Management Training
Resume:
Dennise
E.
Tapia
**L
Central
Avenue
Montclair,
New
Jersey
07042
Email:
************@*****.***
Cell:
SUMMARY
OF
QUALIFICATIONS
• Ability
to
drive
organizational
change
and
employee
engagement.
• Strong
competency
in
notion
of
“HR
as
Business
Partner”.
• Experience
in
both
mid
to
large
size
companies
(from
200
–
4,500
employees).
• Demonstrated
capabilities
to
develop
leadership
and
drive
a
high
performing
culture.
• Ability
to
align
and
influence
stakeholders.
• Comfortable
with
making
decisions
and
taking
calculated
risks
even
when
there
is
ambiguity.
• Strong
knowledge
and
experience
with
investigative/interviewing
techniques
for
employee relations
matters.
• Ability
to
approach
problem
solving
with
tact
and
diplomacy.
• Broad
knowledge
of
all
HR
disciplines
(Compensation
and
Benefits,
Staffing,
Org
Development, Risk
Management,
Succession
Planning,
Talent
Management,
Employee
Law
etc.).
• Knowledge
of
both
US
(federal
and
state)
and
European
employment
laws
and
their
practical application.
• Ability
to
align
HR
to
the
commercial
business
(sales,
marketing).
Ability
to
develop
sales commission
plans
that
align
to
strategic
growth
plans.
• Knowledge
of
various
Human
Resources
Systems
(PeopleSoft,
SAP,
Infinium)
• Bilingual
English/Spanish
(fluent)
• Experience
working
in
multi- national
organizations PROFESSIONAL
HISTORY
Ferrari-
North
America 01/2016
-
present Head
of
Human
Resources
Lead
the
design
and
delivery
of
Human
Resources
policies,
programs
and
practices
for
3
business
lines; Ferrari
North
America,
Ferrari
Financial
Services,
the
New
York
Showroom
and
four
Retail
Stores.
This includes
planning,
organizing,
developing,
implementing,
coordinating
and
directing
all
functions
of Human
Resources
and
Payroll.
Business
partner
to
the
CEO
and
his
executive
staff,
providing consulting
support
and
ensuring
that
business
strategies
align
with
people
strategies. Key
Duties
and
Responsibilities:
• Lead
process
improvements
to
enable
the
company
to
deliver
with
speed,
remain
agile
and respond
effectively
to
people
matters
impacting
business
needs.
• Provide
ongoing
development
and
overall
support
to
leaders
and
employees
on
aspects
of organizational
effectiveness
including;
hiring
selection,
employee
relations,
performance management
and
employee
development
• Effectively
resolve
all
employee
relations
issues
within
their
area
of
responsibility
in
partnership with
leaders
• Manage
all
matters
related
to;
Employee
Development,
Workforce
Development,
Employee Experience
and
Engagement,
Organization
Development
and
Change
Management
• Strategically
manage
careers
on
an
individual
basis
by
building
development
plans,
defining training
opportunities
and
assisting
with
the
Performance
Appraisal
process
for
personal
and professional
growth.
Ensure
that
salary
is
equitable
based
on
internal,
and
market
data. Succession
Planning:
Prepare
and
contribute
to
the
Talent
Review
process
by
developing collective
succession
plans
and
leading
calibration
session,
in
conjunction
with
leaders.
• Develop
the
vision
for
employee
engagement
and
culture
initiatives
across
the
region
• Stay
abreast
of
changes
in
the
industry,
laws
and
regulations;
reviewing
and
updating employment
policies
and
record
keeping
as
necessary
to
ensure
compliance.
• Advise
and
assist
management
with
employee
issues
and
Company
policies,
local,
state,
and federal
employment
laws,
fair
employment
practices,
and
compensation
and
benefits.
• Oversee
payroll
administration
for
all
Companies
to
ensure
compliance
with
government regulations
and
Company
policy
and
procedures.
• Manage
budget
for
Human
Resources
North
America.
• Interface
with
Ferrari
S.p.A.
with
regards
to
headcount,
hires
and
terminations
and
submission of
reports
on
an
on- going
basis.
• Manage
and
respond
to
all
employee
related
legal
matters
pertaining
to;
discrimination
claims, wage
claims,
employment
separation
dispute
claims
and
related
external
and
internal investigations.
• Coordinate
employee
separations
and
exit
documentation.
