Christa Heins

**** ***** ****** *****, ******** Beach, VA 23456 • 757-***-**** • ad1qzd@r.postjobfree.com

EXECUTIVE SUMMARY

An innovative, versatile HR leader adept at aligning HR-People strategies to achieve company objectives, I am known for building and developing effective, scalable HR frameworks and teams that optimize operational capabilities, maintains compliance, elevates employee experiences with HR tools, policies and plans, supports enterprise needs to attract and retain top talent, and values high performance, diversity, equity and inclusion. At my core I am a transformer of culture, driver of engagement and a path-finder for results. I excel in high-volume, high-growth environments and strongly believe business achievements are driven from the top - down. I consistently look to the future – to see the potential. I strive to bring my best and bring out the best in everyone. Characterized by a rare mix of sound business acumen, solid analytical ability and emotional intelligence, I am a reliable and dedicated partner and collaborator to all levels in an organization who facilitates positive change.

Proficient in building and developing solid, scalable HR structures and support teams.

Dedicated to HR Technology optimization.

Willingness to leverage external vendor and consultant relationships and services to achieve results.

Passion for driving high performance and elevating employee workplace satisfaction through Total Rewards strategy, design and execution.

KEY COMPETENCIES

HR Leadership & Strategy - Best Practices, Compliance, Total Rewards and Operations

HR Systems - Configuration, Optimization and Administration

Compensation, Benefits, Rewards and Recognition Plans – Design, Planning & Implementation

Analytics, Reporting, Budget Development and Maintenance

Talent Acquisition and Management – Onboarding, Employee Life Cycle and HR Delivery

Talent Development – Succession Planning, Career Ladders and Learning Paths

Change, Project and Relationship Management – Advisory, Communication & Collaboration

EDUCATION

Long Island University – CW Post Campus Aug 1985 – May 1988

Brookville, NY

Bachelors of Science – Finance and Marketing

CPP – Certified Payroll Professional July 2006 – Oct 2013

San Antonio, TX

TECHNOLOGICAL SKILLS

ATS Products – HireBridge, iCIMS and Jazz HR

Benefits Administration Systems – ADP Workforce Now Benefits Admin, Admin America, Employee Navigator, FMLA Outsource, Tango Health

Google Products – Cloud, Drive, Hangouts, Sheets, Workspace

HRIS, Payroll and Financial Systems – ADP Workforce Now, Bi360, Deltek Cost Point, Deltek GCS Premier, Great Plains Dynamics HRIS, Millennium, Paylocity, Procas, Ready Pay and Timberline Gold

Microsoft Products – One Drive, Teams, Microsoft 365, Outlook, Excel, Power Point, Visio and Word

Other Products – Adobe Pro, Go-to-Meetings, SharePoint and Zoom

Timekeeping Systems – Deltek Cost Point/ GCS Premier, Net Clock, Procas, Swipeclock/ Timeworks Plus

OTHER SKILLS

Benefit & 401K Plans – Strategy, Design, Negotiations, Administration, Compliance

Compensation – Strategy, Design, Analysis, Management (philosophy, grades, steps, pay bands)

Job Analysis – Job Descriptions, Benchmarks, Evaluations, Pricing, Role Slotting

Job Architecture – Job Levels, Families and Classifications

Payroll & HR – Strategy, Systems, Management and Operations (tactical, services and deliverables)

HR Technology SME – Configuration, Optimization, Administration and Implementations

Analytics, Budgets & Reporting – Data Mapping, Aggregation, Analysis, Data Visualization, Survey Participation and Assessments. Budget Design, Planning, Workflows and Forecast Models

Process Improvements – Business Process Mapping, Flow Charts, Evaluation, Needs/ Gaps Analysis, Cost-Benefits Analysis, Process Re-Design and Configuration

Talent Development – Succession Plans, Career Ladders & Learning Paths – Creation of Maps

Project, Process & Change Management – Planning, Communication and Collaboration

Relationship and Vendor/ Consultant Management – Negotiations, Communication and Collaboration

