David Negron Jr.
* ***** ****, **********, *** York 11949
BILINGUAL HR MANAGER WITH LEAN and SIX SIGMA
Senior Human Resources and Project Management Professional with a highly accomplished track record and strong background in all aspects of HCM Business Solutions, Global Information Systems and System Integration, Compensation and Benefits, Quality Process Improvements, Technology Innovations, Change Management and Strategic Leadership.
PROFESSIONAL EXPERIENCE & ACCOMPLISHMENTS
INDEPENDENT CONSULTANT 1/2008 – PRESENT
Consulted and provided strategic and cost analysis of multi-state benefit design, industry bench-marketing, market pricing, compliance, and benefit policy development/ communication support. Provide guidance on benefit compliance, administration, and implementation support.
DAVIS VISION, Inc. / EMPIRE VISION CENTERS, Inc. / CAMBRIDGE EYE RETAIL/DISTRIBUTION
International integrated mange health care, retailer, and wholesaler with JCAHO and NCQA quality certifications, multi-billion in projected revenues, union/ non-union associates. 400 vision retail centers, 6 Optical Manufacturing Laboratories, Call Centers, and supply chain distribution locations.
VICE PRESIDENT OF HUMAN RESOURCES 1/2003 –1/2008
o Provide strategic and operational HR leadership to the retail field operations and logistical group consisting of Employee Relations, EEO, Recruitment, Talent Management, Training and Organizational Development, Process Design, and ePeople (HRIS) departments and provide direction for HR staff members in the development of process improvements, core process models and key metric systems
o Implemented Ceridian Self Service System portal with real time access by Associates and Managers to Human Resources, Recruitment, Payroll, Benefits, Compensation information. Implemented VURV (Recruitmax) RMS system interfacing all locations.
o Spearheaded the organizational development and an in-house talent management program, Davis Vision University training program (Leadership Education Advancement Program, L.E.A.P.) to enhance the companies’ bench strength and talent pool. Created and facilitated several management training programs - Sexual Harassment, Performance Management, FMLA, Legal Responsibilities of Managers and HR for Non-HR Professionals
o Manage the resource planning and scheduling for a range of strategic challenging projects; determine business needs and financial implications in accordance with project goals and budgets and foster a team-based atmosphere where team members work collaboratively to achieve common objectives.
o Serve as the organization expert in areas of compensation, benefits, employment legislation, and relocation, utilizing vast knowledge and experience, as well as benchmarking and researching best compensation and benefit data available through third party vendors (Equilar, Hay, Insight, Watson Wyatt, World at Work, etc.). Knowledge of the operational and control procedures of financial systems
o Implemented and developed new total compensation (top grading) and performance management system. Transitioned from Self-Evaluation to a more formal, comprehensive merit based Associate and management Assessment program Restructured total cash compensation programs and structures, including revising job descriptions, KPI, performance metrics, executive and long term incentive programs. Saving of over $865,000 over a three-year period.
o Utilize industry knowledge and monitor business trends, global HR Total Rewards implications and regulatory issues to develop effective solutions to complex business problems.
o Analyzed, benchmarked, developed, implemented, and administered common standards for best strategic domestic and compensation, benefit, and wellness programs globally, including executive and sales incentives and deferred compensation. Ensuring that the enterprise and HR is an enabler and driver of attracting and retaining top talent.
o Successfully renegotiated five (5) union contracts (Syracuse, Philadelphia, Plainview, Las Vegas, and New Mexico). Handle all labor relations, grievances, and investigations.
o Served as the Project Lead on the global and enterprise integration of Ceridian eSource HCM implementation project and coordinated the implementation of Compensation, Payroll, HRIS, master data, Self Service, utilizing strong technical knowledge to introduce world class methodologies and validate systems and business processes.
