CINDY J. MURRAY

adi4m7@r.postjobfree.com 508-***-**** www.linkedin.com/in/cindymurray2017

HUMAN RESOURCES MANAGER

Driven Human Resources Manager with diverse experience. Trusted advisor to business management stakeholders in achieving business goals and objectives. Depth of experience in:

• Employee Relations • Influencing (both up and down) •Job Evaluation/Market Analysis •Benefits

• Coaching/Consulting • Performance Management • Staffing/Talent Acquisition

• Policy Interpretation • Change Management •Reorgs/Restructuring/Outsourcing PROFESSIONAL EXPERIENCE

COLLETTE TRAVEL, Pawtucket, RI August 2017 to Present Manager Employee Relations

Reporting to the Executive Vice President, Human Resources, responsible for managing overall employment risk and employee relations solutions for our 600+ employee population with global locations in the US, Canada, Australia and the UK.

● Provide first level response, consultation and successful resolution of employee relations questions and inquiries while keeping the EVP of HR abreast of risks and recommendations.

● Provide consistent guidance and direction to managers in the handling of various employee matters, performance management, progressive disciplinary recommendations, associated documentation, and preparing for employee conversations.

● Conduct independent investigations regarding employee relations issues and provide guidance and recommendations on discipline of employees to include performance improvement plans, coaching and separation of employment in compliance with country specific laws, processes and procedures.

● Enforce zero tolerance for discriminatory, inappropriate, harassing or other types of hostile behavior.

● Interpret country specific policies to facilitate a common understanding and consistent application.

● Manage employee restructures, reorganizations and reduction in workforce in line with country specific processes and procedures to ensure risks are mitigated appropriately.

● Continually review internal processes and procedures for ways to streamline and improve efficiency and enhance service to employees and managers to better support the business.

● Responsible for compliance with HR related company policies as well as all applicable federal, state, local and international employment laws and regulations.

● Stay abreast of changes to employment law and communicate areas of potential impact to EVP of HR to ensure policies and procedures stay up-to-date and compliant and promote our company values. Reviews and updates Employee Handbooks as necessary.

● Facilitate exit interviews for voluntary employee resignations, monitor trends and put forth recommendations based upon analyzing data.

● Analyze ER trends to develop solutions and strategies and make recommendations based on ER related data.

● Counsels employees on inquires or concerns related to applicable Equal Employment Opportunity laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state and international laws.

● Partner with outside legal counsel and internal business managers in the preparation for and participation in managing and mitigating EEOC claims.

● Conduct stay interview conversations with varying employee levels and positions in an effort to make employees feel appreciated and valued, and to proactively attempt to discover any problems before an employee’s decision to leave moves past the tipping point.

CITIZENS BANK, Cranston, RI 2005 - July 2017

Senior Human Resources Relationship Manager, VP, 2008 – July 2017 Partnered with the HR Business Partners to advise and consult on business strategy supporting their functions (i.e. Business Services, Technology Services, Consumer, Commercial, Finance, Risk and Legal). Proactively identified and diagnosed business requirements and utilized organizational knowledge to recommend options and solutions to business stakeholders. Identified project/program risks; advised and partnered with stakeholders to mitigate impact, or escalate if required. Influenced and maintain collaborative relationships with business leaders, peers and partners. Acted as role model, providing guidance and coaching to HR, colleagues and business lines supported.

● Translated business strategies and objectives into the appropriate HR actions and initiatives, including driving them through the business.

● Coached managers to maximize team performance and organizational effectiveness.

● Addressed people related activity by working with business leaders to deliver strategic HR solutions, implementing the people plan and leading HR Projects

● Worked collaboratively to manage HR Projects of medium to large size and complexity which spanned multiple areas of HR related activity.

● Ensured that projects were delivered on time, within budget and that risks are managed. These projects included change programs, job family framework creation and roll out, FLSA job classification reviews.

● Played the lead role for the entire bank, executing restructures/reorganizations, reduction in work force and outsourcing initiatives both regionally and globally while collaboratively partnering with our HR Legal partner to ensure all risks were mitigated.

Human Resources Business Partner, AVP, 2005 - 2008 Identified and addressed people related business activity for the Contact Center/Phonebank, working with business line managers to deliver strategic HR solutions. Managed the core HR management processes/programs that were delivered across the business line (i.e. annual pay review, performance management, talent management, colleague engagement, reward & recognition). Conducted New Hire Orientation, Mutual Respect training and rolled out training to Managers on HR Express / PeopleSoft HRIS system. Interpreted new procedures and policies for the business lines.

