Human Resources Management
Resume:
MICHAEL Z. ABRAMSON, SPHR
**** ******* ***** ***** . *******, NC 27612
abhyoa@r.postjobfree.com . 919-***-**** (h)
abhyoa@r.postjobfree.com . 919-***-**** (m)
OBJECTIVE
Senior management position capitalizing on extensive experience designing,
building, and directing Human Resources and compliance programs that
maximize individual and organization-wide success.
SUMMARY
More than 25 years experience in Human Resources with expertise and
noteworthy accomplishments in:
HR Strategic Planning & Talent Employee Relations, Policies &
Management Procedures
Recruiting, Staffing & Succession Compensation & Benefits
Planning
Training & Organizational HRIS & Payroll Administration
Development
Performance Management Systems Process and Compliance Management
Core Competencies and Key Change Management
Performance Metrics
Strengths include serving as a strategic business partner to diverse
organizations and functions; aligning goals, rewards and HR programs with
individual, group and organizational-wide objectives; and creating
synergistic cultures that identify and reward high performers.
Accomplishments include contributing towards exponential growth in
organizational workforce, designing change management strategies,
identifying core competencies and key performance indicator metrics and
creating documentation systems and audit benchmarks.
Proven ability to design and implement benefits strategies to achieve
quality, value and cost effectiveness.
Significant experience representing employers at OSHA, EEOC, OFCCP and
states' Departments of Labor on safety, FLSA, EEO, ADA, FMLA, I-9, employee
relations and unemployment compensation compliance issues.
EXPERIENCE
RITZY, LLC, Cary, North Carolina (www.ritzycorp.com) 1/07 -
present
Director of Human Resources
. Direct the daily Human Resources and compliance operations of an $80
million contract/staffing IT and host solutions reseller organization
with multiple business associations and relationships.
. Align leaders and systems to drive business strategy execution.
. Designed the HR strategy and created the infrastructure to manage
the personnel growth from 50 active placements to over 600 running
jobs nationwide.
. Acted as key driver in the development of accounting, marketing, sales
and customer service departments.
. Created a national network of experienced contract IT professionals
performing complex projects.
. Perform as internal consultant on Human Resources and compliance
issues involving: (1) state and federal employment and compensation
laws and regulations; (2) payroll, HRIS, merit pay, pay equity and
commissions; (3) HR and process management compliance; and (4)
training and employee relations programs.
. Develop and maintain all documentation with associate business
organizations.
BURT'S BEES, INC., Research Triangle Park, North Carolina 1/00 - 12/06
Director of Human Resources
. Designed and directed comprehensive staffing and change management
strategies that grew the company from 55 employees in a single
location to over 700 employees nationwide.
. Created a productive and fun work culture and employee brand
management program that was nationally renowned.
. Linked individual performance to organizational metrics and to the
company's strategic business plan by the use of stock appreciation
allocation plans and incentive compensation.
. Designed and maintained compliance records enabling Burt's Bees to
file for an IPO with the SEC as well as market and sell itself first
to a venture capital firm and later to Clorox.
. Performed extensive HR record-keeping compliance and due diligence,
earning high praise from potential and new buyers.
FAMILY HEALTH INTERNATIONAL, Research Triangle Park, North Carolina
6/92-12/99
Director of Human Resources
. Developed and led a staffing requirements strategy that expanded
personnel from 150 employees in one location to 700 global employees;
established the 175-employee Washington, DC, office.
. Upgraded Human Resources operations, created change management
strategies and established organizational structures, career path
families and reporting relationships.
. Designed affirmative action plan and a diversity-hiring program with
comprehensive compliance audits and key benchmarks, resulting in the
OFCCP lifting an inherited probationary status.
. Designed on-boarding and extensive employee relations programs.
ALCATEL NETWORK SYSTEMS, INC., Richardson, Texas 6/88-6/92
Senior Manager, Compensation
. Managed compensation in multiple sites for a $1 billion international
telecommunications software and equipment manufacturer with 16,000
employees nationwide.
. Designed, implemented and managed performance management, stock and
incentive programs.
. Led cross-functional teams in the development of stock equity,
classification, job-family mapping, position accountabilities, salary
ranges, market pricing, skill-based pay and key performance metric
tracking.
KPMG PEAT MARWICK, Atlanta, Georgia 1/83-6/88
Manager, Compensation & Personnel Compliance Practice
. Designed executive compensation plans and personnel strategies for
clients in the areas of mergers, acquisitions and stock allocation and
stock appreciation rights programs.
. Prepared clients for an IPO, sale or acquisition in regard to
documentation and record keeping.
. Developed job families, salary structures, merit pay programs,
performance management systems and incentive compensation plans,
including variable, team, market and skill-based pay systems.
. Created health/welfare benefits plans, including cost management
provisions.
. Provided consulting to clients in the areas of talent and process
management, due diligence and HR compliance audits, change management
and resource optimization.
EDUCATION
University of Georgia Graduate School of Business, Athens, Georgia
Master of Arts in Human Resource Management, 1983 (published Master's
thesis)
University of North Carolina, Chapel Hill, North Carolina
Bachelor of Arts in Industrial Psychology, Cum Laude, 1979
Society of Human Resource Management & Human Resources Certification
Institute
SPHR, 2009
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