Dennise

E.

Tapia

**L

Central

Avenue

Montclair,

New

Jersey

07042

Email:

ac6bdn@r.postjobfree.com

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