Human Resources Management
Resume:
David Negron
************@*****.***
Skype: david.negron7
Cell: 516-***-****
SUMMARY OF QUALIFICATIONS
Global Human Resources Executive and Workforce Planning professional with a highly accomplished track record and hand-on experience designing and implementing all aspects of Organizational Development, Training, Mergers/ Acquisitions, Talent Acquisition, HR Strategy, Workforce Management, Union Negotiations, Labor Relations, and Union Avoidance. PROFESSIONAL EXPERIENCE & ACCOMPLISHMENTS
PROFESSIONAL PHYSICAL THERAPY, New York, NY HEALTHCARE Vice President of Human Resources and Chief Human Resources Officer 1/2015 – Present Professional is a private equity-backed outpatient physical therapy company with over 110 facilities in the Northeast.
Lead the pre/post due HR diligence, and integration of 15 physician backed companies that added 70 locations.
Facilitate management and employee training sessions on labor relations issues, mediation, and arbitration.
Coaching and counseling local management in labor relations as well as union avoidance issues/ NLRB campaigns.
Identified and presented a 2015- 2016 Global People Plan and several HR strategic initiatives to help improve employee satisfaction including but not limited to training, culture of inclusion, succession planning, total rewards, and career planning.
Collaborating with senior management and an outside consultant to develop a high performance competency based performance management system to improve our talent management strategy and organizational effectiveness.
Executive sponsor and hands-on project lead on the HRIS implementation of Ultimate and ADP Software, SAS and cloud based platform, to automate and streamline all facets of HR, including but not limited to payroll, time/attendance, onboarding, benefits/ open enrollment, compensation, ACA, ATS, performance management, Employee Self Service, MSS, and Workforce Management saved over $250,000 while also improving workflows, financial reporting, and development of business analytical reports.
Decreased time to fill for clinical and athletic training positions from 90 days to less than 40 days which improved our bench strength and supported our M/A and new clinic growth strategy.
Hands-on Project Champion and executive sponsor for the enterprise-wide branding and implementation of Professional’s University Program through Sum Total’s Maestro Learning Management System saving over $175,000 in education/training cost with improved access/ services to mobile courses and learning tracks.
Renegotiated medical plans and moved to a self-insured and HSA platform saving over $425,000 in premium cost to the company and employees.
Member of the Executive Board Compensation and Investment Committee, Compliance, HIPPA, & Safety Committee - collaborated on the assessment and implementation of effective investment & compliance strategies, including but not limited to implementing a new 401k platform and creating and a company-wide HIPAA & Safety Compliance program. PERFORM GROUP/ SPORTING NEWS MEDIA New York, NY DIGITAL/MEDIA VP, Global Human Resources Operations – Americas (US, UK, Canada, EMEA, APAC, Mexico, SA) 8/2013 – 1/2015 Perform is a VC backed company based in the UK with over 30 global offices, and world leader at advertising, broadcasting, and commercializing sport in digital media for more than 200 sports including but not limited to the NFL, MLB, NBA, NCAA, FIFA, and their associated leagues, tournaments and events.
Provided strategic, sales, and operational leadership to the senior management & line operations, consisting of HR Strategy, HR/Workforce analytics, M&A post-integration, labor relations, talent management, workforce management, HRIS, employee relations, performance management, conflict resolution, engagement, and coaching, training and organizational development.
Supported the implementation of Workday HR HCM and Performance Management System, a Cloud based platform, across all entities throughout the Americas. Automating Payroll, full-cycle 360 performance management system, Total Rewards, ESS, MSS, and development tied to KPI's and strategic deliverables resulting in improved communication, team dynamics, and synchronization of strategic goals.
Collaborated with the senior management team in the development of the organization's plans, programs and people.
Partner with the CEO to manage executive succession, assessment, talent mapping, development, and compensation planning.
Renegotiated employees benefits (medical, dental, vision, & WC) saving over $500k for the next 24 month period.
