Laura Bezich, MBA

*** ******* ******, ****** ***., NJ adz9ei@r.postjobfree.com 609-***-****

Objective: To obtain a strategic and hands-on HR Manager or Director position in a challenging and fast paced environment that demands an experienced, resourceful, goal-oriented individual.

Seeking opportunities that will maximize my expertise in Employee/Labor Relations, HR Compliance, Talent Management, Compensation, Benefits Administration, Leave Management, Employee Engagement, & Training/OD.

Education: Bachelors’ of Science, Management, Drexel University.

Masters’ of Business Administration, HR Concentration, Drexel University.

Post Master’s Certificate, Training & Organizational Development, St. Joseph’s University, 18 graduate credits.

Professional Development:

Obtained PHR and SPHR professional certifications.

4 Certificates of Professional Studies from Cornell School of Industrial and Labor Relations-Investigating Employee Complaints, Conducting Workplace Investigations, AA Plans & EEO Laws, and Legal Aspects of Recruitment & Selection.

Professional Memberships: HR Committee of Chamber of Commerce of Southern New Jersey; Tri-State Human Resources Management Association; SHRM; HERC; CUPA; NJCC Labor Relations & HR Affinity Group.

HR Systems Experience: Paycom, Workday, Colleague, ADP Workforce Now, ADP Enterprise HR, Banner, PeopleSoft I

Qualifications:

Over 14 years of experience in a HR Leadership role.

Over 12 years of Labor/Employee Relations experience: preparing for and managing the formal grievance process; investigating workplace complaints; conducting disciplinary meetings; working with supervisors on performance management improvement plans; interpreting work rules, management rights and policies in the collective bargaining agreements; resolving conflicts between supervisors and employee; conducting supervisor training in LR; proposing changes to contracts during CBA negotiations; working with labor attorney during negotiations of contracts and providing information to labor attorney for responses to EEOC complaints.

Handled 4 collective bargaining agreements at RCBC, 7 contracts at CCHSC and 2 contracts at Drexel University and Lions Gate CCRC.

Worked closely with union officials to resolve disputes at early stage and in monitoring and enforcing the provisions of the CBA.

Drafting policies and forms for FMLA (and other leaves), ADA and Workers’ Comp

Conducting LR and ER duties to meet compliance with federal, state and local laws.

Proven experience as a trusted and valued business partner establishing effective working relationships with employees at all levels of the organization, including CEO’s, CFO’s, University Presidents, Deans and Faculty members and Healthcare Administrators.

Over 11 years of solid Human Resources Generalist/Business Partner experience.

Proven experience in developing and conducting supervisory, anti-discrimination and diversity training.

Preparation and representation for Human Resources in JCAHO and Middle States Accreditations and New Jersey Health Department Surveys.

Laura Bezich

Professional Experience

January 2023 to Present Director of Human Resources, Lions Gate CCRC and Saltzman Senior Housing, Voorhees, NJ.

Under general direction of the CEO the Director of HR is responsible for managing the operations of the Human Resources Department for this Continuum of Care Center (Independent Living, Assisted Living, Memory Care, Skilled Nursing and Rehab facilities) and Senior Housing, which employs approximately 350 employees and 200 contracted employees.

Plans, directs, and oversees the talent management, employee and labor relations, compensation, training and development, benefits administration, leaves, performance evaluation/management, employee recognition and engagement, safety, workers compensation, payroll, HRIS, regulatory compliance and corporate communications functions.

Manages the HR Staff and provides overall HR support to a 24/7 workforce at two locations.

Strategizes with the CEO and other organizational leadership members as a business partner to design and implements programs to meet business goals, federal and state regulatory mandates, the corporate philosophy and core values and employee engagement.

Serves as the Corporate Compliance Officer, chairs the Safety Committee and co-chairs the Employee Engagement Committee.

Spearheads new employee on-boarding, recognition and engagement strategies.

Serves as a catalyst in developing the employer brand and social media recruitment to grow the pipeline of qualified talent.

Handles all employee complaints and investigations and represents employee at union grievances.

Evaluates pay and benefit structures and practices, completes market analyses, proposes changes to maintain internal equity and market competitiveness and ensures compliance with FLSA and other pertinent laws/regulations.

Develops and manages on-boarding, orientation and employee engagement programs to promote positive employee morale and control turnover.

Administers and recommend revisions to the collective bargaining agreement and educates supervisors on lawful and unlawful labor practices.

Develops and implements employee recognition programs to further the core values of the organization and supports employee engagement goals.

