Human Resources Management

Experienced and Innovative HR Leader

QUALIFICATIONS SUMMARY

* Innovative Professional with extensive human resources and compliance

experience. *Certified Mediator and Arbitrator - resolution facilitator *

Proactive Leader with refined business acumen and exceptional people

skills. * Strategic Thinker in recruiting/hiring processes, succession

planning, employee relations/labor relations, performance management,

benefits administration, training and development, compliance, rewards and

recognition. * Expertise in strategic planning. * Proven Ability to

effectively handle multiple tasks and drive for results. *Superior

oral/written communication, intuitive, interpersonal, customer service,

organizational and leadership skills. * Quick study with ability to easily

grasp and implement new ideas, concepts, methods and technologies. *Change

agent turnaround specialist with emphasis on culture transformation and

creating environment of accountability.

CAREER TRACK

CERTIFIED Mediator/ ARBITRATOR

CLUSTER and IMCR Mediation Centers, Bronx, New York, 2007 -

Present

Unified Court System - Ninth Judicial District

EEOC New York District Office

Mediate workplace and community disputes referred by Westchester,

Rockland and Bronx County courts.

Arbitrate Attorney-Client Fee Disputes.

Vice President - Chief Human Resources Officer

Morris Heights Health Center, Bronx, New York 2007 - 2009

Morris Heights Health Center is a freestanding Article 28

licensed and federally qualified community health center with

an annual budget in excess of $30 million providing

comprehensive ambulatory services to 55,000 individuals

with 150,000 annual visits. Oversight of the entire human

resources function for the organization consisting of 400 +

employees to assure that all personnel and human resources

functions, programs, systems and processes support successful

execution of Morris Heights Health Center (MHHC) strategies. The

scope of the work included, but was not limited to

ensuring regulatory compliance and competitive salary levels by

overseeing the design and development of compensation

strategy and programs; negotiated, directed the administration

of benefit programs; evaluated and recommended

improvements to benefits programs; mediated workplace disputes,

developed and evaluated procedures and technology

solutions to improve human resources data management;

recommended and maintained an organizational structure and

staffing levels to accomplish company goals and objectives;

evaluated company culture and provided recommendations

on changes to accomplish company goals and objectives; developed

and managed annual budgets for the division and

performed periodic cost and productivity analyses; recommended

and established company policies and procedures; worked

with CEO, executives, division heads, managers and organization

staff to develop strategic business plans for the company;

established and implemented short and long range departmental

goals, objectives, policies and operating procedures.

As a member of the Executive Team, I contributed to the MHHC

strategic and business planning, priority setting,

decision making, and represented and expressed the values of the

organization.

Accomplishments

. Refined Recruitment and Selection process and reduced annual

turnover as follows:

2008-23% to 16%; 2009- YTD -3.4%

. Enhanced HR technology/data management systems;

. Negotiated Benefits Program with 2.3% increase compared to

previous year at 17% at annual cost savings of $265,000; New

benefits program includes EAP services, Convenience services, and

VIP Benefits call center;

. Developed and facilitated New Leader Skills Training;

. Served as in-house Mediator for employee relations issues;

. Created corporate Recognition and Rewards programs;

. Implemented Market-Based Pay Salary Program;

. Spearheaded Service Excellence initiative.

Personnel Director, Network Human Resources/Labor Relations

Generations +/Northern Manhattan Health Network - Health and

Hospitals Corporation New York, New York 2005 - 2006

Assisted Senior Executive Director - Network Human Resources in

restructuring of all departments within Network

Human Resources. Managed, supervised, coordinated, and

evaluated network HR divisional processes for 8000

employees. Provided recommendations and direction to HR

leadership staff concerning proposed projects

and related programs. Assisted Senior Executive Director in

the strategic planning as it related to departmental

operating plans, programs, procedures to implement HR goals and

objectives. Assisted in the development,

delivery and implementation of employee policy and programs.

Partnered with operational leadership and unions

(DC 37, NYSNA, Doctor's Council, SEIU, CWA, IBT and associated

locals) to develop strategies to ensure

positive employee relations. Acted as consultant to leaders,

(operational and HR), in assessing performance

of staff, managing disciplinary issues and identifying

employees with leadership potential. Assisted in creating training

and development plans for HR staff with focus on enhancing

leadership skills and increasing staff retention.

Served as primary support to network Labor Relations

Department. Assisted the Senior Executive Director

in the management and coordination of processes for Regulatory

Compliance-Joint Commission Accreditation Standards

(JC). Assisted in the development of HR budget, allocation of

funds based on studies of costs and expenditures.

Accomplishments:

. Reorganized/Restructured Network Labor Relations Department.

. Led Labor Relations Officers in handling all disciplinary cases for

the Network;

. Managed a staff of 12 employees;

. Instrumental in creating panel to review and take immediate action

with problematic Background Investigations cases for the Network.

. Created panel to review network leaves of absence requests.

. Created and delivered Performance, Conduct and Competency Training

for Network Directors, Managers,

and Supervisors (694).

. Authored, implemented and trained staff on the following policies:

Network Absence Control Policy, Network Call-In Procedures Policy,

Network Employee Performance and Conduct Policy, Network Workplace

Incidents Protocol Policy, Network Human Resources Internal

Operating Procedures. Employee Arrest Policy, HR Confidentiality

Policy.