Lead the post integration and due diligence of OPTA into Perform with locations in APAC, Argentina, Australia, Brazil, Chile, Uruguay, and US, including but not limited to reissuing contracts, transitioning payroll, and benefit enrollment. David Negron Jr. Page 2 of 3
CONSULTNETWORX, Inc., Rutherford, New Jersey CONSULTANT Senior Human Resources and Organizational Development Consultant 10/2012 – 8/2013 National Consulting Company in HR and IT for various global industries including Advertising, CPG, Engineering, Financial, Media, IT, Manufacturing, Pharmaceutical, Restaurants, Retail, Service, and Transportation.
Project champion for various Human Capital and Advisory initiatives ranging from HR/Workforce Analytics & Planning, Training, Employee Engagement, Diversity/ Inclusion, BPTW Initiatives, DISC, Change Management, HRIS (SAP), ATS, Onboarding Process Improvements, OD, Compensation, Benefits, Open Enrollment, Performance Management.
Direct and manage project development from beginning to end, define project scope, goals and deliverables; develop full scale project plans and associated communications documents that support business goals in collaboration with HR, management, and stakeholders.
Technical competency in LEAN/Six Sigma skills including DMAIC, DFSS, and process improvement/ management ASSIGNMENTS - AMERICAN EXPRESS, REE PM, GLOBAL TRAVEL, ASHLEY FURNITURE, LEVEL (3) HNTB Inc., New York. NY ENG/IT
Northeast Division Human Resources Officer 11/2008 – 10/2012 The HNTB Corporation is a 1.2 billion privately held international construction, infrastructure, engineering, architecture, aviation, telecommunications, transportation, & government (DOD, DOT) services company with 100 locations & 10,000 union & non-union employees throughout the US, CA, APAC, EMEA, Mexico, SA.
Handled strategic workforce planning, operational support and leadership for the management and line operations, consisting of talent management, performance metrics, COE’s, HRIS (SAP), ATS (ICIMS), HR Dashboard, HR/Operations Analytics, LEAN, Six Sigma, coaching, sales employee relations, training, change management, organizational development and M/A and Pre-IPO activity.
Leverage technology, tools and applications to support efficient staffing processes. Monitored and analyzed recruiting, diversity, retention and other HR metrics, and develop appropriate action plans to address identified staffing needs.
Conduced market analysis regarding competitor status, cost of living, talent availability and recent merger/acquisitions activity.
Identified opportunities to improve recruitment staffing efficiency and effectiveness of the recruitment team, including, but not limited to, implementation of SRS (Sophisticated Recruitment and Selection Program), leadership development, onboarding, retention, workplace management, succession planning, fast tracking of key players, and performance based analytics.
Provided strategic and operational leadership to the management and line operations, consisting of talent management, employee relations, conflict resolution, coaching, training and organizational development.
Championed efforts to develop and establish and manage an ongoing University Relations program yielding quality early in career talent hires into the business (both FTEs and interns) which improved bench strength and decrease time to fill by over 45%.
Lead Net Hire growth (45%), Decrease in turnover (from 25% to 8%), and Reduction of time to fill by 45% leading all division growth and supported project wins.
Developed strategies/initiatives to support associate retention, engagement and recognition, i.e. Diversity/Inclusion, Employee Engagement Surveys, Stay Interviews, Officer and Key Employees Development Programs, and Best Places to Work Initiatives. Davis Vision, Inc. /Empire Vision Centers, Inc. / Cambridge Eye, Inc. HEALTHCARE Vice President of Human Resources and CHRO 01/2003 – 11/2008 Privately held international integrated manage care vision care and manufacturer over 1 billion in revenues owned by Blue Cross/ Blue Shield and wholesaler with JCAHO, ISO 9001, LEAN, OSHA, NCQA, and TQM quality certifications, multi-billion in projected revenues, over 10,000 non- union/ union associates. 85 million funded covered lives, manufacturing, retail sales of vision products, 400 vision retail centers, 6 Global Optical Manufacturing Laboratories, Call Centers, and supply chain distribution.
Provided strategic and operational leadership to the CEO, Division/Market Presidents, and Regional Managements teams in order to provide assistance, interpretation, guidance, and consultation on Human Resources policies, programs, practices including talent management and organizational design.
