Manager Management

Location:

Posted:

October 15, 2015

Resume:

PROFESSIONAL OBJECTIVE:

Challenging Human Resources management position that utilizes my proven record of excellent analytical, communication, leadership, multi-tasking and flexibility skills. Continue to be a pro-active, hands-on member of a team in a high paced environment.

SUMMARY OF SUPPORTIVE QUALIFICATIONS:

A results-oriented self-starter with highly developed analytical, problem-solving, project management, and decision-making skills.

EDUCATION: Bachelor of Science, Business Administration, University of Phoenix and

Bachelor of Arts, Management, University of Phoenix

SKILLS: 20+ years progressive, analytical experience in Human Resources (Compensation, Benefits,

HR Information Systems, and Payroll). Effective interpersonal, oral and written communication, and

teamwork skills, as well as, excellent customer service, analytical and problem-solving skills. Proficient in Microsoft Suite (i.e., Access, Excel, Word, and PowerPoint), and Visio.

SYSTEMS: API HRP, HealthcareSource Performance Manager and Position Manager, PeopleSoft (8.9), JD Edwards (an Oraclesystem/product), Lawson, Oracle, ABRA, ADP, Genesys (Mainframe/HR and Payroll)

PROFESSIONAL ASSOCIATIONS:

World at Work, Current Member (working towards CCP)

SHRM, Current Member

Toastmasters International, District 52, Division D, Area 40, Past Member

EXPERIENCE:

2013 - Present Healthcare Industry

Manager, Compensation & HRIS

No. of employees: 1,990+

Responsible for the overall design, implementation, communication, and administration of the organization’s compensation programs

Lead the annual performance evaluations and merit planning process while partnering with executive and middle management team

Analyze and prepare compensation recommendations for management and Compensation Committee for review and approval

Conduct market pricing, evaluate jobs for internal and external equity; review and approve salary increases and advise management on compensation for employees and potential new hires

Establish salary structures, develop salary budget, and prepare policies and procedures to ensure the achievement of equitable and competitive employee compensation

Ensure compensation programs are current with regard to trends, practices, and costs

Manage annual compensation processes including performance evaluation completion and employee reviews, and merit increase preparation, review, and processing

Perform departmental reviews and adhoc requests for job evaluation and analysis, as needed

Administer compensation guidelines, position evaluation system, provide guidance on merit increase practices, promotional philosophy and total compensation approaches to ensure that pay practices remain competitive and internal equity is maintained

Develop, implement, and maintain HRIS systems to meet the organization’s needs

Update HR policies and guidelines (e.g., Compensation, Performance Management, etc.)

Lead HRIS systems testing due to upgrades, etc.

Ensure proper administration and processing of onboarding, terminations, employee data changes in the HRIS system

Ensure data and process integrity and providing high level information and analyses in order to facilitate sound decision making regarding compensation issues, including program design and cost management

Review and provide benefits consultations/guidance for employee inquiries, as needed

Provide consultation to employees on benefits issues/concerns, as needed

Conduct compensation, benefits, and performance review(s) presentation at monthly Employee Orientation

Conduct training/presentations for management on the use of HR Systems, performance administration, etc.

Provide HR backup support to managers/directors (e.g., employee related issues, terms, etc.)

Serve on the Compensation Committee, Benefits Committee, and Retirement Committee

Systems: API HRP (HRIS system) and HealthcareSource Performance Manager and Position Manager

2009 - 2013 Molina Healthcare, Inc. (Los Angeles, CA)

Manager, Compensation (included HRIS, and HR Administration)

No. of employees: 6,200+ (nationwide)

Develop and implement compensation systems and programs

Develop, recommend and implement compensation policies, procedures and processes, which result in equitable pay programs that are easily trackable and cost effective

Conduct market pricing, evaluate jobs for internal and external equity

Manage annual compensation processes including performance evaluation completion and employee reviews, and bonus & merit increase preparation, review, and processing

Perform departmental reviews and adhoc requests for job evaluation and analysis, as needed

Oversee and manage annual budget for Compensation Department

Create and administer sales incentives and annual employee bonus

Evaluate performance-based incentive plans, where appropriate, designing and recommending changes that will make them more effective

Provide compensation expertise in support of Merger & Acquisition activities to include leadership in due diligence processes and integration activities

2007 – 2009 Hilton Hotels Corporation, Beverly Hills, CA (Office closure effective 07/27/09; transfer to McLean, VA) Compensation Manager

No. of employees: 4,500+ (nationwide/global)

Responsible for overall design, development and management of all compensation programs

Provide guidance for the strategic direction of the organization’s compensation programs to ensure support of the organization’s business objectives

Manage company job grading and evaluation system

Develop reports and metrics that will help senior management monitor and manage employee compensation

Develop and recommend process improvements on company procedures and guidelines to ensure compensation programs are internally equitable and externally competitive

Manage participation in salary and market surveys to determine market pay rates, salary structure and merit budgets

Analyze company compensation policies in relation to government wages and hour regulations, prevailing rates for agreements with labor unions, and recommends changes as appropriate to establish and maintain competitive rates

Work with HR Directors/Business Partners on new hire compensation

Develop procedures for compensation treatment on movements or promotions requiring salary changes

Conduct research, analyzes salary data and prepare and present recommendations

Analyze organization pay practices and makes recommendations for salary changes to ensure internal and external equity

Educate/coach HR Directors and Department Managers employees on compensation philosophy, salary structure, market analysis, merit and bonus processes

Participate in development and administration of performance review system to ensure compliance with salary administration guidelines

Create HR compensation metrics and analyze data to assist business in making informed decisions

Work with HR Directors and Department Managers in preparation of job descriptions reflecting job responsibilities, activities, duties and requirements

Formulate recommendations regarding FLSA exemptions and job revisions

Perform ongoing analysis of positions and assess compensation data

Modify PeopleSoft HR/compensation reports, as needed

Serve as member of Compensation Committee, Benefits Committee, and Retirement Committee

2006 – 2007 AECOM (an Architectural/Engineering firm)

Sr. Compensation Analyst

No. of employees: 11,000+ (nationwide/global)

Systems: Oracle, ADP and ABRA

2005 – 2005 The Ryland Group (a Homebuilder)

Executive Compensation/HR Analyst

Systems: Cognos and Impromptu

2004 – 2005 HRCS – Human Resources/Compensation (a HR Consulting firm)

Sr. Compensation Analyst/Consultant (a 6-month contract position)

PeopleSoft 8.0 (web-based)

1988 – 2004 KAISER PERMANENTE – Market Operations/Incentive Compensation

Incentive Compensation Manager

HRIS Analyst

Compensation Analyst

Benefits Specialist/Analyst

REFERENCES: Provided upon request.

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