Andie Whitehead

** ******** **** ****: 732-***-****

Freehold, NJ 07728 Mobile: 732-***-****

adaxty@r.postjobfree.com

Skilled and results oriented strategic HR Business Partner with strong ability to drive overall HR organizational performance to achieve business results. Effectively provide HR strategy, direction coaching and leadership to senior management/line clients on a full range of human resources, business and organizational issues.

Professional Experience

Merck & Co., Inc., Rahway, NJ

Merck Research Laboratories November 2007-March 2011

Sr. Human Resources Business Partner supporting clients (700+) within the Basic Research Division. Member of the Senior Leadership Research Team, and responsible for coaching business unit leaders, managers and employees on a broad range of policies, programs and practices, including but not limited to leadership, organizational effectiveness, organizational design, talent management, leadership development, employee and organizational effectiveness.

Selected Accomplishments:

Led implementation and adoption of Basic Research Global Operating Strategy for the Rahway site. Worked closely with site leadership to ensure that organizational design principles were achieved and aligned with business needs.

oSupported the design / development of the competency based assessment process used to assess employees for new organization.

oWorked closely with site leadership on all aspects of the assessment process that included calibrating employees and placing them into roles in the organization.

oDeveloped the exit process for employees not placed.

oSuccessfully managed severance and separation process. Resolved issues related to adverse impact and ensured compliance of laws and policies as appropriate.

oProvided coaching and feedback to line managers/ clients regarding on going change management initiatives as a result of implementing new operating model.

Led the design, facilitation and implementation of organizational interventions and team building activities focused on improving organizational and leadership effectiveness.

oAggressively addressed leadership performance issues that resulted in employment separations.

oCreated new leadership opportunities for key talent

oEstablished work teams to address departmental issues focused on improving departmental moral, communication, trust, and collaboration.

oProvided ongoing coaching of senior leader to address behavioral deficiencies affecting performance impact, and business results. Established coaching plan with specific / measurable performance related objectives aligned to Merck's leadership standards and year end performance review.

Counsel and advised managers and employees of appropriate interventions to address / resolve employee relations issues (ex.; performance improvement, diversity, hiring practices, etc.) and monitor progress.

Support line/employees in the selection of appropriate development opportunities aligned with development and talent management process.

Drive a performance culture by supporting management and employees in the areas of goal setting, evaluation, providing feedback, coaching and development planning.

Provide on going feedback and coaching to leaders aligned with Merck's Leadership Standards of Behavior that allows for leadership growth and the ability to provide employees with constructive feedback regarding performance.

Global Pharm. Commercialization (GPC); Merck Manufacturing Division January 2006- November 2007

Human Resources Business Partner to newly created organization (500+ clients) responsible for the scale up and manufacturing of compounds in Phase IIB. Provide broad range of HR capability focused on organizational design, talent management, staffing and selection, change management and project/program management to enable the sustainable achievement and growth of business results.

Selected Accomplishments:

HR lead for the Build Talent to Win Culture team created post the design/implementation of the GPC Organization. Focus was on enabling culture transformation. Provided subject matter expertise to a small team whose objective it was to develop a clear vision of the desired and prioritized scientific, business and leadership capabilities needed to accomplish the mission of the GPC organization.

oProvided leadership and supported the design, development and implementation of core competencies for the GPC organization, in addition to the associated competency matrix aligning proficiency level to grade level.

oProvided leadership and supported the design, development and implementation of a GPC Career ladder that aligns with the technical and managerial aspects of the business.

oDesigned and implemented a revised Employee Development Process that incorporates competency assessment and allows for robust conversation between manager and employee regarding development opportunities and career interests.

oDesigned and implemented GPC Promotion principles and process aligned to new career ladder and competencies.

oDeveloped new job descriptions for the GPC organization as a result of the newly created career ladder /titles.

As part of the Behavior Coaching and Consequence Management initiative, functioned as an internal behavioral coach for 8 leadership team members. Coach leaders on the development and execution of action plans that focus on achieving sustained behavior change, providing feedback, and the application of appropriate consequences in order to drive business results

Provided coaching/leadership to clients regarding on going change management efforts taking place within the business as a result of the creation of the GPC organization, that focus on attaining /achieving realization.

Lead the design and facilitation/implementation of organizational interventions and team building activities focused on improving organizational and leadership effectiveness.

