Human Resources Sales
Resume:
Cheryl A. Villani
***** ******** **** #**** 603-***-****
Estero, FL 33928 acevec@r.postjobfree.com
Human Resources, Benefits/Insurance, Compensation
Global, Cross-Functional & Cross-Industry Expertise
PROFILE
Certified and licensed benefits and retirement plan professional experienced in the design, development, communication, compliance and administration of qualified retirement and health/welfare benefits and non-qualified deferred compensation and executive compensation plans.
LICENSURE & CERTIFICATIONS
• Certified Employee Benefits Specialist (CEBS), International Foundation of Employee Benefits Plans
• Group Benefit Associate (GBA), International Foundation of Employee Benefits Plans
• PlanSponsor Retirement Professional (PRP), PlanSponsor Institute
• IRS Certified Volunteer Income Tax Assistant/Tax Counseling for the Elderly
• Life/Health Insurance License
• Certified Internet Recruiter (CIR) – AIRS
• Interest Based Bargaining (IBB) – Program on Negotiation @ Harvard Law School
• Certified Trainer - Zenger Miller/Achieve Global
QUALIFICATION HIGHLIGHTS/AREAS OF EXPERTISE
Employment/Employee Relations HR Planning/Retention/ROI Metrics
Compensation/Benefits Organizational Analysis & Development/Change Management
Leadership/Management Training Labor Relations/Contract Negotiations Regulatory/Legal Compliance Policy/Procedure Development
Training & Performance Management HRIS/Communications
Health & Safety Acquisition/Merger Integration
EDUCATION
Masters of Business Administration (MBA), Suffolk University, Boston, MA
Bachelors of Science (B.S.), Salem State College, Salem, MA
PROFESSIONAL EXPERIENCE
Independent Human Resources, Pension & Benefits Consultant 10/2005– Present
LightPoint Business Advisors LLC
Provide retirement planning, benefits and human resources consultative advisory services to small/mid-sized business, corporations, municipals, and non-profits. Client services include recruitment, staffing, onboarding, management training, performance management, policy/procedure development, benefits and wage/salary programs. Counsel on retirement preparation issues, income planning, Social Security, Medicare, and other social insurances. Prepare and conduct retirement and health/welfare plan diagnostic reviews, evaluation of plan design, costs, ADP/ACP testing issues, and compliance. Develop conversion/implementation strategies, retirement planning education, benefit communication materials, participant enrollment orientations, and assist Plan Sponsor in plan management activities. Background includes a full range of compliance and regulatory experience: non-discrimination testing, top heavy and coverage testing, government reporting and preparation of 5500 IRS filings, client education. Knowledgeable of all health/welfare and retirement plan solutions - DB, DC - 401(k), 403(b), 457(f), profit sharing, money purchase, SEP, SIMPLE, solo/individual 401(k), non-qualified, ESOP, stock purchase/grant programs.
Senior Pension Consultant 04/2009 - Present
National Pension Partners
Independent consultant for New England, marketing and consulting to CPA, physicians, professionals, and business owners for alternative retirement plan designs -DC/DC. Team with actuaries and tax attorneys to develop customized qualified retirement plans that maximize owner tax deferred savings and address income tax and retirement planning needs.
Cheryl A. Villani/Page 2
Vice President, Human Resources 9/2003– 10/2005
Cooley Dickinson Healthcare Corporation, Northampton, MA
Integrated medical system, 1600 employees, $135M operating revenue.
Integral member of senior team working in collaboration with Board of Trustees, management and medical staff to develop, implement and manage a strategic operational plan for human resources consistent with the organization’s strategic objectives. Manage staff of 17, $80M total compensation program, and $2.5M human resources budget.
Significant Achievements:
• Commissioned to address the performance, effectiveness and team development of HR operations and executive leadership team – resulted in a $500k reduction in consulting expenses.
• Instituted management and HR service-level assessments to ascertain SWOT and cultural transformations issues for gap analysis and HR/business alignment strategy development
• Participated in executive committees to address market share, new business development and cost-reduction goals - identify organizational and human capital initiatives to drive behaviors toward corporate goal attainment
• Initiated HR strategic planning program, which included talent management/workforce development strategies and reengineering of HR business processes to address significant labor shortage issues.
• Negotiated health/welfare vendor renewals resulting in 30% cost reduction.
• Managed 3 union contracts, negotiated contract settlement/ratification, initiated labor/management committees.
• Scorecard: Staffed 492 positions (314 FTE’s) with average cycle time of 33 days in a 12 month period (employee base 1200/1600 FTE’s), completed 5 senior level recruitment campaigns in 6 months. Maintained vacancy levels at 25% below market indexes, injury rates 48% below industry standards. Reduced quarter over quarter turnover from 4.8% to 1%.
