Human Resources Management

MELISSA A. WEISS

*** *. **** ******, **, NY *****, 516-***-****, ***********@*****.***

Senior–level HR Professional with extensive experience as a strategic partner in corporate and business unit environments. Expertise in core HR initiatives: workforce planning and employment (staffing, succession, retention), compensation, health & welfare benefits, training & development, employee relations, project management, and total rewards programs. Excels at establishing rapport and trusted relationships, promotes organizational goals and change, and builds solutions to meet business objectives. Areas of specialty include vendor management, recruiting, employee relations, training, performance management, benefits, compensation and HRIS (PeopleSoft, Lawson, Ceridian, EV3).

EXPERIENCE

PHD MEDIA, MEDIA RECONCILIATION

U.S. Director of Human Resources 2011- Present

Oversee Human Resources Department for five locations for two sister companies

• Evangelist for PHD and Media Reconciliation: believe and support the organization both internally and externally

• Manage the HR team by providing development paths for each member, overseeing and conduct performance evaluations, resolving issues/problems, and providing training opportunities

• Collaborate with Centers of Excellence: Talent Acquisition, Learning and Development, Benefits, HRIS.

• Oversee all aspects of HR including employee relations, recruitment and retention, compensation and payroll, immigration, policies and procedures, terminations, professional development, relocations, leave of absences, and personnel administration for all offices of PHD USA and Media Reconciliation.

• Work with COO, CFO and CEO from PHD and Media Reconciliation and executive council to develop and execute HR strategy

• Foster a culture of success and motivation for employees (i.e. feedback Survey, Recognition Awards, Running Mate)

• Develop relationships with all Directors to ensure involvement on all personnel matters

• Manage professional development program

• Recruiting and state of open positions with Finance

• HR initiatives- Salary configuration, title restructuring, mentoring program, rotation guidelines, running mate, parents at PHD

• Job enrichment: job swap, identify opportunities for cross-discipline learnings

• Compensation strategies and program oversight (salary increases, bonus programs, incentive initiatives)

• Diversity & inclusion

• Develop best practices for the department

• Oversee all aspects of employee relations issues which include performance issues, legal issues, immigration issues, etc. Ensure the Company is in compliance with Federal and State regulations. Seek legal counsel when necessary

• Provide guidance for all terminations and generate separation agreements

• Work with Managing Directors and Directors/Group Directors to identify key employees and develop career programs to ensure their further commitment and growth at the agency

TURNER CORPORATION

Human Resources Director 2009-2011

Oversee Human Resources Department for five locations

• Partnered with management on employment strategies, including hiring, disciplinary and termination decisions, insuring adherence to company policy and compliance under relevant federal and state regulations. Provide feedback on issues/concerns, and advise on appropriate company positions, policies, procedures, and course of actions regarding concerns of EEOC, FLSA, or DOL related issues.

• Researched and reviewed compensation guidelines, job analysis/descriptions, and performance appraisals for succession/progression planning.

• Partnered with senior management and support the year-end compensation program, ensuring consistent and fair decisions are made in the promotion, bonus, and salary increase processes.

• Stay current on HR regulations and trends and provide advice related to compliance with all federal, state, and local laws related to employee benefits, LOA, compensation, employment, and training.

• Handled employee relations and provide coaching and counseling to management and staff. Collaborate with Legal Counsel on issues as appropriate. Serve as internal consultant to managers in assigned teams and advisor/mediator in employee situations.

• Guided senior management on appropriate initiatives, i.e., job descriptions, cross-functional interviewing, and performance management.

• Worked collaboratively to ensure that payroll and benefits administration is well coordinated between Human Resources and the business departments and accomplished in a timely manner.

• Ensured talent retention by developing and implementing programs to foster a workplace environment that is consistent with the values and vision outlined by the leadership of the company.

• Built relationships with staff of client groups at all levels based on respect and trust.

• Focused on Talent Management and Career Path programs to maximize human capital potential by utilizing internal and external training resources.

• Managed development and implementation of HR best practices and business processes.

ID MEDIA, PRICEWATERHOUSE COOPERS, SAATCHI & SAATCHI ADVERTISING

Contract Human Resources Director/Recruiter 2008-2009

• Point of contact for senior management on appropriate initiatives i.e. job descriptions, cross-functional interviewing, and performance management.

• Managed recruiting services for a full spectrum of areas including Accounting, Editorial, Corporate Services, Account Management, Risk Management, Creative Services, Financial, Tax, Planners, PR, IT, Production, Digital, and Direct Marketing.

• Managed and improved on processes for new employee orientations and on-boarding programs.

