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Director Human Resources Resume

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New York, NY

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SUMMARY

A highly accomplished, innovative human resources business partner with a proven track record of implementing change and transformation initiatives in multi-state matrix and global organizations. Works closely with client groups to obtain a solid understanding of the business, enabling the alignment of department initiatives with corporate objectives.

  • HR Transformation
  • training/development
  • staffing
  • succession planning
  • employee/labor relations
  • performance management
  • management coaching
EXPERIENCE

Confidential, New York, New York
Director, Human Resources Management, 2010-present

  • Partner with senior leadership to develop and implement strategies to ensure alignment with business.
  • Transformed HR department from a transactional to a customer service environment.
  • Effectively partner with business units in the areas of benefits, compliance, and workforce planning.
  • Led management team on changing business focus to align job functions with new business objectives.
  • Coach senior managers on managing performance and leading during periods of change.
  • Managed employee relations/engagement, legal issues, benefits, budgeting, compensation, and training.
  • Redesign processes, procedures, and implementation plans; design communication strategy.
  • Negotiate labor contracts, merger and acquisition due diligence, and company contracts.
  • Handled acquisition activity including contracts, onboarding, compliance, and legal issues.

Confidential, New Jersey and New York 
Regional Director of Human Resources, 2007-2010

  • Part of the change management team redefining job descriptions, performance appraisal systems, and compensation plans.
  • Managed staffing, benefits, onboarding, shared services, employee relations, ethics, compliance, and legal issues for region.
  • Created national employee relations initiatives, including revised policies, new procedures, and targeted staffing and training programs in response to union organizing attempts.
  • Facilitated acquisition and divestiture activity for region. Integrated existing benefits, policies, handbooks and procedures. Developed employee engagement initiatives
  • Led talent management discussions, resulting in customized career development and succession plans.
  • Investigated internal grievances and compliance issues and resolved disputes.
  • Directed cross-functional team on union issues and analysis. Created national program in response to impending passage of the Employee Free Choice Act legislation and ongoing union interest.

Confidential, New York, New York 
Director of Human Resources, 2001-2007

  • Created change management structure to support organization’s shift to a technology entity.
  • Developed compensation strategy with a cross-functional team, set corporate direction and parameters.
  • Attained structure through salary banding, incentive-based pay, and sales commissions.
  • Managed aspects of company acquisitions, including salary and benefit integration, policy alignment, and performance management and compensation systems.
  • Created and implemented global leadership program with specific applications for various divisions.

Confidential, New York, New York 
Assistant Director of Human Resources, 1999-2001

  • Developed and facilitated training programs, including sales, customer service, leadership, conflict resolution, behavioral interviewing skills, leading for change, and managing conflict.
  • Served as point of contact for employee grievances, arbitrations, and overall strategy for making change.
  • Coached managers on best practices for managing and leading during periods of change.
  • Researched, team-directed, and implemented HRIS with payroll interface at 15% under budget.
  • Managed recruitment process and staffed for key positions.
  • Instituted succession planning program with individualized position objectives.

Confidential, New York, New York 
Director of Human Resources, 1996-1999

  • Implemented customer service programs, resulting in 25% increase in customer satisfaction.
  • Directed post-merger policy and procedure framework, designing and implementing policy changes, accountability measures, and EEOC compliance metrics.
  • Upgraded, consolidated, and managed company benefit and compensation plans.
  • Recruited for all levels of staff as well as revamped employee processing and recruitment systems.

EDUCATION

M.A., Organizational Psychology
B.A., Psychology

COMPUTER SKILLS 
Microsoft Office Suite, HRIS: ABRA, SAP, PeopleSoft, I-Recruiter, Authoria, Ceridian, ADP

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