Director Human Resources, 01/2015 to CurrentAtlanta Housing Authority － Atlanta, GA
Provide overall strategic leadership and guidance to HR operations and staff (both internal and external) by overseeing talent acquisition, career development, succession planning, retention, training and Leadership development, compensation and benefits.
Trusted advisor able to forge meaningful supportive relationships across all levels of the organization.
Positioned the office of HR as an active business partner, balancing employee advocacy with organizational goals.
Streamlined recruiting process including implementation of Workday systems business processes, improved interview process, and interviewer coaching and training and refined onboarding process to enhance the new hire experience and assist employee's integration into the culture and team.
Leads performance management strategies and systems that highlight the top talent and identifies the high potentials in order to maximize human capital.
Ensures compliance, standardization and optimization of organization-wide HR policies and practices.
Oversee the administration of the human capital management and payroll systems (Workday Systems).
Oversee the total rewards programs, implements strategies for equity and variable compensation plans, and creates policies and procedures for the organization within corporate guidelines to ensure the achievement of equitable and competitive employee compensation.
Counsels and advises employees and managers on employee relation issues.
Encourages and Implements proactive approaches to conflict resolution.
Developed and oversee human capital metrics/dashboard to assist and advise leadership in driving business decisions and partners with business units to identify strategies and tactics to attract and retain talent.
Ensure the organization is compliant with all federal, state, and local laws releted to human capital.
Developed and implement HR strategies that supports the achievement of the agencies overall business objectives in partnership with senior leadership and develop a plan of action to support their successful implementation.
Human Resources Director, 01/2013 to 01/2015Dilworth Paxson LLP － Philadelphia, PA
Oversaw the design and administration of the health and welfare programs, health, dental and disability and life insurances, pension plans, vacation, sick, leave of absence and employee assistance programs, serve as co-chair of the defined benefits advisory team.
Oversaw the total rewards programs, implements strategies for equity and variable compensation plans, and creates policies and procedures for the organization within corporate guidelines to ensure the achievement of equitable and competitive employee compensation.
Oversaw the HRIS, applicant tracking systems, payroll and related reporting.
Collaborate with other departments and programs as needed to meet regulatory and audit requirements.
Developed a strategic the onboarding recruiting and retention practices, develop talent acquisition strategies to attract a diverse and qualified work force.
Identify human capital necessities, measure and manage metrics and provided guidance to all U.S.
Collaborate with the managing partner to develop and implement initiatives that support the firms recruiting and retention goals.
Oversaw the maintenance of all firm policies and programs and compliance activities with state and federal regulations such as EEO, Fair Labor Standards, OSHA, ERISA, Wage and Hour Laws.
Provided talent management including organizational development, employee training, succession planning, and successful recruiting.
Manager Compensation Compensation, 01/2001 to 01/2013Philadelphia Gas Works － Philadelphia, PA
Design, implement and manage the administration of base compensation programs, strategies and processes, policies and procedures, merit increase and salary adjustment guidelines and ensure all programs are effectively communicated, for 1,700 exempt and non-exempt employees to achieve the overall vision and goals of the organization.
Developed executive compensation strategies and plan design for the senior team, and global compensation policy, structure, practice and incentives (long term and short term incentive programs).
Co-chair of the compensation committee and advise the committee on findings of competitive analysis for compensation practices and structure; provide recommendations to address competitive deficiencies.
Strong comprehension of job development and evaluation.
Analytical knowledge of strategic benchmarking, market surveys, and identifying best practices to fortify strategic alignment with market trends.
Working knowledge of federal, state and local laws relating to compensation to ensure FLSA compliance; solid functional knowledge of non-cash compensation and benefits plans.
Design and manage fully insured and self-funded group healthcare programs for active (1,700) and retired (2,200) employees ($48 million Budget) and oversee the administration of each plan.
Manage the design of open enrollment and new hire benefits communications for various group plans.
Negotiate health and welfare vendor contracts to ensure contract rates and plans meet the overall strategic objective and performance guarantee goals are achieved (IBC, Caremark, United Concordia, CIGNA & Aetna).
