RICHARD MANCINELLI

River Vale, NJ *****

ac89fo@r.postjobfree.com 201-***-**** (M)

SUMMARY

Senior executive with broad experience in all aspects of Human Resources. Strong leader with unique balance of vision, planning, strategy, analytical, development and interpersonal skills. Recognized as a change agent with demonstrated skills in:

Strategic Planning Employee Communication

Global Human Resources Talent Acquisition (Staffing) Executive Compensation Board of Directors Interaction Benchmarking/Best Practices/Metrics Building High Performing Teams Benefits Design and Administration Organization Design/Development Web-Based HRIS Tools Acquisitions/Integrations/Divestitures Succession Planning Executive and Employee Development PROFESSIONAL EXPERIENCE

ESSEX TECHNOLOGY GROUP, INC., Rochelle Park, NJ June 2017-Present IT based company offering Cloud, Cognitive, and Cybersecurity solutions delivered by a team of experienced technology and security experts, business consultants, and industry thought leaders to serve the evolving market with comprehensive, fully integrated solutions and services that help clients reach new levels of competitiveness.

Director, Head of Corporate Human Resources

Reporting to the President/CEO. Leading company-wide review of current HR platform to determine best in class delivery for leading the development and implementation of policies, practices and systems to support the business model that will contribute to the attainment of corporate and employee goals.

• Launched a company-wide Management Leadership & Development Program focusing on understanding work- style preferences and management styles for both the individual and their respective colleagues and direct reports, adaptation of work-style preferences to increase leadership effectiveness and creation of action plans for increasing leadership effectiveness in the areas of vision, alignment, and execution.

• Successfully negotiated an outsourced Recruitment Process Outsourcing (RPO) that has resulted in adding critical manpower, technical sourcing expertise and proprietary technology to our recruitment process without investing in full-time recruiters. This implementation has resulted in greater bandwidth to serve more clients, higher productivity and higher profitability by leveraging outsourced recruiters for lower margin on standalone business and focus more internal team on high-profit opportunities.

• Working with the President/CEO and the Senior Management Team to establish a compensation philosophy and confirm that all existing pay structures are consistent with market trend and our Competitors.

• Implemented a new HR Platform which included an HRIS system (ADP Workforce Now) for all employees which enhanced employee self-service and manager self-service functionality in the areas of payroll, benefits, recruitment, training, and compensation.

• Currently working on analysis to determine positioning of employer provided benefits and compensation in relation to competitors. Results will target company non-cash components to top quartile relative to market. PECKHAM INDUSTRIES, INC, New York, NY 2014-April 2017 Specialty manufacturing and construction based company offering a wide range of materials produced in hot mix asphalt plants, stone quarries, bulk asphalt terminals, ready mixed concrete plants and liquid plants to customers from New York City to Southern Vermont with revenues of $350 million and 600 employees in 7 states.

Director, Head of Corporate Human Resources

Reported to the President/CEO and led a Human Resources team of 8 that focused on providing effective human resources management practices that contributed to the attainment of corporate and employee goals.

• Successfully implemented a strategically aligned performance management process that included appraisals

(web-based), establishment of goals and objectives, succession planning and talent profiles for all management, sales, and related plant support positions.

• Worked with the President/CEO to establish a compensation philosophy and confirmed that all existing pay structures were consistent with that philosophy including the creation of pay grades and salary bands.

• Worked with Senior Management to develop an incentive compensation scheme for all sales positions and quality control technicians.

• Implemented a new HRIS system (PDS Vista) for all employees which enhanced employee self-service and manager self-service functionality in the areas of performance management, recruitment, training, and compensation.

• Lead Management Sponsor to improve employee communication company-wide. CORPORATE RESOURCE SERVICES, New York, NY 2011-2013 Workforce solutions company providing professional services and general staffing solutions to customers throughout North America with revenues of $1 billion and 42,000 employees in 43 states and two Countries (Canada and UK).

Sr. Vice President of Corporate Human Resources

Reported to the President/CEO and led a North American HR team of 11 focused on providing HR services turning around an underperforming outsourced asset enabled by both a business and cultural transformation.

• Led major initiative to develop and implement strategic human resources plan that aligned to business strategy to reduce outsourced HR expenses. First savings year goal was $200,000 and final result was a $450,000 reduction. Second year target was $350,000 and final result exceeded $500,000.

• Deployed a company-wide internal HR branding initiative which involved the development and alignment of all employee policies, procedures, benefits, payroll, and code of conduct, mission, and goals. Introduced internal employee portal, new logo/tagline, email address and compelling training and messaging around the need to embrace change.

• Introduced web-based tools which created a set of robust talent management processes including performance and salary reviews, goal alignment/deployment, learner management system and related learning and development initiatives resulting in divisions managing within approved salary budgets.

• Integrated the HR teams of eight different divisions into a collaborative, teamwork based organization which Aligned its strategies with the company’s strategies. ROYAL BANK OF SCOTLAND NV / ABN AMRO / ING 1998—2010 Held various senior level positions with ING Barings, ING, ABN AMRO and Royal Bank of Scotland. I was originally employed by ING Barings in 1998. ING Barings was acquired by ABN AMRO in 2001 which in turn was acquired by Royal Bank of Scotland in 2007.

