Human Resources Management

Linda G. Quigley, phr

*** ******* ******, *** *******, NJ 07646 H: 201-***-****

*****.*********@*****.*** http://www.linkedin.com/in/lindaquigley

Professional Profile

A Human Resources professional with 10+ years of diversified experience

within the HR discipline. A proven track record of progressive growth in

level and responsibility, achieving HR Business Partner level as a more

strategy focused HR generalist. A strategic business partner with the

ability to effectively collaborate with and influence senior management on

HR issues. Demonstrated ability to manage projects, as well as manage

internal and external relationships to meet the objectives and goals of

the business. A good communicator with strong interpersonal skills;

mature and professional even when difficult times arise. Comprehensive,

hands-on knowledge of recruiting, performance management, salary planning,

employee relations, labor relations, compensation, succession planning,

change management, and career development.

Experience

SONY MUSIC ENTERTAINMENT, Lyndhurst, NJ/New York, NY 2/2008 to 3/2011

Human Resources Manager

. Partner with defined Corporate client groups (Finance, IT, Global

Marketing, Legal, Copyright, Corporate Communications) in the effective

execution of Human Resources programs and processes for the business;

supporting 400+ employee population in 2 locations. Direct supervisor to

2 Human Resources Representatives.

. Performance Management through the use of talent scorecards; ensure the

professional development of employees with emphasis on employee

relations, recruitment, succession planning, management development and

retention initiatives for high potential employees in an effort to

achieve the business objectives. Successfully implemented a standard

practice of progressive discipline in an effort to better manage

performance.

. Support the implementation of Human Resources initiatives across client

groups, ensuring accurate, timely and consistent delivery; enhance

communication of Human Resources initiatives, process and procedures.

Successfully executed Phase I outsourcing initiatives in IT and Finance

impacting 50+ employees.

. Promote positive employee relations; ensure consistent and equitable

treatment for all employees; objectively assess, offer creative solutions

and find resolve for all employee relations issues.

. Collaborate with Compensation to ensure specific needs of the business

units are met while maintaining consistency and competitiveness.

PANASONIC CORPORATION OF AMERICA, Secaucus, NJ 5/1995 to 2/2008

Human Resources Business Partner (2006 to 2008)

Human Resources Manager (2003 to 2006)

Human Resources Supervisor (2001 to 2003)

Senior Human Resources Administrator (2000 to 2001)

. Direct human resources generalist functions for 500+ employees, within 4

domain companies ($1 billion), with headquarters in New Jersey, regional

offices nationwide and remote sales teams. Provide quality service and

results as it pertains to Human Resources functional knowledge: employee

relations, performance management, compensation, career development,

succession planning and recruitment.

. Build alliances with executive team and management and establish a

consultative role within the organization. Consult with business unit

management on appropriate organization design and business plan. Serve

as corporate liaison to communicate and ensure proper implementation of

HR strategy. Analyze business trends and recommend creative solutions.

Partner with business to ensure proper and consistent utilization of

Performance Management program. Ensure alignment with the business

related initiatives.

. Partner with clients on job analysis and creation of job descriptions and

resultant compensation impact. Establish compensation levels for

positions based on a broad band corporate compensation plan.

. Identify staff development needs and work with client managers to select

and enroll staff in relevant training programs. Research specific

educational programs and ensure compliance of external training expenses

within human resources budget.

. Linda G. Quigley, PHR

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. Train and provide ongoing coaching to managers in the performance

management process. Review all employee appraisals and formulate

recommendations for development plans, compensation and position changes,

and retention incentives to maintain a high performance culture.

. Provide effective coaching, counseling and progressive disciplinary

strategies on employee relation issues. Develop strategies to address

performance problems. Provide formal and informal employee counseling on

a variety of life and work issues.

. Conduct EEO investigations and support all aspects of employee relations.

Initiate terminations and conduct exit interviews. Collaborate with the

labor counsel to assure that involuntary terminations are handled in a

consistent manner to minimize legal exposure. Analyze monthly headcount

reports including detailed reporting on all new hires, terminations,

contract and part-time employees. Analysis of turnover ratio; monitor

trend of high-average-low performer terminations.

Benefits Analyst (1998 to 2000)

. Administered benefits to, active and inactive, sales and manufacturing

employees throughout the US. Responsible for benefit enrollments and

terminations. Interfaced with insurance carriers including multiple HMOs,

indemnity and PPO plans nationwide. Administered COBRA benefits.

. Played a key role in launching the first in-house flexible benefits plan

administration. Worked Designed and delivered train-the-trainer workshops

to support HR staff in rolling out the flexible benefits plan.

Supervised six temporary workers in processing enrollments.

Human Resources Coordinator (1995 to 1998)

. Initially hired to support the human resources staff in tracking and

reporting data. Selected to serve on the HRIS Implementation Team for

the development and roll out of the ADP CSS HRizon system. Collaborated

with consultants to develop user specifications for data entry screens,

report formats and training manual.

SUN CHEMICAL CORPORATION, Fort Lee, NJ 12/1993 to 5/1995

Benefits Coordinator

. Coordinated the flexible benefits plan for 6000 employees nationwide.

Participated in the beta site testing of a new Flex Plan Administration

system.

INGERSOLL RAND COMPANY, Woodcliff Lake, NJ 2/1992 to 12/1993

Employee Relations Coordinator

. Provided administrative support to managers of a human resources

department; 26,000 employees globally.

Education/Training

CAPELLA UNIVERSITY

Coursework completed towards Master of Science, Organization and

Management: HR concentration

RAMAPO COLLEGE OF NEW JERSEY, Mahwah, NJ

Bachelor of Arts; Major in Psychology

Accounting for HR Professionals - 4 Roles of Leadership - Franklin

WAW Covey

Quantitative Methods - WAW 7 Habits of Highly Effective

Job Analysis - WAW People-Franklin Covey

Base Pay Management - WAW Managing Personal Growth - AMA

Total Rewards - WAW Supervisor Development - Panasonic

Sales Compensation Design - WAW HRDC

Management Development - Panasonic

HRDC Leadership Development -

Panasonic HRDC

Professional Affiliations & Credentials

Society of Human Resources Management, National Member, Professional

in Human Resources (since 2001)

Society of Human Resources Management, North Bergen/Rockland Chapter

Member

World at Work: Certified Compensation Professional - in progress

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