• Utilize
analytics
and
data
to
improve
efficiency
and
enhance
collaboration
with
the
business.
• Confer
with
management
to
determine
training
and
development
needs
and
develop
long- range programs
accordingly.
• Maintain
and
review
vendor
relationships,
as
well
as
outsourcing
needs.
• Serve
as
a
member
of
the
FNA
Benefits
Committee.
• Work
with
Ferrari
S.p.A.
with
regards
to
transfers
of
employees
to
and
from
the
United
States on
all
matters
of
immigration.
• Work
with
outside
immigration
attorney
to
obtain
work
Visas
for
Expatriates.
Assist
expatriates with
all
matters
of
relocation
and
obtaining
required
documentation
for
working
in
the
United States.
• Manage
all
HR
integrated
system
initiatives
for
the
region,
in
collaboration
with
HR
Partners
at Ferrari
SpA.
• Direct
and
oversee
the
STD/LTD
(medical
leave)
programs
and
worker’s
compensation
claims.
• Develop
employee
experience
programs
that
incorporate
charitable
components.
Assist
HQ leadership
in
raising
social
consciousness
awareness.
• Assist
the
President/CEO
of
Ferrari
North
America
with
company
projects
as
required. Argo
TurboServe 12/2014
–
01/2016
International
HR
Director
Argo
Turboserve
Corporation
(ATC),
is
a
progressive
Supply
Chain
Management
company.
In
this
role
I
am responsible
for
the
strategic
Human
Resources
planning
and
support
of
a
global
business
with
presence
in Europe,
Asia
Pacific,
Latin
America
and
the
US.
My
responsibilities
include:
•Partner
with
employees
and
management
to
communicate
various
Human
Resources
policies, procedures,
laws,
standards
and
regulations.
•Review
and
benchmark
the
internal
and
external
environment
to
improve
the
HR
policies
and initiatives
to
enhance
overall
business
performance.
•Respond
to
employee
relation
issues
such
as
employee
complaints,
allegations,
and
other
work
place concerns
in
conflict
with
ATC’s
Human
Resource
Policies
and
Programs.
•Contribute
to
the
division’s
business
strategy
by
helping
identify,
prioritize,
and
build
organizational capabilities,
behaviors,
structures,
and
processes.
•Work
with
division
leadership
on
the
identification
and
implementation
of
appropriate
learning
plans utilizing
necessary
interventions
for
all
employees.
•Conduct
exit
interviews
and
analyzes
turnover
data,
proactively
making
recommendations
to
the management
team
for
corrective
action
and
continuous
improvement.
•
Develop
people
processes
where
the
regional
business
lacks
HR
structure
in
India,
Italy,
Belgium, China.
•Partner
with
the
assigned
recruitment
function
and
management
in
effort
to
effectively
interview
and on- board
candidates
into
the
organization. Schratter
Foods,
Inc
2/09
–9/2014
Human
Resources
Director
US
Subsidiary
of
a
5B
Euro,
4,400
employee
worldwide
French
Owned
Global
Specialty
Foods
Group.
Responsible for
275
US
based
employees
at
a
subsidiary
with
revenues
of
$250M
USD.
Support
Operations/Supply
Chain, Sales,
Marketing,
Finance,
IT
and
Sr.
Management
Leadership
teams.
• Responsible
for
the
start
up
of
the
Human
Resources
department
and
all
functional
areas
(Recruiting,
Performance
Management,
Payroll,
Benefits
administration,
Training
and Development
and
Business
Partnering).
• As
part
of
the
company’s
Executive
team
I
provide
HR
recommendations
that
align
with
the company’s
strategic
short
and
long- term
objectives.
As
a
strategic
business
partner
to
the business,
my
HR
competencies
enable
me
to:
Be
a
Talent
Manager,
Business
Ally,
Operational Executor,
Cultural
Change
Agent,
Credible
Activist
and
Strategic
Architect.
• Plan,
organize
and
direct
the
activities
of
the
Human
Resources
department,
including recruitment
and
selection,
classification
and
compensation,
employee
benefits,
health
and safety,
organizational
development
and
training,
payroll,
affirmative
action,
and
risk management.
• Oversee
and
direct
the
development
and
administration
of
the
Human
Resources
Department’s annual
budget.
• Lead
Human
Resources
practices
and
objectives
that
provide
an
employee-
oriented,
high performance
culture.
