• Overall objective is to reduce or eliminate manual processes with a legacy benefits system not originally designed to manage health insurance data, improve inter-department communication and to provide excellent member service. • Systematically making current processes more efficient and documenting these changes. Created over 100 pages of procedures.• My department processes or creates an average of 1,400 documents per month. • Managed 6 error free Open Enrollment cycles.• Developed Member Service tools - A very successful Help Desk using MS SharePoint to streamline and better document CTPF member health insurance issues, a health insurance knowledge base, training documents and training videos. • Chicago Public Schools COBRA enrollment data (used for 400 annual member subsidies) was transitioned from hard copy reports to a file upload process allowing an analysis of data and accurate COBRA subsidy set-up.• Developed audit control procedures using Excel formulas for monthly pension payroll and carrier invoice reconciliations.• Managed 3 error free health insurance plan changes affecting over 21,000 covered lives during 3 Open Enrollment cycles.• Improved existing enrollment file feeds and developed review procedures eliminating enrollment errors.• Created Excel spreadsheets that perform subsidy benefit calculations previously done by hand thus reducing calculation errors.• Developed health insurance business requirements for a new health insurance platform in order to migrate to new software. • Training/seminars - Train 100 pensioners on Medicare and CTPF health insurance plans every 2 months. Organize and present to an average of 800 members during annual Open Enrollments. • Managing the CMS Medicare Beneficiary Identifier program (SSNRI) change.• Provide oversight and content creation of member communication pieces (Open Enrollment insurance handbook, e-mail alerts and newsletters)

Benefits Manager (June 2010 – February 2012) I had 4 direct reports and was responsible for US benefit administration, vendor relations, HRIS-Benefits system maintenance, file transfers, benefit communications, employee wellness, acquisition benefit transfer, legal compliance and benefit audits. • Better educated employees on benefits via newsletters, company e-mails and online resources (enrollment and medical decision making tools, cost estimator tools and links to wellness resources).• Improved the Open Enrollments process by focusing on benefit education. Website offerings were enhanced with decision making tools. Created Open Enrollment resources website giving access to all US employees. Open Enrollment guide redesigned with step-by-step instructions and resources. Created and presented webinars for employees, primarily Field Sales, who could not attend on-site Open Enrollment sessions. • Increased HSA health plan awareness and education. Enrollment increased from 145 to 1103 over two Open Enrollments. • Wellness Champion. Created a Wellness Committee composed of Human Resources partners. Developed Wellness awareness materials both online and in newsletters. Incorporated photos from a “Healthy Employee Photo Contest” into the Open Enrollment newsletter. Implemented Hospira’s first Health Screening program in 2011 resulting in 32% participation.• Allocated EAP training hours to US sites for use in on-site wellness seminars based on their needs.• Aggressively communicated benefit information to Human Resources Business Partners to “break down silos”.Compensation Systems Manager (February 2012 – Present) Responsible for Hospira bonus program administration and calculation, position evaluation and grading, position market pricing, annual merit increase process and salary surveys.

Revamping my client’s payroll system (Paychex), redesigning the general ledger payroll interface, developing procedures and creating automated timesheets.

• Revitalized the Human Resources department providing vastly improved customer service to staff and management. The Human Resources department is now a welcoming resource for staff.• Dramatically improved the recruiting function by reducing fill time, counseling hiring managers, creating hiring procedures, developing web-based employment applications and holding on-site and off-site job fairs. Hired over 200 regular employees, 900 seasonal employees and 300 interns. Developed manager training that focused on interviewing techniques and process. Currently executing a plan to diversify staff.• For newly hired employees: Created a manager manual and associated new manager training, created an auditorium style new employee orientation program (150 slide PowerPoint presentation), new employee checklists and procedures, a CD for all new employee documents and summary plan descriptions along with the associated new employee packet.• Added domestic partner benefits, incorporated disease management and health screenings to the health plan and developed premium incentives to encourage utilization of the health screenings. Saved tens of thousands of dollars through plan design changes. • Developed employee Total Compensation statements. • Overhauled and automated the salary review process.• After redesigning the performance appraisal form, developed a performance appraisal training program that I used to train 70 supervisors, including senior staff.• As head of the safety committee: Reduced recordable injuries, created Lockout-Tagout, Hazcom and forklift training programs, created a safety manual, implemented lifting and office ergonomic training and instilled an organization-wide culture of safety.• Implemented a web-based payroll system (Paylocity).• Organized the annual staff picnic, Bring Your Child to Work Day, all-staff events and employee recognition events.

Duties included working with insurance carriers to obtain quotes, creating and compiling marketing materials, and meeting with clients to assist in the decision making process.

• Created the HR department eventually adding the positions of Recruiter and HR Clerk.• Computerized all HR functions utilizing a payroll/HRIS system along with databases and Excel spreadsheets.• Worked with Teamsters Local 743 to ensure union contract compliance.• Developed an up-to-date COBRA system, notification and conversion letters and a tracking system. Received training in order to insure compliance and reduce liability.• Managed the recruiting, staffing, and talent management of all staff. Implemented pre-screening and testing of applicants.• Developed an employee handbook and associated company policies.• Implemented behavioral interviewing techniques and structured questionnaires to more accurately predict successful candidates.• Created the company’s first performance appraisal form and process. • Developed a Plant Safety program, a Hazcom program and a forklift training program.• Reduced recordable injuries by 60% in one year (1997) by implementing a safety program and monetary award system, thus reducing insurance costs. Company has maintained a low injury rate ever since.• Created Peer’s first self-funded health plan.• Developed an extremely accurate and streamlined payroll process. Implemented Kronos time-keeping software significantly reducing payroll processing time and costs. Took the company from a host based Ceridian system to a PC-based Paychex “Preview” system. • Developed a commission and bonus incentive plan for sales staff.

• Complete turnaround of the Human resources function including the first market wage analyses for the organization, job descriptions and improved payroll processing techniques.• Developed, revised, and implemented all company policy.• Responsible for employee recruiting, interviewing, hiring and placement.• Created performance evaluation forms and implemented an evaluation schedule.• Assured compliance with O.S.H.A. regulations and handled workers comp cases.

• Created the HR department.• Responsible for employee recruiting, interviewing, hiring, benefits administrator and placement.• Assured proper compliance with labor laws in three states.