Summary

Team-oriented and process focused Human Resources Director with 15+ years of progressive experience serving manufacturing, government contract, printing and technology industries.Expertise in employee relations, team building, process development and HRIS optimization.Uncommon ability to motivate team members to realize potential and exceed expectations. Management style promotes candor, builds trust, and empowers employees resulting in increased commitment, team spirit and morale.Led an organizational process review team which eliminated over 20 non-value added processes from corporate support departments.

Work History

Work History
May 2011 - Present

Sr. Global Compensation Analyst

Robert Half Management Resources, Inc.

Report to the Associate Director of Total Rewards at Kao Brands Company and lead a team of global business professionals in the area of compensation, short & long term incentive plans, global mobility and HRIS optimization.

Feb 2011 - Apr 2011

HR / Finance Project Manager

Fast Switch

Report to the Director of Compensation and Benefits and lead a team of business professionals.Facilitate and actively participate in all phases of the pay frequency change and manager self-service implementation life cycle.

Mar 2007 - Oct 2010

Human Resources Director / Business Analyst

Lion

Reported to the VP Human Resources and led a team of administrative staff; focused on enhancing and developing their skills and abilities.Oversaw company-wide policy and process administration.Guided employees and members of management in functional application of human resources, such as personnel records, employee relations, benefits, organization development and payroll.Consulted with CFO, VP HR, Corporate Counsel, Tax Director and outside broker on administration of company-wide 401(k) and NQP plans ($13M & $15M)

·Directed annual compensation review ($22M) adhering to company-wide budget

·Designed tool for computation of discretionary bonus payouts ($2M-$4M) reducing processing time by 70%

·Devised performance management analysis process to effectively deploy compensation strategies such as bonuses, promotions and base increases while accounting for overall business impact

·Spearheaded design and implementation of company-wide compensation analysis tool which reduced time spent during recruiting and promotional review process by 5-7 days and freed time for HR Manager to focus on strategic initiatives

·Developed, monitored and analyzed the department budget in coordination with overall company goals and strategies reducing budget by up to 14%

·Led successful implementation of enterprise-wide HR and time and attendance system to streamline and centralize the employee maintenance reducing error rate by 30% and saving payroll payment errors up to $1M annually

Mar 2006 - Apr 2007

Consultant

MBH Solutions, Inc.

Reported to Director of Implementation doing project management and implementation work of ADP Enterprise Systems.Facilitated and actively participated in all phases of the system development life cycle, to include:Scope definition and project planning; Application fit/gap analysis; Definition of business requirements; Business process design; Application design and configuration.Interfaced with middle and senior-level client personnel to develop business implementation strategies.

·Produced and managed project plans for 5 companies ranging from 300 to 14,000 employees

·Coordinated knowledge transfer with staff while reducing data entry and payroll processing time by 20-30%

Aug 2009 - Mar 2006

HRIS Implementation Consultant

Genveva Consulting Group

Managed implementations of HRIS, Payroll, Benefit and Time & Attendance Services products.Consulted with vendor and end user client during the setup of the system.Proactively contacted clients to determine product satisfaction.Trained client end user to provide knowledge transfer.

·Implemented HRIS and Time & Attendance systems in global company at 5 US locations streamlining data entry and reducing processing time by 40%

Oct 1997 - Sep 2005

HRIS/HR Administrator

The Relizon Company

HRIS/HR Administrator

Reported to Director of Benefits and Employee Relations while providing overall maintenance and security administration for HRIS system. Reviewed, analyzed and evaluated HRIS system and user needs.Facilitated end user training on all system related processes and procedures.Counseled employees on general employee relations issues company-wide.Administered union step-progression scales and 401(k) and pension plans.Analyzed and presented HR data for monthly review.Administered company separation policy and process, including agreement development, review and distribution and data analysis and reporting.

·Implemented HRIS and Payroll system to centralize data entry at corporate location reducing error rates by 25% and producing an additional 4-5 hours per week of work time for field locations

·Developed company handbook and consolidated policy and procedure manuals for company-wide usage eliminating 75% redundancy and misalignment

Human Resources Administrative Assistant

Reported to VP Human Resources and provided overall assistance to VP and entire HR Department. Performed Data Entry of personnel information into HRIS.Authored Human Resources and Administrative Support Team intranet web pages.Developed and tracked HR budget .

·Reduced department spend by 15% annually

Human Resources Administrative Aide

Reported to Director of Human Resources and performed support tasks for divisional HR department.Designed and authored divisional Human Resources and Secretarial Development Program intranet web pages.Maintained compensation data for local and field locations.Coordinated associate events.Performed data entry of personnel information into HRIS.

Education

Education
Aug 2009 - May 2011

Masters of Science in Administration

Central Michigan University

Thesis: Determining the Best Training Method for Multiples Generations of the Workforce

Aug 2002 - Dec 2004

Bachelor's of Arts

Capital University

Certifications

Certifications
Dec 2004 - Dec 2013

Professional in Human Resources (PHR)

HRCI