o Spearheaded the organizational development and an in-house talent management program, Davis Vision University training program (Leadership Education Advancement Program, L.E.A.P.) to enhance the company’s bench strength and talent pool. Created and facilitated several management training programs - Sexual Harassment, Performance Management, FMLA, Legal Responsibilities of Managers and HR for Non-HR Professionals
QK PHARMACEUTICAL/QUALITY KING DISTRIBUTORS/ STAR FRAGRANCE DISTRIBUTION
CORPORATE DIRECTOR OF HUMAN RESOURCES 1999 – 2003
o Spearheaded and managed enterprise wide implementation ADP’s ENTERPRISE HRIS, Payroll, and Time/Attendance systems
o Serve as the organization expert in the areas of recruitment, compensation, benefits, employment legislation, immigration and relocation policies; utilizing vast knowledge and experience to offer targeted solutions and monitor the application of company policies for compliance to goals and legislation.
o Served as an internal consultant and change agent with responsibility for a series of change management projects that enhanced company performance and business positioning.
o Collaborated with Dale Carnegie Consultants in defining a cross-functional/ departmental approach to improve communication, align management with corporate objectives, and provide a positive climate for change.
o Restructured benefits programs including medical and dental plans, saving over $375,000, as well as improved services.
o Reorganized Human Resources and Payroll departments to ensure compliance with Federal/ State statutes.
o Coordinated the relocation of our Grocery division to North Carolina
o Successfully negotiation of two (2) union contract renewals.
IGI/ CEDAR GRAPHICS PRINTING and ROLL MATERIALS DISTRIBUTION/ LOGISTICS
DIRECTOR OF HUMAN RESOURCES 1997 – 1999
Lead the Human Resources organizational restructuring team and worked with GASP consultants to improve companies’ utilization of its resources, employee relations and communication with management.
o Responsible for ensuring that the Company’s total rewards, benefits, and compensation offerings are aligned with strategic goals and objectives and are externally competitive.
o Benchmarked and designed performance/ sales total rewards programs to maintain competitiveness within the industry.
o Member of the Executive Change Management Steering Committee, which reviewed & approved team plans and activities. Implemented DISC personality analysis to improve management communication and team building.
o Worked closely with plant managers, pressman, and key stakeholders to develop supportive systems and processes that facilitate the consistent achievement of key objectives and KPI’s
o Developed management-training programs (Performance Appraisals /Management, Progressive Discipline, Sexual Harassment). Implemented 360 Performance Appraisal Feedback/ Coaching Systems through KnowledgePoint.
o Spearheaded the Human Resources Due Diligence for Pre- IPO and new company acquisitions/ start-ups.
o Identified risk exposure regarding employee and warehouse safety; instituted a First Aid program that saved the company over $120,000 in Worker’s Compensation premiums.
AID TO THE DEVELOPMENTALLY DISABLED, INC. RIVERHEAD, NY HOMECARE
HUMAN RESOURCES MANAGER 1995 – 1997
o Created the Human Resources department.
o Restructured and organized the personnel maintenance system to bring into compliance with OMRDD, federal, and state statutes.
o Implemented HRIS to track personnel data, performance, compensation, and created reports to analyze new hire and turnover ratios, compensation / benefit administration and training requirements.
o Created new employee handbook and orientation program.
o Developed and facilitated management/ organizational development training programs.
SELF HELP COMMUNITY SERVICES NY, NEW YORK HR MANAGER 1993 – 1995
SALEM HOME CARE NY, NEW YORK SUPERVISING PERSONNEL MANAGER 1987 – 1993
M.B.A. Business/ Organizational Development ~ Long Island University, C.W. Post Campus, January, 1999
B.S. Organizational Management ~ St. Joseph’s College, Suffolk Campus, June 1996.
CEBS Cornell Preparation Course and Part 1 Completed 08/07
SHRM SPHR Preparation Self Study Program and Course 05/07
Franklin Covey’s Leadership: Great Leaders, Great Team, Great Results 02/07
LEAP Program: Time Management, Conflict Resolution, Genuine Leaders, Coaching/Mentoring, Essential of Management 11/06
CCP Cornell Preparation Course 11/06
Member of Society of Human Resources (SHRM), World at Work, Project Management Institute, Long Island Compensation Association (LICA), American Management Association (AMA), and Long Island Kid’s In Action Board Member