Only federally funded research and development center (FFRDC) committed exclusively to the space enterprise. Over 4,000 employees spanning every discipline of space-related science and engineering.Develop and execute on a three-year total rewards, health and wellness strategy. Key Results:Successfully negotiated the first multi-year union agreement in company history resulting in savings of over $100M over the next 10 years. Agreement includes the transition from three retirement plans into a single defined contribution platform. Marcom Gold Award received for communications efforts.Evaluated and aligned Executive Total Rewards to meet evolving corporate objectives. Cost neutral design increased bonus potential, and simplified vesting and payment schedule of 457(f) plans. Avoided $1.2M in excise tax payments by accelerating vesting under a grandfathered executive retirement plan. Expanded Corporate Management Incentive Plan to reward top management for achieving goals directly tied to corporate level initiatives.Project Lead for the implementation of Workday (HCM, Recruiting, Compensation). Team of 100 will deploy HCM, Recruiting and Compensation including new functionality for Aerospace in Talent Management. Completed redesign of Total Rewards support model. Outsourced H&W and Pension administration. Revamped Leave Management COE (savings of $1M). Introduction of Total Rewards Portal.

Led team of over forty responsible for compensation, benefits, wellness, drug and alcohol abuse prevention program, EAP, compliance, leave management, medical services, occupational testing and the Human Capital budget. Prepared Human Capital agenda and Chief Human Capital Officer for Board of Director’s meetings. Deep experience in Board and Committee relationship building, presentations, communications and follow up. Key Results:Enabled Amtrak’s Total Rewards and Integrated Talent Management strategy by gaining Board of Directors approval for significant changes to Total Rewards programs. Completed restructure of pension and retiree health programs resulting in a reduction of $2 billion in liabilities. Designed and implemented rewards programs and formal compensation structure; Short Term and Long Term incentive plans tied to the Amtrak Strategic plan to promote a pay for performance culture. Designed and implemented two Consumer Directed Heath Plans for non-agreement population achieving over a 70% enrollment rate into the new plans in first year resulting in reduction of the benefit load rate by 4% in first year and savings of $23 million over five years. Maintained negative trend three years running (2014 – 2016).Reorganized Total Rewards and hired key resources to introduce and support a formal Human Resources compliance strategy, an integrated leave management solution, and a consolidated occupational testing team. Core processes are now ISO 9001 certified and leave process turnaround time improved 83%.Introduced Amtrak Total Wellness, an effort to integrate various efforts across Amtrak to promote a “healthy body and clear mind”, and a productive and safe workforce. Developed and presented a comprehensive and compelling labor proposal in collaboration with Labor Relations and supported by Executive Leadership and the Board of Directors to Union Leadership that when implemented would have saved Amtrak $1.4 billion over 10 years.

Oversight of team responsible for the health and welfare, retirement and wellness programs in the US, Europe and AsiaPac. Key Results:Implemented three year strategy for US Health & Welfare Plans to move to core medical plan, introduce formal “Healthy Living” wellness plan and save over 10% of budget in first year of operation. Plans incorporate the need to address Health Care Reform and launch of Consumer Driven Plans.“Healthy Living” wellness plan leveraged two vendors that provided an incentive program based on participation and also offered 24/7 access to an unbiased health information resource. Information resources were used by 50% of employees and 60% participated in incentive plan. Successfully migrated from Ceridian to Workday system for benefits administration.Completed RFP for administration of 401(k) and Deferred Compensation Plans saving plan participants about $500,000 per year. Successfully managed transition to Putnam Investments through a comprehensive project plan and communication effort. Developed “Wealthy Living” financial wellness program that integrated the resources of three distinct vendors offering access to free Certified Financial Planners, interactive web tools, and in plan fund mix advice. Program had a 45% participation rate within 4 months of implementation. Intersil’s Retirement Plan was selected as a Plan Sponsor of the Year Finalist by Plan Sponsor magazine. Selected as panelist for Pension & Investments and Plan Sponsor Conferences to discuss retirement plan communications and retirement readiness.Centralized international benefits and enhanced plans in several countries including Japan, Taiwan and Singapore. Moving towards long term strategy to integrate vendors and leverage international insurance pools.

Established family oriented gym featuring group classes, child care, personal training, and 24/7 access.PresidentOwner operator responsible for all aspects of the business.Developed and implemented a formal business plan resulting in the implementation of two new profit centers.Refined and documented operational and sales procedures.

Human Resources OperationsManaged back office Human Resources operations including Payroll, Benefits and HR Services.Motivated over 100 employees through a team of six managers.Team Lead for the integration of the benefits programs for the Harbor Federal, Fidelity, and Mid-America acquisitions. Developed and implemented best practice one step process for the integration of the qualified benefit plans in concert with Hewitt.Leveraged Six Sigma guiding principles to move away from a people intensive back office operation to a more streamlined process driven organization. Included the movement to paperless payroll delivery via PeopleSoft and a reduction in the overall time required for payroll processing.Modified Relocation Policy and Managed RFP process resulting in move from SIRVA to Cartus. Implemented a dependent verification program with Budco.Responsible for managing the HR Operations budget.

One of the world's leading pharmaceutical firms specializing in the manufacture of human plasma products. A subsidiary of CSL Limited, headquartered in Australia. ZLB had over 6,000 employees in 25 countries.Oversight of all compensation and benefits programs inclusive of plans in the Americas, Europe and Japan. ZLB Behring programs include qualified and non-qualified retirement plans and country appropriate core health and welfare plans.Developed long-term health insurance strategy for US based employees to gradually phase in consumerism-based plans through a comprehensive communication plan and design changes. Modified global benefits plans to reflect the new company vision following the acquisition of Aventis Behring. The global project included the termination of a US based pension plan and development of a revised 401k plan and synchronization of US based health and welfare plans. Selected benefits providers for the administration of the 401k and Health & Welfare plans.Led the global job evaluation process (Mercer IPE), development and implementation of the corporate bonus program, and review of the compensation structure for the global ZLB Behring group.Leader of a committee charged with the vision and change management of the HRIS system.

Managed and developed staff of five responsible for overall administration and performance of all Health & Welfare and Retiree Defined Contribution (401k) and Defined Benefit plans.Ensured compliance of employee benefits plans with all applicable ERISA, DOL, and COBRA regulations.Managed and implemented HMO plans consolidation and conversion to a self-funded EPO model.Collaborated in the training and development of department staff, including oversight of SAP upgrade project.

Responsible for fulfillment and final presentation of client requests for information on all aspects of Health and Welfare issues including the identification, analysis and selection of plans.