Human Resources Director 2/2002– 9/2003
Teleflex Medical (Business Operating Unit of Teleflex), Jaffrey NH
Biomedical global supplier of interventional medical devices and components to OEMS, $45 million in sales.
Member of executive team reporting to President, with global responsibility for human capital management, organizational assessment and effectiveness, HR operational, fiscal, and strategic business development, delivery, and metrics. Managed the fiscal responsibilities of $600K annual HR budget preparation, $14M annual total compensation program
Significant Achievements:
• Aligned HR strategies to improve business operations – gain sharing incentive plan and manufacturing process mapping to reduce production lead times by 20%, exceed production quotas and OTD by 10%, improve labor efficiencies and quality inspection by 25%.
• Initiated retention and communication strategies, which reduced turnover by 25+% in a 6-month period.
• Implemented talent acquisition and employer branding strategies, which incorporated innovative sourcing and networking techniques to staff 200 positions in 8 months.
• Lead and instituted change agent/cultural transformation strategies and incorporate systems to institute values to “raise the bar” of skills and performance expectations from entitlement to focused individual executers and team contributors and deliverers improved productivity by 25%
• Orchestrated organizational/managerial reorganization and restructuring initiatives designed to elevate skills/competencies, build bench strength and structure formal succession planning.
• Developed HR metrics/scorecard, human capital and organizational effectiveness and ROI analysis
• Prepared manpower planning and forecasting analysis to ensure stability of core and contingency manufacturing personnel levels.
Cheryl A. Villani/Page 3
Benefits, Compensation & HRIS Director 3/2000 – 2/2002
PC Connection, Inc., Merrimack, NH
Direct reseller of IT solutions with 6 facilities and 1,600 employees nationwide, $1.2 billion in sales.
Integral member of senior management team charged with providing executive leadership on the development of total rewards, retention, and HR infrastructure in alignment with business strategies. Lead the management and staff activities of the 6 rewards and system professionals.
Significant Achievements:
• Managed the fiscal responsibilities of $1.2M annual HR budget preparation, $32M annual direct compensation program, $15M health/welfare and retirement programs and $2M systems development.
• Initiated and lead sales retention focus group that identified business improvement and retention initiatives – impacted a 20% reduction in turnover.
• Designed and implemented a new sales team model and sales performance improvement plan/process - resulted in 15% sales revenue increase.
• Prepared and implemented multi-year total rewards/welfare benefit renewal strategy to control costs and reduce attrition – resulted in zero budget impact for renewal year.
• Developed career pathing/job matrixing profiles for sales and IT operations –impacted a 15% turnover reduction.
• Instituted and developed HR metric analysis and monthly scorecard measurements; reported and monitored turnover/survivor rate analysis – improved HR performance/service levels by 50%.
• Directed the selection and implementation of a human resource management with 10 months and an employee/benefit self-service module within 3 months – resulting in 100% on-line enrollment and 50% reduction of labor/benefit processing costs.
• Participated in the redesigned and development of various incentive-based plans - management bonus, executive and sales incentive programs – impacted the successful recruitment campaign of 100 account managers within 3 months.
• Initiated research in the development of employee incentive stock option program, upgrade of 401(k) and stock purchase plan; prepared action plan for DOL audit and VCR filing; initiated and lead retirement committee and investment management policy.
Corporate Human Resources Director 3/1998 – 3/2000
Regional Human Resources Manager
American Pad & Paper Co., Dallas, TX/Holyoke, MA
Paper converting manufacturer with 14 facilities and 4,000 employees nationwide, $600 million in sales.
Provide functional HR leadership on training, compensation, benefits, regulatory compliance and sharing of best practices with 14 Plant Human Resources Managers nationwide. Post-merger integration of retirement and health/welfare plans nationally, designed broad-band compensation program and regional non-exempt wage and salary program.
Significant Achievements
• Developed HR effectiveness and retention strategy to identify and measure value-added programs and ROI strategy objectives for low-cost producer initiatives.
• Developed internet-based recruitment strategies, identification of workforce 2000 challenge initiatives, and enhanced recruitment and staffing efforts through community and career/job shop alignments.
• Developed a total rewards strategy of integrated rewards, recognition, retention, and succession planning programs.
• Promoted positive employee/labor and management relations; facilitated union-free workplace strategies and training initiatives; maintained union expansion and organizing activities.
• Significant contributor to globalization feasibility study researching foreign employment and compensation practices and expatriate remuneration practices.
• Maintained a 15% manufacturing turnover ratio through analysis and proactive targeted retention strategies.
• Coordinated integration of out-of-state plant consolidation, equipment and staffing needs to local facility.
• Successful resolved and reduced all outstanding EEO charges and employee relations issues.
• Designed and developed a broadband compensation program, management bonus and sales incentive program.
