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Employee Relations Human Resources

Basking Ridge, NJ
January 10, 2020

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Victoria E. Ribon * Page

Victoria E. Ribon, MSHRM

Basking Ridge, NJ Mobile: 862-***-**** Professional Summary

A respected, innovative, versatile and passionate professional with 18+ years’ experience in Human Resources/Capital. A hands-on, proactive leader, a highly accomplished and focused professional who supports business leaders with human capital management that provides value-added business results. Strengths

Risk Management and Safety

Diversity and Inclusion

Organizational Development

Mergers and Acquisition HR Analysis

Training and Development

Coaching/Mentoring/Succession Planning

Career Pathing Development

Virtual Associate Leadership

Bi-lingual fluency (English and Spanish)

Salary Administration

Employee Relations/RIF/Outsourcing

Talent Mgmt./Acquisition/Retention Strategies

Employee Engagement and Satisfaction

Handbook/Job Description Development

Compensation and Benefits Design

Workforce Strategic Planning


Beyond Pay and ADP-WFN Payroll-HRIS Systems

Microsoft Office Proficiency (Word/Excel/PowerPoint)

Flexibility to travel


Ethical Practice

Cultural Awareness







Career History

OPENGATE, INC. Armonk, NY October 2018 - Present

Human Capital Officer

A not-for-profit residential day program and community-based provider servicing adults with developmental disabilities, including those who may also be behaviorally challenged. Opengate operates 12 residential homes and 2 facilities in the state of NY.

• Establish and implement HR efforts that effectively communicate and support the agency’s mission and strategic vision.

• Develop HR plans and strategies to support the achievement of the overall agency’s operational objectives and priorities.

• Function as a strategic business advisor to the executives and front line management of each program regarding key organizational and management issues.

• Collaborate with the Executive team and management personnel to establish sound and executable HR initiatives that corresponds to the strategy and objectives of the agency while remaining compliant.

• Develop and rolled out a comprehensive strategic recruiting, interviewing, selection and retention plan to meet the attrition and retention KPI metrics.

• Collaborate in an active interviewing and selection process identifying high potential talent.

• Develop and implemented a comprehensive compensation and benefits plans that are competitive and cost-effective for the agency.

• Provide overall HR guidance to Sr. Leadership and management in the areas of talent acquisition, employee relations, career development, succession planning, retention, training and development, annual performance management process, emerging leadership development, compensation and benefits.

• Developed and rolled out agency specific trainings and succession planning via the 9-Box grid process. INTEGRITY, INC. Newark, NJ December 2015 – October 2018 Victoria E. Ribon 2 Page

Human Resources Director

A not-for-profit comprehensive substance abuse addictions treatment and recovery agency. Integrity House operates in the state of NJ with 6 facilities offering short and long-term residential, outpatient and preventative programs.

Design, implement, and administer the performance management system and process.

Partner with management and provide direction on performance management, goal setting in alignment with salary increases.

Collaborate with executive management to identify and develop leadership talent for pipeline and succession planning.

Negotiated and administers the agency’s Benefit platforms and ancillary programs.

Provide leadership, advice, and counsel to all levels of management on Employment laws and regulations – provided direction on employee relation issues.

Manage the candidate recruitment and selection process in alignment with department and program directors’ needs.

Coach, mentor, and develop direct reports and other staff to provide proactive and quality support to all departments. Evaluate staff performance, assess career opportunities and provide means for advancement and career growth.

Lead the development, implementation, and monitoring of training and development programs to leverage management’s skills, enhance performance management, and deliver quality client service.

Oversee the payroll process ensuring and adhering to the agency’s payroll budgeting guidelines.

Design and leverage human resources policies, programs and practices to create and maintain a positive high performing workplace. Ensure all levels of leadership implements and complies with diversity strategies and initiatives.

Developed and managed the agency’s Key Performance Indicators (KPIs) in alignment with the annual performance and salary increase metrics.

STEVEN ALAN OPERATIONS, LLC. New York, NY May 2015 to December 2015 Human Resources Director (Consulting)

A multi-retailer fashion designer and founder of a chain of national boutiques and collections of an inspired line of European men's and women's casual wear. Steven Alan is a national and international operation with a combined 20 boutiques in the USA and Asia.

Provide leadership and support in functional are of human resources within this fashion/retail business.

Partnering and influencing all levels of the organization at assessing critical “people issues” facing the organization via strategic HR processes that align organizational goals with human capital and HR operational standards.