ROYAL BANK OF SCOTLAND NV, New York, NY 2007-2010

International banking and financial services company serving over 30 million customers in 40 countries. Managing Director, Head of Human Resources, RBS NV Americas Region, New York, NY 2007-2010 Led delivery of HR services, employee relations and HRIS platform across multiple business divisions including front and back office functions. Reported to RBS NV Americas CEO and Global Head of Human Resources and directed a staff of 28 HR employees in 12 countries supporting 2,200 associates.

• Led migration of ABN employees to RBS Benefits, Payroll, PeopleSoft HRIS platforms resulting in an annual savings of $6 million.

• Transferred more than $150 million in pension assets from the ABN Pension Plan to the RBS North American Pension Plan resulting in an annual savings of $750,000 in administrative fees.

• Negotiated Service Level Agreement with Bank of America and managed annual HR budgeting Performance Contract during transition which led to a one time savings of $1.4 million.

• Managed a 750 employee downsizing initiative with no litigation.

• Revised performance management processes including appraisals (web-based), aligned performance calendar, reengineered Talent Review (succession planning) process and differentiated performance and rewards.

• Introduced numerous employee development initiatives including use of Individual Development Plans (IDPs), executive, management and high potential development programs, and eLearning suite of courses. ABN AMRO, Jersey City, NJ 2001-2007

International financial services firm that provides retail, private and banking services in 63 countries. Managing Director, Global Human Resources Business Manager 2004-2007 Led a global staff of 42 supporting 21,000 employees in 63 countries. Aligned HR strategy with business strategy by focusing on positive employee relations, performance management, employee development, teamwork, review and alignment of global benefits and communications.

• Implemented Global HR Business Management controls and procedures in the Americas, Europe and Asia Pac Regions that managed the annual HR Budget Performance below budget three consecutive years that resulted in annual savings of $4 million.

• Drove significant improvements in the delivery of HR productivity and accountability by emphasizing the elements of a performance management culture. Redesigned performance appraisal process to link it to strategy deployment and employee development, trained employees on writing effective goals, introduced a forced ranking feature and aligned rewards (redesign of stock option, merit and incentive programs) to differentiate performance.

• Saved and/or cost avoided $6 million of insured benefits expense increases through global plan redesign, global pooling arrangements, administrative changes and cost sharing strategies.

• Led the HR M&A Team in the divestiture of the ABN AMRO Futures, Professional Brokerage and Prime Brokerage businesses in 10 countries that resulted in the execution of signed contracts two months ahead of schedule which realized an incentive fee of $3million. Director of Human Resources, North America 2001-2004 Led a team of 14 supporting 3,900 employees in the U.S., Canada and Mexico. Responsible for planning, strategy, employee relations, benefits, compensation, payroll, HRIS, government compliance, and employee communication functions.

• Led implementation of global HRIS (PeopleSoft 8.3) into the North American Region resulting in an annual savings of $1.4 million from previous vendor arrangement.

• Managed the $150 million investment portfolio of the ABN AMRO 401(k) Savings and Top Hat Savings Plans resulting in more transparency to the Investment Committee and employee population. Renegotiated trustee and management consulting contracts which resulted in annual savings of $600,000.

• Developed and implemented new employee website and handbook.

• Managed a 400 employee downsizing initiative with no litigation.

• Used benchmarking and best practices approaches to revise performance management, succession planning, talent acquisition, new hire orientation, work/life programs and diversity processes. ING / ING BARINGS, Jersey City, NJ & New York, NY 1998-2001 International financial services firm that provides retail, private and banking services. Director of Human Resources Operations (ING) 1999-2001 Directed a staff of 8 that supported a 2,200 employee organization in the U.S. and Canada. Major accomplishments included the identification and execution of more than $7 million in HR savings by the redesign of the benefits programs, elimination of a car allowance and gym membership subsidy programs, and the reduction of the ING Severance Program benefit schedule and over $35 million globally in benefit cost reductions by the implementation of global pooling arrangements for life insurance and disability programs in over 40 countries. Vice President, Human Resources (ING BARINGS) 1998-1999 AMERICAN BUREAU OF SHIPPING, New York, NY 1988-1998 Manager, Corporate Human Resources

WITCO CORPORATION, Woodcliff Lake, NJ 1986-1988

Supervisor, Corporate Employee Benefits

EDUCATION

MPA in Public Administration, Fairleigh Dickinson University, East Rutherford, NJ BA in Political Science, Montclair State University, Upper Montclair, NJ ASSOCIATIONS AND COMMUNITY ACTIVITIES

• Society for Human Resources Management (PHR)

• Lecturer, Touro College Master’s Degree Program

• Former Mayor, Borough of Park Ridge, NJ

• Coach, Soccer, Baseball/Softball and Basketball, Old Tappan, NJ

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