Human Resources Manager

PROFESSIONAL OBJECTIVE:

Challenging Human Resources management position that utilizes my proven record of excellent analytical, communication, leadership, multi-tasking and flexibility skills. Continue to be a pro-active, hands-on member of a team in a high paced environment.

SUMMARY OF SUPPORTIVE QUALIFICATIONS:

A results-oriented self-starter with highly developed analytical, problem-solving, project management, and decision-making skills.

EDUCATION: Bachelor of Science, Business Administration, University of Phoenix and

Bachelor of Arts, Management, University of Phoenix

SKILLS: 20+ years progressive, analytical experience in Human Resources (Compensation, Benefits,

HR Information Systems, and Payroll). Effective interpersonal, oral and written communication, and

teamwork skills, as well as, excellent customer service, analytical and problem-solving skills. Proficient in Microsoft Suite (i.e., Access, Excel, Word, and PowerPoint), and Visio.

SYSTEMS: PeopleSoft (8.9), JD Edwards, Lawson, Oracle, ABRA, ADP, Genesys (Mainframe/HR and Payroll)

PROFESSIONAL ASSOCIATIONS:

World at Work, Current Member (working towards CCP)

Toastmasters International, District 52, Division D, Area 40, Past Member

EXPERIENCE:

2009 - Present Health Care Industry (Los Angeles, CA)

No. of employees: 5,500+ (nationwide)

Manager, Compensation, HRIS & HR Administration

• Develop and implement compensation systems and programs.

• Develop, recommend and implement compensation policies, procedures and processes, which result in equitable pay programs that are easily trackable and cost effective.

• Manage annual compensation processes including performance evaluation completion and employee reviews, and bonus & merit increase preparation, review, and processing.

• Perform departmental reviews and adhoc requests for job evaluation and analysis, as needed

• Oversee and manage annual budget for Compensation Department.

• Create and administer sales incentives and annual employee bonus.

• Administer compensation guidelines, position evaluation system, provide guidance on merit increase practices, promotional philosophy and total compensation approaches to ensure that pay practices remain competitive and internal equity is maintained.

• Evaluate performance-based incentive plans, where appropriate, designing and recommending changes that will make them more effective.

• Provide compensation expertise in support of Merger & Acquisition activities to include leadership in due diligence processes and integration activities.

• Ensure data and process integrity and providing high level information and analyses in order to facilitate sound decision making regarding compensation issues, including program design and cost management.

• Reviews and evaluates potential information systems for their value in the Human Resources environment and the integration of such systems to other County departments.

• Maintains all current and anticipated computerized information technology systems so they are consistent with departmental objectives.

2007 – 2009 Hilton Hotels Corporation, Beverly Hills, CA (Office closure effective 07/27/09; transfer to McLean, VA)

Compensation Manager

No. of employees: 4,500+ (nationwide/global)

• Responsible for overall design, development and management of all compensation programs

• Provide guidance for the strategic direction of the organization’s compensation programs to ensure support of the organization’s business objectives

• Manage company job grading and evaluation system

• Develop reports and metrics that will help senior management monitor and manage employee compensation

• Develop and recommend process improvements on company procedures and guidelines to ensure compensation programs are internally equitable and externally competitive

• Manage participation in salary and market surveys to determine market pay rates, salary structure and merit budgets

• Analyze company compensation policies in relation to government wages and hour regulations, prevailing rates for agreements with labor unions, and recommends changes as appropriate to establish and maintain competitive rates

• Work with HR Directors/Business Partners on new hire compensation

• Develop procedures for compensation treatment on movements or promotions requiring salary changes

• Conduct research, analyzes salary data and prepare and present recommendations

• Analyze organization pay practices and makes recommendations for salary changes to ensure internal and external equity

• Educate/coach HR Directors and Department Managers employees on compensation philosophy, salary structure, market analysis, merit and bonus processes

• Participate in development and administration of performance review system to ensure compliance with salary administration guidelines

• Create HR compensation metrics and analyze data to assist business in making informed decisions

• Work with HR Directors and Department Managers in preparation of job descriptions reflecting job responsibilities, activities, duties and requirements

• Formulate recommendations regarding FLSA exemptions and job revisions

• Perform ongoing analysis of positions and assess compensation data

• Modify PeopleSoft HR/compensation reports, as needed

2006 – 2007 AECOM (an Architectural/Engineering firm)