Unification of Systems – Automations, Integrations, Interfaces, Notification of Data and Workflows

PROFESSIONAL AFFILIATIONS

American Payroll Association

CUPA

Gartner / The CEB, Human Capital Institute, SHRM and World at Work

iMercer, Towers Watson, Payscale / Pay Factors

PROFESSIONAL QUALIFICATIONS & EXPERIENCES

Strategic Planning – HR Leadership Team member responsible for onboarding, talent management, systems, compensation, analytics, projects and organizational change. Translated the organization’s business plans into HR strategy and operational plans. Aligned HR initiatives to meet and exceed business needs and growth.

HR Transformation – Built and enhance effective, scalable HR frameworks designed to drive efficient human capital practices and operations, maximize HR services and deliverables, and shape high-performing, diverse cultures.

Advisor and Strategic Partner – Assessed and benchmarked positions, pay and benefit programs. Provided feedback regarding the competitiveness and compliance of all programs and practices against relevant comparable companies, industries, job markets and regulatory agencies. Established credibility throughout the organization as a highly sought-after, effective listener and problem-solver.

Process Improvement and Operational Efficiency – Reduced HR annual, overhead costs by $650,000, while improving and scaling HR capabilities. Centralized key HR disciplines, operations and services. Optimized technology, leveraged vendor resources to increase operational capabilities and achieve results. Created Shared Services and COE’s. Trained and developed SME’s. Evaluated and allocated resources; talent, systems, processes, budgets and skills. Identified needs/ gaps. Configured systems to automate/ streamline workflows and interfaced disparate systems.

Reporting, Forecasting and Budgeting – Created and maintained Compensation/ HR budgets and business staffing plan and models. Reduced overhead costs by leveraging service agreements and performance guarantees. Developed and maintained HR metrics and reporting packages. Built and led HR analytics and reporting function to satisfy compliance needs, provide standard metrics used for decision-making, diagnose outliers, and identify trends/ patterns.

Talent Management and Org Development – Developed staffing strategies, performance management tools and succession plans/ career ladders including rewards programs and planning models creating talent competencies, requirement, skill-sets, measurements and needs/ gaps. Identified high potential talent and created career and learning paths to increase potential to promote from within and provide business continuity. Established promotion and merit increase criteria and procedures. Linked KPI’s to rewards and recognition programs.

Compliance, Quality Control and Accreditation – Improved compliance through business process enhancements. Developed and standardized HR procedures and process maps. Maintained and updated Employee Handbooks & Policies. Established guidelines to securely archive and maintain data warehouse and required documents.

Compensation and Benefits – Developed robust, competitive compensation/ benefit programs that attract, motivate and retain top talent. Developed and maintained competitive and affordable salary structure(s) and pay bands. Assessed and improved programs, policies, practices and processes to ensure organization remains competitive with job market and industry trends. Participated in external surveys, compiled and assessed results. Evaluated and benchmarked roles. Standardized job descriptions, job analysis and skills-sets to properly benchmark, price and slot roles internally and externally. Established and promulgated procedures for annual merit cycles and out-of-cycle pay &/or position changes. Created and maintained Job Architecture- levels, families and classes to streamline reporting, eligibility, workflows and compensation actions. Prepared executive summaries and employee impact studies.

HRIS Administration and Reporting – HR policy and procedure administration by way of technology and systems. Assessed and configured existing systems to optimize. Deployed upgrades and innovative tools/ systems that improved effectiveness of HR operations and elevated employee and people-manager experiences with HR tools and workflows.

Project Management – Proven-track record of successfully participating in, leading and motivating cross-functional projects, process and org changes in remote, matrix environment. Handled multiple implementations and migrations.

Leads and Develops Others – Re-calibrated and optimized resources. Identified team and individual development gaps and opportunities to elevate. Coached, mentored and developed staff. Identified high-potentials. Guided employees through appropriate career/ learning paths. Ensured career goals and plans are clearly communicated and documented.

