Project Manager Management

David H. Herzweig

**-** **** ******, *******, NY

646-***-****

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

Kaplan Test Prep and Admissions, New York, NY

Compensation Analyst - September 2007 - Present

. Manage annual bonus review and merit increase process, including

developing bonus plans, creation and communication of plan

documents, calculation of annual awards, discussion with chief

executives, and administration of payment.

. Streamline variable compensation practices by creating and

maintaining centralized reporting structures. Includes redesigning

incentive plans and creating sales commission plans.

. Develop Policies for severance packages which were instituted

across the organization. In addition, calculated severance awards

and created and managed tools to track impacted employees across

organization.

. Design performance based annual incentive compensation plans for

field management and sales teams.

. Conduct internal and external market analysis compensation analysis

for senior executives, and new positions within the organization.

. Present information and recommendations to senior management,

including CFO, and field leadership on variable pay and merit pay

initiatives.

. HR lead for analytics on projects across organization, including

organizational restructuring, cost analysis, HR metric and

reporting, and budget reconciliation.

McKinsey & Company, New York, NY

Compensation Analyst - July 2006 - September 2007

. Create recommendations and multiyear total compensation projections

for executive partners transferring internationally.

. Maintain integrity of all variable compensation related data

related to transfers, departures, and leaves of absence via access

database.

. Project and administer executive compensation data including

salaries, executive movement, incentive targets, and overall

executive compensation targets

. Create biannual compensation budget for 1000 international

executive partners.

. Manage departure process for all partners leaving firm - Includes

calculating prorated award, and communicating details.

J.P. Morgan Chase, New York, NY

Compensation Specialist - June 2005 - July 2006

. Streamline data management process across compensation function by

linking data from multiple sources into one consolidated tool.

. Increase effectiveness, and automate communication and reporting

capabilities by developing and maintaining standardized tools and

processes around new hire guarantees.

. Manage year-end compensation process including analyzing IC and

salary planning. Provide guidance to managers around compensation

process including market guidelines, comparisons and analytics.

Manage creation and distribution of year end statements

. Liaise with Business Partners and Managers to address

concerns/inquiries regarding the compensation process.

. Maintains total rewards & compensation information and manages

systems to organize data

HR Solutions Metric Analyst - September 2004 - June 2005

. Designed HR Surveys and Questionnaires - Includes creation of

survey items, delivery of tool, analysis of results and

presentation of finding to key Business Council members.

. Created executive level HR scorecards showing trends in headcount,

turnover, diversity and performance management. Consult HR

executives and business partners on key trends and issues.

. Developed cost effectiveness models for technology and operations

training program. Measures direct cost impact of participation in

applicable training initiatives.

. Led HR projects and initiatives as project manager and coordinator

- Includes development of training scorecards, distribution of

performance management tools, and span of control deep dive.

. Developed project plans for HR initiatives such as creating shared

services model which included assisting with the implementation of

an HR case tracking tool as well as defined scope, time and

duration and assigned resources.

. Provided updates to senior business and HR management regarding

project status.

. Met with developers and end users of products to identify needs and

achieve results.

Strategic Planning Analyst - September 2003 - September 2004

. Developed optimal organizational span of control presentations

based on external and internal best practice information. Analyze

existing internal organizational structures based on presentation

and present highlights and recommendations for improvement to

senior management.

. Created employee recognition presentations based on focus group

data, and best practice research. Presentations used to launch

recognition campaigns by senior executives.

. Provided analytical support for Senior HR Executives, Generalist

staff and Diversity managers - create reports, present analysis and

findings, and recommend actions to support and improve initiatives.

. Responsible for all employee related data-including monitoring data

compliance, recommending strategies to improve data integrity,

assisting in the design and customization of HR related databases

and extracting/manipulating data in support of projects and

initiatives.

. Partnered with Senior Generalists to develop new HR metrics and

ways to link business performance and Human Resources strategies.

Education:

M.A., Industrial/Organizational Psychology, May 2003 - Hofstra University

GPA 3.6

B.A., Psychology, May 2000 - King's College GPA 3.3

Technical Skills:

. Expert knowledge of Microsoft tools: Word, Excel and PowerPoint,

Visio, and SPSS

. Advanced training and certification in Business Objects -

Extracting and manipulating PeopleSoft data

Contact this candidate