No. of employees: 11,000+ (nationwide/global)

Sr. Compensation Analyst

• Conduct research, analyzes salary data and prepare and present recommendations

• Conduct market surveys (across industries)

• Develop and evaluate job descriptions for position evaluation purposes

• Develop policy and salary administration guidelines

• Identify opportunities for improving compensation systems, programs, and procedures

• Lead the annual performance review, bonus and merit increase processes

• Assist HR Directors and Department Managers in preparation of job descriptions reflecting job responsibilities, activities, duties and requirements

• Formulate recommendations regarding FLSA exemptions, job revisions and organizational structures

• Review requests for new or revised classifications and applies job evaluation techniques to establish equitable and appropriate titles, salary ranges, pay rates, exemption assignments and benefit levels

• Manage compensation structure, and update on an annual basis

• Plan and design training manual and create salary administration guidelines for managers and supervisors

• Participate in the design, implementation and administration of compensation programs

• Participate in administration of wage and salary, performance appraisal and variable pay programs

• Work with HR Directors and HR Managers on compensation-related issues (i.e., job descriptions/market analysis, promotions, new hires, etc.)

• Provide analysis and input into the design, implementation, and ongoing management of compensation strategies for executives and the Board of Director.

• Assist in Executive Compensation matters (i.e., analysis, market surveys, etc.)

• Collaborate with Human Resource Business Partners on special projects

• Provide counsel to client managers and HR colleagues regarding compensation actions

• Systems: Oracle, ADP and ABRA

2005 – 2005 The Ryland Group (a Homebuilder)

Executive Compensation/HR Analyst

• Administer corporate equity incentive plan as well as providing support for executive compensation activities. Identify opportunities for improving compensation systems, programs, and procedures

• Analyze/audit various financial reports

• Daily equity administration includes data integrity, exercises, equity grants, cancellations and resolution of personnel issues

• Support and interact with Legal, Treasury, Finance and Payroll as required with items such as proxy reporting, 8K filings, FAS 123R analysis, tax on restricted shares, etc

• Monitor shares and plan balances/reserves and resolve stock related issues

• Vendor management with broker and transfer agent

• Support executive compensation activities as may be required (job descriptions, market/proxy research, analysis, presentations, executive employment agreements, retention arrangements, severance terms, etc.)

• Administration of executive benefit programs such as health insurance, retirement, and other plans

• Audit retirement plans (internal reports vs. vendor-provided reports) and prepare analysis for Internal Audit Dept. and external auditors

• Prepare monthly, quarterly, annual reports for Accounting, Finance and Senior Management

• Audit and monitor payroll reports and benefits eligibility reports

• Prepare binders (including gather data/analysis) for Senior Executives in regards to Executive Compensation and Benefits

• Work with insurance carriers to resolve issues regarding eligibility and claims

• Ensure benefit plans are administered according to plan provisions and company’s regulatory guidelines

• Create/modify Crystal reports, as needed

• Systems: Cognos and Impromptu

2004 – 2005 HRCS – Human Resources/Compensation (a HR Consulting firm)

Sr. Compensation Analyst/Consultant (a 6-month contract position)

• Manage compensation structure

• Administer bonus program(s)

• Develop and evaluate job descriptions for position evaluation purposes

• Identify opportunities for improving compensation systems, programs, and procedures

• Conduct analysis of salary and related compensation surveys; analyze market/survey data and make recommendations on competitiveness

• Conduct annual merit budget/structure adjustment process

• Perform market pricing and job evaluations on new and existing jobs

• Provide operational improvement recommendations for the department by identifying/resolving issues

• Support the compensation administration function by ensuring development, maintenance and implementation of competitive compensation programs

• Write all levels of job descriptions including working or negotiating to the level of executive management to complete descriptions, FLSA designations and archiving

• Analyze multiple jobs, case building, manager buy-in, communication and completion

• Review/approve salary increases

• Comply with corporate Code of Business Conduct; apply appropriate attention to internal controls

• Analyze/calculate/administer company employee and manager bonus programs

• PeopleSoft 8.0 (web-based)

1988 – 2004 KAISER PERMANENTE – Market Operations/Incentive Compensation

Incentive Compensation Manager

• Model Sales Incentive Plans (SIP) and evaluate “pay for performance” as well as directly impact decisions concerning SIP Design and evaluate equity of objective setting

• Develop and report results of "health checks" of SIP plan performance to determine if participation rate, payout distribution, and payment statistics are in accordance with SIP guiding principles

• Sets strategic direction of projects. Develops project plans which identify key issues, problems, approaches, performance metrics and resources required. Designs processes to address identified problems. Establishes team membership and negotiates time commitments and resource allocation.

