Employee Relations Human Resources
Resume:
WILLIAM M. BREZOVSKY
Stamford, CT 06907
Home: ***/***-****
*************@*****.***
BUSINESS SUMMARY
Ten+ years as a Human Resource professional in the marketing, publishing, insurance and higher education industries. Generalist with specific skills in employee relations, organization development, management training, recruiting and career development. Problem-solver, equally effective as a team player or working independently. An energetic, resourceful professional who cares about people and produces results.
PROFESSIONAL EXPERIENCE
Family ReEntry Inc, Norwalk/ Bridgeport CT 2010-present
Non- Profit Agency
Director Human Resources and Operations
Handle all aspects of Human Resources for the Agency. Part of the executive team that has assisted in the growth of the agency increasing it from a 2 million to 6 million dollar agency.
Responsible for the implementation and processing of all areas of Human Resources including but not limited to Recruiting, Compensation, Benefits, Strategic Planning, and Succession Planning.
Work closely with the Executive Director on strategic issues that impact the agency to best utilize the expertise and talent of his Management Staff. This included successfully re-organizing the agency to position itself to be the best in the business.
Handle all employee relations issues including but not limited to sexual harassment, training and development, performance management, terminations and conflict resolution.
Published and revised employee handbook for the Agency. Working closely with the Executive Director Board of Directors and Legal Counsel. The end results were that all employees received a hard copy of the policies and it was made available on the agency website.
Sacred Heart University, Fairfield, CT 2005-2009
Higher Education Institution
Director Employee Relations and Staffing
Counseled employees on various employee relations issues, created/interpreted policies and procedures for all employees. Handled the recruiting process for all administrative and staff positions at the University. Handled conflict resolution issues for employees.
Researched and implemented a recruiting process and applicant tracking system. As a result, the recruiting process is more efficient, higher caliber candidates are applying, and positions are being filled in a timely manner. Hire approximately 150-200 employees a year.
Developed and facilitated the orientation program for new hires. As part of the orientation employees receive an orientation book that provides them with detailed information regarding the University. This has been a successful program to assimilate employees to all areas of the University.
Updated and published the revised employee handbook for the University. This involved working closely with the Director of Benefits and legal counsel. The end results were that all employees received a hard copy of the policies and it was made available on the University website.
Handle all employee relations issues including but not limited to sexual harassment claims, CHRO claims, performance issues, terminations and conflict resolution.
Project Manager for HR initiative established by the Vice-President of Human Resources.
Trained as a facilitator to assist with "work-out" sessions in various departments to solve issues. These "work-out" sessions have been helpful in that they have solved issues and provided solutions to the issues so that the department can be more productive.
GARTNER, Stamford, CT 2001 - 2004
Provider of IT Services
Senior Human Resources Partner
Manage global Human Resources issues for Consulting, Gartner News, and Database Management business units of approximately 1000 employees. Handle employee relations, recruiting and HR analyses.
Created a performance improvement plan tracking mechanism for Consulting Business Unit that facilitated significantly improved management of employee performance plans. Provided support in turning around top revenue generating consultant whose interpersonal issues were leading to likely termination.
Worked closely with finance partner and analyzed consulting skill sets with corresponding utilization rates against business needs; resulted in terminations and recruitment of appropriate human assets for six major consulting practices.
Created a reduction-in-force process manual that reduced risk of legal action, provided consistency throughout the organization and guidance for managers involved. Detailed a stack ranking process that helped determine which employees would be affected.
Personally handled approximately 150 terminations involving package creation, management training, employee counseling, and follow-up administration.
Director, Employee Relations 2000 - 2001
Strategic Business Partner with the business units including Office of the CFO & CIO, IS3, Finance, Marketing and Human Resources. Counseled managers on various employee relations issues, created/interpreted policies and procedures for all employees.
Worked with managers on creating employees’ performance objectives, trained for employee communications meetings and monitored necessary changes to objectives.
Provided support to managers and associates tracking performance against objectives and making necessary modifications.
Wrote and edited termination, dress code, exit interview, and severance policies.
Conducted eight new benefits training classes for employees.
SAVIN CORPORATION, Stamford, CT 1999 - 2000
Provider of Digital Imaging Systems
Manager, Corporate Human Resources
Handled all Human Resource functions including recruiting, employee relations, performance development and benefits for the East and West coast branches and corporate office.
Developed and implemented orientation program and EEO/Affirmative Action plan for corporate office.
Provided consultation to all levels of management on policies, procedures and employee relations issues.
Designed training manuals and training programs for all branches and corporate office including “Sexual Harassment” and “Legal and Effective Interviewing.”
GROLIER INC., Danbury, CT 1996 - 1999
Publishing and Direct Marketing Company
Manager, Employee Relations
Supervised recruiting function at multiple locations. Resources included internet and website, job fairs and open houses. Interviewed, evaluated and referred candidates for high level positions. Implemented performance appraisals and compensations programs.
Designed, implemented and presented training programs including: “Sexual Harassment,” “Legal and Effective Interviewing,” “Time Management,” “Supervisory Skills,” and “Performance Appraisals.”
Advised managers/supervisors on policies, procedures and employee relations issues.
Partnered strategically with Direct Marketing Division and developed competencies for that division.
METLIFE, Westport, CT 1989 – 1996
Manager, Human Resources
Managed the Human Resources function for MetLife Long-Term Care Group in Westport, as well as multiple locations including White Plains, New York City, Glastonbury and Hamden.
Implemented all Human Resources Programs including Affirmative Action Plan which involved the development and implementation of the EEO plan.
Team member involved in the development of the Group Competency Models (Professional and Leadership).
Provided guidance to management and employees regarding sensitive/employee relations issues.
EDUCATION
Pace University, White Plains, NY
B.A. in Human Resources
COMPUTER SKILLS
Excel, WordPerfect, Microsoft Word, Internet, e-mail, PowerPoint
PROFESSIONAL ORGANIZATIONS
Member of the National Society for Human Resources Management and local chapter.
Member of CUPA-HR (College and University professional association)
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