Human Resources Management
Resume:
Barry M. Rudner, PHR
Hillsborough, NJ 08844
***********@*******.***
Home: 908-***-****
Cell: 609-***-****
PROFESSIONAL OVERVIEW
Accomplished Human Resources professional, with extensive experience within the pharmaceutical, chemical, and testing
industries, recognized for adept business skills, developing and implementing results-oriented programs, and providing
solutions and results. Dedicated team player, with a “hands on mentality” and collaborative approach, that leads by
example. Effective communicator, known for providing relevant information to management and employees in a timely
and effective manner. Creative problem solver, recognized for having dynamic interpersonal, analytical, training,
presentation, computer, negotiation, and project management skills.
SKILLS
Talent Acquisition Compensation and Benefits Legal & Regulatory Compliance
• • •
Applicant Tracking Systems FLSA Employee Handbook
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HRIS Performance Management Policy Development
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Training and Development Succession Planning COBRA
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HR Metrics and Reporting Investigations HIPAA
• • •
Employee Relations HR Intranet Design FMLA (federal & state)
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Employee Retention Vendor Selection & Management Employee Screening Programs
• • •
Employee Recognition Program Goal Alignment Ethics
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EMPLOYMENT HISTORY
Intertek USA, Inc. Whitehouse, NJ
Human Resources Manager
June 2007 – Present
• Provides HR support to sites in the East Coast region and Pharmaceutical Business Stream
o As of January 2009, appointed to East Coast region, reporting to the Human Resources Director
o Since the acquisition of QTI in June 2007, supported QTI and other Intertek sites within the Pharmaceutical
Business Stream and OCA division
o Worked directly with the VP responsible for the Pharmaceutical Business Stream
• Employee relations and communications
o Partners with and coaches management to resolve employee relations issues
o Acts as an advocate for employees
o Partners with HR and management in the communication of corporate programs, policies and initiatives
o Conducts investigations, reports findings, and makes recommendations
o Acts as a lead in mergers & acquisitions, by participating in due diligence and integration
• Responsible for the recruitment of professional exempt and non-exempt employees (scientific/technical, engineering,
business, managerial, & administrative positions), including ad creation/placement, networking, attending job fairs,
interviewing, and selection
o Utilizes online recruiting sources to post positions and search resume databases
o Manages the immigration processes for candidates and employees
• Assures compliance with federal, state and local laws and regulations, and company policies
• Manages new hire, performance management, compensation, and termination procedures
• Monthly reporting of HR information of QTI site for monthly report for site and corporate management
• Maintains a proactive approach in protecting the company by minimizing risk
• Selected accomplishments
o Completed 401(k) rollover and plan termination for QTI plan
o Implemented Fast Track program to improve employee retention, led to a 33% reduction in turnover
o Selected to participate in alignment of divisional policies and programs
o Reviewed job descriptions from an acquisition, determining FLSA status, and recommended status changes
and actions
Barry M. Rudner, PHR
Quantitative Technologies, Inc. Whitehouse, NJ
Associate Director, Human Resources & Administration
July 2006 – May 2007 (Quantitative Technologies, Inc. (QTI) was acquired by Intertek Group plc in June 2007)
• Develop and implement HR strategies and programs supporting laboratory, QA, administrative, accounting, IT,
business development and executive management
o Manage, update and analyze the compensation and performance management programs
o Benefit plan design and management, including vendor management
o Responsible for planning, creating and delivering personnel and management training programs
• Responsible for the recruitment of professional exempt and non-exempt employees (scientific/technical, business,
managerial, & administrative positions), including ad creation/placement, networking, attending job fairs,
interviewing, and selection
o Utilize an applicant tracking system (ATS) and online recruiting sources to post positions and search resume
databases
o Select and manage relationships with external recruiters
• Address and investigate employee concerns, such as harassment and discrimination claims, and recommend courses
of action to resolve such issues; coaches employees and management to resolve employment issues
• Management of HRIS, employee files, job descriptions, CV’s and company organization chart; work with executive
