Management Human Resources
Resume:
SHARON LONTOC
Hainesport, NJ ****6
******@*******.***
PROFESSIONAL SUMMARY
Human Resource Professional with extensive experience in varying industries that are fast paced and fluid. Proven ability to be
tactical and results oriented while maintaining a strategic perspective. Successful track record of interfacing cross functionally
and at all levels within the organization. Exceptional client focus. Consistently achieve highest performance ratings and client
evaluation scores. A trusted advisor with high integrity.
KEY COMPETENCIES
Employee Relations Project Management Training & Development
Recruitment
Needs Assessment & Analysis
Performance Management Coaching and Advising
Strategic Planning & Execution
Process and Metrics Development
Highly Responsive & Collaborative
Corporate Change Management
Compensation
PROFESSIONAL EXPERIENCE
MERRILL LYNCH, Hopewell, New Jersey • 2002-Present
One of the world’s premier providers of wealth management, securities trading and sales, corporate finance, and investment
banking services staffed by over 60,000 professionals in 40 countries.
Vice President, Employee Relations
Lead for the Hopewell based Employee Relations team responsible for accurate fact finding, advice, and counsel regarding
various Human Resource management and employment law issues. Case issues ranged from performance counseling and
assessment of corrective action and discharge decisions to more complex potential legal issues of discrimination, harassment,
and retaliation. Client base of 15,000 home office and field employees.
• Managed approximately 300 cases annually ranging from performance counseling to highly complex or sensitive issues
with less than 5% of cases reopened. Case management involved interviewing, investigating all relevant facts and
documentation, recommending action based upon policy, practice and the law as well as writing case summaries as needed.
Collaborate with internal resources to ensure best possible case resolution.
• Draft responses to attorney demand letters and position statements for federal and state regulatory agencies regarding
Title VII, ADA, ADEA, Sarbanes-Oxley, FMLA and FLSA. Responsible for conducting investigations and litigation
(mediation and arbitration) representation for high level employee relations issues.
• Delivered 10% cost savings through effective coaching of managers regarding complex individual employee issues as
well as large-scale restructuring, outsourcing, and spin-off initiatives.
Lead the2008 divestiture and downsizing of business segments to improve profitability via: development of severance
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and communications plans, due diligence review, RFP evaluations, and stratagem for negotiations during strategic changes.
Developed and manage the firm’s first employee relations reporting metrics. Designed various reports for use by
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Human Resource senior management, Human Resource generalists and Office of General Counsel.
• Design and deliver training to address more common case issues within various businesses. Training includes
‘Behavior in the Workplace’ ‘Matter of Respect’ ‘Over the Line’ ‘Employee Relations for Managers’ and ‘Performance
Management’.
• Developed and administer employee relations environmental review process as preventative measure toward reducing
firm’s risk and assessing training and management coaching needs.
• Effectively communicate and interpret HR policies and practices for business clients.
• Spearheaded HR team overseeing five acquisitions responsible for HR integration and migration of over 10,000
RESUME OF SHARON LONTOC ● 3 SAILOR CT, HAINESPORT, NJ 08036 ● 609-***-****
employees.
• Interface with senior management on business integration as a result of Bank of America acquisition.
RESUME OF SHARON LONTOC ● 3 SAILOR CT, HAINESPORT, NJ 08036 ● 609-***-****
Vice President, Sr. Human Resources Business Partner
Serve as key business partner providing advice and counsel focused on talent management, employee relations, succession
planning, compensation, change management, business strategy implementation and organizational design, Diagnose client
needs and develop tailored solutions including implementation of corporate programs, policies and processes.
• Achieved 95% retention rate of high performers by identifying and implementing innovative retention strategies.
Created internal candidate base resulting in increased ability to locate high performing AVP to Director level employees for
career growth and advancement.
• Attained aggressive implementation schedule to define and implement a focused training and development strategy for
business clients encompassing a managerial training program to enhance effectiveness.
• Identify opportunities to increase organizational effectiveness via individual/team coaching/facilitation (i.e. increased
management competence, teamwork, career development, etc).
• Effectively coach Sr. Leadership through the Performance Management process. Support all Global/Corporate
Performance Management training initiatives. Counsel employees and managers on performance related issues. Review
performance appraisal documents - identify performance issues/developmental needs and partner with managers to develop
appropriate action plans.
• Provide guidance and support during the year-end compensation process to align the firm’s reward system with drivers for
success. Work closely with Compensation and Recruiting staff in determining new hire compensation packages. Consult,
interpret and make recommendations in regards to compensation using market data & internal data to business clients.
• Executive team member responsible for the design of a new HR operating model to meet the goals of the Firm’s new
shared-services strategy engaging in full life cycle process redesign resulting in World Class/Best in Class designation.
• Lead for US division of conversion of HR platform from Peoplesoft to ORACLE to ensure data integrity, training,
manager and employee direct access functionality.
• Strong communication and influencing skills required to clearly articulate the steps, risks and rewards related to building
your own business as a Financial Advisor within the infrastructure of a large firm. Candidates hired were attorneys,
accountants and other professionals that accepted substantial cuts in compensation for the first two years with the
possibility of high compensation once their business was built.
SARNOFF CORPORATION, Formerly RCA Laboratories, Princeton, New Jersey • 1999-2002
A wholly-owned subsidiary of SRI International, one of the world’s leading independent research and technology development
organizations focused on pharmaceuticals, medical devices and government contracts with consolidated revenue of $450M.
