A Senior Human Resources leader recognized for comprehensive expertise in global compensation and benefits, Human Resources Information Systems (HRIS), and mergers and acquisitions integrations, servicing the front line contributor to the executive boardroom. Proven track record of leadership, results, consultancy, and business success in diverse world cultures.
EMPLOYMENT SUMMARY & SELECTED ACCOMPLISHMENTS
LITTLE LADY FOODS, INC. ELK GROVE VILLAGE, IL 2006 – Present
$200 million custom food products manufacturer with 400 employees in three locations.
Manager, Total Rewards
•Reduced payroll costs by $23,000 annually by changing the pay cycle for hourly employees.
•Negotiated benefits renewal with overall 2?remium increase for new plan year.
•Restructured the compensation and salary planning system to reduce cycle time from three weeks to one week.
•Developed and implemented on-line benefits enrollment through current HR system.
ORBITZ/TRAVEL DISTRIBUTION SERVICES, CENDANT, CHICAGO, IL
2004 – 2005
$2.7B on-line travel distribution services business within a major corporation that is a travel and leisure intermediary with 7,500 employees.
Director, Compensation and Benefits, Americas
•Developed the three year total reewards strategy to align with the business strategy.
•Reduced compensation and benefits costs by $10,000 while providing a greater level of total rewards coverage resulting in the company’s ability to finalize an acquisition.
•To respond to job title issues and lack of a defined career path, developed a competency based Dual Career Ladder for technology.
•Developed the strategy and led the human resources due diligence and integration for being acquired.
•Collaborated with IT to develop the specifications and processes for the HRIS migration to Oracle HR.
ZURICH NORTH AMERICA, SCHAUMBURG, IL 2003 - 2003
$2 billion high risk, commercial property/casualty business with 14,000 employees in eight countries.
Director, Total Rewards
•Reduced the 401(k) plan administrative fees by $1 million annually while expanding employee investment options by selecting a new administrator.
•Reduced company cost by $465,000 annually and employee cost of $600,000 by changing life insurance vendors.
•Developed and implemented a total executive compensation program to retain 300 key executives by providing internal equity and adjusting to market competitiveness.
•Led the integration of employees from nine countries into a single compensation and benefits platform while maintaining country specific requirements.
UNDERWRITERS LABORATORIES, INC., NORTHBROOK, IL 2002 – 2003
$500 million business with global operations, 9,000 employees in 24 countries providing manufactured products and software testing for safety and quality.
Director/Manager, International Compensation, Benefits, and Global M&As
•Realized annual savings of $100,000 by developing new compensation and benefits plans and HR policies for Japan acquisition.
•To respond to employee dissatisfaction, developed a remuneration program for India saving employees 5?n annual income tax.
•Centralized the HR processing for each country through the development of a Human Resources Information System.
•Introduced a new salary administration system for 24 countries bringing market competitiveness to 95 and increased retention 4?
•Increased productivity and a 10?evenue increase for 24 countries by creating both non-sales and sales incentive plans.
ROCKWELL ELECTRONIC COMMERCE, WOOD DALE, IL 1999-2001
$160 million business unit within Rockwell International with 600 employees in eight countries that develops, installs and services Customer Integration Management systems.
Director/Manager, Global Compensation & Benefits;
Manager, Human Resources Asia/Pacific
•Realized a $600,000 first year savings by developing and executing transitional plans changing non-exempt employees to exempt status.
•Realized a $200,000 first year cost savings in benefits for 700 U.S. employees with new benefits programs.
•Reduced recruiting costs in Asia/Pacific locations by $150,000 with the implementation of technology and shared sourcing.
•Developed and implemented a global restricted stock plan to attract and retain critical engineering talent which increased offer acceptance to 98?nd reduced turnover from 25?o 16?
•Designed and implemented life insurance and LTD plans for UK employees to make company market competitive and reduced turnover by 7?
•Developed a pension plan for Germany positioning the company competitively in the market and reduced turnover by 15?
•Designed a new incentive plan for EC corporate executives contributing to a 3?irst year revenue growth.
SYSTEM SOFTWARE ASSOCIATES, CHICAGO, IL 1998-1999
$450 million software company with 1,100 employees in 29 countries that designs, develops, installs and services Enterprise Resource Planning systems.
Director, Global Compensation & Benefits
•Revised all benefits programs resulting in first year cost savings of $100,000 while increasing benefit levels for 1,200 employees.
•Increased retention by 20?hrough development of a market based merit and promotion system for Asia Pacific and European locations.
•In response to the business need for executive retention, designed a global stock option plan which increased market position from 93 to 96.
•Developed a global HRIS system integrating five Human Resources databases.
MOTOROLA, INC, SCHAUMBURG, IL 1989-1998
$30 billion high technology corporation with 120,000 employees in 72 countries that designs, develops, and manufactures electronic products, components, software, and wireless communications
Director, Corporate Compensation, Schaumburg, IL (1996-1998)
•Developed unique compensation plans for India and non-regulated benefits and incentive programs for China reducing turnover in both countries by 23?
•Realized an initial 15?nrollment rate with the development of a discounted stock purchase program
•Designed, developed and implemented a global stock and cash bonus plan resulting in employee ownership.
•Designed and implemented a compensation and benefits function for all employee levels in a Lithuanian joint venture
•Developed an across business, competency based IT Resource System which expanded the career opportunities for IT employees.
Director, Compensation and Benefits, Expatriate Management, Human Resources Information Systems, Beijing, People’s Republic of China (PRC). (1994-1996)
•Designed, developed and implemented compensation and benefits programs for local and returning local nationals in rapidly growing businesses in the PRC.
•Designed, developed and implemented Human Resources Information Systems for mainland China linking all locations and businesses throughout the country.
•Supporting business expansion in China, conducted due diligence and developed the integration for all Human Resources functions for joint ventures.
•Managed expatriate administration and developed policies for 200 employees and families in China in response to exponential growth.
Manager, Compensation and Benefits, Libertyville, IL. (1989-1994)
•Developed a skill-based pay program collaborating with manufacturing management and operators, including performance management, resulting in retention of manufacturing in the U.S.
•Realized a one-month reduction in new product development with a competency-based bonus program for technical engineering staff and a technical ladder for scientific staff.
•Increased the accuracy of performance assessment with the design of a performance management system for IT staff.
•Established a human resources function for emerging markets in Latin America.
G. D. SEARLE AND COMPANY / PHARMACIA, Skokie, IL 1984-1989
Pharmaceutical company that researches, develops, tests, and sells pharmaceutical products.
Manager, Compensation; Human Resources Manager, Senior Compensation Analyst
BANKERS LIFE and CASUALTY COMPANY, Chicago, IL 1980-1983
Senior Compensation Analyst; Compensation Analyst
M.A, Management, Webster University, St. Louis, MO
B.A. Sociology and Psychology, Parsons College, Fairfield, IA
CERTIFICATIONS & PROFESSIONAL ASSOCIATIONS
Certified Compensation Professional (CCP)
Certified Benefits Professional (CBP)
Global Remuneration Professional (GRP)
World At Work
Human Resource Management Association of Chicago
Society for Human Resources Management
Answered By: swati - 11/29/2006