• Conducted new employee orientations, annual open enrollment meetings, and general administration of payroll and health benefits.

• Applied conflict resolution methods and conducted internal investigations when necessary.

• Focused on Talent Management and Career Path programs to maximize human capital potential by utilizing internal and external training resources.

• Worked with hiring managers to ensure successful on-boarding for new team members.

• Partnered with senior management to support year-end compensation program, ensuring consistent and fair decisions were made in the promotion, bonus, and salary increase processes.

• Worked on salary benchmarking exercise including establish salary ranges for positions.

• Handled freelancers, negotiated contract with vendors. .

• Resolution of vendor issues (termination of temps, fees, contractors, changes to conditions).

• Developed feedback for employees after 60 days of employee status.

PROPERTY RESOURCES CORPORATION

Human Resources Director 2004 – 2008

Managed comprehensive Human Resources services, policies, and programs for the entire company (Company was sued and laid off more than half the staff)

• Stand alone Human Resources Professional for the company.

• Managed internal policies and procedures, as well as oversaw all HR/Personnel functions such as employee relations, training, payroll, benefits administration, recruiting, departmental budgeting, and salary/wage administration.

• Managed relationships with vendors and handled all issues.

• Employee Relations Advocate (employee issues, benefit resolution, payroll administration).

• Guided senior management on appropriate initiatives, i.e., job descriptions, cross-functional interviewing, & performance management.

• Offered framework for consistent interpretation and implementation of Firm policies regarding recruitment, compensation, training, benefits and regulatory and compliance procedures.

• Assisted in the training of internal training programs and taught portions thereof.

• Monitored department budget to ensure that department operated within allocated funds.

• Managed full cycle recruitment process. Responsible for sourcing, interviewing, and hiring of candidates for corporate and non-corporate positions.

• Responded to and investigated employee grievances and facilitated discussion and resolution; spotted red flag situations.

• Oversaw employee evaluations and compensation reviews for bonus and salary increases.

• Teamed with managers to provide guidance on appropriate management approaches to resolving performance issues.

MICA BY DESIGN (FORMERLY LEWIS OF LONDON)

Human Resources Manager/Recruiter 2000 – 2004

Reported to Owner and provided comprehensive Human Resources Management

• Developed and implemented all HR and Office Administration policies and procedures including company handbook.

• Interviewed and hired all professional, technical, corporate, and retail positions. Wrote employment agreements for contract and part-time staff.

• Ownership of vendor management/relationships.

• Administrator for all benefit plans. Responsible for reviewing plans and modifying the design for the benefit of the company.

• Processed salary increases and acted as liaison for payroll.

• Redesigned new hire orientation to communicate culture, expectations, and survival skills for quicker assimilation and time-to-productivity.

• Teamed with managers to provide guidance on appropriate management approaches to resolving performance issues.

• Guided senior management on appropriate initiatives i.e. job descriptions, cross-functional interviewing, and performance management.

• Handled disciplinary actions and guided managers on how to discipline effectively, including all employee relations issues.

• Built human resources department by hiring staff as necessary.

N.W. AYER & PARTNERS

Human Resources Manager 1996 – 2000

Reported to Director of HR and oversaw Human Resources for NY and Boston offices (Bought out by the McManus Group and the HR Dept. was eliminated)

• Participated as a member of the Executive Team during strategic planning sessions and major decision-making meetings.

• Created recruitment strategy using alternative sourcing methods (departments included media, account management, production, traffic, finance, and IT).

• Employee Relations (employee counseling, sexual harassment, downsizing, compensation, and salary analysis).

• Facilitated New Hire Orientation and all Corporate Training Programs.

• Human Resources liaison for other satellite offices.

• Reviewed, analyzed and made recommendations to Senior Management regarding salary and bonus inquiries for all levels.

• Implemented tuition reimbursement program and established a minority based summer internship program.

• Member of Human Resources Policy Committee which reviews existing policies, makes modifications where warranted and creates new ones as necessary.

• Handled disciplinary actions and guided managers on how to discipline effectively.

• Assisted with two major mergers.

• Handled benefits including life, LTD, 401(k), COBRA.

EDUCATION

BARUCH COLLEGE New York, NY

Masters in Public Administration

• Specialization in Human Resources

LONG ISLAND UNIVERSITY / C.W. POST Brookville, NY

Bachelor of Arts

Paralegal Certification

PROFESSIONAL DEVELOPMENT and MEMBERSHIPS

Certification for 7 Steps in Investigating Employee Misconduct

Member of Society for Human Resources Management (SHRM)

Member of New York Human Resources Management Association, Inc. (HRNY)

Certification in Essentials for Human Resources Management

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