• Ensure
legal
compliance
by
monitoring
and
implementing
applicable
human
resource
federal and
state
requirements;
conducting
investigations;
maintaining
records
and
represent
the organization
at
necessary
hearings
• Conduct
training
needs
analysis
and
design
and
implement
training
plans
with
input
from business
leaders.
Manage
cost
of
training
vs.
budget.
• Advise
and
coach
line
managers
on
people
issues
such
as
managing
change
and
supporting
a positive
work
environment.
This
includes
performance
management
(performance
issues,
the grievance
and
disciplinary
processes
and
terminations,
etc.),
staffing
plans,
key
selection decisions
and
strategies,
compensation
plans
and
other
issues.
• Manage
HR
staff
in
responding
to
employee
questions
on
employment
and
compliance
issues
(e.g.,
wage/hour,
leaves,
reasonable
accommodations,
LOA,
WC,
401K).
• Provide
hands
on
guidance,
leadership
and
assistance
to
managers
during
any
adverse employment
action.
• Work
with
corporate
counsel
on
all
legal
employment
related
matters,
and
conduct employment
related
investigations.
Assist
corporate
counsel
in
coordinating
any
employment related
proceedings.
• Worked
with
management
teams
on
succession
plans
and
talent
management
systems
that ensured
talent
continuity.
• Act
as
401K
plan
fiduciary
in
all
plan
administration
procedures.
• Partnered
closely
with
CFO
to
align
HR
activity
to
organizational
financial
objectives
(labor
costs, training
and
development
costs,
sales
commission
plans
etc.)
• Worked
closely
with
the
finance
team
on
implementation
of
costs
savings
opportunities throughout
the
organization.
Developed
KPI
metrics
that
enabled
accountability. Unitech
(Lockheed
Martin)
10/07
–
1/09 Human
Resources
Manager
$5M
Government
Contracting
Organization.
Responsible
for
200
employees
across
the
nation.
• A strategic consultant to
management, providing human resources expertise in implementing business initiatives and determining essential tactical human resource elements. Identified human
resources
issues
and
solutions
to
business
problems,
ensuring
the
design
and
delivery
of human
resources
products
and
services
meet
the
needs
of
the
business
• Participated in the development and implementation of human resources policies, processes and programs, including but not limited to: assimilation of new employees, performance management, organizational development, employee recognition, learning and development and
the
annual
talent
and
compensation
review
process
• Managed
the
day- to- day
operational
aspects
of
human
resources
issues,
including
responding
to emergencies.
• Counseled employees on various issues (performance issues and terminations, etc.) while maintaining
an
employer
advocacy
role.
• Partnered with other HR Business Partners to ensure cross- utilization of information and projects.
• Maintained
organizational
staff
by
establishing
a
recruiting,
testing,
and
interviewing
program; counseling managers on candidate selection; conducting and analyzing exit interviews and recommending
changes
where
necessary.
• Ensured
planning,
monitoring,
and
appraisal
of
employee
work
results
by
training
managers
to coach
and
discipline
employees;
scheduling
management
conferences
with
employees;
hearing and
resolving
employee
grievances;
and
counseling
employees
and
supervisors. Curascript
Pharmacy
(An
ExpressScripts
Company)
07/06
–
10/07 Human
Resources
Generalist
Fortune
100
$6B
pharmacy
benefits
management
company.
In
this
role
I
supported
pharmacy
staff,
VP
Sales
and IT,
Marketing,
Supply
Chain
and
Finance
Organizations
• Independently
provided
leadership
and
support
to
managers
and
employees
in
client
base
in
the areas of performance counseling, employee retention, policy interpretation and implementation, conflict resolution, legal/contractual requirements, and managing cultural integration.
• Built and maintained effective collaborative relationships with the management team of assigned
client
groups.
Proactively
identify
issues
before
they
affect
productivity
and
turnover. Develop
subject
matter
expertise
in
assigned
business
groups.
• Assisted
management in
determining
the
appropriate
compensation for individuals,
both
new hires
and
existing
employees.
• Provided
analytical
information
that
looks
at
both
internal
equity
and
external
benchmark
data.
• Understand business cycles and staffing needs of the organization, involved in the selection process, conduct interviews, and counsel line
managers in final selections, compensation and the
recruitment
process.
• Ensured
compliance
with
laws
and
regulations
as
appropriate
and
act
as
the
point
of
contact.
