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PROFILE

Fifteen years high level Human Resources experience. Educational background includes Master of Arts in Industrial & Labor Relations; experience includes six years as Director and more than four years as Manager. Strengths include strong analytic, research and writing skills; highly technically oriented; known as a confidential and collaborative team player, strong decision maker and communicator.

In my current position, I have negotiated several collective bargaining agreements, as well as conducted impact bargaining, arbitration and grievance processes. I am responsible for the hiring practices and the Employee Relations practices of a $34 Million organization with 300 professionals, another 100+ administrative, craftspeople and paraprofessional staff, as well as a cadre of contingent employees.

LEADERSHIP EXPERIENCE

Human Resources Director 10/2001 – present

• Successfully negotiated benefits plan design changes, and employee premium contribution rates, saving town approximately $1MM in benefits cost
• Negotiate and support collective bargaining agreements (SEIU, MTA) for highly organized, school district with $30MM+ budget, 75% of which is salaries
• Directly responsible for developing, implementing, and leading the full range of HR functions
• Recruitment efforts resulted in 100% highly qualified status for core teachers, 99.3% teachers licensed field over all
• Implemented site based contingent staffing; resulting in 30% decrease in salary expenses
• Experienced and skilled investigator, interviewer. 100% rate of investigations and recommended course of action standing through grievance process
• Developed and administer standard operating procedures, such as position control process ensuring legal compliance and effective administration
• Analyze cost structure and future liabilities of collectively bargained salary and benefits
• Provide analytic problem solving to district leadership on complex employee relations issues
• Key involvement in recruitment and selection of all district leadership positions; provide leadership and partner with other district leaders in community building and support
• Provide support and strategic vision to Superintendent and Principals at district and school level build Central Office, Building Principal and District leadership
• Built data management processes including HRIS, payroll, and state department of education required data systems
• for district grievance procedures & handling complaints
• 75% reduction in grievances since date of hire
• Developed Civil Rights Training resulting in reduction in harassment and discrimination complaints

Human Resource Manager 1/1999 – 10/2001

 

• Strategic partner to executive committee; created and defined role of Human Resources
• Developed employee relations for largely foreign national employees; developed strategies for nationally based employees including employment compliance and employee retention
• Analyzed payroll processes, recommended and implemented a conversion in payroll vendors; recommended and implemented compensation plan
• Analyzed health insurance, recommended plan design change saving 15% in premium costs
• Developed employee handbook, built database for employee record retention; built reports for insurance and immigration status
• Developed and implemented policy and procedure manual; emergency evacuation plan
• Report directly to President/CEO

 

Human Resource Manager 1/1997 – 1/1999

 

• Created and defined role of Human Resources in this growing, light manufacturing company; employee census grew from 75 to 125 during tenure
• Report directly to Vice President/Chief Operating Officer
• Developed and implemented sales compensation plan
• Added partially self-funded PPO to replace conventional POS while keeping premium rates about even; analyzed program of benefits and provider comparisons
• Reduced turnover by more than 30%, Unemployment insurance by $52,000/year
• Worked closely with executives during confidential due diligence for sale of company; provided support with issues around merger and acquisition into new company
• Recruitment exempt/non-exempt, employee relations; heavy recruitment of highly skilled craftspeople and office staff/management
• Benefits negotiation, administration; self funded PPO, workers compensation, 401(k), FMLA
• Developed safety plan/hearing conservation program
  

 

EDUCATION

Master of Arts, Industrial and Labor Relations; 1994
4.0 GPA

Bachelor of Arts, Psychology in the Workplace; 1993
Cum Laude

 

OTHER EXPERIENCE

Human Resource Coordinator 12/1995 – 1/1997

• Developed Human Resource Procedures for ISO 9002 Program – essentially HR SOP
• Coordinated employee benefits; self-funded PPO, workers compensation, FMLA
• Developed HRIS report library, Labor Law Posting program, safety plan

 

Human Resources Assistant 8/1994 – 12/1995

• Administration of benefits, PTO program, developed recruiting sourcing database
• Reduced cost and increased efficiency of recruitment program
• Developed and administered new employee orientation; sexual harassment training