Andrew Witty, Sphr Email & Phone Number

United States

Marlborough, Massachusetts, Us

Provide Human Resources leadership to the local business unit of an engineering and technology-based organization.

Waltham, Massachusetts, Us

Provide subject matter expertise to the Executive Leadership. • Human resources strategic planning• Human resources team organizational structure• Onboarding Program• Policy changes• Succession Planning• Risk Management

Us

Waltham, Massachusetts, Us

Rapidly growing New England dental service organization (DSO) supporting 85+ dental practices with 1,500+ employees. Partners with the Chief HR Officer (CHRO) to develop and execute workforce strategies that engage employees, contain labor costs, and help the company scale. Streamlines processes, provides technology solutions, and ensures compliance. Oversees performance management and benefits programming.LEADERSHIP• Coaches and trains dental directors to improve employee engagement• Resolves conflicts at all levels of the organizationMERGERS & ACQUISITIONS (M&A)• Serves as HR point person on the acquisition team• Seamlessly integrates 3–5 new dental practices a month with employee orientations, training and development plans, and check-ins to reiterate availability of company resourcesEMPLOYEE SERVICES• Overhauled and oversees the Employee Services Center, the Benefits Center of Excellence, and the employee onboarding program• Partners with legal counsel to resolve complex employee relations issues including preparing position statements for claims filed with the Massachusetts Commission Against Discrimination (MCAD) and US Equal Employment Opportunity Commission (EEOC)• Oversees compliance issues related to immigration, licensing, and certification of doctors, hygienists, and dental assistants• Recognized by the CEO and Executive Team for improving HR client servicesTOTAL REWARDS• Develops incentive strategies to attract, hire, develop, and retain top talent• Proposed a spot bonus program that received buy-in from CEO and CHRO• Achieved a 30% Increase in participation in the 401K plan by resolving compliance issues, maximizing retirement savings opportunities, and communicating improvements• Executed robust COVID-19 protocols that ensured compliance and safety for our frontline employees and patients

Burlington, Ma, Us

Developed HR strategy and objectives to support growth. Directed nine HR and two Facilities staff.COMPENSATION• Analyzed internal equity and external market competitiveness• Developed a detailed Compensation and Career Path ProgramM&A• Supported corporate legal counsel in due diligence and negotiations• Promoted a smooth post-merger integration processLEADERSHIP DEVELOPMENT• Cultivated strong relationships with leadership of each business line and the Sales, Finance, Accounting, Marketing, and IT departments to accomplish planning objectives• Reorganized the HR department to grow talent and reduce labor costsORGANIZATIONAL DEVELOPMENT• Initiated business planning process involving each business line• Recommended improvements to systems and benefitsRECRUITING• Collaboratively streamlined hiring processes and improved communication between the recruiting team and hiring managers• Reduced recruit-to-hire time from 34 to 24 daysEMPLOYEE ENGAGEMENT & RETENTION• Implemented a culture of continuous feedback—trained managers on feedback techniques• Redesigned the Performance Management program—focused on goal setting, commitment to core competencies, and professional development• Improved retention by 6% over 12 months

Westborough, Ma, Us

Oversaw compensation and benefits, employee relations, M&A, and organizational growth in the US and Canada.BENEFITS• Devised a benefits strategy that adapts to the changing health care environment• Improved 401k program—switched to a new vendor, educated staff, created new retirement saving opportunities, and enhanced the online user experienceCOMPLIANCE• Improved processes to ensure ISO 9000 complianceLEADERSHIP DEVELOPMENT• Taught senior leadership to address conflict resolution, improve team dynamics, and maximize production and employee engagementORGANIZATIONAL DEVELOPMENT• Recommended programs to improve employee engagement, development, and retention• Collaboratively designed an IT organizational structure aligned with the organization’s visionRECRUITING• Improved recruiting and onboarding programs to support company growth

Acton, Ma, Us

Developed human capital strategies to support rapid growth.BENEFITS• Developed a long-term benefits strategy that saved $50K+ annuallyCOMPLIANCE• Promoted safety best practices through improved training, analysis of violations and recordable injuries, and better reporting• Managed legal/compliance for affirmative action, recordkeeping, immigration, health & welfare• Implemented a new Affirmative Action PlanORGANIZATIONAL DEVELOPMENT• Collaboratively devised strategies to improve the organizational structure and identify national expansion opportunitiesRECRUITING• Reduced recruitment times by identifying new resources to generate candidatesEMPLOYEE ENGAGEMENT & RETENTION• Authored a comprehensive Retention and Development Strategy• Overhauled the Performance Management program• Improved employee turnover by 5%

Medford, Ma, Us

Created and implemented annual strategic plan and budget. Expanded department to support 80% firm growth over five years. Guided a three-person team. BENEFITS• Authored a cost-effective long-term Wellness & Healthcare strategy that averaged a 2% increase in premiums over three years and ran 10+% below industry averageCOMPLIANCE• Completed one DOL and two OFCCP audits, resulting in no deficienciesLEADERSHIP DEVELOPMENT• Facilitated roundtables on best management practices• Developed training programs on topics including coaching, mentoring, leadership, performance, diversity, and sexual harassment• Collaboratively developed a successful Executive Leadership and Succession Planning Programs• Co-led an initiative that honed management skills and improved manager/staff relationsORGANIZATIONAL DEVELOPMENT• Identified global expansion opportunities in legal, compensation, benefits, and relocation• Implemented ADP WorkforceNow HRIS systemRECRUITING• Used social media and recruiting at industry conferences to cultivate relationships with professors from top transportation programs• Significantly improved quality and volume of applicants and reduced hiring cycle timeEMPLOYEE ENGAGEMENT & RETENTION• Collaboratively developed talent management strategies and refined programs including onboarding, career tracks, and performance review• Deftly managed employee relations issues, resulting in no EEOC or MCAD claims