Ensure all health and welfare program elements align to the strategic priorities of the business and requisite policies and procedures of the organization as well as all applicable legislation and areas of compliance; including, but not limited to ERISA, HIPAA, COBRA, FMLA, LTD, STD and the Affordable Care Act.
Managed the administration of defined benefit pension plan and defined contribution plans (401(a), 401(k) and 457(b)) exceeding $425 million (qualified and non-qualified savings plans).
Manage the administration of group life plans and long term/Short term disability.
Ensure all plans are in compliance as required state and/or federal law (FAS liabilities, 5500, benefit plan documents)
Implement and maintained all updates to the ADP Enterprise Human Resources Information System (HRIS) to include ADP employee and management self-service, benefits administration and applicant tracking, modules of the HRIS system.
ADP , Icims and Success Factor).
Manages overall HR data including the security of the data, reporting and integrating global operations into HRIS systems.
Responsible for developing and reporting metrics on data and proposing more efficient and effective processes based on the analysis.
Performed periodic reviews of configuration and security changes to ensure established procedures and guidelines are followed.
Responsible for overseeing changes to audit queries as required by changes in business process.
Manager Human Resources, 01/1999 to 01/2001Wyndham Hotels & Resorts － Philadelphia, PA
Served as SME on employee-relations issues.
Developed employee relations programs and strategies to create a positive organizational culture, improve employee retention and build productive teams in both union and non-union environments; provided guidance and coaching to line management on employee relations and performance management.
Implemented fundamental human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations union and non-union.
Investigate and resolve highly complex & high risk ER issues.
Provide expert technical support to HR generalists and line leaders.
Deliver specialty training as needed.
Provide consultative, problem-solving support for challenging business issues.
Develop and implement strategic recruitment and retention plans for exempt and non-exempt personnel in both union and non-union environment.
Negotiated collective bargaining agreements with local unions and provide interpretation in the application of contract terms in regard to disciplinary process and procedures.
Managed the HRIS system database and provided reports for critical analyses to assist in corporate objectives.
Manage compensation plan in conjunction with corporate compensation philosophy.
Oversee position-planning system to include accurate job descriptions, job analysis, accountabilities and task analysis.
Human Resources Manager, 01/1996 to 01/1999Ann Taylor Inc － New Haven, CT
Manage benefits administration of medical, dental, vision, std, ltd, life, 401K, and profit sharing to ensure compliance with all legal regulations.
Audit procedures to ensure accuracy.
Proactively apply knowledge by functioning as a business partner and expert in HR technologies and people issues.
Supervise recruiting process, quality of candidates, fill ratio and cost; guide recruiting staff in effective sourcing, recruiting, and interviewing techniques; assist with recruitment of difficult staffing positions and high level management positions.
Manage annual performance and salary review process; maintain current market survey data and oversee the evaluation, employment classification and rating of active positions.
Manage the implementation of approved employee relations policies and practices, providing professional and technical assistance to the designated business partners.
Managed the HRIS system database and provided reports for critical analyses to assist in corporate objectives.
Manage wage and salary administration, including base salary, incentive plans and other non-cash programs as well as manage the wage and benefit process and incentive programs.
Review all recommended salary proposals and adjustments, based on company guidelines.
Assist business partners with performance management issues, employee relations and other policy issues, compensation, retention strategies and employee development, as needed.
Prepare materials for the compensation committee of the board of directors and provide counsel to the Chief People Officer and CEO on executive compensation issues and strategy.
Working with other HR leaders on the team develops an effective total rewards philosophy and strategy for EA.Will plan, develop and implement new and revised global compensation and benefit programs in line with the total rewards philosophy.Provides expert counsel in the development of annual variable incentive compensation and other applicable incentive plans, oversight of applicable benefit plans/plan design & changes and effective salary management.Work with other HR leaders to design and coordinate effective and clear communications of all the compensation and benefits plans.Design the company's equity-based compensation strategy and practices.Harmonize and integrate employee benefits and compensation plans related to acquisitions.
Responsible for compliance to legislation in regards to world-wide retirement benefits plans.Work with vendors and consultants for good governance of plans.Comprehensive experience in a public company in a similar role.
Global experience, multiple countries, regions Large, public company exposure, comfortable and experienced with complexity.