Educates supervisors and facilitates performance evaluation programs, performance improvement plans and disciplinary actions.

Revises company policies, employee handbook and corporate compliance program.

January 2021 to January 2022 Director of Human Resources, Assisi House Retirement & Rehab Center, Aston, PA

Responsible for managing the operations of a six member HR Department and 3 receptionists serving employees working in 525 employees in four states.

Works onsite with offices in the Assisi House (Long-term Care Facility) and Sister of St. Francis corporate headquarters, and satellite businesses in Pennsylvania, New Jersey, Delaware and Washington States.

Reports to a five person leadership team that I am accountable to for strategic short-term and long-term goals and objectives.

Major functions include: employee relations, talent management, compensation, compliance, training and development, employee engagement, benefits administration, workers compensation and safety.

Supervises and works collaboratively with Sr. HR Generalist (leaves, recruitment and employee on-boarding), two Sr.HR Specialists (for payroll and HRIS functions), Benefits Administrator, and Receptionist.

Continually monitors regulatory actions to develop policies to comply with federal, state and local employment regulations and mandates.

Responsible for all aspects of employee relations, including progressive discipline, performance improvement plans, complaint resolution and workplace investigations.

Develop policies and procedures, design and implement performance evaluation forms and procedures, revise employee handbook,

Develop social media and email campaigns to broaden recruitment efforts for Nursing and non-nursing vacancies, including virtual and in-person job fairs.

Develops annual compensation plan for each department and then presents at board meeting for leadership approval.

Revises pay grades and salary ranges to maintain internal equity and external market competitiveness.

Developed New Employee Orientation, on-boarding process, employee handbook, HR Annual report, employee newsletter, wellness calendar, worker’s compensation and light duty plan, internship program, employee recognition program, annual employee Town Hall meetings and monthly employee events.

Prepares responses to EEOC complaints and works closely with corporate attorney for discrimination, ADA, workers comp and other claims.

June 2016 to May 2020 Assistant Director Human Resources, Rowan College at Burlington County, Mt. Laurel, NJ

June 2017 to February 2018 Interim Executive Director of Human Resources

Responsible for managing the operations of a seven-member HR Department servicing 500 FTE’s and 600 adjuncts/PT employees working on five campuses.

Developed short and long-term goals for labor & employee relations, talent management, training and OD, benefits administration, workplace safety and employee communication and engagement.

Major function of my position was as the Labor Relations Specialist for the employees represented by RCBC Faculty Association and RCBC Instructional Assistant Association in investigating workplace complaints, managing the formal grievance process, conducting disciplinary meetings, consulting and advising supervisors on performance management actions and plans, and providing interpretation of the terms of the CBA’s.

Assisted the Chief Negotiator in preparing for contract negotiations, researching current contract issues and considering changes to the terms of the new contract.

Developed policies, procedures and forms for administering and tracking employee leaves of absence.

As the training and development leader, recommended, coordinated and facilitated compliance training for employees at four campuses.

As Interim Executive Director of HR took the lead in handling all HR matters with the 4 unions and non-represented employees and served as the HR Representative on the College Personnel Committee and preparing resolutions for Board of Trustees meetings.

Achievements included: effectively resolving employee complaints and grievances at first level to avoid formal hearings; recommending cost-savings revisions to collective bargaining agreements; developed diversity & inclusion statement and initiatives; redesigned the annual performance evaluation process; revised employee handbook and broadened content to meet compliance requirements; developed comprehensive On-boarding program, including NEO and mentoring program; in addition to compliance training, introduced new training programs (team building, customer service, supervisory, workplace safety and anti-discrimination/harassment); introduced an enhanced job description format to meet compliance requirements; developed policies and procedures for ADA, Fitness For Duty, Drug Testing and PT Sick Leave; and developed an exit interview process.

October 2015 to June 2016 Sr. HR Analyst, Radian Group, Philadelphia, PA (Temp contract with Quad 626. Was offered an extension in a new role as HR Business Partner)

Serving as a Sr. HR Analyst for Radian Group (six companies and over 1500 employees) for an employee on a long-term leave. Responsibilities included:

Transitioning employees from recently acquired companies to Radian’s benefits programs.

Administering benefits and retirement plans, managing the tuition reimbursement program.

Preparing printed and online materials and updating the processes and self-service systems for the annual open enrollment period.

Assisting HR Business Partners with terminations and administering cobra, and assisted compensation analysts with calculating incentive pay.

