Human Resources Management

Michael C. Perkins, SPHR

*** ***** ******, ********* ****, Jersey City, New Jersey, 07302

917-***-**** (mobile)

e-mail: ***********@***.***

PROFESSIONAL SUMMARY

Human Resources professional with demonstrated success partnering with

executive team to align Human Resources strategy with business plans and

strategic initiatives. Experienced in all phases of generalist HR

responsibilities, including employee relations, organizational and employee

development, policy analysis, recruitment, leadership and communications.

PROFESSIONAL EXPERIENCE

Director, Human Resources, January 2004 to present

Manager, Human Resources, May 2002 to January 2004

Infocrossing, Inc., Leonia, NJ (NASDAQ: IFOX)

Handpicked by Vice President of Human Resources to lead HR programs that

advance the company's aggressive growth strategy and leverage its human

capital. Manage day-to-day corporate human resources function and

decentralized generalists supporting employees in 16 locations nationwide.

. Managed all acquisition-related activities for 5 transactions in an 18-

month period.

- Performed due diligence for all transactions, identifying and

assessing potential HR-related business risks and developing

innovative solutions to bridge gaps.

- Onboarded 700 employees nationally, quadrupling Infocrossing's

workforce, and managed associated employee relations matters.

- Developed management and employee communications materials related to

acquisitions, benefits changes and reductions in force.

- Optimized available resources to manage all aspects of RIFs.

. Developed comprehensive communications strategy to support business

integrations, promote a common corporate culture among acquired employee

populations and reinforce "one company" message.

- Led cross-business and cross-functional teams to develop a common set

of Core Values that would be credible to employees in all parts of the

organization.

- Created "One Company - One Team" theme for communications to establish

more consistent delivery of corporate messages.

- Partnered with Marketing and other stakeholders to develop the

Company's first eNewsletter, "IFOXTrends," as a key channel to educate

employees about strategic information.

- Recommended management communications strategy to push information

through the chain of command.

- Developed/enhanced Intranet platform to serve as a gateway for "self-

service" tools and news and information archive for employee

information.

. Manage recruiting for 10 business units nationally, hiring business and

technical professionals at every level of the organization.

- Analyzed job advertising - reduced costs without compromising

effectiveness.

- Leveraged technical recruiters from our enterprise applications

services business unit to source talent for difficult to fill

technical positions.

. Analyzed business practices and developed standardized processes to

manage business risk.

- Developed and implemented new workflow processes to support national

infrastructure and conform to Sarbanes-Oxley requirements.

- Benchmarked corporate policies and procedures against industry best-

practices updated Employee Handbook accordingly and provided

management and employee training.

. Identified and implemented programs to improve overall efficiency of the

HR team and maximize use of limited resources.

- Outsourced the administration of health and welfare plans, and stock

options program, and manage the vendor relationships, aligning the HR

function's business processes with the company's core business

proposition.

- Managed the development of electronic tools to automate ongoing

business processes, such as an online merit increase tool, timekeeping

system, company intranet, and the upgrade of the company's HR

information system.

- Developed monthly management reports to track key business metrics.

Human Resources Generalist, June 2000 to August 2001

eB2B Commerce, Inc., New York, NY (NASDAQ: EBTB)

Developed and managed Human Resources strategy based on overall business

objectives in an Internet start-up organization.

. Established, published and communicated clearly defined policies relating

to the full employee life-cycle.

- Developed and implemented recruiting strategy and process that

provided a pipeline of qualified candidates and limited business risk

during the hiring process.

- Created and implemented the 'Piecing the Puzzle Together,' an

onboarding process designed to immediately foster cross-functional

relationships and a team focus.

- Planned and developed a Performance Management Program that

established the core behaviors required for the organization to

achieve its broader objectives.

- Worked with business leaders to understand and respond to employee

development needs.

- Advised senior management on process for reducing the workforce while

maintaining the organization's ability to continue its core

operations.

- Created and implemented exit interview process to understand and track

reasons for attrition.

. Planned, developed and implemented a competitive and cost-effective

Health and Welfare plan.

- Proposed corporate benefits philosophy.

- Identified plan parameters, selected vendors and developed roll out

strategy.

. Eliminated redundancies in payroll processing, records management, and

reporting, which improved departmental efficiency and service levels.

Human Resources Manager, April 1997 to June 2000

Human Resources Generalist, May 1994 to April 1997

A.B.V.I. - Goodwill Industries of Greater Rochester, Inc., Rochester, NY

. Managed two Strategic Plan implementation teams for a multi-site, 250-

employee company with manufacturing, retail and food services business

verticals.

. Led development process for establishing competency models for managerial

and professional positions.

- Analyzed job roles and developed clear, concise and appropriate job

descriptions.

- Trained managers to use the competency models.

. Supervised agency compliance with all applicable employment-related

regulations (EEO, OSHA, ADA, FMLA, OFCCP, JWOD and Sub-minimum wage

certificate requirements).

. Developed and managed implementation of ADP HR Perspective HR Information

System.

Assistant Director of Human Resources, September 1992 to April 1994

Hyatt Regency Rochester, Rochester, NY

. Recruited and hired exempt and non-exempt employees, reducing turnover by

60% in first year of employment.

. Maintained records and ensured compliance with employment-related

legislation.

. Counseled managers regarding human resources-related issues.

. Trained over 300 employees in Customer Problem Solving Program

(proprietary 4 hour course.)

EDUCATION

St. John Fisher College, Rochester, NY

Bachelor of Science Degree in Management, with a concentration in Human

Resources

Fairleigh Dickinson University/SHRM, Teaneck, NJ - 2006

Senior Professional in Human Resources (SPHR) Designation

Cornell University, Buffalo Cooperative Extension

Completed coursework in Human Performance Improvement

AFFILIATIONS

. Member, Society for Human Resources Management (SHRM)

. Certified Mediator, Center for Dispute Settlement, Rochester, NY.

. Past-President, Corn Hill Neighbor's Association, Inc., Rochester, NY.

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