Lead HR due diligence and post- integration of Cambridge Eye (25 locations) including but not limited to reissuing contracts, transitioning payroll, benefit enrollment, and HRIS interface.
Successfully negotiated twelve (12) union (CBA’s) and service contracts (SCA) (Syracuse, Memphis, Philadelphia, Plainview, Las Vegas and New Mexico. Contributed to contract language and acted as first chair on several occasions.
Manufacturing and quality improvement initiatives (JCAHO, ISO, COLTS, NCQA, SOX, LEAN, and Six Sigma).
Safety and Employee Compliance, OSHA, HIPPA, MSDS, Lock/ Tag Out EPA, DOT, ATF, DHS, and HSE
Spearheaded the organizational development, marketing and branding of an in-house talent management program, LEAP
(Leadership Education Advancement Program), which focused on fast tracking key employees, improve overall retention by over 35%, and enhance the company talent management and succession planning results.
Designed and implemented talent management practices and objectives that provided an employee-oriented, high-performance culture and emphasized the company’s culture of empowerment, collaboration, productivity, and goal attainment.
Developed strategies/initiatives to support associate retention, engagement and recognition, i.e. Employee Engagement Surveys, Stay Interviews, Officer and Key Employees Development Programs, and Best Places to Work Initiatives.
Created and facilitated several management training programs- Safety, Diversity, EEO/AA, and 3DI/Behavior-based Interviewing.
Strong familiarity with OSHA regulations and facilities maintenance / repair (EPA, Lock and Tag Out, MSDS, GMP) David Negron Jr. Page 3 of 3
Integrated the ATS (ICIMS) and ADP/Ceridian HRIS for two acquired companies. Implemented a Shared Service HRIS (SAP) portal with real-time access for Associates and Manager to Human Resources, Benefits, Compensation and Training information across all entities, corporate, field and retail locations saving over $250,000 below legacy systems. Quality King Distributors, Perfumania, and QK Healthcare Pharmaceuticals CPG/PHARMA Corporate Director of Human Resources 1/1999 – 1/2003 Quality King Distributors is a privately held company with over a 2.5 billion dollar CPG giant and is a whole retail distributor of HBC, Groceries, professional haircare, perfumes, and pharmaceuticals domestically and international. Perfumania specializes in the manufacturing and sale of genuine designer fragrances, bath and body, cosmetics, skin care products and related gifts and accessories children. Perfumania is a publically held company and operates over 370 retail stores throughout the US and aboard.
Championed HR Due Diligence for IPO and several acquisitions interfacing with legal and outside consultants. Successfully negotiated (8) union (CBA’s) and service contracts. Lowered cost to the company and employees for benefit plan cost by over 35%. Contributed to contract language and acted as first chair on several occasions.
Monitored and analyze recruiting, diversity, retention and other HR metrics, and develop appropriate action plans.
Safety and Employee Compliance, OSHA, MSDS, HIPPA, EPA, DOT, ATF, DHS, and HSE
Spearheaded and maintained succession planning program, including succession planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of these gaps.
Spearheaded and managed enterprise -wide implementation of HRIS, ATS, Benefits, Payroll, and Time/Attendance systems below budget and saved over $325,000 per year.
EDUCATION
M.B.A. Business/ Organizational Development
Long Island University, C.W. Post Campus • 1999
B.S. (Hons.) Organizational Management/ HRM
St. Joseph’s College, New York • 1996
PROFESSIONAL DEVELOPMENT
Extraordinary Coach, Hudson Institute of Santa Barbara Cornell Union Negotiation and Avoidance Courses
CEBS Cornell Preparation Course and Part 1 Completed SHRM SPHR Preparation Self Study Program and Course LEAP Program: Time Management, Conflict Resolution, Genuine Leaders, Coaching, Essential of Management LANGUAGES
Spanish, Portuguese
PROFESSIONAL AFFILIATIONS
Member of Society of Human Resources (SHRM), World at Work, CEB, Project Management Institute, Compensation Association (LICA), and Kid’s In Action
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