Special projects included: ADA reporting; developing new processes for administering retiree benefits; coordinating and overseeing the wellness program with the newly acquired companies (Denver, Salt Lake City, Shelton, Tampa and Pittsburg); working with the Talent Management team in revising the New Employee Orientation program; and working with Payroll to develop audit processes.

January 2014 to February 2015 Assistant Director, Human Resources, Widener University, Chester, PA Chester, PA

Was responsible for reorganizing and managing the benefits and retirement functions (administered to over 1200 employees with a budget of over 15 million.)

Evaluate the current plans to meet the strategic goals for: reducing employee cost-sharing; increasing utilization of plans; and controlling cost to the university.

Developed systems and SOP’s for administering medical/Rx and dental plans, flexible spending accounts, health savings accounts, group life, accidental death and dismemberment and long-term disability, post-retirement medical and the university defined contribution retirement plan.

Other responsibilities included: writing a summary plan document for VEBA plan; preparing for internal/external audits; handling accounting and budgeting for benefits and pensions; wiring funds to retirement plan vendors; writing policies and procedures; updating software for the self-service portal; conducting new employee orientation; conducting workshops relating to benefits and retirement; planning the first “Annual Employee Benefits Fair” and spearheading wellness initiatives which included nutrition counseling for employees.

May 2005 to December 2013 Human Resources Administrator, Camden County Health Services Center, Blackwood, NJ

Hired to streamline the benefits administration function and administer benefits to over 550 active employees and 370 retirees.

Handled the employment, benefits and compensation matters for 7 union groups of employees (Nurse Supervisor, RN’s, LPN’s, Crafts, Support, Administrative Supervisors and Psych Aids/Certified Nursing Assistants.)

Was responsible for the design, planning, administration of employee benefits- medical, prescription, vision, dental, short-term disability, and group life insurance), Retirement programs and voluntary plans, such as FSA and HSA plans, supplemental life and disability and the EAP.

Handled employee/labor relations duties including: interpreting the terms of the CBA’s; developing performance improvement plans; assisting supervisors with counseling employees and progressive discipline procedures/meetings; and working with CEO to resolver organizational-wide LR/ER issues.

Handled compensation functions, such as implementing salary adjustments, completing salary surveys, assisting managers with merit increases, processing contractual pay adjustments, determining transfer and promotions pay adjustments and administering the annual employee evaluation process.

Other duties: writing policies and procedures; handling FMLA requests; conducting new employee orientation; developing and disseminating employee communications materials; representing HR at BOT meetings; and preparing the HR department for Jcaho surveys and DOH visits.

February 2004 to May 2005 Compensation & Benefits Manager, Alliance Consulting, Philadelphia, PA (Temp contract with Quad 626. Was offered permanent position in Conshohocken, Pa)

As a long-term contract employee, was responsible for managing the benefits and compensation functions for this IT consulting company with approximately 850 employees working in five different states.

Worked closely with the HR Director in the employee relations, affirmative action planning and special projects (i.e. developing web-based employee surveys, writing policies and procedures, revamping the organization of the department and flow of work processes and modified HR system to interact with the payroll system.)

November 1999 to August 2003 Manager of Human Resources, 1999-2000 & Director of Employment and Employee Relations, 2000- 2003, Drexel University & Medical College of Pennsylvania /Hahnemann University, Philadelphia, PA,

Was hired as the HR Manager to recruit and staff the new HR department.

Managed the Employee Relations/Labor Relations and Recruitment & Selection and functions for approximately 4000 employees and faculty members, working on two campuses.

Created a strategic talent management campaign, developed and updated all employment forms and processes and worked with departments in developed staffing and recruiting goals and plans.

Introduced a new 360 degree performance evaluation system.

Handled complex and diverse employee/labor relations issues including employee complaints, progressive discipline, performance improvement plans, conducted internal consulting to resolve employee/management conflicts, handled terminations and layoffs and reduction in force with acquisition of MCPHU.

Served on the Personnel Committee of Drexel’s BOT’s, the HR liaison to Drexel’s International Office to handle immigration issues and the hiring of international scholars and employees and worked with the AA Director in preparing the annual AA plan and establish goals.

Worked closely with our Compensation Analyst to handle job analysis, develop pay structures, compensation strategies and initiate new pay policies.

Accomplishments included: merging the two HR departments (Drexel & MCPHU); recruiting a new staff for College President; designing and conducting new supervisory training; writing a guide to hiring international employees; developing on-boarding programs including the creation of the first New Employee Orientation (2-day agenda); developing a formal internal transfer process; developing an exit interview process; and developing a background investigation policy.

References Available Upon Request

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