STATUS: U.S. CIT. // CURRENTLY: North-Central NJ / not available for relocation
HR in Pharmaceutical Manufacturing Organizations & Educational Institutions
Building best-in-class organizations that have been consistently successful in achieving positive employee relations and the development of a highly qualified, committed, and diverse workforce.
EDUCATION AND AFFILIATIONS
MS, Human Resources Management,
Thomas Edison State University, Trenton, NJ
Rowan University, Glassboro, NJ
Professional Member of the Society for Human Resource Management (SHRM)
Senior Human Resources Business Partner, 2019 – 2020 through ExecuSearch
Manufacturer of essential ingredients for food, beverage, health, nutrition, and industrial markets.
Guided, coached, and influenced business leaders on issues involving organization design, talent management, workforce planning, succession planning, performance management, employee and leadership development, rewards, cultural transformation, compensation and employee engagement.
Provided business leaders with training, development, coaching, performance management and succession planning issues; designed and proposed initiatives and programs to train and develop employees, increase productivity, improve morale, motivate employees, and create a positive employee relations climate.
Developed and built strong relationships with company leadership, management, and employees, and worked at tactical and strategic levels to develop, implement, and manage human resources policies & procedures; coach leaders in human capital practices and in their own development.
Managed and resolved complex employee relations issues including conducting investigations, proposing resolutions/actions and prevented future employee relations issues, acted in accordance with union contracts and/or maintaining a union free environment.
Directed 3 human resources professionals.
Senior HR Manager Business Partner 2017- 2019
Wholesaler and distributor of generic pharmaceuticals.
Provided leadership and guidance to evolving management and Human Resources organization including employee relations and overall organizational design.
Designed and implemented company programs to promote a healthy employee relations environment by recognizing high achievers, and establishing a two-way performance management process.
Launched compensation initiative to measure managers effectiveness resulting in 100% appraisal compliance.
Developed a mentorship program which pared employees to higher-skilled counterparts building stronger relationships and universal alignment of company vision and goals.
Initiated a progressive environment that valued learning and the development of all employees.
Human Resources Analyst at Princeton University, through CollabraLink Technologies 2016 – 2017
Exercised responsibility as an independent analyst for planning, coordinating, evaluating and advising on changes in policies and resources that affected the organization’s objectives.
Provided full-performance-level knowledge of the principles, practices, and procedures in Human Resources management; including change management, policies, precedents, and procedures; identified problems, proposed solutions, and defended recommendations by communicating clear guidelines. Granted Secret security clearance by the United States Department of Commerce.
Delivered advice and counsel to management and employees on performance management, conflict resolution and other employee / labor relations issues.
Senior Director Human Resources 2015 – 2016
A multinational drug safety and clinical trial management company of 1000 employees.
Responsible for restructuring Human Resources function at relocated US headquarters.
Accountable for sourcing and on-boarding talent through to C-level executives.
Recommended and developed competitive total rewards program.
Established a performance management process designed to foster employee motivation.
Conducted and resolved employee relations investigations and implemented solutions.
Negotiated competitive cost-effective benefits programs reducing costs 35%.
Directed global staff of 4 located in England, India and the United States.
Director of Human Resources Saint Elizabeth University, Morristown, NJ 2013 – 2015
Responsible for conflict resolution and coaching support, reducing grievances by 75%.
Delivered strategic consultation on employee relations, performance management and development needs.
Built proactive, results-oriented, human resources culture through employee engagement.
Provided transformational leadership by building a customer service-oriented HR infrastructure.
Directed staff of 3.
Developed and monitored annual budget of $2 Million.
Senior Human Resources Generalist University, 2012 -2013
Responsible for coaching and counseling of faculty, management and staff ensuring consistency in interpretation of policies, procedures and labor contracts.
Investigated complaints and employee and labor relations issues ensuring appropriate legal compliance.
Provided consultative and strategic client service in human resources matters including: employee relations; change management; performance management; compensation and classification; recruitment and staffing; training and workplace assessment.
Head Manager Human Resources, 2006 – 2011
A global leader in pharmaceutical manufacturing
Responsible for developing the Human Resources department at the Corporate Headquarters, for U.S. start-up facility of 200+ employees, including designing and implementing all HR initiatives including policies, talent management, compensation, employee relations, performance management, and leadership development.
A member of the Site Leadership Team and business partner to the Chief Executive Officer, Vice Presidents, cross-functional management team and Centers of Excellence.
Provided coaching to management on strategic HR initiatives, including incentive compensation, executive recruitment, organizational development, change management, benefits, information systems and payroll.
Supported and facilitated staff talent development through a focus on professional and career improvement.
Designed and negotiated total reward initiatives resulting in a cost savings of 38%.
Directed staff of 2 HR Generalists.
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