Human Resources Project Manager

Katherine Carter

*** *. ****** ***** **. Ho-Ho-Kus, New Jersey 07423

***********@*********.*** 201-***-**** (home) 201-***-**** (cell)

Human Resources Strategic Business Partner

Passionate and results-driven change agent with expertise driving

organizational effectiveness by leading innovative and strategic human

resources business practices, policies and programs. High level of

creativity as a leader, problem solver, and advisor. Skilled in conflict

resolution.

Core competencies include:

Strategic Business Planning FMLA, NJFLA, PFLI and disability policy

Learning and Development development and administration

Policy Development and Benefit design and implementation

Implementation Performance Management

Payroll Administration, FLSA Staffing and Recruitment

Affirmative Action, EEO, Diversity Evaluation, Research, Analysis & Data

and Inclusion Management

Worker's Compensation

Professional Experience

YWCA BERGEN COUNTY, Hackensack, NJ (2005 to present)

Sr. Director, Human Resources

Established first Human Resources department for organization with 300-400

employees in over 25 locations. Developed and wrote policy and procedures

for all areas of Human Resources. Provide strategic human resources

consulting, workforce planning and staffing, talent management and

professional development, performance management, employee relations,

benefits, OSHA design and implementation, EEO compliance,

diversity/inclusiveness, and HR policy. This is a senior level management

position reporting directly to the CEO. The HR team consists of Director,

Recruiter, HR Associate and Payroll Manager.

. Conducted Human Resources compliance audit and implemented plan to

address issues within 3 months of my start date.

. Developed and implemented process, policy and procedures for all areas

of Human Resources initially focusing on compliance issues.

. Immediately implemented strategies to reduce costs by 20% in the

administration of payroll.

. Project manager on design and development of Risk Management Policies

on Child Abuse Prevention. All employees trained within 3 months.

. Designed and implemented Employee Engagement Survey, follow-up and

action plans. Second survey resulted in overall improvement in

positive responses averaging 32%, with significant increases in areas

that were targeted: Reward & Recognition, Positive Communication and

Teamwork.

. Spearheaded Compensation Planning and Design; updated/rewrote 100 job

descriptions, worked with outside consultant to benchmark positions,

created salary ranges/grades, implemented organization wide salary

adjustments to bring staff to market, designed all communication

materials and wrote policy. Provided $150,000 of salary adjustments for

employees. Designed and implemented all Compensation policies; pay

ranges.

. Created Performance Management System for exempt and non-exempt staff;

designed all forms and tools; trained management staff, oversee

Performance Management Process with annual/common review. Includes

goal setting, quarterly review.

. Implemented pay for performance philosophy and plan; developed merit

grids, tools and training for management staff.

. Provided monthly Learning and Development Programs for 24 member

Management team in the areas of FMLA/NJFLA, EEO Laws and Regulations,

Performance Counseling and Feedback, Fair Labor Standards Act/Wage &

Hour, Sexual Harassment and Discrimination, & Selection Interviewing.

Designed all training.

. Oversee administration of all employee benefits (health and dental,

life insurance, disability, retirement plans); annual renewals,

negotiate with vendors, insurance brokers, manage open enrollment and

ongoing administration.

. Manage all FMLA requests, COBRA administration, worker's compensation,

and unemployment claims.

. Recently redesigned Health Insurance plan and implemented HRA within

the organization. Worked with broker and vendors to design plan to

significantly reduce costs.

. Implemented HR information system and designed monthly reports for Sr.

Management/CEO/Board of Directors.

. Successfully implemented pre-employment Drug Testing. Designed and

wrote policy and procedures.

AMERICAN EXPRESS TRS Co., New York, NY (1987-1997)

Human Resources Consultant (1995-1997)

Travel and Corporate Card Division

. Project manager offering consultation on design and development of two-

day orientation and management course for 300+ newly acquired managers.

Managed and arranged all logistics and scheduling for training.

Conducted analysis of course evaluations and made content/design

changes to program.

. Managed collection and reporting of candidate selection data for major

downsizing effort in Human Resources. Utilizing Excel created

comparative analysis and summary analysis data for over 550 candidates.

Sr. Human Resources Manager, Eastern Region (1989 to 1995)

Travel and Corporate Card Division

Provided strategic HR business consultation to several business groups

within the Travel Division, including Corporate Card Services Sales,

Business Travel Sales & Operations, Retail/Leisure Travel Operations, and

Destination Services Management Sales & Operations.

. Developed strategic plan for nationwide sales expansion/recruitment

effort with strong focus on minority recruitment and reduction of

cost-per-hire. Resulted in 30% minority hires and 50% reduction in

cost per hire

. Represented Human Resources on nationwide Sales Re-engineering effort

resulting in 25% reduction of positions.

. Instrumental in establishing division's first multi-cultural network

group which increased scores in Diversity category of Employee

Satisfaction Survey by 25%.

. Directed and coordinated integration of 20 offices from 2 company

acquisitions. Developed and implemented orientation for 300+ new

employees. On-going consultation and guidance for new managers and

their staffs.

. Conceptualized and designed Part-Time/Flexible Schedule and

Telecommuting manuals

. Facilitated redeployment of over 200 employees from seven office

closings resulting in no lawsuits or formal charges.

. Spearheaded Risk Management Task Force to design strategies to

address issues: Ergonomics, Sexual Harassment, Employee Relations,

and FLSA.

. Authored two newsletters resulting in increased scores on employee

satisfaction survey under categories of communication and career

development.

Regional Recruiter, Eastern Region (1987 to 1989)

Travel and Corporate Card Division

o Established the division's first recruitment infrastructure and

strategy, which included campus recruitment, search firms, multicultural

organizations, recruitment events, internships for college credit, and

Employee Referral Program. Resulted in significant reduction in hiring

time, 50% reduction in cost-per-hire, and achievement of EEO goals each

year.

o Designed and facilitated management and associate level workshops.

Topics included Affirmative Action/EEO, Leadership Development,

Communication, Business Writing, How to deliver Performance Appraisals,

Coaching & Counseling.

o Designed and executed High School summer internship program through

National Academy Foundation. Coordinated interview, selection, and

placement of 27-50 students; designed one-week teacher training for high

school teachers. Planned and coordinated events for students such as

field trips, workshops, and industry speakers.

Education

BINGHAMTON UNIVERSITY, Binghamton, NY Bachelor of Arts, Psychology

Professional Affiliations

SHRM, CIANJ

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