Established seasoned professional with over ten years of progressive human resource management experience coupled with a solid background in compensation and benefits management, interpretation of policies and procedures, performance management, training, and development. Seeking a role with a progressive organization in which HR is a valued business partner.

Visible Achievements: Include developing high caliber, peak performing human resource staff that support business strategy and productivity. Expertise in all generalist HR areas including Recruitment, Onboarding, Offboarding, Wage and Salary Administration, Benefits Administration and Succession Planning; Compensation, Employee Relations, and Compliance.

Leadership Strength: Able to manage division assignments in diverse environments including growth and restructuring. Proven ability to work with the senior management team to integrate human resource functions within the organization.

Industry Expertise & Management Skills Summary

Department Management: Manage budgets, employee retention programs, employee communications, intranet, recruiting, training and development, hiring, firing, counseling, organizational development, and policy development.

Compensation and Benefits Management: Contract negotiating, compensation surveys, equity and base salary and salary ranges, sales (variable) compensation, international compensation, performance management, Hay system, WMS (Mercer Compensation System) points system, Lawson, and PeopleSoft (Project Management Team – PeopleSoft Implementation), DocuSign, Pay Factors, Willis Towers Watson, Radford surveys, EEO-1, FLSA, FMLA, COBRA, HIPAA, Filing 5500 and writing SPD's; DCAS regulations. Other Computer Skills: Microsoft Office (Excel and PowerPoint); Adobe Acrobat; Budget preparation and analysis, cost analysis, commissions, base salary, salaries plus bonuses. Corporate Officer: Chairperson Human Resource, Compensation & Benefits Committee, Board of Director

Career and Achievement Summary

Consultant – SB&F Financial Group - November 2021 -Present – Conduct research to identify workforce issues or inefficiencies. Meet with HR and management team to define the company’s HR issues, goals, and requirements. Recommend solutions and provide advice on HR policies and procedures. Overseeing implementation and integration of new policies and procedures. Assisting with recruitment and training of new employees. Recruitment and hiring (including identifying and understanding hiring needs, posting jobs, recruiting, interviewing, hiring candidates, and onboarding new employees); Performance management (including managing all aspects of an annual performance review process); Employee training, development, recognition, and morale. Employee relations and investigations. Employment policy development, review and updating, and implementation; Employment policy interpretation and enforcement, including employee disciplinary actions; Compensation, benefits and leave management. Separation from employment (including conducting exit interviews).

Director /Partner - Human Resources Advisor– 2014 – November 2021 – City University of New York – HR Center of Excellence - The Human Resources Advisor/Human Resources Director serves as a strategic and trusted advisor to campus HR leaders supporting and influencing the overall human capital needs for their campuses. HRD understands all operational facets of the campuses they are partner with, including strategic objectives, budget matters, and human resources issues to deliver the most effective solutions possible.

Supported the University Executive Staff in strategically addressing staff and faculty compensation, benefits, and other employee issues; presented information, issues, proposals, and issues related to performance management, employee relations, compensation, and training and development.

Acted as a consultant to HR operations on all HR-related issues that may occur and HR-related needs. Partnered with HR colleagues to develop and implement timely and appropriate solutions.

Advised campus human resources staff and responded to employee and manager questions regarding benefits, employment, payroll, training and development, compensation, promotion, and reclassification and served as liaisons with campuses HR colleagues, Office of Labor Relations, Office of Recruitment and Diversity and other University staff as needed.

Conducted review of, and monitored promotions/salary changes, and executive compensation and collaborated with campus HR colleagues to make recommendations. Provided final approval for campus HR actions and job postings and made recommendations as appropriate.

Analyzed and audited employment data in assigned campus HR activities, and ensured it complied with employment law and CUNY’s policies and procedures.

Provided recruiting support, which includes reviewing, posting, and tracking job descriptions on applicable websites.

Interprets and communicates to the college community, laws and policies covering a broad range of changing/developing HR policies and procedures, contract interpretations civil service rules, regulations, and hiring pools. Assisted management with the upcoming exams, the appeal procedure, and the selection process. Apply knowledge of Labor laws, union contracts, federal, state, and local laws in the resolution of complaints.

Developed a day-to-day partnership with HR leaders he/she supports and across HR functions to deliver integrated HR solutions.