• Responsible
for
risk
management
related
to
employee
practices/situations.
• Fulfilled
consultant
role
to
Senior
Management
and
managers
for
critical
HR
issues.
• Conducted
new
employee
orientation
training
and
other
training
courses
aligned
with
generalist activity.
• Independently
manage
or
participate
in
projects
as
assigned
by
HR
Director. Cytec
Industries
4/2003
–
4/2005
Human
Resources
Business
Partner
Global
Specialty
Chemicals
Manufacturer.
3B
USD
Global
Company
with
offices
and
employees
throughout
all continents N. America, S. America, Europe, Asia Pacific. In this role I was the corporate HR Business Partner responsible for rolling out through the regions all corporate HR initiatives while showing cultural sensitivity across
all
nations.
Supported
Global
Business
leaders
in
Operations,
Supply
Chain,
and
Procurement.
• Provided
day- to- day
human
resources
support
and
counsel
to
a
business
unit
and/or
functional group
covering
many
or
most
of
the
following
areas:
recruiting,
compensation,
benefits, training,
and
employee
relations.
• Educated
management
on
managing
human
capital
through
performance
plans
that
effectively focus
on
objectives
for
improved
business
results.
• Attended
and
participated
in
senior
management
meetings
to
provide
advice
and
guidance
on the
interpretation
of
personnel
policies
as
they
relate
to
individuals
and
business
unit
or department
objectives
• Partnered
with
managers
to
identify,
assess
and
validate
high
potential
talent.
Facilitated appropriate
development
opportunities
for
high
potentials.
• Advised
business
unit
management
on
how
to
best
handle
employee
relations
issues. Managed
and
analyzed
budgeted
positions,
actual
payroll
headcount,
newly
allocated
positions, and
vacant
positions
to
determine
hiring
needs,
in- house
resources,
attrition
rate,
and redeployment
options.
• Developed
and
administered
Sales
Incentive
and
Research
and
Development
Incentive
plans
for the
business
unit
to
maximize
utilization
of
available
resources.
• Assisted
with
the
staffing
and
recruiting
for
key
strategic
hires
at
all
organizational
levels
of
the business.
• Assisted
management
with
job
posting,
interviewing
of
candidates
and
the
final
candidate selection
process.
• Implemented
global
training
programs
(Safety,
Respectful
Workforce,
Performance Management
etc.).
Regions
supported
included;
Asia
Pacific,
Europe
and
Latin
America
• Spearheaded
planning,
development,
and
implementation
of
competitive
global
compensation and
benefits
programs
that
support
organizational
objectives.
• Responsible
for
developing
influential
partnerships
at
the
Leadership
level
(Vice
President, President)
while
continuously
driving
the
philosophy
of
“HR
as
a
Business
Partner”.
• Monitored
emerging
business
opportunities
and
risks
in
order
to
determine
HR
implications BearingPoint
Inc.
Business
Services
Consulting
(Formerly
KPMG
Consulting).
5/1999
-
1/2003 Human
Resources
Generalist
KPMG
is
a
global
professional
services
organization
with
presence
across
the
globe.
In
this
role
supported
all functional
teams
(Finance,
Accounting,
Marketing,
Call
Centers).
• Responsible
for
the
day- to- day
administration
and
implementation
of
HR
policies
and
initiatives that
sustained
the
business.
Supported
groups
in
Finance,
Sales,
Customer
Service,
Marketing and
Technology
and
Customer
Call
Center).
• Implemented
all
Performance
Management
and
Compensation
Planning
during
annual
review process.
• Assisted
management
in
all
fact
finding
as
it
related
to
employee
relations
matters.
• Performed
HR
analytics
and
reporting
as
needed
for
management
team.
• Supported
staffing
and
recruiting
efforts
for
assigned
teams.
• Interpreted
and
coached
on
all
HR
and
company
policies
and
procedures
while
providing expertise
on
employment
law.
• Conduct
new
hire
orientation
and
exit
interviews
as
needed
• Assisted
corporate
training
teams
with
all
training
and
development
initiatives
for
my
assigned team
PROFESSIONAL
DEVELOPMENT
University
of
Denver
–Master’s
Degree-
Strategic
Global
HR
- 6/2015 Montclair
State
University-
Bachelor's
Degree- 12/1998 HR
Generalist
Certification
from
the
Society
of
Human
Resource
Management
Contact this candidate