Richard Martinez Email and Phone Number

Use fact‐based solutions and data analysis to proactively advise HR Business Partners on people challenges to help influence decision making. Drive a data-driven culture within HR by educating and training clients on self-service reporting tools, how to interpret data, and providing concise deliverables. Develop high impact visualizations that convey meaningful information and insights based on a wide spectrum of people driven metrics in areas such as turnover, attraction, development, engagement, cost management, and retention. Manipulate and analyze large data sets to distill insights and connect disparate ideas into cohesive messaging. Employ consulting skills and business acumen to advise business leaders on opportunities to drive global people decisions. Partner with the HR Centers of Excellence to provide analytical expertise in measuring the effectiveness of HR programs. Interpret and provide recommendations based on predictive models to help support talent and business decisions• Developed meaningful statistical analysis on high performer turnover and potential risk of leaving for the active high performer population for the HR Business Partners supporting the AIG Corporate Functions  Leveraged existing technology to establish a process for the Corporate Functions Talent Acquisition team to produce weekly requisition reporting for HR Business Partners and executive leadership

Support the development and implementation of the worldwide HR Business Partner strategic initiatives worldwide. Analyze and communicate data and projects appropriately to an executive-level audience. Drive project execution according to plan and schedule. Research, compile, analyze and summarize data for routine and special projects, dashboards and other relevant and timely reporting materials. Provide data analytics across multiple HR work streams that is meaningful and can be translated into actionable, insightful information. Identify and follow-up on inter-dependencies and cross-project issues & risks. Contributed with the project lead and HR Business Partners in the development and management of a multi-year Information Technology (IT) workforce strategy Partnered in the development and management of strategic and analytical reporting including data management and participated in the creation of a tool to capture the location and workforce plan for the global IT workforce strategy Managed the process and completion for the IT skills assessment survey for approximately 6,600 employees with a completion rate of 94% Created and maintained a headcount tracking mechanism for the various RIF initiatives impacting IT, Legal, Regulatory & Compliance, and the Claims and Operations businesses Designed and partnered with Talent Management in the successful creation of an organizational spans and layers tool used by HR to support the AIG businesses and functions Using existing technology, conceived and created a process and tracker to manage the status and reporting updates for low performing employees across AIG Collaborated with two colleagues to visit 19 global AIG/Chartis offices to document, provide analysis, identify opportunities and recommendations for senior HR to show how each were designed and run, including processes followed, systems used, and time spent performing HR tasks

Responsibilities included a focus on risk, compliance and communication, including senior level presentations, external (regulatory) presentations for Global Product Control IT and RF&CS IT Americas, senior level ad hoc reports/presentations/communications, created monthly reporting packs – including converting financial and headcount metrics into graphic presentations, created and maintained a SharePoint site for the department as a key communication tool, relationship management of key stakeholders, provided support in human resource management and financial management, reporting and analysis function, assisted with One PPM roll-out and the ongoing training and review of existing financial reporting processes and systems for potential upgrades to provide improved transparency, accuracy and efficiency.

Managed budget & spend, the new hire on-boarding process, handled pre-employment payment process, and handled reporting and metrics for Global Campus Recruiting. Tracked and managed global and regional budgets, the distribution of spend detail, headcount analysis, forecasting, accruals and deferrals. Analyzed complex data, handled ongoing and ad hoc reporting, recruiting participation and performance metrics, reporting,, and technology and process improvement. Conceived, created and implemented a global candidate offer tracking system which incorporated four global regions into one shared database, saving time and streamlining reporting metrics and analysis Designed and published companion user guide for tracking system and facilitated international training session for 100 users  Managed transfer of Global Campus Recruiting budget from the front office businesses to Human Resources, establishing a spending base within the department, enhancing programs and capabilities  Simplified and improved understanding of budget and expenses for recruitment managers by developing and delivering cost center and GL account structure for all Campus Recruiting costs  Enhanced reporting metrics to facilitate hire and retention analysis by leading application development project for HR PeopleSoft system  Leveraged existing technology to streamline and update candidate travel process  Created, designed and managed the Campus Recruiting candidate referral website for internal employee use

Performed the audit and control processes on the US payroll vendor, ADP to ensure HR, benefits and payroll processes, procedures and data flows were followed. Conducted control processes for all payrolls in the Americas region, liaised with both internal and external stakeholders, managed vendor performance against contractual service level agreements, ensured and audited compliance with SOX controls. Oversaw our W-2 year end project plan, on-demand/ manual check process, conducted end user training on all reporting tools and coordinated and scheduled communications and events. Developed and implemented the Payroll Control Desk and Authorization Process to establish controls on payment requests to ensure authorized approval levels have been used Designed and created the Model Payroll Audit Process for all Americas locations to ensure all payrolls run are balanced, correct and follow established controls Redesigned and improved the Payroll Vendor Audit Reconciliation Process to streamline and deliver a process that eliminates potential payroll errors prior to confirmation Proposed and implemented a standard cost for expatriate and international assignees to reduce miscellaneous costs and save time with account analysis Led team to convert payroll administration from Humanic Solutions to ADP and launched the upgrade to ADP EV2 / Enterprise as the payroll system

Project managed and coordinated several team transitions including the conversion of DLJ employee population to CSFB PeopleSoft HRMS, the consolidation of DLJ and CSFB payrolls to a shared system and the outsource of CSFB payroll processing and customer service to a third party vendor.  Managed a staff of 3 customer service representatives during the CSFB/DLJ integration Converted CSFB Payroll from Ceridian Payroll System to the ADP CSS HRizon System  Prepared and conducted end user training for all reporting tools Trained third party vendor on use of payroll systems Coordinated system modifications and upgrades with HRMS technical support Tested and implemented interfaces between the firm and third party vendors Coordinated the outsource of the DLJ time and attendance processing

I successfully managed a staff of 12 for the operation and coordination of call center customer service, payroll data entry, accounts payable, fulfillment and quality assurance services for the Employee Information Operations Center. Managed DLJ’s employee call center to process over 3000 calls per month Determined staffing requirements for day-to-day customer service operations  Managed resource utilization and service levels for information service team members Reviewed logged issues via the call tracking technology to ensure high level of service Administered and measured the accuracy and timeliness of payroll for over 3,000 employees Coordinated and conducted specialty training for payroll, benefits and customer service functional areas Ensured the completeness of employee records retention and archiving  Analyzed internal customer needs by soliciting and responding to feedback Developed and edited content of DLJ’s Payroll/HR employee newsletter Managed and administered DLJ’s United Way campaign

 Processed a bi-weekly and three monthly sales payrolls for 2,000 employees Calculated the payouts on the commissioned brokers for the monthly payroll Determined the payroll deductions for the various deferral plans and benefit programs  Verified and balanced all payrolls Handled benefit payout for all retirees Processed all employee transfers, new departments, cost centers, updates and overtime