Designed and facilitated vision exercise for clients, resulting in the completion of a vision for their respective area. Lead the facilitation of prioritizing action items needed to be worked on that will result in the attainment of the vision.

Lead the design and facilitation of a new leader assimilation program for a newly appointed leader(s) within client area. Work closely with leader and staff to design and develop appropriate follow up actions post the session.

Pre Clinical Development /Research Planning and Integration Merck Research Laboratories October 2003-December 2005

Human Resources Business Partner supporting a client area of 350+ employees. Provide all aspects of HR consulting and support to leaders and employees on organizational effectiveness, talent management, staffing/retention and employee relations.

Selected Accomplishments:

Supported the ongoing change management process for the newly formed WGMPQ group within Process R&D. Conducted team building sessions to develop the mission and vision, and worked through the establishment and commitment of team norms.

Managed the Process R&D Succession Planning process. Reviewed key talent issues, identified hi-potential and at risk employees. Ensured adequate bench strength and the creation of development plans for hi-potentials.

Managed, coordinated and resolved complex employee relations issues including performance problems, job eliminations, discrimination, sexual harassment, ADA, ethics, and policy compliance.

Managed compensation planning process including base salary administration, bonus planning and stock option allocation. Influenced management decisions so that rewards were aligned with contributions.

Merck Research Laboratories October 1998-September 2003

Human Resources Business Partner responsible for a 300+ client group within the Basic Research Division. Accountable for providing strategic HR consultation to leaders and employees within the areas of employee relations, compensation, policy interpretation, staffing, organization design and organizational effectiveness.

Selected accomplishments:

Lead a cross divisional team (HRLT Task Force) put together by Senior Vice President Human Resources, that:

oIncreased communication and networking across the HR Community

oFostered an inclusive environment at all levels

oEnabled and encourage speaking up

oProvided a venue for our HR community and our HR Leaders to engage in cross divisional best practice sharing.

Restructured the MRL Summer Intern program resulting in a stronger pipeline of future talent.

oImplemented hiring standards agreed to by Research Management Committee.

oImproved flow of communication between HR and MRL hiring managers by selecting departmental contacts responsible for intern selection, project assignments and student evaluations.

oCoordinated interdivisional end of summer recruiting event for completed juniors within the chemical engineering and chemistry disciplines. Extended sixteen full time offers to students upon their graduation, resulting in 100% acceptance rate.

oPartnered with Corporate HR to improve intern placement process.

Resolved diverse and complex employee relations issues. Coached managers on performance counseling, progressive discipline, and terminations.

Participated on corporate wide implementation team for new applicant tracking/database system (Career Link). Customized process to ensure successful implementation and acceptance within Basic Research.

Participated in the re vamping of the relocation program for all Ph.D. hires within MRL to enhance attraction and retention of top talent.

Coordinated staffing needs within client area by conducting multiple internal and external searches for various scientific positions. Met projected targets for Ph.D. and associate hires within client area.

Managed diversity recruiting initiatives for MRL by participating in various diversity conferences, which resulted in several full time and summer internship hires within the research laboratories.

Chase Manhattan Bank, New York, NY (Merged with Chemical Bank)

Assistant Vice President/HR Generalist – Mortgage Company August 1997-October 1998

HR business partner to a 70 branch division within the Retail Mortgage Business with a population of 900 employees. Supported diverse, geographically dispersed client group consisting of sales, operations and management. Implemented Human Resources strategies which closely reflected and supported business plans. Heavy emphasis on consulting with business leaders and employees on HR/business issues. Focused on employee relations, staffing/employment, compensation, performance management, training and organizational development.

Human Resources Officer/Generalist July 1996-August 1997

Human Resources responsibility for 425 employees within Corporate Controllers. Provided strategic leadership and support to diverse group of employees on human resources practices including staffing, compensation, benefits, performance management, rewards and recognition, organizational capability, training and development. Counseled managers and staff on HR policies/procedures and resolved complex employee relation issues.

Chemical Banking Corporation, New York, NY May 1994-June 1996

Manager, Benefits Administration

Chase Manhattan Bank, N.A., New York, NY

Supervisor 401(k) Plan, Corporate Human Resources April 1992-May 1994

Human Resources Operations- Management Trainee March 1990-April 1992

Payroll Analyst October 1989-March 1990

Education

Baruch College, The City University of New York, NY June 1997

M.S. Industrial & Labor Relations, Concentration: Human Resources

Northeastern University, Boston, MA September 1989

BS/BA Management

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