WORK HISTORY:

Apogee Solutions Inc Chesapeake, VA

HR Business Process Consultant Jun 2022 – Feb 2023

Job Summary: Aligned HR strategies and initiatives with business goals for multi-state, privately held, woman-owned government contractor. Planned and delivered an effective HR and benefits foundation that will support compliance needs and scale to meet business growth. Assessed current state, diagnosed needs/gaps, identified opportunities to improve operational capacity, and elevated end-use experiences with HR tools, programs and processes. Laid out and executed the blueprint that built the HR and benefits framework operations, services, deliverables for. Optimized Paylocity HR system to automate and streamline processes and workflows. Deployed mechanisms to electronically monitor, manage and communicate regarding compliance reporting and processing needs, performance process, L&D opportunities, required licensures/ credentials, and mandatory training needs. Facilitated data flows between separate, disparate systems – developed, tested and implemented automatic STFPS processes and created interfaces and/or integrations with various internal departments.

Payday Payroll Virginia Beach, VA

Operations Director – Payroll & Client Services Nov 2017 – Feb 2022

Job Summary: Strategic and Functional Leader for the Operations of a multi-state, multi-company Payroll / Human Capital Management service bureau with 3500+ clients and 85,000+ employees. Oversee the staff and daily operations of Payroll, HCM Client Services, Help Desk and Delivery Teams comprised of 15+ onsite and remote employees. Ensured the full delivery accurate and compliant HCM service and payroll portfolios. Trained and developed staff. Created internal training guides and client-facing reference materials designed to facilitate the education and familiarity with systems and processes. Allocated resources to ensure teams had the necessary knowledge, skills and tools, to achieve results. Worked closely with IT and developers to make recommendations, test and assess system “fixes”, updates and upgrades, business process, legislative &/or tax reporting changes and availability of new and evolving products and services. Collaborated with clients to identify needs/gaps and recommend products/ service solutions. Worked closely with implementation team to facilitate configuration and execution of additional products and services – compiled and provided backup and relevant data and information (i.e. changes to organization, policy, legislation, etc.), communicated goals and expectations, mapped functional needs to technical requirements, coordinated timing and facilitated deployment of additional services and deliverables. Developed custom reference materials, visual aids and provided training to processing teams and clients.

Delta Career Education Corporation Virginia Beach, VA

Sr Director – Compensation Apr 2010 – Feb 2018

Job Summary: Strategic and Functional Lead for post-secondary, education provider for HR services, deliverables, operations and compliance for - Compensation, Benefits, Payroll, Analytics, Systems, Onboarding and Employee Life Cycle Processes, Organizational Development, HR Projects and Change Initiatives. Oversee and approve creation of employee and people-manager reference materials for HR tools and processes. Trained and developed internal talent. Worked with IT to plan and prepare HR’s long-term operational and technical strategy and initiatives. Remain informed of new and evolving technologies, benefits and compensation programs and market trends.

HR Strategy, Compliance and Transformation:

Demonstrated strong business acumen with ability to identify root-cause issues. Aligned people strategies to business strategies. Developed and delivered talent programs that drove results. Re-structured the HR Function from 45-50 separate locations to 1 centralized Shared Services structure that operated fairly and equitably to support the organization’s mission and values. Aligned HR strategies and initiatives with enterprise needs and goals. Shaped a high-performing, diverse culture that values fairness, equality and diversity. Centralized the various HR disciplines from 45-50 stand-alone locations to a Shared Service framework. Laid out the roadmap and critical milestones to ensure the HR infra-structure, (i.e. systems, processes, staff and budget) is in place and operating effectively before centralization. Successfully, achieved milestones and completed various projects, system / process improvements and change initiatives that were required to support a centralized HR Shared Service Model. Managed project timelines, resources and budgets, optimized existing systems, streamlined and automated processes, leveraged vendor relationships and secured delivery of service guarantees, and provided the leadership, coaching and training necessary to develop talent, unlock potential, staff COE’s with skilled HR professionals and SME’s.

