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Employee Relations Manager

Location:
Monmouth Junction, NJ
Salary:
175,000
Posted:
January 09, 2020

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Resume:

Andy Beck * Helen Drive

Dayton, NJ *****

Email: ada89u@r.postjobfree.com 732-***-****

SUMMARY

Proactive, results-oriented, creative HR professional with diversified experience in all corporate HR functions, including strategic planning, diversity and inclusion, employee engagement, change management, executive coaching, employee selection, employee relations, benefits, compensation, talent management, succession planning, workforce analysis/optimization, redeployment and training and development

Demonstrated record of success in building and managing strong working relationships with business leaders and corporate HR partners

Excellent communication and presentation skills, using a collaborative management style.

Blends functional human resources expertise and business acumen to ensure alignment of Human Resources policies and practices with business strategy

Thorough understanding/interpretation of HR/business metrics to monitor trends in the industry/business and create a strategic solution

Meticulous, methodical, and focused on managing initiatives and projects

Keen ability to clearly assess complex situations, create viable approaches to addressing key issues and implement effective solutions

EXPERIENCE

JP Morgan Chase – Jersey City, NJ

Executive Director, Senior HR Business Partner June 2013 – June 2018

Led HR function in servicing the mortgage origination sales groups to achieve their people/HR strategy (Retail and call centers - approximately 4,500 employees).

Partnered with the Head of Sales Originations and his leadership team on all aspects of Human Resources including executive coaching, talent management, performance management, succession planning, compensation planning, diversity and inclusion, workforce optimization, communication strategies and employee relation issues.

Developed and implemented minimum performance standards for mortgage bankers to increase productivity and allow management to performance manage underperforming employees.

Utilized minimum performance standards as opposed to reductions in force in sales channel, which led to a savings in excess of $1M.

Optimized management team through economic cycles.

Restructured our call center organization to provide more effective leadership/controls.

Instituted quarterly meetings with larger management team to provide greater clarity on changes in the business, leadership development training and the changing control environment.

Created and led a development program to identify talented mortgage bankers who had an interest in becoming a lending manager to help self source our growing need for a diverse group of leaders.

Collaborated with compliance, legal and employee relations to provide the business with a quarterly overview of “Do The Right Thing” and what were the top reasons for “preventable” terminations to help the business inform and train all employees but focusing primarily on those who we brought over from competitors who may have had different procedures on how the business was transacted.

Partnered with recruiting and compensation to formulate a creative strategy to enable our managers to recruit top producers and managers from competitors.

UBS - Weehawken, NJ

Executive Director, Senior HR Business Partner April 2011 – May 2013

Led team of three HR professionals in servicing the Operations Group of the Wealth Management Division (Approximately 1,000 employees).

Partnered with Head of Operations and his leadership team on all aspects of Human Resources including performance management, employee relations, talent management, compensation, and communication strategies.

Workforce optimization - off shored 150 roles in 2011/2012 and near shored an additional 125 roles in 2012 Initiatives include employee selection, adverse impact analysis, retention strategies, severance, disposition of stock holdings, etc.

Member of the HR Americas transformation team.

Member of global team working on UBS aggregation site utilizing single sign on allowing employees to access one site that will act as an employee portal for all employee related websites (compensation, benefits, stock, 401(k), pension)

Morgan Stanley Smith Barney - Purchase, NY

Executive Director, Divisional HR Manager – Central Region May 2009 – May 2010

Led team of seven HR professionals in servicing the Central Division of the Private Client Group – (territory covered Texas up to North Dakota through upstate NY (approximately 6,500 employees, revenues of 1.75b).

Partnered with Divisional and Regional Managers on all aspects of Human Resources and integration including complex manager evaluation and determination, divisional and regional selection process, performance management, employee relations, talent management, compensation, recruiting and retention strategies and communication strategies.

Led divisional calls explaining benefits, 401(k), CAP, pension to employees and how each area was being handled as a result of termination from Citi.

Member of MSSB HR Executive Committee.

Citigroup – Global Wealth Management - New York, NY July 1990 – May 2009

Director, Divisional HR Manager – Global Wealth Management 2/08 – 5/09

Led team of four HR professionals responsible for delivering all HR products and services to four client segments of GWM – High Net Worth, Emerging Affluent, Investments, and Institutional Client (1,100 employees).

Aligned HR processes to support business strategies. This includes development of performance criteria and promotion guidelines that better support professional development, advancement, talent management, and succession planning.

Managed and provided strategic HR counsel to senior executives in all areas of human resources: policies and practices, employee relations, performance management, compensation, benefits, talent/succession planning, workforce evaluation, recruiting and retention strategies, mergers and acquisitions, and organizational design.

Assisted in identifying talent gaps and development of recruiting and mobility strategies.

Formulated and implemented compensation analysis for businesses that are linked to employee’s performance and skill set.

Partnered with business leaders in a strategic capacity to lead them through the Talent Assessment processes in talent assessment process to evaluate skills, competencies, and performance culminating in meeting with GWM CEO and Business Heads.

Partnered with senior management to ensure an accurate collection and smooth roll out of the year-end process; including benefits open enrollment, Voice of the Employee survey, performance management, salary increase and bonus recommendations, officer title recommendations, and MD nominations.

Director, Divisional HR Manager - Global Wealth Advisory Services 10/06 – 2/08

Led team of five HR professionals responsible for delivering HR products and services to a newly formed business Global Wealth Advisory Services (GWAS). This business was comprised of legacy Smith Barney and Private Bank employees including Private Trust, Lending, Planning Centers, Citi Capital Strategies, Art Advisory, Philanthropic Services, Global Wealth Services, Citi Family Office (1,200 employees).

Managed and provided strategic HR counsel to senior executives on all areas of human resources: policies and practices, employee relations, performance management, compensation, benefits, talent/succession planning, workforce evaluation, recruiting and retention strategies, mergers and acquisitions, and organizational design.

Focused on aligning compensation practices, officer title evaluation criteria and business team partnership in merging the Smith Barney and Private Bank cultures.

Partnered with senior business leaders in a strategic capacity to lead them through the Talent Assessment process culminating in meetings with GWM CEO and GWAS business leader.

Director, Divisional HR Manager – Smith Barney Private Client Headquarters 8/04-10/06

SVP, Divisional HR Manager – Smith Barney Northeast Division Private Client Group 1/01 – 8/04

FVP, Senior HR Generalist – Smith Barney Northeast Division Private Client Group 1/95 - 1/01

VP, Manager Business Analysis – Shearson Smith Barney 5/94 - 11/95

AVP – Senior Business Analyst – Shearson Smith Barney 7/93 - 5/94

Business Analyst – Shearson Lehman Brothers 3/92 - 7/93

Compensation Program Admin/Comp Analyst – Shearson Lehman Brothers 7/90 - 3/92

EDUCATION

Bachelor of Science – Rider College, Lawrenceville NJ

Human Resources Management/Management Organizational Behavior



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