Participated in HR process improvement initiatives and special projects, as assigned.

Worked collaboratively with the other University HR Advisors and Central Office staff to develop and implement improved HR Advisory practices and communicate HR best practices with all campuses.

Oversight of the college unit responsible for personnel actions including hiring and onboarding, promotional transactions, employee benefits, leave of absence requests, resignation, retirement planning, appointments, terminations, employee data, and records management.

Served on various subcommittees: workplace violence prevention, search committees, and DEI committees; Participated in the design, development, and modification of the Code of Practice, policies, and procedures to ensure competitive and equitable programs existed across the CUNY. Monitor campus budget expenditures to ensure that the HR Staff unit operates within allocated resources.

Associate Director Human Resources & Compensation – 2008 – 2014 City University of New York - Determined job classification and groupings, FLSA exemption status, and recommended salary levels substantiated by internal and external equities. Assisted departments in defining essential functions through job analysis and the development of position descriptions. Assist with classified civil service process.

Through consultation and collaboration, interprets and applies understanding of university policies and practices, contractual provisions, employment law, and other regulations to provide advice or clarification as a trusted main contact person for employees and management.

Delivered frontline coaching and counseling to employees at all organizational levels on workforce management topics, including but not limited to performance and talent management, ethics, safety, wellness, compliance training, recruitment, retention, compensation, job classifications/descriptions, time and attendance, leaves, payroll, and retirement.

Was a primary and hands-on resource for employee and labor relations issues, working both independently and collaboratively on interpersonal conflicts, warnings, discipline, grievances, arbitrations, exit interviews, separations, and terminations.

Delivered superior customer service, and also performed operational and tactical HR and employee relations activities supporting assigned university offices and campuses as a business partner who understands their business operations and proactively identifies, manages, and implements various HR activities that meet their organizational needs. Developed, implemented, interpreted, and administered policies and procedures under state and federal regulations.

Gathered information and assessed resources to coordinate all human resource functions under the Human Resource Department. Performed start-up activities including initial record keeping, reviewed employment practices, and reviewed HR policies and procedures. Established departmental goals and objectives.

Participated in labor contract negotiations as a management resource by gathering information, resources, and proposals. Provided contract administration and interpretation, provided employees and supervisors with assistance on provisions of contracts and labor relation issues.

Conferred with department heads concerning HR forecasting and planning, organizational development, and goal setting with periodic assessments of progress and attainment.

Consulted all CUNY campuses and University units, guiding the implementation, monitoring, and enhancement of diversity and compliance programs.

Consultant Assignments – Rosen Group 2004 – 2008

Assist in the identification and review of compensation programs to identify changes needed for a true best-in-class compensation approach.

Lead successful annual compensation planning including but not limited to execution of base salary, bonus, long-term incentives, and all related communications and administration.

Provide recommendations to the business on compensation issues including new hire packages, performance recognition, incentive plans, retention arrangements, and overall compensation structures.

Develops, implements, and administers Human Resources policies and procedures. Maintains the Employee Handbook and the Personnel Policies and Procedures manual. Prepares policy revisions as appropriate.

Provides current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion. Assignments Kennedy Health System --- Cherry Hill, New Jersey --- 2004 to 2005 - Compensation Consultant

VWR International --- West Chester, Pennsylvania –2005-2006 -- Bonus plans. - Compensation Consultant

St. Mary Medical Center --- Langhorne, Pennsylvania, - 2006-2007 Nursing/Physician compensation program. -

Southco, Inc., Manufacturing -- West Chester, Pennsylvania – 2007-2008 Sale Compensation

EDUCATION

Master of Business Administration, Finance--Widener University; Bachelor of Science, Human Resources--Widener University

PennState College - Project Management; Diversity Training for Manager “Understanding the Difference

PeopleSoft Corporation – HRMS, Benefit, Compensation, Payroll & Financial Implementation

AFFILIATIONS

Chairperson, Human Resource/Compensation Committee, Domestic Violence Center of Chester County (“DVCCC”); VP of the Board for DVCCC Limited Liability Corporation; Secretary/, Finance Committee; Society of Human Resource Management (SHRM) ;)World-At-Work (formerly ACA); Human Resources Planning Society. College and University Professional Association for Human Resources (CUPA-HR)

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