HR Enhancements: Improved overall HR capabilities, services and deliverables. Elevated the employee and end-user experience with HR tools, programs and services. Made HR tools and processes easier to access, use and navigate. Deployed single sign-on, ESS, mobile apps, reporting packages and dashboards. Configured and deployed approval, supervisory and reporting structures for remote, matrix organization. Automated and streamlined workflows.

HR Transformation Results– Centralization to Shared Services Model:

$650,000 saving in HR overhead costs year-over-year,

15% improvement in Offer Acceptance,

12% improvement in Time-to-Fill Rate,

19% improvement in Retention,

20% improvement in Employee Workplace Satisfaction,

85% Improvement in Compliance and Data Integrity

83% Improvement in Reporting, Budgets and Processes

$3.25 million benefits cost savings resulting from transition to self-insured plans

HR Systems, Best Practices and Delivery:

Utilized systematic approaches to automate and streamline a wide range of HR disciplines including recruiting, hiring, benefits, compliance, talent, compensation, employee retention, and engagement.

Ensured effective partnership(s) with HR COE’s to provide timely delivery of services and support to client groups. Designed, managed and facilitated initiatives to drive team effectiveness and engagement.

Fostered a climate of inclusion where diverse thoughts are freely shared and integrated to develop plans and solutions that are best suited to the circumstances.

Managed HR projects and initiatives. Contributed to the ongoing improvement of products and services provided by the HR organization.

Demonstrated business acumen and commercial insight. Translated commercial insights and future business outlook to HR priorities.

Worked with business leaders and others in HR to define talent acquisition, management and development needs to design and implement programs and practices that are competitive in the market place, pays fairly and equitably, rewards for performance, provides for employee benefit needs and ensure the talent, skills and competencies are available to fulfill business needs and attain business outcomes.

Project and Change Management:

Evaluated, configured, implemented and updated HRIS and other people technologies (i.e. ATS, timekeeping, leave management, benefit administration, financial reporting, etc.). Scaled operations and services to meet growth needs.

Provided oversight for changes in org restructures, business processes, vendor/ system transitions and deployment of new & evolving programs, plans and policies.

Client, Vendor & Relationship Management:

Created deep and influential relationships with business leaders, understanding their goals and priorities. Provided assistance in shaping HR strategy and aligning priorities to support current and future business needs and goals.

Created deep and influential relationships with business leaders, understanding their goals and priorities; Helped to shape HR strategy and priorities to support current and future business needs and goals.

Translated broad, longer-term vision and objectives into specific milestones and goals. Partnered with business leaders on various people focused initiatives to further organizational development, talent development, career progression opportunities and collaboration between teams/ stakeholders.

Cultivated relationships and worked with internal stakeholders to detect needs/ gaps, flush-out roadblocks and frustrations, and identify opportunities for HR to enhance services and deliverables.

Collaborated with HRBP’s and business leaders to discuss survey and analyses results, proactively identify potential issues and provide options to resolve complex compensation, employment and/or performance matters. Negotiated 30% decrease in vendor pricing and fees and ensured receipt of contracted deliverables, services and enhancements.

Collaborated with HR partners and other business leaders on multi-year-compensation strategy, plans and administrative procedures including pay/incentive cycles and actions, restructures of departments and reclassification of roles.

Total Rewards:

Promulgated and led the strategy and development of rewards philosophy and the creation and maintenance of robust, competitive structures that attract, motivate, reward and retain high-performing, diverse talent. Ensured programs are compliant, meet business and employee needs, and administrative processes are reliable, efficient and cost-effective.

Compensation, Benefits & Programs – Increased recruitment, retention and motivation of employees. Improved pay equity and mitigated compression issues. Researched and enriched benefits and wellness packages, guided pay equity studies, compliance, and pay for performance programs to ensure plans meet changing industry standards, remain competitive, and align with company strategy, long-term goals and serve the needs of the business.