. Served as HR representative on the network Workplace Violence

Committee.

Program Manager, Equal Opportunity - Investigations and Corporate

Compliance Programs, 2004 - 2007; Delta Air Lines, Inc., JFK

International, Queens, NY/ATL Hartsfield-Jackson International,

Atlanta,

Georgia, / Pan American World Airways, JFK International, Queens, NY

1979 - 1991;

Responsible for managing all aspects of corporate policies, programs,

and guidelines which govern employee behavior

for 80,000 employees. Assisted in the development, delivery and

implementation of employee policies and programs. Ensured consistent

and equitable administration of policies and programs across all

business units, serving as a dedicated resource to leaders and HR

professionals. Managed and responsible for the Office of Federal

Contract Compliance (OFCCP) on-site reviews. Provided guidance for all

administrative action decisions up to and including recommendations

for termination of employment. Provided ongoing development of the

corporate administrative action system, including eLearning training,

classroom professionalism leader training, and facilitating specific

case study forums for business units. Coordinated and/ or conducted

all investigations on a system-wide basis involving, but not limited

to, claims of harassment or discrimination. Served as the HR primary

point of contact for the Corporate Compliance program and ensured all

investigations were thorough and completed in a timely fashion.

Served as an HR representative on the workplace violence task force.

Human Resources BUSINESS PARTNER, 2001 to 2004

Directed all human resource functions for 3000 non-union, in-flight

employees based at JFK, LaGuardia, Newark and Logan Airports. As a

generalist, provided leadership and support to a team of 2 directors

and 40 managers, regarding all aspects of recruitment, training and

development, employee relations, benefits, compensation and

performance evaluation.

Determined compensation for new managers and advised management on

salary increases and promotions for staff. Educated management on

benefit programs and support team in rolling out new benefit programs

to employees.

Utilized extensive knowledge of law and corporate human resource

policies to guide management in minimizing risk exposure and ensuring

legal compliance of employment practices. Collaborated with the Legal

Department in the management of termination, harassment and

discrimination cases. Managed internal recruitment activities from

initial screening of applicants through the interviewing and hiring

process. Created training and development plans for management with a

focus on increasing employees' leadership skills and enhancing staff

retention. Maintained a high level of visibility to staff. Advised

managers in assessing the performance of staff, managing disciplinary

issues and identifying employees with management potential. Partnered

with managers to develop strategies and tactics to ensure positive

employee relations. Interacted with corporate human resources team to

develop and launch new employment policies and procedures.

Accomplishments:

. Appointed to serve on the company-wide Criminal History

Records Checking Board.

. Instrumental in creating a new Administrative Action Policy for

the In-Flight Service Department.

. Designed and implemented the first structured Investigation

Policy for management.

1. Instituted a Management Exit Survey System to reduce increasingly

high employee turnover rates.

2. Created the divisional Leadership Development Program for new and

incumbent leaders.

1. Appointed to serve on corporate committee to revise Conflicts of

Interest Policy.

Field Service Manager, 1991 to 1995; 1997 to 2001

Supervised and conducted evaluations of 250+ employees. Provided

coaching, counseling, rewards and recognition to union/non-union

employees Formulated recommendations for employee promotions,

suspensions and terminations of employment. Represented company at

grievance hearings. Provided orientation to new hires and monitored

performance of staff during initial and disciplinary periods.

Collaborated with in-house Employee Assistance Program professionals

when necessary to aid employees with coping with sensitive situations.

Organized and facilitated seminars to disseminate company updates to

total staff of 2000+ employees. Monitored compliance with union

contract and labor relations policies. Participated in grievance

hearings. Maintained personnel files and regulatory agency

requirements. Resolved compensation/benefit issues. Conducted

investigations of reports concerning negative customer and co-worker

correspondence. Conducted quarterly flight assessments of front-line

staff. Monitored employee compliance with corporate appearance

standards. Interviewed applicants for new positions, promotions,

special assignments. Provided mentoring to direct reports and co-

workers. Conducted training and development sessions for direct

reports and co-workers.

Education

Juris Doctor Bar Admission - Connecticut

Pace University School of Law, White Plains, NY

Master of Science Human Resources Management

Long Island University Mercy Graduate Center, Dobbs Ferry, NY

Honors : Delta Mu Delta National Honor Society in Business

Administration

Bachelor of Science

Fisk University, Nashville, TN

Major: Management Minor: Economics

notable trainings

Arbitrator Training

PART 137 Attorney -Client Fee Dispute Resolution Program

Mediation Training

CLUSTER - Westchester Community Mediation Center

mediation intensive training

The Center for Mediation in Law

EEOC MEDIATION TRAINING

EEOC New York District Office

Professional Affiliations

Fairfield County Bar Association City Bar of New York Society

for Human Resource Management WHRMA (Westchester, NY Chapter of the

Society of Human Resource Management) Association of Healthcare

Human Resources Administrators of Greater New York (AHHRA)

Proficient in standard business software applications (Word, Excel, Outlook

and PowerPoint); ADP HR applications.

Contact this candidate