• Provides staff leadership to multi-disciplinary teams. Motivates team members and facilitates team meetings. Acts as liaison, problem solver, and facilitator. Cultivates and reinforces appropriate group values, norms, and behaviors. Provides guidance to team on performance and productivity issues.

• Designs research plans for data gathering and analysis. Actively participates or may lead in analyzing data and developing recommendations and action plans

• Accountable for the development of project documentation for senior executives and other key clients to facilitate sharing of project outcomes and best practices. Plans and facilitates meetings. Makes formal presentations to various senior level audiences.

• Assesses project impact on the workforce, including development of training programs for different levels of audiences.

• Develop/create incentive plans for Sales team

• Calculate and administer incentive compensation

Compensation Analyst

• Manage and update compensation structure

• Provide guidance to (and manage) compensation team members/daily operations

• Conduct data collection and analysis involved in making recommendations for the base salary program

• Provide expertise and consultation on compensation issues (i.e., salaries, deductions, overtime pay, etc.)

• Perform compensation functions, such as participating in salary surveys and analyzing survey data, assembling the compensation package, and conducting special analyses requested by the Board of Directors (BOD) and Medical Directors

• Communicate and interpret compensation policies and programs to ensure fair and consistent administration

• Administer and implement pay practices approved by the BOD

• Participate in the development and implementation of systems and databases related to physician compensation (exp. in both Genesys and PeopleSoft HR Systems)

• Resolve data processing problems; works with Information Technology and HRIS Departments for programming support

• Gather, review, and analyze time/payroll data

• Troubleshoot payroll related problems and issues, and resolves them

• Provide requested documentation (for Subpoenas) to Legal Department

• Act as expert resource regarding Board approved policies, pay practices, and system issues

• Prepare written documentation on departmental procedures for various tasks

Physician HRIS Analyst

• Analyze business processes to identify and coordinate development and implementation of technology solutions to meet departmental business and operational requirements

• Act as liaison for system implementation and enhancements

• Coordinate and participate in system applications testing and problem resolution

• Analyze, code, test and implement all modification to the system (i.e., GenCalcs, company headers, Genesys PORG report writing, table updates, on-line data inquiry/entry screens, etc.), FOCUS Report Writer

• Develop business/system process requirements and improvements

• Create and produce and analyze bi-weekly, quarterly and annual reports

• Manage HRIS function and processes to ensure accurate reporting of HR and Payroll data

• Work with clients (i.e., managers) and develop reports, as needed

• Provide a variety of user support and training

• Provide technical support of Payroll/Human Resources system

• Work with clients to clarify and analyze user data and resolve system problems

• Develop training materials and provide system training to clients

Benefits Specialist/Analyst

• Manage benefits administration including enrollment, changes in status and termination coverage

• Administration of health insurance, life insurance, short-term and long-term disability, and workers’ compensation

• Resolve employee questions and problems by interpreting benefit policies and procedures

• Prepare management reports by collecting, analyzing and summarizing information in a high level format

• Oversee and perform COBRA plan administration including conducting open enrollment

• Establish accounts and bill participants for required premiums

• Ensure compliance with legal and regulatory requirements

• Prepare and distribute general benefits communication materials

• Calculate new premium schedule

• Explain, interpret, and counsel on employees regarding benefit programs and policies

• Administer and maintain leaves of absences

• Analysis of monthly reports pertaining to leave balance accruals (i.e., vacation and sick leave)

• Ensure integrity of data through extensive auditing processes

• Conduct benefits orientation for new hires and HR personnel, as applicable

• FOCUS Report Writing skills

1983 – 1988 GLENDALE FEDERAL BANK

Loan Service Officer (Mortgage Servicing)

REFERENCES: Provided upon request.

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