance Management, Situational Coaching, Masterful

Management

Coaches Training Seminar

AWARDS

Schering-Plough's Shining Performance Program's "Premier" Awards for:

. "Out of the box" recruiting effort that exceeded hiring expectations by

15%.

. Exceeding expectations of Global Engineering Program.

. Implementing 3 Talent Excellence programs.

. Supporting HR Managers outside of client group in delivering performance

management roll.

. Rolling out a communications plan to the Technical Operations Group.

Schering-Plough's Special Stock Award

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