Benefit SpecialistShore Medical Center － Somers Point, New Jersey
Plan, manage and coordinate a wide variety of complex actions involving the operation and management of employee benefit programs.
Fosters collaborative team-centered relationship with peers structuring partnerships across human resource (HR) functions to provide valued services to leadership and staff that reflect business goals to manage risk, optimize benefits, cultivate and expand the power of our capital.
Monitors cost-effectiveness, risk and business performance associated with employee health and group benefit programs governing medical, dental, life, disability and hospital retirement plans; Studies utilization and performance metrics to assist leadership in planning and decision making on self and fully insured products; Partners with core team members to improve outcomes and modify existing programs, policies and procedures across HR and benefits; Identify and recommend opportunities to advance quality and improve services; Provides continuous study of imminent trends, statutory changes and best practices influencing benefits programs and plan designs; (ERISA, Affordable Care Act - ACA, American Disability Act -ADA, Family Medical Leave Act -FMLA) Coordinates the transferal of informational communications relative to annual open enrollment, health insurance plan design, retirement savings opportunities and eligibility criteria; Point of contact for key client groups (Broker, Third Party Administrator, Vendors) who administer benefit platforms and programs; Facilitates the testing of plan eligibility and event rules, e-benefit display, HSA and FSA modules; Internal/External employee champion regarding claims and appeals; Employee educator on vendor services, product utilization, and technology enhancements; Provides consultant services to management in the expansion of targeted strategies and best practices; Provides consultant services to retirees on post retirement pension, benefits and eligibility Audits monthly carrier invoices validating accuracy providing approval for payment; William J.
Hughes Technical Center-FAA, Atlantic City, New Jersey.
03/2011 to 06/2015
Administrative AnalystWilliam J Hughes Technical Center － Atlantic City, New Jersey
Collaborated with FAA Team Leaders to develop, implement, and monitor HR strategic goals, objects and plans.
Advised and analyzed services in the expansion of key strategies, best practices incorporating human capital, diversity, recruitment, retention, and performance coaching to sustain a high performing culture.
Provided data in support of valuation of roles, analyzing talent gaps, drafting recommendations to accelerate business objectives in support of organizational efficiency; Established the strategic direction of talent plan and supporting initiatives to forecast immediate and future talent needs; Organized management teams to determine the effective strategies for acquiring talent from local/global colleges and universities; Facilitated the all-inclusive onboard process of the Pathways Intern Program for assigned specialty areas in a business unit; Functioned as the Division Ethics Program Coordinator generating annual financial disclosure training and reporting exercise as established by governmental regulations; Functioned as the Employee Learning Management Systems (ELMS) Coordinator assigning mandatory employee training by classification monitoring activity to ensure compliance and percentage targets were maintained at 80% or above communicating exceptions; Organized requirements of recurrent division management team meetings and special briefing logistics together with scheduling and agenda preparation; Re-engineered procedures and work practices which support division goals and objectives to increase efficiency inside the context of established or redirected Quality Management Objectives via the International Organization for Standardization ISO (9001) certification standards.
02/2002 to 02/2011
Human Resource Generalist/SpecialistPleasantville Public Schools － Pleasantville, New Jersey
Developed, managed, performed, and supervised the HR day-to-day operational initiatives inside a highly diverse and regulated public sector educational environment.
Provided guidance, direction, and professional development daily for all critical HR functions which included but not limited to talent acquisition, succession planning, performance management, health and wellness, employee engagement, relations and retirement planning.
Managed talent acquisition, employee benefits and engagement program lead from programmatic planning, team role assignments through documenting valuation of efforts; Established pragmatic tactical talent acquisition methods to maximize staffing efforts reducing barriers on hard to fill positions; Owned the end to end lifecycle process of talent onboarding; Managed a comprehensive change management plan impacting the reassignment of 200 tenured and non-tenured union faculty and staff, positioned as an employee change agent assessing and forecasting future human capital needs; Shaped job specific requirements with valid knowledge, skill, and ability to reward high performers and retrain marginal incumbents balancing the reward system for assigned positions; Established projection plan models to confirm compliance inside active labor agreements to abate grievances increasing retention.
Established credibility as subject matter expert developing in-depth understanding of legal requirements related to the day-to-day managing of employees, reducing legal risks and ensuring regulatory compliance in a union environment.
FLSA) Served as an Interdisciplinary Team member inside talent management and employee/labor relations to develop proactive integrated solutions to prevailing issues; Resolved complex employee relations issues (grievances) executing thorough and objective investigations; Delivered written determinations validated via exploratory data analysis consistent with prevailing legislation, policy, best practice and contractual controls; Advocated from HR perspectives on various leadership committees deducing and evaluating organization policy and plan documents to deliver communication in clear language; Studied trends and metrics in partnership with core HR members to improve outcomes and revise existing programs, policies and procedures across HR.
Completed desk audits (Job Design/Job Analysis) to ensure proper job classification in relation to reward;.
Masters' of Human Resource ManagementKeller Graduate School of Management
Bachelor of Science: Business ManagementDeVry UniversityBusiness Management