Human Resources Management

ROBERT FRANCO

*** ******* ******, **** ******, NJ 07052

973-***-****; ****@**.******.***

Human Resources Professional with strong business intuition; expertise in leading people and

organizations. A strong thought leader with ability to lead change and drive results. Expertise includes:

• • •

Business Planning and Goals Performance Management Talent Strategies

• • •

Employee Relations Leadership and Team Building Change Management

• • •

Learning and Development Organizational Development Policies and Procedures

• • •

Compensation Administration HR Reporting HRIS Implementation

PROFESSIONAL EXPERIENCE

Community Education Centers, West Caldwell, NJ

Director – Human Resources 2005 – 2009

• Established diversified Employment Advertising strategy to advertise more jobs at lower unit cost.

• Led implementation of Corporate-wide Performance Management system including Talent Assessment, Rewards and

Recognition

Created Learning and Development Strategy including New Employee, Mandatory Requirements and Leadership

Development. Made content available online.

Created and established standard job titles, salary ranges and bands.

Led "Leadership Forums" for company-wide senior leadership initiatives.

Established "HR Network" to increase level of communication with HQ and Field

Revised company Policies and Procedures.

• Merged HR processes from acquisition that doubled size of company.

Led HRS Strategy including Payroll, Job Posting, Applicant Tracking, EEO/AA, Compensation and Benefits, Standard

Reporting, Policy Dissemination, and Web Meeting capability.

Novartis, Parsippany, NJ

VP – Human Resources 2003 - 2004

• Led creation of leadership platform including organizational goal alignment, new coaching model, and team

chartering.

• Implemented new goal and compensation structure for cross-product sales team.

• Facilitated resolution of critical issues such as Cross-Business Sales Team creation, Product Launch and negotiation

strategies, and development of breakthrough plans for High Potential leaders.

Established and communicated consistent Talent Review approach within Business Unit. Created Leadership Talent

Summary and led General Management and Marketing calibration.

• Coached Global Marketing Head on change strategy for global competencies.

Established and implemented Community of Practice within HR Team, including KM database for Business Unit. Led

Global Goal alignment and helped establish functional metrics.

American Express, New York, NY 1986 - 2003

VP – Human Resources 1995 - 2003

• Defined learning and development agenda and strategies to meet business needs.

• Improved employee satisfaction by double-digits in all categories of Employee Survey in each of 4 years (97%) and

maintained levels for another 3 years.

Created product certification process which quickly raised product knowledge and increased product revenues upward

of $100 million.

• Established high impact consultative sales training resulting in over $130 million in additional revenues based on new

skills.

Developed Interactive Counselor Training to save approximately $1.1 million.

Redesigned 3500+ Business Travel support organization, consolidating jobs from 97 to 11.

• Implemented plan following 9/11 through Virtual Office Counselor Program, acclimating and assisting hundreds of

displaced colleagues into home office environment.

Highlighted in The Innovation Superhighway (Debra Amidon); Leverage Points (Pegasus) and the Downtown

Business Quarterly (Institute for Business Trends Analysis).

Robert Franco Page 2

American Express, New York, NY (continued)

Various Manager and Director roles with increasing responsibility 1986 - 1995

Provided Generalist support, evaluating office climate and management efficiency, analyzing trends,

handling conflicts, and developing action plans to address issues. Consulted on compensation, employee

risk, culture change and staffing plans and strategies.

• Led efforts in two acquisitions to consolidate HR approaches; prepared Best Practices Review.

Guided reorganization of Group Travel Business.

Expedited approach to effectively implement a consistent Performance Management Process.

• Orchestrated effort to develop consistent expectations and standards.

• Expanded the Management Development Review Process for Manager and below population.

Received funding to develop "employee health of the franchise" reports.

Created systematic Career Management tools.

Implemented a program to better co-manage employees in client "on- site" locations.

Saved company over $1 Million in recruitment agency billings over 12 months.

Automatic Data Processing, Clifton, NJ

Employment/Employee Relations Specialist 1984 - 1986

• Managed all exempt and non-exempt recruitment.

Oversaw salary and performance appraisal administration.

Counseled employees, interpreted policies and procedures.

Managed employee orientation.

Developed Management Reports, made enhancements to HRIS.

The Rockefeller University, New York, NY

Recruiter 1983 - 1984

• Responsible for recruitment, benefits and policy orientation and records maintenance.

EDUCATION

M.S., Stevens Institute of Technology, Hoboken, NJ

Department of Management Science, Specialization: Applied Psychology/ Human Resource Management

Served on a predictor test and work sample criterion procedure to validate pre employment tests.

B.A., Rutgers College, New Brunswick, NJ

Major: Psychology, Minor: Mathematics

Independent research leading to a presentation and publication.

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