Human Resources Management

Rosemarie Milano

Email: *********@********.***

Address: ** ****** ***

City: Floral Park

State: NY

Zip: 11001

Country: USA

Phone: 516-***-****

Skill Level: Director

Salary Range: $150,000

Primary Skills/Experience:

See Resume

Educational Background:

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Job History / Details:

ROSEMARIE MILANO

47 Violet Avenue ~ Floral Park, New York 11001

516-***-**** (Cellular)

*********@********.***

HUMAN RESOURCES LEADER

Strategic, accomplished, versatile Human Resources Leader with demonstrated achievement in managing human resources and operational initiatives that support strategic business results and link human assets to business outcomes for several multibillion dollar worldwide service corporations across multiple sites and locations.

Expertise in all generalist human resources areas including the design of Performance Management Systems geared to Corporate Objectives, Talent Management, Succession Planning, Rewards and Recognition Programs, Career Development and Enhancement Programs, as well as Effective Employee Relations and Labor Relations Practices. Brings a strong work ethic, dedication to excellence, attention to detail and effective communication and problem solving skills to every job. Enjoys managing staff and earns respect through fair and professional interactions, and has also designed programs and activities that have resulted in best practices across the organization.

CORE COMPETENCIES

* Management and Development of Staff * Team Building

* Succession Planning * HRIS Implementation

* Recruitment * Strategic Planning & Leadership

* Employee and Labor Relations * Legal and Compliance Issues

PROFESSIONAL EXPERIENCE

WIDEX USA, Inc., Long Island City, New York 2011 - 2012

One of the world's most respected manufacturers of hearing instruments

Senior Director Human Resources

* Reported to the President and provided overall strategic leadership to the company for HR initiatives; recruitment, compensation, benefits, training and employee relations.

* Worked closely with executive team to ensure alignment with the overall mission and strategy.

* Ensured policies, procedures and HR programs were consistently administered and aligned with organizational goals, and were in compliance with professional standards, state and federal regulatory requirements and employment laws.

JETBLUE AIRWAYS, Forest Hills, New York 2007 - 2011

$3.5 billion dollar organization with over 13,500 employees

Director Human Resources

* Developed and maintained effective working relationships throughout the organization, (67 cities both domestic and international) ensuring effective communication and implementation regarding all HR led activities, processes and initiatives.

* Conducted monthly Succession Planning strategies with Senior Leaders.

* Directly supervised and developed 4 HR Managers and 3 HR professionals.

* Improved operations and morale through project focused on career pathing and succession planning of leadership talent.

* Developed and maintained effective performance evaluation and merit review programs.

* Set the strategic direction for human resources, planning and administering comprehensive human resource processes and services designed to meet the airline`s current and future needs.

* Developed and integrated strategic human resources plans to support the vision, mission, strategies, key success indicators and the organization`s culture.

* Extensive Employee Relations interactions.

* Guided the creation and documentation of HR Talent Management processes.

NORTH SHORE-LIJ HEALTH SYSTEM, Lake Success, New York 2004 - 2007

$4 billion dollar organization and the largest employer on Long Island, with over 38,000 employees

Regional Chief Human Resources Officer

* Was responsible for all Human Resources related functions for over 21,000 employees.

* Launched a targeted succession planning strategy for top performers throughout the company.

* Oversaw 17 separate business locations and had direct oversight for 6 HR Directors.

* Had indirect oversight for 16 HR professionals; whereas 3 of them were promoted to HR Directors.

* Participated in corporate strategic planning, design and implementation.

* Was responsible for the strategic alignment of the HR departments` goals with the company`s strategic objectives.

* Designed, developed and implemented a new Performance Management Program for all levels of the organization.

* Developed and implemented HR policies, procedures and initiatives throughout the business. .

* Provided leadership to the executive and management teams on execution of the business`s strategic HR goals and outcomes at their locations.

* Participated in 9 different labor negotiations for Collective Bargaining Agreements

WHITSONS, Huntington Station, New York 1996 - 2004

Food service management organization with over 2,500 employees

Vice President Human Resources / Operations

* Established and implemented a company-wide performance management system based on corporate culture, vision and values. This included developing salary grades, based on performance, career development strategies, and all training and succession planning programs.

* Managed and developed an HR staff of 6 professionals.

* Structured the Human Resources function and formulated an annual Human Resources Business Plan.

* Reduced the risk of Litigation by designing, developing and implementing a guide for all managers to use when addressing employee performance issues, as well as progressive corrective action initiatives which provided a fair and equitable working environment for all employees.

* Oversaw all employment, compensation & benefits, employee/labor relations, recruitment, training, safety and payroll functions.

* Wrote or revised all policies and procedures and Employee Handbook, redesigned employment application and other forms; implemented thorough and accurate employee records and documentation of disciplinary actions and terminations.

* Recruited professional and executive staff; implemented an employee referral incentive program.

* Initiated organization wide training program; taught courses for managers and hourly team members including: Performance Management, Targeted Selection, Supervising to Achieve Results, Prevention of Sexual Harassment, and Career Architect.

* Managed fifteen labor agreements and oversaw grievance resolutions.

* Brought organization into compliance with FMLA, COBRA, wage & hour, and other employment laws.

* Developed a company-wide safety program; analyzed workers compensation claims.

ARAMARK CORPORATION, Philadelphia, Pennsylvania 1992 - 1996

A global leader in providing award-winning management services.

Regional Human Resources Manager

* Oversaw all HR functions for 54 separate healthcare locations in the Northeast Region.

* Interacted with client representatives, directors, managers, and human resources professionals to ensure human resource compliance.

* Implemented progressive disciplinary policies, procedures and documentation as well as all of their training initiatives for the Northeast region.

EDUCATION

BREYER STATE UNIVERSITY

Masters of Business Administration - Human Resources Management

QUEENS COLLEGE OF THE CITY UNIVERSITY OF NEW YORK

Bachelor of Arts

CORNELL UNIVERSITY, SCHOOL OF INDUSTRIAL AND LABOR RELATIONS

Studies in Talent Management Certificate

Studies in Proactive Leadership Certificate

Studies in Human Resources Certificate

CORNELL UNIVERSITY, JOHNSON GRADUATE SCHOOL OF MANAGEMENT

Executive Leadership Certificate

PENNSYLVANIA STATE UNIVERSITY, SMEAL COLLEGE OF BUSINESS ADMINISTRATION

Executive Management Program (An Emphasis on Growth)

PROFESSIONAL ASSOCIATIONS

Employment Management Association

Society for Human Resource Management

American Society for Training and Development

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