Cheryl A. Villani/Page 4
Compensation and Benefits/Human Resources Operations Manager
HALLMARK HEALTH SYSTEMS CORPORATION, Melrose, MA 6/1993- 3/1998
Regional medical center facility as a result of 4 merged hospitals with 4,000 employees.
Designed, developed, managed, communicated and administered strategic indirect and direct compensation and benefit programs and operations. Managed and acquisition initiatives of 4 acquired organizations impacting the integration of union/non-union cultures, redesign of benefit and compensation structures. Conceptualized, orchestrated and implemented first managed care product utilizing exclusive medical center network, self-care and benefit demand concepts. Managed a staff of 5.
Significant Achievements:
• Lead initiatives to integrate compensation and benefits systems with 4 acquired organizations.
• Developed market-based compensation structure and management short-term incentive program.
• Designed, developed, and implemented first 401(a)/403(b) profit sharing plan.
• Conceptualized, orchestrated and implemented first managed care product utilizing exclusive medical center network, self-care and benefit demand concepts.
• Designed competency-based performance evaluation tools, job evaluation and analysis program.
• Successfully participated in federal regulatory audits and ensured compliance with all state and federal regulatory agencies.
Benefits & Compensation Manager
CHARTER HEALTH SERVICES CORPORATION, Salem, MA 7/1990- 6/1993
Medical center facility as result of multi-hospital merger with 3,000 employees.
Developed and managed corporate compensation, flexible benefits and retirement programs including plan design, budgetary, communications, compliance and negotiation of carrier service and costs. Managed the successful organizational and cultural integration of 3 acquired medical service organizations. Managed staff of 5.
Significant Achievements:
• Designed and developed POS designate provider plan (DPO) utilizing institutional healthcare network and managed care concepts.
• Developed, designed and executed Sec. 125 cafeteria plan and self-insured disability programs.
• Drafted plan documents, SPDS, benefit compliance communications, and designed first annual benefits/compensation statement.
• Successfully terminated 2 defined benefit programs, audited, calculated and communicated final vested benefit and selection of annuity carrier.
• Created and implemented a 401(a)/403(b) profit sharing program; designed 2 non-qualified SERPs (split dollar and rabbi trust).
• Integrated benefit and compensation structures of merged organizations.
Senior Personnel Administrator
CAMERON AND COLBY CO., INC., Boston, MA 9/86 - 7/90
Reinsurance firm affiliated with The Hartford and ITT Corporation
Managed, evaluated and administered health/welfare, retirement and employment functions
Developed recruitment sources/strategies, conduct interviews and coordinate selection process
Interpret and monitor compliance with federal/state benefit/employment legislation/taxation
Design and develop benefit communication materials and employee/corporate newsletter
Recommend and implement plan revisions, analyze claim utilization, monitor costs
Administer Worker’s Compensation, thrift plan, 401(k) and retirement program
Perform employee relations/development functions, design and conduct orientations
Analyze EEOC compliance and coordinate Affirmative Action requirements
Develop personnel policies, procedures and HRIS/benefit data base
Cheryl A. Villani/Page 5
Group Benefit Contract Analyst 11/81 - 9/86
Group Benefit Service Representative
THE NEW ENGLAND, Boston, MA
Financial services and insurance firm (formerly New England Life Insurance Co.)
Group health/welfare pre/post sale activity – analyze plan design, claim utilization patterns
Installed client accounts –set up benefit administration and record keeping procedures/processes
Designed H&W plans based on customer specifications, interpret policy provisions, conduct renewals, claim questions
Conduct renewals, analyze and interpret underwriting provisions
Develop benefit communications, enrollment meetings and orientations
Customer relations contact for policyholders
Implemented corporate benefit programs and presentations
Provided consultations on benefit administration, design and legislative compliance
Analyzed and evaluated benefit program structures and funding mechanisms
Administered and maintained in-house benefit program and personnel functions
Designed and developed benefit communications and summaries
Monitored and interpreted compliance with federal/state legislation
Analyzed and developed contractual provisions for group benefit products
Provided technical expertise to underwriting, marketing, sales, and R&D
Assistant Regional Director
Employment Counselor
DEPARTMENT OF LABOR, Employment & Training Administration, Boston, MA 6/78 - 11/81
Job Corps - Federal government residential training program for disadvantaged youths.
Recruited and trained staff and volunteers
Monitored and evaluated program effectiveness
Analyzed personnel needs and developments
Supervised office operations and staff performance
Coordinated manpower services, career planning and placement
Developed subsidized employment opportunities and evaluated job descriptions
Administered career development seminars
SYSTEMS EXPERIENCE
HRIS/Payroll Financial
ADP HR Partner JD Edwards
Lawson HR Suite Affinity/Avega
Cyborg Great Plains
Utlimate (Ultipro) Meditech
ABRA SMS (Shared Medical Systems)
Sungard/Relius/Omni
Peachtree
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