CAROL CALLAHAN FRASER

** ******** ****, **********, ** 11801 * 516-***-**** * adi94y@r.postjobfree.com

EDUCATION AND CERTIFICATIONS

Masters, Management and Leadership

Bachelors, Business, Human Resources Management

Bachelors, Liberal Arts

Emotional Intelligence Certified Trainer, TalentSmart

Senior Certified Professional (SCP), SHRM

Certified Compensation Professional (CCP), WorldatWork

Pepperdine University of Law, Certified Mediator

WORK HISTORY

CHRO, Municipal Credit Union (financial services turn around) 2020

Supporting the CEO and conservatorship team, responsible for auditing and rebuilding all areas of human resources for $4 Billion credit union in New York City. Supported net worth restoration plan of largest conservatorship in nation. Hired entire HR department, conducted internal audits for compliance, and created best practices for all areas of HR.

Designed job architecture for all levels of the organization improving career paths and performance levels.

Redesign benefits program resulting in enhanced benefits offerings while maintaining a neutral budget impact.

Executive coach to C-Suite offering organizational design expertise in talent assessment.

Develop learning and development program by role for enhanced skill sets and 100% compliance training.

Design Talent Acquisition strategy to secure nationwide talent.

Northwell Health, New York (healthcare) 2018 to 2020

Vice President, HR Projects

Reporting to the Deputy CHRO, operate as an HR strategist and develop programs and processes for the entire Northwell organization of 72,000 employees.

Developed reassignment process for COVID 19 crisis redeploying existing Northwell employees including partnership with training, payroll, total rewards, and talent acquisition. Successfully placed over 1500 members into support areas of testing, bedside support, labs and ancillary programs such as serology testing, tranquility tents and others.

Analysis of employee population for short and long term solutions around staffing, working environments, early retirement and alternate program development.

Associate Executive Director (VP), HR, Cohen Children’s Medical Center

Reporting to the Executive Director (CEO) of the hospital, operate as a change agent and manage all strategic human resources initiatives for a 1400+ employee tertiary medical center specializing in care for children. Member of regional human resources leadership council, participant in pilot leadership development cohort (LeadNEXT) focusing on executive succession planning, executive sponsor for compensation projects impacting the central and eastern region of largest private employer in New York state.

Consultant to leaders and staff providing HR guidance, analyzing human capital trends and metrics and resolve complex issues and grievances.

Executive coach to department leadership and mentorship program facilitator for companywide management training program (MAP-IT).

Increased talent metrics significantly in performance assessment (+126% YOY); succession planning (+32%); development plans (+60%) and employee engagement participation (up to 95%) through coaching, leadership development and rewards and recognition programs. Increased from Tier 2 to Tier 1 facility in Employee Engagement Annual Survey.

Created workforce development program for children’s hospital staff to develop parallel learning opportunities with the managers and improve engagement.

Developed compensation structure for Advanced Care Practitioners (Nurse Practitioners and Physician Assistants) transition program which was utilized system wide resulting in retention and improved recruitment efforts.

Global VP, HR, OpenLink Financial, LLC, Uniondale, NY (technology/fintech) 2014 to 2018

Reporting to the CHRO, operate as a change agent and manage all strategic initiatives for Performance, Total Rewards, HR systems, and compliance of a 1100+ employee Private Equity held technology company with 10 locations throughout the Americas, EMEA and APAC.

Compensation achievements include: Designed international compensation structure including sales and commission structure, designed org structure and job families, job architecture and role definition, base pay compensation structure and analysis, long and short term plan programs, TCC analysis and action plans, survey participation and benchmarking, implemented ePrism and MarketPay compensation solution, annual planning process and competitive pay for performance practices.

Benefits achievements include: Managed $20M global benefits budget, developed global strategy of benefits offerings, overhaul of global benefits, Safe Harbor of 401k, global BOR for consistent and competitive benefits program management, implementation of new offerings in retirement, health and welfare programs in 9 countries, and reduced global benefits spending while improving benefits offerings.

Payroll achievements include: Enhanced entire global payroll function and standardization global payroll into single vendor reducing costs and improving efficiencies. Homogenized earnings and deductions codification. Management of global pay practices and development of uniform time keeping protocols to ensure compliance and reporting.

HRIS achievements include: Full cycle global implementation of Ultipro including ATS, Talent, Benefits, Core, Compensation, and Reporting. Improved analytics and business processes to reduce and eliminate manual activities and integration to downstream systems. ROI of over $1.3M.

Compliance achievements include: Consolidation of global policies into new employee handbook. Managed corrective measures and enhanced US compliance concerns in PFL, FLSA and ERISA. Managed global pay practice corrected accounting issues in mandatory benefits costs in all countries.

Immigrations achievements include: Developed and delivered strategy for US Immigration backlog and streamlined processes reducing expenses as well as better budget management of almost 100 cases. RFP new immigration firm and enhanced communications and engagement with employees. Managed global mobility practice and developed policy for standardized approach to global resourcing.

