Manager Human Resources
Resume:
Mary Ellen Jordan
*** ****** **** **** ******, NJ 07052
973-***-**** ***********@*****.***
www.linkedin.com/in/maryellenjordan/
Summary
Human Resources Business Partner with expertise in Talent Management, Succession Planning, Employee Relations, and Performance
Management. Experienced in team effectiveness, benefits, compensation, training & development, policy & procedures and coaching.
Recognized for using strategic communication skills in creating and promoting key messaging to drive change, enhance employee
engagement, and align with corporate objectives.
Experience
DAIICHI SANKYO, INC., PARSIPPANY, NJ 2006-2013
Senior Human Resource Business Partner (2009-2013)
Promoted as HR Business Partner to support approximately 250 employees within assigned client groups (Medical Affairs, Public
Affairs, Compliance. Legal, Finance, IT, and HR). Developed business acumen within all assigned groups to better serve client and
understand business challenges and strategies. Supervised HR Intern.
Partnered with leadership team to provide management coaching, employee relations, performance management, and identification
of potential business issues. Served as a trusted advisor to participate and facilitate in issue resolution.
Developed and implemented HR Compliance Program to ensure HR department met various state and federal regulations (EEO,
Affirmative Action Plans, ERISA) as well as internal corporate policies. Met with legal and all HR specialty areas to determine
compliance areas and developed schedule for internal self-audits.
Consulted with clients to identify and address specific organizational issues, i.e. lack of effective team dynamics, cultural change
initiatives. Partnered with colleagues in Organizational Effectiveness and Leadership Development teams to tailor solutions to meet
client’s specific needs.
Collaborated with functional leaders on assessments/team reorganizations to ensure the structure and talent met the current and
future needs of the business. Developed and implemented change management strategies to maintain employee engagement and
productivity levels.
Coached and counseled managers in the resolution of employee relations issues to ensure consistency of application and reduce
litigation risk.
Partnered with client groups to identify annual Business Planning needs with regards to human capital, training or other
opportunities for change management initiatives.
Led cross-functional team that updated all HR policies to ensure adherence to regulations and reinforced company culture.
Human Resource Manager (2006-2009)
Recruited to provide HR support to the Corporate Office during a period of rapid growth with the employee populations expanding from
220 to approximately 600.
HR Generalist that coordinated recruiting, interview and compensation process as well as training & development for all levels.
BABIES R US, WAYNE, NJ 2000-2006
Regional Human Resource Manager (2004-2006)
Transferred to HR store support role to gain knowledge of retail operations for two districts with 24 stores and 1,300+ managers and
associates. Developed and implemented human resource programs and initiatives. Partnered with management to resolve performance
issues. Identified opportunities, created and implemented solutions to improve organizational effectiveness.
Developed and led communication and implementation strategy for the newly enhanced Code of Ethics and Ethics Hotline to ensure
compliance with Sarbanes-Oxley.
Selected to develop the roll-out plan to introduce and reinforce the new ‘create magic’ training program designed to change the
customer experience for 6,000 store employees.
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Conducted investigations on highly sensitive and confidential employee relations issues and made appropriate recommendations for
disciplinary actions.
Led Succession Planning discussions with Regional District Managers to identify high potential store management through
department supervisors and create individual development plans to ensure success.
Created plan to increase interactions of executives with store and corporate associates resulting in improved employee engagement.
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Resume: Mary Ellen Jordan
Senior Human Resource Manager (2000-2004)
Hired to provide Human Resources support to corporate clients. Responsible for creating and implementing HR initiatives for the entire
Babies R Us division. Trained HR colleagues in the corporate incentive programs. Managed 2 associates responsible for recruiting and
Leave of Absence administration.
Selected to develop all employee communication materials for the closing of the Kids R Us division.
Managed the quarterly and annual incentive compensation programs resulting in 100% reduction in errors.
Redesigned communications to reinforce and simplify the benefits open enrollment process resulting in 60% reduction in revisions
to employee’s benefits coverage. Developed ‘Benefits Fair’ for the entire HR team (150) to increase understanding of the benefits
package. Held lunch & learns across the organization.
Oversaw Leave of Absence administration to ensure compliance with federal/state laws and R Us policy resulting in a 75%
reduction in errors.
L-3 COMMUNICATIONS, TETERBORO, NJ 2000-2000
Senior Human Resource Manager
Hired to provide Human Resource support to defense manufacturing company of 500 employees. Coached employees and supervisors of
effective leadership competencies.
Wrote and implemented Flexible Work Arrangements Policy.
Introduced company events to recognize employees and increase employee engagement.
REVLON, NEW YORK, NY 1999-1999
Manager, Corporate Initiatives
Hired during time of major company financial instability. Directed and produced all strategic internal communications on a global basis
to support and enhance the corporate and social image of the company to its 14,000 employees.
Key member of Employee Communications Team that collaborated on the quarterly newsletter.
BELL ATLANTIC, NOW VERIZON, NEW YORK, NY 1985-1998
Senior Specialist (Senior Manager) – Human Resources (1996-1998)
Managed all aspects of purchasing department’s training curriculum with $250K annual budget and a 20% cost reduction per student.
Designed and implemented a Change Management Forum to support the VP Purchasing in the roll out of a new procurement model.
Onboarded new team members, increased employee engagements, and expedited buy-in.
Developed strategy to onboard the Bell Atlantic employees following the acquisition by NYNEX including the relocation/close of
the East Orange New Jersey Office.
Specialist (Manager) – Employment & Staffing (1994-1996)
Managed recruiting, testing, selection, salary negotiation and placement of new hires and internal candidates for 600 – 800 non-exempt
job vacancies on an annual basis. Managed administrative staff of 5 employees.
Developed, implemented and managed reasonable accommodation program in employment testing for individuals covered by ADA.
Awarded “Employer of the Year” from Lighthouse International for employment of visually impaired individuals.
Team recipient of the annual President’s Quality Award and finalist for annual Chairman’s Quality Award.
Specialist (Manager) – Human Resources (1990-1994)
Managed all aspects of the Employee Suggestion & Recognition Programs with a budget of $500K.
Developed marketing strategy for Suggestion program. Achieved savings of $14M within 2 years of implementation, increased
annual participation rate from 1% to 11% and improved annual suggestion adoption rate from 5% to 21%.
Team recipient of the annual President’s Quality Award and finalist for annual Chairman’s Quality Award.
Assistant Product Manager, Marketing (1988-1990)
Assistant Manager, Purchasing (1985-1988)
Education
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M.B.A. – Marketing, Fordham University
GPA 3.8; Beta Gamma Sigma Business Honor Society; Alpha Mu Alpha Marketing Honor Society
M.A. – Speech Pathology & Audiology, New York University
B.S. – Speech Pathology & Audiology, Boston University
Certificate in Human Resources Studies, Cornell University
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