Human Resources Resource

SARAH MADDEN, SPHR, SHRM-SCP

*** ***** ****** *******, *** Jersey 07023

201-***-**** ******@*******.***

HUMAN RESOURCE DIRECTOR

Dynamic Director of Human Resources with 19 years of high profile global management experience. Proven expertise in talent management and acquisition, employee engagement, mergers and acquisition integration and Human Resource operations. Skilled at Human Resource management and support streamlining employee administration to increase efficiency and reduce cost.

Human Resources Recruiting Organizational Development HRIS Talent Acquisition Project Management

Benefits / Compensation Employee / Labor Relations Training / Development Workforce Planning Integrations

Policy Development Talent Management Performance Management Employee Engagement Communication

BELAIR INSTRUMENT COMPANY Springfield, New Jersey 6/2015 – 4/2016

Medical Device distributer and servicer.

Director, Human Resources

Develop Human Resources infrastructure to support growing institution. Responsible for the overall administration, coordination and strategy of the human resources function. Develop talent strategy and total rewards system and provide management of benefit programs and payroll. Create and facilitate management skills training toward management capability and service capacity during high growth stages of the organization.

Achievements:

Built a performance management system identifying key performance indicators by function. Created feedback mechanisms to assist management in regular dialogue with employees.

Established a compensation program within first 90 days using market data and analysis of current positions. Implemented adjustments as needed.

Conducted a benefit review for cost efficiency and quality in 120 days. Developed communication and change strategy to ensure employee awareness.

Implemented roll out of LEAN in Service and Production departments over a 9-month time period. Initiated 4DX implementation throughout whole organization.

Led implementation of ADP HR, Payroll and Benefits for January 1 rollout. Managed conversion from Paychex.

DEVRY MEDICAL INTERNATIONAL Iselin, New Jersey 7/2011 – 6/2015

Global provider of educational services.

Director, Human Resources

Created practical and measurable Human Resource strategies based on organizational goals. Maximized performance with learning initiatives, teambuilding, 360 assessments, and executive coaching. Determined work force needs and developed effective solutions. Reviewed engagement survey results and created strategies for improvement. Provided Human Resource expertise and support to organizational leadership.

Achievements:

Integrated the American University of the Caribbean School of Medicine into DeVry Education Group within 24 months. Prepared post-acquisition plan identifying gaps and implemented Human Resource objectives. Introduced benefits, talent management and professional development planning including management training and communications programs. Increased engagement score from 68 to 75 within a year.

Improved employee engagement within the Shared Services organization with renewed focus on career development opportunities, better institutional coordination and enhanced communications.

Managed relocation of clinical support and program review organizations to Miramar, Florida. Selected existing talent for transfers and prepared staff relocation packages and training.

Created and implemented onboarding program to orient new employees to the organization.

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Highlighted career path and initiatives for advancement of key talent within the organization. Identified high potential talent employees and created a development program for promotion to higher-level positions.

DEVRY UNIVERSITY North Brunswick, New Jersey 2/2009 – 6/2011

University offering on-site undergraduate and graduate programs.

Human Resources Business Partner

Developed human resources strategy for university location including metrics and management training. Assisted management with employee talent reviews, succession planning and development. Provided employee relations resolution support and complaints investigations. Coordinated and communicated human resource programs and processes.

Achievements:

Improved New Jersey engagement scores by 20 points with strategic plan to increase communications, employee recognition, training and development, wellness and community building. Established monthly newsletter and regular town meetings to announce new hires, promotions, and campus information. Publically acknowledged successful managers with certificates and monetary awards. Developed effective management training and healthy lifestyle activities to encourage proper diet and exercise. Promoted community involvement in charitable organizations and food banks.

Established leadership-training program to increase management skills at New Jersey location. Identified skill gaps and provided training, development, and coaching to improve corrective actions, termination and communication skills. Trained 85% of management in a year reducing employee relations issues and involuntary for cause terminations by 50%.

Reduced hiring process time for sales and accounts receivable positions from over 60 days to 30. Established proactive hiring process maintaining pre-interviewed hiring pool of candidates for position openings.

Prepared succession planning process focused on internal employee development and promotion. Maintained employee review process to identify and promote existing company talent.

TUMI NORTH South Plainfield, New Jersey 3/2007 – 10/2008

Global, premium lifestyle brand whose products offer superior quality, durability, functionality and innovative design.

