Manager Human Resources

Janet Liegel

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

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

City: Cincinnati

State: OH

Zip: 45208

Country: USA

Phone: 513-***-****

Skill Level: Experienced

Salary Range: $80,000

Primary Skills/Experience:

See Resume

Educational Background:

See Resume

Job History / Details:

JANET LIEGEL, SPHR 3519 Saybrook Avenue Cincinnati, OH 45208

www.linkedin.com/in/janetliegel ********@*****.*** 513-***-****

HUMAN RESOURCES MANAGER

Highly knowledgeable and innovative HR Manager with extensive experience in employee relations, needs assessment, and organizational development. Industry-certified, with proven abilities in interviewing, analysis, and policy and procedure implementation. Demonstrated talents integrating and aligning corporate objectives with individual goals and aspirations. Outstanding success reducing operating costs, simplifying processes, increasing productivity through effective training, and enhancing employee engagement. Consistently valued contributor to senior leadership with strong program management capabilities.

Project Direction Strategic Planning Change Management Leadership & Teambuilding

Training & Development Applicant Screening Performance Evaluation Succession Planning Diversity & Inclusion

Ethics Investigations Regulatory Compliance Risk Mitigation Compensation & Benefits Administration

Computer Skills: HRIS/HRMS, SAP BW, Microsoft Office Suite

EXPERIENCE

Procter & Gamble (P&G) Cincinnati, OH 2000 to 2012

Progressed through series of positions with increasing responsibilities for world`s largest consumer packaged goods company;

#27 on Fortune 500 with nearly $84B in annual sales.

Senior HR Manager, Global Executive Compensation - 2010 to 2012

Presided over $300M annual incentive program for approximately 14K senior managers worldwide including -Preferences- program that controlled how incentive or added compensation was distributed (i.e. cash, stock options, or restricted stock units). Additionally oversaw 3 smaller perquisite programs for company`s top 40 executives: Deferred Compensation, Share Ownership, and Financial Counseling. Worked closely with personnel from administrative level to Group Presidents across numerous business units and organizations. Prepared detailed documentation for Board of Directors` Compensation Committee.

* Achieved 100% accuracy for perquisite programs and 99.8%+ accuracy of data entered by business unit contacts for annual incentive program; developed instructional materials and led 4 training sessions on data entry procedures.

* Performed comprehensive analysis of historical data; compiled information on Financial Counseling spending for top 40 executives (this had not been done since 2008) and collaborated with Financial Planners and Accounts Payable department to make process faster and more user friendly; revised Share Ownership initiative to expedite timing; and recommended elimination of salary option for Deferred Compensation program.

Senior HR Manager, Global Ethics & Compliance - 2007 to 2010

Earned promotion to senior position based on exemplary performance and proven HR mastery. Challenged to expand usage of corporate Incident Management System to monitor investigations and functioned as primary contact for vendor. Maintained -whistleblower- hotline and reviewed all incoming reports, escalating issues when necessary. Served as key partner to staff in HR, Global Security, Legal, Global Internal Audit, and Privacy departments.

* Spearheaded revitalization of investigation process in 2008 for top 14K managers; developed new training based on best practices on how to conduct investigations and facilitated instruction for 1.9K HR employees, leading to improved employee relations and increasing staff belief that potential violations would be dealt with in an appropriate and timely fashion by 12% on annual employee survey.

* Led renewal of Worldwide Business Conduct Manual (WBCM) from initial idea through deployment to all 127K global employees within one year, elevating industry expert`s rating from low -B- to -A- and receiving praise from CEO, who called project a -superb piece of work.-

* Enhanced new-hire WBCM training, resulting in 12K+ employees receiving instruction within 10 months.

* Expanded employee awareness of Incident Management System and -whistleblower- hotline, doubling percent of reports found to be true following investigation in one-year period.

* Successfully lobbied for inclusion of ethics component in core training curriculum and assessments.

HR Manager, Family Care Global Business Unit - 2004 to 2007

Chosen to advance into global role, delivering generalist support to Family Care Engineering organization of 300 people. Directed 2-day onboarding sessions, managed open job posting (OJP) process, administered annual Employee Sensing Survey for approximately 2K employees, and oversaw WBCM training. Served as key member of Administrative and Technical (A&T) Job Leveling Team and represented business unit on North America Employee Relations Network.

* Awarded Recognition Shares in honor of significant contributions.

* Boosted participation in Employee Sensing Survey by 51% and generated significant improvement in overall scores and credibility with staff.

* Strengthened senior leadership`s commitment to onboarding program and added new, relevant content to elevate average scores from 4 to 4.4 out of 5.

HR Manager, North America Market Development Organization (NA MDO) - 2001 to 2004

Transitioned to new generalist position with broadened responsibilities after 18 months as Associate HR Manager. Handled HR functions for ~200 employees in 4 organizations and supported 2 Directors and 3 Associate Directors.

* Guided strategy renewal session and designed integration process for ~100-person Marketing Purchases and Operations organization following conversion from 2 separate entities to single unit.

* Assisted managers in creation/implementation of 4 performance improvement plans.

* Instituted quarterly personnel reviews for Consumer Market Knowledge and Marketing Purchases and Operations organizations; developed format for tracking performance issues that was applied across NA MDO.

Additional Experience: Regional Career Services Specialist for Brown Mackie College, Cincinnati, OH; Associate HR Manager, NA MDO and various administrative roles for P&G, Cincinnati, OH and Minneapolis, MN

EDUCATION & PROFESSIONAL DEVELOPMENT

Bachelor of Liberal Arts in Business Administration, Xavier University, Cincinnati, OH

Summa Cum Laude; Alpha Sigma Nu Honor Society; 3.91 GPA

Member - Society for Human Resource Management (SHRM) since 2003

Senior Professional in Human Resources (SPHR) Certification (2013)

Certified Birkman Consultant (2012)

Completed coursework toward Certified Executive Compensation Professional designation (2011)

Certified Compliance and Ethics Professional (2009; now inactive)

Additional Training/Certifications through P&G: Employment Law (2009), Employee Relations (2007), Creating Highly Effective Teams (2005), HR Managing Business Accounts II (2003)

COMMUNITY INVOLVEMENT

Director, Project Every Girl (Volunteer) - Transitions, Cincinnati, OH (2012 - present)

Manage new sponsor program and newsletter database, distribute online merchandise sales, and complete other projects as needed for this non-profit organization.

Volunteer - The Life Learning Center, Covington, KY (2012 - present)

Developed comprehensive Job Placement Program; help members with resumes, applications, and interviewing during their job search; and assist with HR issues for this non-profit organization. Participated on Development Committee and sub-teams in 2012.

Mock Interviewer (Volunteer) - Cincinnati Works, Cincinnati, OH (2012 - present)

Assist members with interviewing skills for this non-profit organization.

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