Experienced HR Leader

Jerry S. Freed

Ramsey, NJ ***** ***.***.****mailto:

********@*****.*** linkedin.com/in/jerry-freed-srdirectorhr

Senior Director Human Resources Business Partner

Results Oriented Trusted Advisor Change Agent

Leverage deep business and technical acumen to drive human capital management solutions and achieve strategic goals. Attract and retain critical talent in competitive markets, building cultures with high employee performance and morale. Collaborative thought leader with consultative style recognized for seamlessly managing multiple assignments, quickly adapting to changing priorities, and making sound decisions in fast paced environment. Emotionally intelligent and continuous learner fostering environment of trust, inclusiveness and accountability.

Areas of Expertise:

Business Transformation

Employee Relations

Compensation

Leadership Development / Coaching

Performance Management

Talent Acquisition / Pipeline Planning

Organizational Development

Assessments

Professional Experience

ADP, Roseland / Florham Park, NJ

Senior Director / Director Human Resources 2007 – 11/30/2018

Manage HR for $520M inside sales and marketing business unit with 1760 associates and for $445M small business services sales business unit with 2500 associates. Plan, direct, and deliver corporate and customized HR solutions in support of business unit, divisional, and regional objectives. Manage administration of key compensation programs. Implement all aspects of talent management, including assessment, succession planning strategies, and critical talent management tools. Provide counsel and direction for complex / high-exposure employee relations cases in concert with corporate employment law services. Orchestrate and deliver organizational development processes. Empower and guide 4 director-level HR business partners across different geographic locations.

Drove $5M strategic self-funded initiative, increasing leader and associate salaries in major metro geographies to achieve market competitiveness.

Created and implemented new reward structure for 1st year sales associates to recognize milestones and targets multiple times during 12-month cycle, accelerate ability to earn promotional opportunities by realigning requirements and resetting allowable timeframes; improved participation for 3 months by 55%; 6 months by 40%, and 12 months by 30%.

Reduced spans of control 20%, improving operational efficiency while maintaining productivity and business results.

Steered establishment of key business transformation strategy for Inside Sales Center of Excellence to integrate 3 separate and distinct units, driving efficiency, creating synergies, and improving overall client experience.

Supervised restructure of exit survey data for retention and engagement purposes, utilizing analytics conceptualized design focused on specific BU challenges and revealing need for implementation of 1st year associate task force.

Jerry S. Freed ********@*****.*** Page Two

ADP (Continued)

Boosted associate retention by 10% through reengineering “rookie pay” (draw) and revising tiers to commission plans with creative reward solution.

Participated as active member of business unit’s Senior Management team, providing consultative and high leverage solutions to crucial human capital requirements.

Served in “advocate” role in support of clients regarding significant systemic concerns, making recommendations and implementing changes to corporate and / or division level policies, practices, and / or procedures.

Identified, developed, and initiated strategies at senior level, addressing human capital needs and driving business success.

Director / Human Resources Business Partner 2005 - 2007

Managed HR for 1K associates in Small Business Services / Insurance Services for Corporate and Technology and Sales clients. Directed and delivered corporate and customized HR solutions in support of business unit objectives. Managed 1 HR manager and 1 HR project specialist.

Spearheaded incentive program, improving client retention by 6% and generating $60M improvement to bottom line of business unit.

Improved bench strength 12% in partnership with CFO by conducting needs analysis, identifying gaps, and developing management training curriculum for finance associates to enrich career and talent development.

Executed Smart Shore Initiative (El Paso Texas).

oDirected business transformation project to establish smart shore location, increasing efficiency and creating scale. Identified 12 internal employees for relocation, exited 15 employees not included in project, and direct sourced additional resources on site of new location.

Additional Related Experience

ADP (Continued), Human Resources Manager, Retirement Services Human Resources Manager, Employer Service Group for Corporate and Technology clients.

BAE SYSTEMS, Wayne, NJ, Senior Human Resource Generalist

WELLS MANAGEMENT ASSOCIATES, Paramus, NJ, Area Manager / Technical Recruiter

Education

Master Business Administration (MBA), Manhattan College, Riverdale, NY

Bachelor Science - Business Administration (BSBA), Finance University of Rhode Island, Kingston, RI

Professional Development

Myers-Briggs Type Indicator, Center for Applications of Psychological Type (CAPT)

Diversity Training, Professional Development Group

Labor and Industrial Relations, Cornell

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