Manager, Strategic Staffing & Employee Relations
Managed staff of 7 and held responsibility for $4M budget. Drove improvement of business performance, organizational
processes, and staff relationships through recommendation of insightful strategies and deployment of effective solutions.
Installed flexible and value added HR processes and systems through development of short and long term business strategies.
Advised and counseled management in the areas of employee relations, staffing, immigration, training, performance and
termination.
• Cut department overhead expenses by 20% within first year.
• Delivered $1M cost savings through introduction of a resume tracking system, development and implementation of an
employee referral program, and identification of preferred vendors.
• Spearheaded recruitment of all Senior Management and Executive Teams for 2 Venture startups in addition to
overseeing 325 PhD level requisitions filled within a two year period.
• Provided Sr. Leadership with consulting services in organizational effectiveness, leadership development, talent review,
360 feedback, and succession planning. Conducted needs assessment and analysis.
• Responsible for the design, development and interpretation of Corporate level policies and programs to support business
objectives, reflect employee needs and values, and comply with statutory requirements.
• Partnered with Compensation to implement incentive-based plans for royalty and equity sharing. Oversaw the research
and analysis of executive total compensation programs to include Short & Long Term Incentives (STI & LTI).
Redesigned a traditional anniversary based merit system into a focal point merit system resulting in 15% savings.
• Chief AA/EEO officer responsible for developing, coordinating and monitoring the affirmative action plan and EEO
policies & programs. Responsible for complaints under Title VII, ADA, and ADEA. Oversaw all OFCCP, DOL, and
EEOC compliance reviews, audits, and report submissions.
• Managed the reduction-in-force process to include demographic review, ensuring fair treatment to affected employees
effectively avoiding costly wrongful termination litigation.
SOUTHWESTERN BELL COMMUNICATIONS, INC. (Currently AT&T) Wayne, Pennsylvania • 1997-1999
RESUME OF SHARON LONTOC ● 3 SAILOR CT, HAINESPORT, NJ 08036 ● 609-***-****
Recognized as the leading worldwide provider of communications services to businesses and leading U.S. provider of wireless,
high speed Internet access, local and long distance voice, and advertising services.
Sr. Human Resources Specialist
Responsible for employee relations, recruiting, and compensation support for 1,500 Engineering, IT, and Operations employees
in the Northeast. Overhauled Engineering/Operations department through development of new positions, consolidation and
elimination of existing positions while ensuring fair practices. Developed compensation strategies to align firm’s reward system
with drivers of success.
• Delivered 10% workforce reduction through reorganization of engineering and operations department without
compromising service, product, or digital rollout of wireless communications. Increased retention rate 25% through
implementation of Career ladders for engineering and operations department.
• Lead member of HR strategic team for the design & implementation of a HR Shared Services organization.
• Successfully defended a wide range of allegations to include: sexual harassment, attendance issues, performance
problems, discrimination, workplace violence, and substance abuse. Successful negotiation of settlements and responses to
legal actions resulting in significant cost savings.
• Saved 28% in annual recruitment costs by developing, planning and administering innovative recruiting initiatives.
Chaired global recruiting team to share ideas, reduce redundancy, and pool resources.
• Developed a strategic staffing action plan for all technical business units based on attrition, market trends, and newly
assigned business ventures which reduced the average time to fill by 22 days.
• Screened candidates based on their technical background and knowledge, administered on site interviews, and
negotiated offers of employment in regards to salary, sign on bonuses, stock options, and relocation.
LOCKHEED MARTIN CORPORATION, Moorestown, New Jersey • 1996-1997
Manufacturers of Maritime Systems and Sensors to provide surface, air, and undersea applications on more than 460 programs
for US Military and international customers.
Human Resources Specialist
Aided managers in identifying areas of immediate need and determining future trends within their department. Developed job
descriptions, processed applications, routed resumes, and conducted interviews. Assisted in various college recruiting events
conducted at the Moorestown facility, as well as recruiting events held abroad.
• Staffing experience to include: managerial, technical and skilled positions within varying engineering fields.
• Coordinated the recruitment process by developing job descriptions, processing applications, routing resumes, conducting
interviews, and assisting managers in identifying areas of immediate need as well as determining future trends within their
department.
NORFOLK SOUTHERN CORPORATION, Norfolk, Virginia • 1995-1996
Largest US based railroad corporation, operating approximately 21,000 route miles in 22 eastern states and the District of
Columbia, and servicing all major eastern seaboard ports.
Labor Relations Officer (Graduate Co-operative Education Student)
Developed company’s position on multiple issues before, during, and after union negotiations. Negotiated union contract
interpretation with union representatives & management. Successfully culminated union negotiations/contract interpretation
concerning bargaining units with union representatives & management.
• Researched and drafted submissions and exhibits to be presented before Pubic Law Boards (PLB) and the National Labor
Relations Board (NLRB) for arbitration including grievance processing and investigation resulting in an 85% award ratio in
favor of the carrier.
• Provided advice and guidance on administration of memorandums of agreements and letters of understanding, disciplinary
process and other labor relations matters.
• Developed database for ICC transactions, as well as a system to track awards related to the Signalman crafts.
EDUCATION
Master of Public Administration, Human Resources/Labor Relations - Old Dominion University
Bachelor of Science in Business Administration, HR Management - Christopher Newport University
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