Compensation Lead – Owned the creation and management of the compensation function. Promulgated philosophy and administrative procedures for reclassifications and changes in pay and positions. Utilized analytical and critical thinking skills prepare and maintain workforce staffing plans and forecast business models. Synthesized plans and communicated the meaning of data used to develop human resources and compensation strategies. Formulated & maintained HR operational budgets and staffing/ business plans.

Compensation Analysis – Internal and external, in-depth job and compensation analyses including salary structures, grades, steps and pay bands. Routine analysis of internal and external job market, industry and compensation data to frameworks remain competitive, identify outliers, trends and patterns; maintain fairness and integrity of salary structures; and, mitigate regression and internal compression issues. Executive compensation design, assessment and structure.

Surveys – Participated in and evaluated various internal and external surveys.

Job Analysis & Architecture – Owned the creation and maintenance of job architecture and job analyses including job families, job levelling activities, skills-sets and measurements. Standardized job descriptions. Evaluated, benchmarked, priced and slotted roles within appropriate job levels of pay structures.

Reporting and Analytics:

Developed and provided oversight for the Analytics function.

Created Reporting Packages and proactively identified trends and patterns. Identified relevant data points, methods for maintaining data, formulation of data-sets and standards.

Evaluated and measured success of programs and plans. Utilized data to make recommendations to refine and elevate programs and plans.

Responsible for highly-complex compensation and job quantitative analyses, pay equity studies and external market pricing.

Prepared executive narratives, budgets, forecasts, models and visual displays.

Recouped $250,000 in overpaid WC premiums - identified inconsistencies in reporting and resolved by configuring system and standardized reporting/ filing procedures.

Organizational Development:

Demonstrated business acumen and commercial insight. Translated commercial insights and future business outlook to HR priorities.

Created succession plans, career ladders and learning paths. Established programs to recognize and reward high performers. Identified high-potentials and provided abilities to more fully develop, challenge and unlock talent potential.

Provided career advancement opportunities. Increased ability to promote from within and ensure business continuity.

Improved engagement and workplace satisfaction.

Performance Management:

Used data insights to make recommendations for improving organizational performance and changes.

Partnered with key clients to ensure that their organizations are structured in a way that will enable them to meet or exceed desired results.

Coordinated and executed efforts to effectively administer the performance management process, including – compensation planning, calibration sessions, identification of high potentials, performance recognition, talent development planning, creation of learning paths, etc.

Valkyrie Enterprises LLC Virginia Beach, VA

Sr Director – Finance & Business Operations Aug 2008 – Feb 2010

Job Summary: Strategic and Functional Leader for start-up government contractor. Led and developed the financial and business operations including the planning, staffing, operations, systems, SOP’s, policies, rates, financial statements, audit and compliance for: Accounting, Banking, Budget, Finance, Financial Reporting and Analysis, Fringe Benefits, HR and Payroll. Configured and deployed: Quickbooks, Deltek GCS Premier Timekeeping, Deltek GCS Premier Financial System, Administaff PEO. Developed and implemented high-quality framework consisting of SOP’s, budgets and financial statements that received approval to bid on government contracts/projects.

Amsec LLC Virginia Beach, VA

Director – Finance and Payroll Jul 2003 – Jul 2008

Job Summary: Functional Leader for Payroll, Fringe Benefits, Stock and Retirement Programs for multi-company, wholly-owned subsidiary and government contractor with over 4500 employees. Oversight and planning for – Processing Operations, Staffing, Staff Development, Systems Maintenance, Audits, Compliance, Fringe Benefit Rates/ Budgets, Financial Planning, Reporting and Analysis and M&A and Due Diligence activity. Served as Secretary for the Retirement Committee and the Benefits Committee. Primary contact and subject-matter-expert for SOX compliance with respect to AMSEC’s payroll, stock activities and fringe benefits and retirement programs in preparation for SAIC IPO.

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