Stuart E. Marcus Email and Phone Number
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With over 20 years of HR experience in diverse corporate industries, I am a strategic and dynamic HR leader who directs the design, delivery, and support of enterprise-wide HR information systems at Cross Country Healthcare. I work closely with shared services functions to ensure accurate and reliable HR data, and I evaluate operational effectiveness and prioritize process and system improvement initiatives.I also serve as the primary point of contact and subject matter expert to key stakeholders and partners on critical projects and HR technology. I have a strong background in benefits, compensation, and compliance, and I have been instrumental in the implementation of major projects such as benefit administration, applicant tracking, absence and leave management, and employee opinion survey. I am passionate about fostering a team environment, employee well-being, and organizational cohesion. I am always eager to learn new skills, face new challenges, and contribute to the success of the company.
Cross Country Healthcare
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Senior Director Hris And BenefitsCross Country Healthcare Jul 2015 - PresentBoca Raton, Fl, UsAs the Senior Director of Human Resources Systems, responsibility for directing the design, delivery and support of Cross Country Healthcare's enterprise wide Human Resources Information Systems, while working closely with members of the share services functions to ensure that the HR data is captured accurately and integrity is maintained. Evaluates operational effectiveness and develops business cases to prioritize process and system improvement initiatives. Serves as the organization's primary point of contact and subject matter expert to key stakeholders and partners on critical projects and HR technology.
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Hr Business PartnerAdp Totalsource Mar 2014 - Jul 2015Roseland, New Jersey, UsADP TotalSource is the largest Professional Employer Organization (PEO) in the country. We provide clients, small to mid-sized companies, with an integrated suite of HR management solutions, everything from payroll to benefits, HR compliance and HR support. Whether it's partnering with associates inside ADP or outside with clients, the HR Business Partner (HRBP) works across all HR disciplines: management, benefits, payroll, risk management and compliance to deliver human capital management expertise. Working as an HR Generalist, the ADP HRBP provides strategic direction to business owners, has a relationships with client executives and makes an impact on the Human Resource progression of businesses nationwide. -
Dir, Hr SystemsThe Geo Group, Inc. Jul 2005 - Jan 2014Boca Raton, Florida, UsCareer Progression:Director, HR Systems (2007 - 2014)HR Manager (2006 - 2007)HR Analyst (2005 - 2006)Key Team Member contributing to the design, development, and production of Strategic Corporate Goals. Define and implement HRIS initiatives and generate management reports issues including: benefit costs, staffing levels, applicant tracking. Affirmative Action/EEO, absenteeism, turnover, office audits, compliance and compensation. Instrumental in the design, approval, and implementation of major projects: Benefit Administration with Benefitfocus, Applicant Tracking System (ATS) with HRLogix, Absence and Leave Management Tracking in Kronos, Paid Time Off (PTO) in Kronos, and the Employee Opinion Survey (EOS).System/Process Improvements: Successfully upgraded HR System with enrichments, and enhancements. Two acquisitions (Cornell in 2010 and BI in 2011). Retain ERP Lawson, Ceridian, and ADP Enterprise systems successful migration of employee data made to current system of record. RESULTS: De-centralized system entry and data segmentation allow real-time data integrity. Implementation of Employee and Manager Self-Service. RESULTS: Processing of personnel actions (hires, transfers, salary adjustments, status changes, and terminations) by immediate supervisor provides accurate payroll information to pay employees timely and correctly to federal, state and company policy. Benefit Administration: Investigate new and improve existing benefit programs. Monitor benefit administration with a sound knowledge of state and federal regulations. Provide analytical and technical support in the delivery of benefits. Serve as contact for plan vendors and third party administrators. Coordinate transfer of data to external contacts for services, premiums and plan administration. Work effectively to make sure the plans run smoothly. Investigate discrepancies and provide information in non-routine situations. Data Interfaces/Exchanges/Reporting, Development/Training -
Hris AnalystRyder System, Inc. Jul 1997 - Jul 2005Miami, Fl, UsCareer Progression: - HR Analyst, HRIS (2004 - 2005) - System Analyst, e-Learning (2001 - 2004) - Desktop Publisher (1998 - 2001) - DOT Compliance Coordinator (1997 - 1998)Recruited to evaluate, analyst, design, and maintain the company's HR information systems. Charged with systems analysis for distance education using a Learning Management System (Learning Space), Reported and presented analysis to upper management, deployed department assets, and coordinated/facilitated employee enrollment in an undergraduate degree program. Provided desktop publishing services for the Training Resources Group and other HQ departments.Key Contributions- Monitored distance learning courses for 33,000 employees. Results: Non -traditional method of instructional training delivery and centralized storage of employee training records.- Designed instructional, reference and workshop manuals, resources/self-study guides, and presentation materials including electronic slide shows and overhead transparencies. Results: Courseware catalog and instructional material library created for in-house created programs.- Created graphics for computer-based training programs.- Contracted and worked with outside vendors. Cost Savings: Utilizing a RFP process, contracted for printed materials at reduced prices, saving $25k.- Coached and consulted with department staff on software and hardware use.- Maintained department network directories and related files, archiving and retrieving as needed. Cost Savings: Repurposing equipment, write-off missing or depreciated assets from tax roll, reducing fixed assets by$10k. Renegotiated storage costs, destruction of records to company retention rules, $15k per year.
Stuart E. Marcus Skills
Stuart E. Marcus Education Details
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Nova Southeastern UniversityHrm -
Barry UniversityProfessional Administration
Frequently Asked Questions about Stuart E. Marcus
What company does Stuart E. Marcus work for?
Stuart E. Marcus works for Cross Country Healthcare
What is Stuart E. Marcus's role at the current company?
Stuart E. Marcus's current role is Senior Director HRIS & Benefits @ Cross Country | HR Technology Expert.
What is Stuart E. Marcus's email address?
Stuart E. Marcus's email address is su****@****ink.net
What is Stuart E. Marcus's direct phone number?
Stuart E. Marcus's direct phone number is +195443*****
What schools did Stuart E. Marcus attend?
Stuart E. Marcus attended Nova Southeastern University, Barry University.
What skills is Stuart E. Marcus known for?
Stuart E. Marcus has skills like Hris, Human Resources, Benefits Administration, Employee Relations, Employee Benefits, Applicant Tracking Systems, Deferred Compensation, Performance Management, Onboarding, Payroll, Talent Management, Training.
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