management on organization design changes
• Responsible for planning, creating and coordinating training programs
• Ensures company compliance with personnel laws and policies by maintaining Employee Handbook and HR policies
• Supervision of Administration and Sample Management staff and operations, including project management and
budgeting
• Reported directly to the company President
• Selected accomplishments
o Responsible for HR component of due diligence prior to acquisition
o Prepared acquisition communication and presentation for employees
o Completed integration of employee payroll, benefits and records with Intertek HR and benefit programs
Evonik (f/k/a Degussa Corporation) Parsippany, NJ
Human Resources Generalist
October 2005 – July 2006
• Provided HR support to corporate shared services groups, analytical laboratories and manufacturing sites in NJ & NY
• Responsible for the recruitment of professional exempt and non-exempt employees, including ad
creation/placement, interviewing, and selection
o Utilized an applicant tracking system (ATS) and online recruiting sources to post positions and search
resume databases
o Utilized external recruiting resources
• Maintained, tracked and reported employee information and payroll changes through HRIS (ADP Enterprise)
• Prepared and delivered anti-harassment awareness training; conducted new hire orientation, exit interviews, and
termination procedures
• Addressed and resolved employee relations issues, policy questions, and benefits problems
• Administered domestic relocation and company leave programs
• Assisted with international assignments and the administration of the Affirmative Action Program
• Mentored a junior-level HR Associate
Barry M. Rudner, PHR
Quantitative Technologies, Inc. Whitehouse, NJ
Human Resources Manager
July 1996 – September 2005
• Ensure company HR policies, procedures and documentation were current, compliant, and communicated
o Maintain current knowledge of federal, state and other employment laws
o Responsible for compliance with cGMP FDA regulations for personnel
• Responsible for the recruitment of professional exempt and non-exempt employees (scientific/technical, managerial,
& administrative positions), including ad creation/placement, networking, attending job fairs, interviewing, and
selection
o Utilize an applicant tracking system (ATS) and online recruiting sources to post positions and search resume
databases
o Select and manage external recruiting resources
• Managed employee information
o HRIS (ADP, G.Neil), job descriptions CV’s, and organization chart
o HR performance, metrics and reports
• Managed benefit plans and compensation programs, including COBRA and HIPAA
• Employee Relations
o Handled employee, supervisor and management concerns with tact and confidence
o Investigated situations and make recommendations and decisions
• Responsible for planning, creating and coordinating training programs and company events
o Prepared and executed new employee orientation and retention programs, and termination procedures
• Evaluated, selected and managed vendors
• Prepared and maintained the annual HR budget
• Contributor and editorial board member of company newsletter
• Supervised and coordinated the activities of junior HR and administrative personnel
• Reported directly to the company President and CFO
• Selected accomplishments
o Implemented ATS and company career page
o Instituted Compensation, Bonus and Performance Management Programs
o Established Employee Recognition Program and the Employee Activities Committee
Rhône-Poulenc Paris, France
Human Resources Intern
Summer 1995
• Analyzed Hay Point System data in relation to employee grades. Prepared report, presentation, spreadsheets, and
charts.
• Updated benefit plan database.
ACADEMIC BACKGROUND
Lawrenceville, NJ 1992 – 1996
Rider University
• B.S. in Business Administration (double major), summa cum laude
o Human Resources Management
o Management and Organizational Behavior
• Scholarships & Awards: Edward J. Bloustein Scholarship (4 years), Rider Full Tuition scholarship (4 years), Leon L. Levy
Memorial Scholarship, Edward M. Durkin Prize, and Dean's List (all 8 semesters)
• Honor Societies: Beta Gamma Sigma (ΒΓΣ), Sigma Iota Epsilon (ΣΙΕ), and Alpha Lambda Delta (ΑΛΔ)
• Zeta Beta Tau (ΖΒΤ, Social Fraternity): House Treasurer, Executive Board member, and Assistant Chapter Advisor
PROFESSIONAL CERTIFICATIONS & AFFILIATIONS
Professional in Human Resources (PHR), since May 2001
•
o Maintain PHR certification through continuing education, memberships, and on-the-job experience
Certification: Human Resources Professional Development (Spring 2001)
•
o Fairleigh Dickinson University, Madison, NJ
Society for Human Resources Management
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SHRM of Central NJ
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REFERENCES AVAILABLE UPON REQUEST
Contact this candidate