Human Resources Management

PAUL G. ANTONY

** ******* ****

Hockessin, DE ***07

Day: 302-***-**** abnio6@r.postjobfree.com Evening: 302-***-****

PROFILE

Motivated and results-driven Human Resources Executive with a successful track record of achieving

business excellence by linking critical HR practices to business goals in a diverse group of enterprises.

Demonstrated ability to serve as coach and partner to the leadership team and to articulate and create a

sense of employee ownership for the organization’s mission. Strategically and operationally expert in key

human resource functions such as employee engagement, management training, performance

management, workforce and succession planning, organizational design, recruitment and retention,

change management as well as compensation and benefits. Excellent analytical, communication, and

interpersonal skills.

BUSINESS EXPERIENCE

PharmaNet, Inc., Princeton, NJ (recently acquired by JLL Partners) 2009 - present

A leader in clinical research outsourcing with 2,600 employees in 42 global locations

Senior Director, Global Benefits, Compensation and HRIS

• Manage the design of PharmaNet’s global employee benefit programs, including:

recommendation, design, and development of benefit plans; benefit administration; employee

communication and counseling; vendor evaluation and selection; cost/benefit analysis;

compliance to applicable regulations and report production.

• Serve as liaison with insurance carriers, brokers, vendors and other agencies relative to the

compensation and benefit function and negotiate value-added terms and conditions.

• Recommend policies and procedures to enhance the value and competitiveness of compensation

and benefit programs to maintain the organization’s objectives and competitive position in the

marketplace.

• Manage both the organization’s and group health plans’ compliance with the Health Insurance

Portability and Accountability Act (HIPAA) Privacy Rule, state laws, and internal healthcare

information privacy policies including adherence to international data privacy regulations.

• Oversee the design administration and compliance of PharmaNet’s compensation system for

worldwide employees. Includes the development of the global salary structures, the slotting of

jobs to the appropriate ranges, internal and external equity studies and recommendations as well

as the working with the HR business partners in the application of compensation programs to

attract and retain talent

• Coordinate the annual salary increase, performance and management incentive programs

including the recommendations for merit budgets and bonus payment targets, the design and

delivery of the planning tools as well as the modeling of financial outcomes and data distributions.

• Provide direction to payroll services to ensure appropriate coordination with HR processes,

policies, indicative data structure and changes.

• Direct the HR technologies function, including implementation, maintenance, validation, and

required integrations of systems and compliance to business requirements and regulations.

• Provide management reporting for key HR scorecard indicators and financial requirements.

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Prometric Inc., Baltimore, MD 2006 – 2009

Global leader in knowledge testing with 3,000 employees

Director, HR Business Partner

• Provide HR guidance and consultation in supporting the global Technology group, evaluating future

business plans and determining HR needs and priorities.

• Work collaboratively with the management team to provide innovative HR solutions, approaches and

value-added strategies focused on driving business success.

• Develop Total Rewards systems, philosophies and practices that attract, motivate and retain

outstanding employees.

• Identify emerging human capital challenges within the organization and develop strategies to create

improvement opportunities in support of a high performance culture.

• Implement key performance management initiatives which include goal setting, mid-year and annual-

review process, promotions, merit increase planning and talent review/succession planning program.

• Establish and maintain appropriate systems for measuring effectiveness of client group HR programs

in driving organizational performance and containing costs.

• Provide expertise in employee relations by providing consultative services to management,

addressing employee concerns and investigating complaints.

• Manage deliverables for organizational transformation and change initiatives, workforce planning,

retention and engagement, employment, HR systems as well as employee communications.

• Serve as the implementation team lead on projects that impact the global organization in HRIS,

payroll, compensation, benefits and change management.

Human Resources Project Management Consultant 2005 - 2006

• Clients included the Sobieski and Radius Companies (mechanical contractor), Charming Shoppes

(retailer), The Hana Group (professional services).

QVC, Inc., West Chester, PA 1995 - 2005

Home shopping and internet retailing leader with 10,000 employees at 9 locations. Served as partner

and coach to the President and Executive Management team in reengineering HR strategies to achieve

corporate objectives and support the growth of the business from $1.5B to $5.3B in sales. Supervised 5

direct reports with a total team size of 14 professionals and a department operating budget of $1.7MM.

Directed the design and project implementation of the compensation and benefits programs, HRIS, food

and employee services, work/family as well as health and safety programs.

Director of Human Resources Administration

• Responsible for the $35MM benefits budget and $250MM in savings and retirement plan

investments, utilizing best practice programs in plan design and vendor management.

• Redesigned the compensation programs in alignment with recruitment and retention strategies while

determining the impact on $350MM in salary and bonus expenses.

• Developed with the Training organization the process and technology to manage competencies,

succession planning and performance evaluation across all business lines.

• Worked with the business end users to define the HRIS requirements and infrastructure to support

technology integration into the business processes.

• Consulted with site HR and general managers to ensure that corporate programs were tailored to

local business requirements.

• Established EHS performance metrics and a program strategy for reducing the injury incidence rate

by 10% annually, generating a savings of $1.5MM over 5 years.

• Designed the compensation and benefits programs for the international site startups in the UK,

Germany and Mexico and provided ongoing support to these businesses.

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Bank of America (formerly MBNA America), Newark, DE 1987 - 1995

Vice President and Regional HR Business Partner 1993 - 1995

A $12 billion international financial services company with 28,000 employees worldwide, consistently

ranked as one of the “100 Best Companies to Work For”. Provided the President and Senior

Management team with the HR strategy and program implementation to support the rapid growth of the

company from 970 to 12,000 employees. Acted as the Regional Human Resources Manager for the

3,500 person national telephone sales business, managing two direct reports with a team of 35 people at

7 site locations.

• Established and managed the HR organizational structure for the rapid decentralization of the

regional business units, supporting the opening four sites in nine months.

• Developed and implemented innovative employment, employee relations and retention practices to

reduce turnover to half of the industry average of 300%.

• Supported new site locations by researching local employment laws, benefits and compensation

issues, selecting and educating the site HR team, as well as establishing all necessary HR functions

and systems.

• Created a diversity management program for each location with audits of site practices on

employment and internal placement activities.

• Developed and maintained a comprehensive compensation structure including the design of

incentive and recognition programs.

Vice President of Compensation, Benefits, HRIS 1987 - 1993

• Managed the evaluation and implementation of base salary, incentive and executive compensation,

including the management bonus, SERP and stock option plans. Responsible for the development

and ongoing analysis of customer service incentive and recognition programs.

• Worked with legal, corporate and consulting resources to create independent HRIS, Payroll,

compensation and benefits functions to support the public offering of MBNA.

• Developed and administered all medical, savings, insurance and pension plans, including the

conversion and automation of the 401(k) record keeping services, determination of asset

management and actuarial strategies with fund performance evaluations and the installation of a

401(k) plan loan provision.

CITIBANK, New York, NY 1985 - 1986

• Human Resources Business Partner, International Systems Division

JPMorgan Chase, New York, NY 1979 - 1985

• Employment Manager, Retail Banking Division; Recruiter, Professional Employment; Program

Coordinator,

Management Training, Recruiter, College Relations

EDUCATION

M.A. Human Resources Management, New School for Social Research, New York, NY - 1986

B.S. Psychology, Union College, Schenectady, NY - 1976

PROFESSIONAL MEMBERSHIPS

HR Person of the Year Award Committee – Treasurer

Society for Human Resource Management

Philadelphia Human Resources Planning Group

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