Director, Human Resources

Established hiring pipeline to recruit managers and sales personnel. Attracted employees through internet postings, job boards, job fairs, and direct sourcing. Worked with Regional and District Managers to fill positions providing leadership training and development.

Achievements:

Developed Human Resource support for rapid retail expansion from 50 stores to 95 stores within two years. Performed organizational review and developed a retail policies and practices handbook for handling common employee relations issues. Established escalation policies and provided human resource fundamentals instruction for interviews, coaching, corrective actions and terminations.

Addressed slow recruitment process taking up to 120 days to fill positions. Established new recruitment process streamlining recruiting, application processes, interviews, hiring and training. Reduced hiring process to 45 days for Store Managers and 30 days for sales associates.

Updated twenty-year-old corporate handbook to current policies, practices and employment laws. Deceased employee relations issues and clarified corporate policies.

Revitalized Human Resource Training programs designing coaching, corrective action and termination processes based on consistent performance management methods and principles. Implemented team building and sexual harassment training to improve performance and reduce employee relations issues.

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LIZ CLAIBORNE North Bergen, New Jersey 3/2005 – 3/2007

Fashion apparel design and manufacturer.

Manager, Human Resources

Managed Human Resource operations and staff including three generalists and one coordinator. Maintained annual employee performance and salary reviews. Analyzed compensation and recommends adjustments. Updated employee handbook for current policies and regulations. Provided HR administration for claims resolution, change reporting, invoice approval, and cost-benefit analysis. Complied with affirmative action programs, employee documentation, and reporting. Conducted employee recruitment, training and development.

Achievements:

Reduced time to fill store manager positions from up to 90 days to 50. Reorganized recruitment process to focus on local hiring, faster processing, and effective interview techniques to reduce vacant positions.

LIZ CLAIBORNE North Bergen, New Jersey 4/2003 – 3/2005

HR Generalist

Performed human resource planning for retail store personnel including policies and procedures development, employee handbook revisions, and policies and procedures manual updates. Handled compensation program administration

and reviewed the performance evaluation program. Recruited exempt and nonexempt personnel, students and temporary employees. Provided new-employee orientations and handled employee relations counseling, outplacement counseling and exit interviewing. Maintained human resource records ensuring compliance with federal and state employment regulations.

Achievements:

Reduced Employee Relations issues by providing retail manager corrective actions coaching and termination process training. Lowered human resource employee relations issues by 50%.

Streamlined retail organization processes to eliminate duplicate positions and work. Realized over $20 million in cost savings.

LIZ CLAIBORNE North Bergen, New Jersey 8/2001 – 4/2003

:

HR Analyst

Facilitated PeopleSoft rollout and implementation. Assisted in Oracle HCM implementation including gathering requirements, fit/gap analysis, data validation and parallel testing. Developed reporting standards and requirements across multiple Business Units and supported recruitment, Human Resources and Payroll operations. Provided transition support to new PeopleSoft application to Oracle performing new configuration testing before migration. Developed end-user training documentation and facilitated training completing implementation with HRIS Support process team.

Achievements:

Joined PeopleSoft implementation project six months behind on the go-live schedule. Provided data troubleshooting and quality control, developed systematic training manual, and helped train around 600 end users in Human Resources, Finance, Payroll, and Retail Store operations. Achieved new rollout deadline completing end user training and identifying 90% of system bugs.

Managed post rollout transition to PeopleSoft for Compensation Planning from the previous system. Identified process gaps developing documentation and annual planning training within six-month period.

Provided new manager training after initial PeopleSoft rollout. Scheduled regional meeting to orient new manager to systems.

Additional Experience

College Relations Coordinator, Liz Claiborne, New York, New York

Compensation Analyst, Liz Claiborne, North Bergen, New Jersey

Benefits Representative, Liz Claiborne, North Bergen, New Jersey

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EDUCATION

Bachelor of Arts in Labor Studies

Rutgers College, New Brunswick, New Jersey

Master of Business Administration in Human Resources

Keller Graduate School of Management, Chicago, Illinois

CERTIFICATIONS

Senior Professional in Human Resources

SHRM Senior Certified Professional

AFFILIATIONS

Society for Human Resource Management

College and University Personnel Association

COMPUTER SKILLS

Microsoft Office Suite

ADP

iCims

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