Focus areas: HR Strategy, Employee Relations, Selection and Recruitment, Organizational and Talent Development, Training, Payroll and Benefits Administration, Compliance, Compensation, Performance and Succession Planning. ADP RESOURCE Parsippany, NJ May 2011 - October 2014 Client HR Relations Executive

A global provider of Payroll and Human Resources management software and services that offers comprehensive HR Technology, HCM services and expertise and Benefits Administration with sound business HCM solutions.

Supported HR best practices in partnership with business unit leaders delivering strategies for field workforce planning and organizational design.

Served as a client-company strategic business partner and resource to assist create the ideal business culture.

Developed and promoted progressive human resources programs with practical features for growth oriented companies.

Implemented timely HR processes such as performance management in alignment with Merit/Bonus/Commission planning.

Executed effective Talent Management initiatives in line with the clients and business unit strategy to attract, identify talent of strengths and development for employee engagement and retention.

Developed and retained the right employees and maintained a talent pipeline to support management in the preparation of employee development plans and succession planning.

Provided guidance and direction to supervisors and managers regarding human capital actions: employee recognition, performance management, 9-Box, succession planning, discipline and other employment practices.

Counseled and supported business managers in the resolution of HR issues; i.e. disciplinary actions including face-to- face meetings with managers/employee, retirement, lay-off, severance payments.

Partnered with client groups to develop and/or assess the effectiveness of career paths, align their operations and employee capabilities to the overall strategic directions, job ladders, and job descriptions, ensure validity and consistency of use within business units.

Effectively communicated HR products, services, programs and policies to management and employees.

Managed applicable dashboard reports with key performance indicators for trend development.

Ensured client-company complied with federal, state and local requirements enforcing adherence to requirements. Victoria E. Ribon 3 Page

Managed human resources operations by identifying and researching human resources issues; contributing key information, analysis, and recommendations to organizational strategic thinking and direction; established human resources objectives aligned with organizational objectives. INSPERITY, INC. Florham Park, NJ July 2005 - May 2011 Manager, Client HR Services [Mid-Market and Emerging Growth] A trusted advisor that provides an array of Human Resources and business solutions designed to help improve business performance delivering administrative relief, better benefits, reduced liabilities and systematic ways to improve productivity through its premier Workforce Optimization solution. Insperity operates in 60 offices throughout the United States.

Guided client-management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines as well as communicating and enforcing organization values.

Ensured client-companies complied with federal, state and local requirements.

Assisted client-business managers with recruiting, selecting, orienting, training, coaching, counseling, and disciplining employees; directed the planning, monitoring, appraisal and review of employee contributions; helped establish and manage compensation and pay structure; helped determine production, productivity, quality, and customer-service strategies; actively resolved human resource problems; assisted with implementing change.

Establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, training and development, records management, succession planning, employee relations and compliance.

Strategically guided the coordination of client-companies restructuring/reduction in force, adverse impact analysis, coordination with corporate legal.

Managed divisional-level Human Capital analytical metrics and projects. MEDICAL RESOURCES, INC. Bloomfield, NJ November 1998 - March 2005 Director, Human Resources

A fixed outpatient medical diagnostic imaging centers in the United States providing a range of diagnostic imaging services to patients referred by physicians. The company’s diagnostic imaging includes a range of magnetic resonance imaging, computed tomography, x-ray and fluoroscopy, ultrasound, nuclear medicine, mammography, bone densitometry, and positron emission tomography.

Managed the process of negotiating, designing and implementing Benefits.

Designed and delivered training programs in areas of Benefits, Discipline and Termination, Diversity, Harassment Prevention and Compensation Practices.

Developed and communicated the company’s diversity practices and strategies.

Worked with the Executive Leadership team to generate competitive business development in diverse markets to strengthen relationships with minority stakeholders by creating new business opportunities.

Leveraged the Human Capital Management talent with the recruiting and selection team to establish a bottom-line impact of diversity.

Implemented human resources strategies by establishing departmental accountabilities, talent acquisition, staffing, employment processing, compensation, training and development, records management, safety, succession planning, employee relations, compliance.

Advised business unit leaders on wage issues of employees including promotions and raises.

Developed a Compensation Plan, Performance Management system and its training program directed to all levels of management.


M.S. in Strategic Human Resource Management, Seton Hall University, S. Orange, NJ

B.S. in Business Administration-Management, Montclair State University, Montclair, NJ Interests

Family, Running, Bicycling, Sports, Reading, Fitness, Fashion, Nutrition, Music, Traveling

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