● Contributed to business strategic planning process and ensured HR solutions were developed to support successful implementation of business activity.

● Built strong partnerships with business line stakeholders and executive leaders.

● Implemented HR solutions identified to support business line objectives. ACCENTIAL SOFTWARE, Westboro, MA 2001 - 2004

Sr. Human Resource Generalist

Strategic business partner, providing full generalist support to over 250 colleagues including: cost effective recruiting, benefits enrollment, new hire orientation, job evaluation/market analysis, reward and recognition, employee relations and policy/procedures interpretation. Member of the Integration Planning Team during acquisitions. Worked closely with HR Senior leadership team to successfully integrate benefits, compensation programs, relocation, change management and company culture.

● Assisted in development and roll out of HR sponsored programs including annual performance review process, sexual harassment training, and focal stock review.

● Coached and consulted with managers to communicate difficult messages, manage employee relations issues, performance management and reductions in workforce.

● Enabled company to attract and retain top talent and reinforced core values through work on the development of reward philosophy and programs.

● Completed annual EEO/Vets 100 reporting requirements. CINDY J. MURRAY 508-***-**** PAGE 2

ROWECOM, INC. (formally The Faxon Company),Westwood, MA 1993 - 2001 Senior Human Resources Generalist, 2000 - 2001

Acted as consultant/advisor/business partner to business lines supported. Provided broad HR Generalist support to a 400+ employee population. Directed HR activities in the areas of employee relations, staffing, compensation/job evaluation, employee development/training, benefits and HR administration. Experienced in merging businesses, cultures, policies and procedures as a result of acquisition and restructuring. Partnered with outsourced vendor and implemented the company’s Affirmative Action Plan ensuring accuracy of company applicant tracking data and documented EEO efforts. Directed and developed Human Resources direct reports.

● Launched new employee benefits, policies and procedures, successfully integrating companies during acquisitions to ensure employees were welcomed, had a sense of the organization’s culture, felt included and were engaged.

● Assisted in reengineering of Performance Management to introduce “Managing for Results” focused on pay for performance approach.

● Coached managers and colleagues through difficult reductions in workforce. Consulted on issues related to restructuring, eliminating and redefining jobs, assessing critical skills and the needs of the business moving forward, analyzing legal implications and designing of effective communications strategy.

● Assisted in delivery and design of market-driven base compensation plan utilizing Broad Bands. Human Resources Generalist, 1996 - 2000

Developed and managed processes related to recruitment, training, performance management, compensation, benefits enrollment, employee relations, and other related areas in alignment with business lines supported and the organizations mission and goals.

● Acted as liaison between colleagues and benefit insurance brokers, third party administrators, etc. to ensure effective problem resolution, accuracy and timeliness.

● Partnered with company’s Insurance Broker and Pension Benefit Guarantee Corporation (PBGC) to terminate single employer pension plan. Colleagues received promised benefits, in lump sum payment or insurance company annuity.

● Assessed performance needs, identified and evaluated root causes of performance problems and provided solutions targeted to specific needs of individual or business line.

● Ensured accuracy and integrity of HRIS generated reports; communicated results and assisted in interpreting collected data.

● Implemented and monitored applicable HR federal and state requirements; conducted investigations and represented organization at unemployment and/or legal hearings. Human Resources Benefits/Payroll Administrator, 1993 - 1996 Provided overall support for employment, benefits, compensation, employee relations, training and unemployment claims. Prepared monthly premium payments to insurance carriers. Pre-screened applicants, conducted reference checks and extended offer letters of employment. Fielded inquiries from colleagues and ensured company policy and procedures were communicated and adhered to. Coordinated the development, roll-out and tracking of training programs in an effort to build a cohesive improvement culture.

● Processed company wide weekly payroll through Ceridian Source 500 payroll services.

● Maintained HRIS system which included HR/Payroll changes, employee information/data, changes to payroll deductions, tax withholdings.

● Administered group health/dental, life, STD and LTD plans. Managed and maintained eligibility for changes, enrollment and termination of coverage and COBRA administration. EDUCATION & PROFESSIONAL AFFILIATION

Certificate in Human Resource Management

Certificate in Project Management

Division of Continuing Education, Bryant University, Smithfield, RI Society for Human Resource Management – (SHRM)

TECHNOLOGY

ADP Workforce Now, PeopleSoft, SAP and Ceridian HRIS systems, Outlook and Microsoft Office

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