- 4 Wheeler Rd. Ÿ Xxxxxx, XXXXXX xxxxxx ( (xxx-xxx-xxxx * abc@xyz.com

Senior Business Partner/Executive Director (HR)

Qualifications Profile

    Highly self-motivated and results-driven HR management professional with more than 30 years providing high-performance human capital sourcing, administration, and operations management in the publishing and hospitality businesses in the state of Xxxxxx.

    Detail-oriented without losing sight of the big picture, analytical and methodical with critical thinking to strategize solutions in addressing work issues even under stressful work conditions.

    Well-organized with multitasking and prioritization skills that optimize resources to achieve outstanding results.

    Decisive leadership, strong people management, and exceptional interpersonal communication skills that inspire confidence while forging teamwork synergies with colleagues and subordinates across diverse ethnicities.

Key Expertise

    Strategic Human Capital Planning & Execution

    Personnel Administration

    Transformational Change Management

    Organizational Development

    Policies & Regulatory Compliance (i.e. OSHA, Equal Employment, Labor Diversity, etc.)

    Relationship Management (Clients, Employees, Public, & Government)

    Labor Negotiations & Diplomacy

    Productivity Improvement

    Fiscal & Budget Management

    Process/Workflow Improvement

    Job Specification Development

    Manpower Sourcing & Recruitment

    Talent Retention & Management

    Performance Appraisal

    Productivity Incentive Development

    Career Development

    Severance Management

    Labor/Management Relations

    Functional HR I/T Development Support

    Staff Supervision & Training

Professional Experience

Simon & Schuster / Viacom / Pearson Plc Ÿ Upper Saddle River, XXXXXX & Hoboken, XXXXXX

    Manage up to 8 direct reports that include HR Managers, HR Generalists, Recruiters, HR Coordinators, and HR Business Partners (individual contributors).

    Serve as HR business partner for two separate business units Efficacy & Research, and Workforce Readiness, representing 400+ employees and tasked with aligning the unit mission with the corporate business objectives, ensuring that all stakeholders are informed of their roles and expected performance levels.

    Conduct annual cross departmental talent review and calibration processes to identify and rank top talent and high potentials for succession planning charts and development plans.

Highlights to Date:

    Collaborated with senior management in creating a new 50-member Efficacy & Research group from 3 separate divisions to reduce redundancies, create efficiencies, and set a common goal of assessing and communicating the impact that Pearson s products have on the people that use them.

    Planned and executed headcount reduction for the Higher Education division by over 33% (496 employees) in early 2016 to facilitate a major companywide transformation from print to digital.

    Advocated a post engagement survey task force to assess Talent, Organizational Effectiveness, Leadership Engagement and Manager Effectiveness resulting in improved overall engagement scores in a follow up Pulse survey by 12% through employee lead programs.

    Co-led the Management Effectiveness Initiative (MEI) across the HE group creating a forum for managers to learn from each other while creating performance consistency at the manager level.

    Assisted in implementing a new PA process that transitioned the HR assessment process from the previous sales focused plan to one focused on individual achievements and behaviors.

    Developed and implemented a new business model for the Global Product group (early 2016) to aid in transforming the business from print to digital and involved new job families and functions, career levels, and job titles for the entire 1700-person division.

    Selected to be part of a 15-person global team established to map out the new HR operating model (2014) transitioning from a decentralized HR support to a streamlined version involving centers of excellence with HR as a Hub to centralize common functions and create a more resource-efficient and consistent approach to providing HR communications and processes.

    Participated in the vendor selection of Pearson s new HRIS system to be implemented in late 2016 (Oracle Fusion).

- 4 Wheeler Rd. Ÿ Xxxxxx, XXXXXX xxxxxx ( (xxx-xxx-xxxx * abc@xyz.com

Professional Experience (continued)

    Leveraged HR competencies in actively participating in the roll-out and implementation of the new HRIS system Oracle 2010 replacing a legacy Ceridian system that realized a long-term strategy to simplify HR management.

    Oversaw the organizational transition in acquiring Prentice Hall by Pearson in 1998 maintaining the Addison Wesley and Prentice Hall business whole prior to eventual merging involving all aspects of business (Editorial, Marketing, Production and both field and inside Sales teams). Collaborated with heads of various business units to determine the structure and make up of the new One Pearson organization.

Conducted full-cycle acquisition oversight from due diligence to full integration in acquiring Smarthinking/TutorVista companies an online tutoring company comprised of 49 full-time employees, and 1000+ part-time tutors.

Collaborated with Employee Relations in providing full participation in an on-site OFCCP Audit of the Columbus, OH facility in 2010.

    Provided strategic direction in human capital sourcing and HR operations for the entire Higher Education organization, including HR support for the Corporate Asset Management and Corporate Finance departments.

    Managed up to 8 direct reports that included HR Managers, HR Generalists, Recruiters and HR Coordinators.

    Managed HR integration resulting from corporate acquisitions and mergers such as the acquisition of Academy Artworks (for ESM production) integrating 42 employees in Aug 2000 and the Prentice Hall acquisition that integrated the 42-employee art studio specialized in detailed medical and scientific drawings.

    Oversaw the eventual integration of employees from Addison Wesley and Prentice Hall reorganized and acquired in 2007. Developed and executed the organizational structure of this new One Pearson organization.

    Planned and implemented various onsite and remote site labor force reductions that eliminated redundancies and redefined roles for several key positions.

    Led and/or supervised investigations involving theft, sexual harassment, misconduct and other code of conduct infractions across the hierarchy, including senior management.

    Collaborated with the legal team on immigration issues that included obtaining H-1B, O-1, L and TN visas as well as Green Cards in processing foreign staff.

    Established a highly successful summer internship program that averaged close to a 50% conversion rate to full time employees and a 40% diversity rate.

Hyatt Hotels Corporation

Education & Credentials

RUTGERS COLLEGE Ÿ New Brunswick, XXXXXX (1986)

B.A. in Communication

Professional Affiliations

    Member: SHRM (1996 Present )

    Youth Soccer Coach (girls teams): Xxxxxx PAL, Xxxxxx, XXXXXX (1998 2007)