Provide payroll services for a healthcare system of approximately 10,000 employees....4 Hospitals and VNA Services...1 weekly payroll and 4 bi-weekly payrolls. Prepare W-2s and W-2Cs , Quarterly Form 941s, as needed Form 941-X, all IRS and state tax correspondence, etc.

Responsible for Payroll Operations for a children's hospital in a suburb of Oakland, CA. Tasks include documenting payroll policies and procedures, security and system access audits, staff assessments and implementation of a new 3rd party payroll system.

Provide clients in the healthcare industry with a broad range of Human Resources processes and systems consulting services. Areas of expertise: domestic and global benefits, compensation, HRIS, relocation, specialized recruiting, succession planning, and HR process and system optimization. System: MediTech

Provide clients with customized Human Resources consulting services specializing in compensation and benefits. Develop plans and programs that meet the clients needs, that is culture appropriate and that can be financially sustained by the organization.

Provide clients with a broad range of Human Resources consulting services specializing in Human Resources and Payroll process flow analysis and remediation. System: Lawson

Responsible for Total Rewards operating groups...compensation, benefits and HRIS functions for the System that encompassed two acute care hospitals, a rehabilitation operation and an extended care/nursing home facility. Responsibilities included executive compensation (base, incentive) and benefits.Managed the Corporate Care Group...an occupational health (medical) business unit for a number of clients within the Rhode Island, Eastern Connecticut and Southern Massachusetts areas.HRIS Systems: ProSo, MediTechAccomplishments:Recruited to address ineffective compensation plans and inefficient benefits programs. Developed family of pay programs and benefit plans for 3,300 employees appropriate for today’s healthcare environment. Re-engineered the compensation and benefits functions, aligning them with business initiatives.Established new market-competitive base pay and incentive structures (first-ever for VP/Director-level).Re-engineered physician and clinical staff base pay and incentive plans. Responsible for physician contract administration.Introduced benefits HRA program and "contingent premium arrangement" to meet financial expense targets for medical benefits. Designed and developed new Worker’s Compensation Program and significantly reduced job-related injuries and costs.Introduced Wellness & Rewards Program. Moved SJHSRI's 403(b) plan from America Funds to Diversified Investments. Combined 403(b) plans of RWMC and SJHSRI under CharterCARE.Implemented MediTech and bSwift (automated benefits enrollment/admin. system).Principal communicator in shift from general pay increases to merit-based plan, with new evaluation tools tied to updated job descriptions.Significant role in labor negotiations and contract administration.Instrumental in the Roger Williams Medical Center and St. Joseph Health Services of Rhode Island business affiliation bringing the compensation, benefits and HRIS functions up on the same platform within 16 months.

Responsible for Human Resources operations for the State of New Hampshire, reporting to the Commissioner, Administration and the Governor.Accomplishments: Implemented self-insured medical plan. Introduced Choice Links, an employee self-enrollment and administration benefits program.First centralized HR website and first on-line applicant testing program.

Within the US, responsible for Total Rewards operating groups...compensation, benefits and HRIS for the parent company and all of its domestic subsidiaries. Responsibilities included executive compensation and benefits, as well as, the stock option program.Globally, responsible for Human Resources operations in Canada, Europe, Far East and South Pacific.Managed domestic Payroll operations.HRIS Systems: Spectrum, SAPAccomplishments:Re-engineered compensation, benefits, and HRIS functions, transitioning it from a process to a business-aligned operation.Designed and developed new base compensation program.Designed and developed new incentive plans for executives and employees including specialized engineering development and ship-bonus incentive plans.Re-engineered the sales base and incentive compensation plans.Developed incentive plan for Y2K project.Moved 401(k) plan to Putnam Investments and introduced on-line services (employee portal.)Introduced a more company culture-driven benefits program.Sourced and implemented Benefits Access, benefits enrollment and administration system.Designed and introduced "cafeteria" style benefits program.Developed company-wide relocation program.Implemented SAP worldwide in 12 months.

Responsible for Human Resources operations and Fisher University (internal training operation) within the US, headquartered in Pittsburgh, PA. Managed additional groups such as the auto fleet, executive dining and employee cafeteria, facilities and security.

Headquartered in Boston, responsible for Total Rewards operations encompassing compensation, benefits and HRIS for Corporate and all operating groups. Responsibilities included executive compensation (base, bonus, long-term-incentives) and benefits. Prepared materials including votes and presentations for the Compensation Committee of the Board of Directors and presented same at all quarterly meetings. Acted as Compensation & Benefits Consultant to the Board.Concurrent responsibilities being Administrative Director, Blue Cross Blue Shield Employee Federal Credit Union; Director, Cross & Shield Association; and Director, Payroll.Accomplishments:Radically simplified reward structure – base, bonus and incentives for 6,700 employees in support of company-wide transformation from traditional insurer to forward-looking healthcare provider/competitive medical insurance company. - Introduced "broad-banding' compensation structure.....7 salary structures, 100 salary ranges to 1 salary structure, 21 salary ranges. - Developed 2 supplemental salary structures for medical/clinical and sales staff.- Reduced job titles from 3,200 to 21 generic and 350 functional.- Re-engineered executive and employee incentive plans.- Re-engineered sales incentive plan for outside sales and telemarketing.- Introduced an executive long-term incentive plan.- Introduced team incentives.- First pay-for-results plan. Implemented the organization’s first flexible benefits program and executive SERP plan.Designed first short-term disability plan.Introduced “domestic partner” benefits for same and opposite sex couples and their families… 2nd company in the Boston area to take such action.Prepared and presented all compensation and benefits information for the Board’s Compensation Committee. Acted as compensation consultant to the Board of Directors.HR Team Leader for IT Outsourcing Project and Bay State Healthcare acquisition.

Domestically, responsible for Total Rewards for Corporate and Reebok Brands including HRIS and Payroll, and HR operations for the US Sales & Telemarketing Group.Globally, responsible for HR operations in Canada, Europe, Far East and South Pacific that included nationals, expatriates and third-country nationals.HRIS Systems: ADP, RepertoireAccomplishments:Complete revision of compensation and benefit programs from simple, informal start-up to one appropriate for a complex, multi-billion dollar international marketer. Developed first base compensation program and re-engineered all-employee incentive plan.Created compensation program and structural guidelines to support transition of the sales function from an outside independent distribution group to an in-house organization. Designed outside sales and telemarketing incentive plans.Designed and introduced a flexible benefits program, won 2 national awards.Developed expatriate compensation, benefits, and relocation plans. Introduced a "ghost" payroll for benefits purposes.Developed country national compensation, benefits and payroll programs for the induction of 500 employees throughout the Far East.Developed company-wide relocation program.Introduced expatriate SOS program...medical emergency evacuation plan for expatriates and their families.Developed US "ghost" payroll for Expatriates and TCN's.Researched and implemented a new HRIS system, Repertoire.