(Laid off due to acquisition of company)

Executive Consultant, Dakota Planet, Inc., Nationwide (See details below) 2001 to 2014

Head of Human Resources, St. Vincent Medical Center, Los Angeles, CA (healthcare turn around) 2005 to 2007

Responsible for all Human Resources function including recruitment and retention, union relations, policies and procedures, non-clinical employee training, compensation, benefits, state and national compliance preparation and auditing.

Employee Relations achievements: Successfully negotiated CBA with California Nursing Association. Managed people portion of UNOS violation including 100% compliance training in ethics and diversity. Administered first ever reduction in force of 150 years of practice including assessment, legal requirements, and operation implications.

Compliance achievements: Managed JCAHO scheduled visit with zero HR findings. Managed CHS audits with zero HR findings.

HR Operations achievements: Redesigned employee contributions for health benefits resulting in a cost savings of $420,000. Managed Kronos HRIS upgrade of AS400 Infinium system. Launched and administered online application tracking and job requisition system.

(Resigned due to pregnancy and relocation)

Director, Employee Relations, Digitas LLC (a Publicis Company), Boston, MA (marketing high growth) 2000 to 2001

Responsible for all employee relations for 2000 person recently IPO’d marketing company. Managed all internal investigation, volunteer activities, upgrade of HRIS for employee relations library, created coaching and mentoring program. (Laid off due to Dotcom downturn and 9/11)

VP, Human Resources, Allied Office Supplies, New Jersey/East Coast (distribution roll up) 1998 to 2000

Responsible for all HR operations for roll up distribution company. Managed all people components of M&A activity resulting in a 500+% increase in headcount (175 to 1200). (Resigned to relocate-marriage)

VP, Human Resources, Pulse Entertainment, California (game developer start up) 1996 to 1998

Responsible for all HR operations for startup game developer backed by Microsoft. Managed all due diligence of M&A activity in coordination with finance and legal. Oversaw relocation of corporate offices including infrastructure technology. (Laid off due to office closure)

HR Project Manager, Equity Marketing, California (manufacturing IPO) 1995 to 1996

Responsible for all post IPO legal filings, developed in-house travel agency, managed investor relations, developed annual performance management program and managed all employee engagement activities. (Resigned for opportunity)

VP, Human Resources, On Stage Management, California (music management company) 1991 to 1995

Responsible for all HR operations for a startup music management firm and support its 400% growth over 5 years. (Resigned to relocate)

CONSULTING HISTORY

Executive Consultant, Dakota Planet, Inc. 2001 to 2014

As a global HR business leader, my client contracts included Interim CHRO responsibilities and project management of enterprise-wide initiatives. Programs include change management, business transformation, driving culture through operational efficiencies and creating engaging programs and systems to support growth. Partnering with senior leadership, C-suite and BOD, achieved a successful track record of project results for business strategy execution.

Industries, Clients and Assignments have included:

Fashion

Aeropostale

Timex Group

Anvil Apparel

Entertainment and The Arts

Disney Publishing

Sony Pictures

Sherry Rousso and Associates

Dance Manhattan

HR Services

KornFerry International

Forrest Solutions

Technology

Yodle Online Advertising - Web.com

Research

GfK Global Research

Financial

Ambac Financial Services

Manufacturing and Distribution

MGA Entertainment

Retail

Z Gallerie

Healthcare

Centerlight Healthcare

Project Lead in design, development and implementation of full cycle compensation programs including market data research, benchmarking, sales commission programs, incentive compensation, employee communication and policies and procedures. Developed job descriptions libraries, conducted job analyses, managed budgeting for annual merit, bonus, equity and promotion increases. Conducted complete FLSA analysis and implementation, policy revisions, and employee communication.

Project Lead for Organizational Development and Succession Planning program. Developed communication strategy, training sessions for change readiness and executive adoption of proposed organizational change. Financial modeling of employee population for proposed reorganization. Succession for all director level and above population and subsequent talent recruiting modeling.

Project Lead on Dayforce (Ceridian) implementation. Project Lead on NuView HRIS. Project Lead on Kenexa Implementation.

Project Lead on RFP for benefits offerings resulting in a multi-million dollar cost savings through vendor selection, plan design, shared expenses and wellness incentives.

Partnered with senior leadership on implementation of new compensation programs for TARP regulations. Redesigned year-end bonus and merit programs companywide based on new regulations.

Chief Auditor of corporate internal HR department including review of benefits offerings, retirement programs, HRIS needs and requirements, and applicant tracking. RFP for Brokers and HRIS solutions. Implemented changes in PTO policies and spearheaded national on-boarding initiative.

SYSTEMS AND TECHNOLOGY

Ultipro

Kronos

Peoplesoft

Oracle

Dayforce

ADP

Paychex

NuView

ePrism

Kenexa

MarketPay

EXTRACURRICULAR ACTIVITIES

LISS, LLC - Swing Dance Instructor, Performer, Adjudicator, Choreographer, Event Promoter – 1998 to present

Jazz dance historian

National Diversity Council Member

Transcendental Meditation practitioner

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