Thomas Sanderson Email & Phone Number

Rockville, Maryland, Us

HR Executive responsible for setting the direction of and facilitating departmental activities that align with business objectives. Responsible for ensuring that the organization uses analytical, data-driven approaches to effective talent acquisition and employee development techniques to support the company’s resource needs, overseeing and executing strategies to support and manage international staff requirements, and facilitating organizational compliance through the effective administration of policies, procedures and reporting.

Reston, Va, Us

As the Executive Human Resources (HR) Business Partner, provides consultation and advice to corporate staff departments, including organization and business strategy to executives, department heads and managers. Provides leadership and guidance in all aspects of HR, including recruiting and staffing, policy interpretation, employee relations, performance management, total rewards, executive and incentive compensation, organizational and change management, career development and training, and succession planning for all business entities. Accomplishments include:• Spearheaded company’s first formal performance review process, with an emphasis on achievement of individual performance and departmental goals. Established a formal compensation philosophy and platform including “pay-for-performance,” new pay grade structures and redesigned long- and short-term incentive plans.• Implemented 360° performance feedback for senior leadership, managers and identified high-performing staff. Feedback used in creation of individual development plans for participants leveraging their expertise to enhance productivity and career development. Program yields a 97% retention rate of key staff members.• Redesigned the company’s benefit program to provide competitive, cost-effective benefits programs, including a robust wellness program. Reduced benefits costs by 20%.• Modified HR policies to address Service Contract Act (SCA) requirements, including benefits, timekeeping, employee relations, and workplace conduct. Processes have been emulated by peers.• Developed several organizational changes, including new AAP data capture metric tools which will ensure favorable results for future OFCCP audits.

Herndon, Virginia, Us

Vice President, Human Capital Reports to the President/CEO of a federally certified business enterprise. Fully accountable for a multi-site human capital division. Responsible for administration, facilities, security, safety, and procurement operations. Leads a department that is responsible for recruitment, retention, attrition metrics, employee relations, regulatory reporting and compliance with Department of Labor and OFCCP to include audits, proposal development and HR support including advisement on the impact of the Service Contract Act and Wage Determinations, benefits strategy and guidance and overall legal compliance. • Successfully re-engineered the recruiting function by bringing the outsourced function back in house for more efficiency, cost savings and control. Created an environment of better relationships with hiring managers resulting in increased productivity and decreased time to fill ratios.• Increased outreach for Diversity and Inclusion. Created a developmental environment with the human capital staff, allowing them to increase their skills and encouraging retention of key personnel. Audited and updated the Affirmative Action and Diversity Plan process. Increased employee engagement through on site events and off site outreach. • Primescape received a commendable audit results from DSS allowing us to continue and grow our cleared business. • Negotiated a buyout of Primescape’s existing facility leases. Finalized an agreement for space that ensured no disruption in operations or services. The new facility allowed us to reduce cost and improve the working environment. • Evaluated and renegotiated benefit plans and implemented cost containment features that reduced medical and benefit cost for the corporation and staff.

Norwalk, Ct, Us

Vice President, Human ResourcesLed a team of professionals with six direct reports in the successful delivery of human capital management services to the Government Services Group of the corporate entity. Operated in a matrixed, service center driven organization to effectively apply best practices at the divisional level in a complex business environment. • Sustained and improved relations with several key executives and developed strategies at the line level, in coordination with corporate in Norwalk, CT to meet business needs.• Oversaw and directed the delivery of key programs and projects such as performance management programs, compensation review and compliance programs and audits, and open enrollment for over 1,600 employees. • Negotiated and approved deals for benefits and other infrastructure expenses for a unit with a revenue stream of $280M, delivering value and savings to the corporation. • Effectively interfaced with key Union leaders to facilitate over 45 union contracts and productively manage to a multifaceted labor pool, allowing management and the corporation to meet financial goals in a highly regulated environment.• Redesigned medical benefit programs to conform with needs of the Service Contract Act, saving $250K on one contract alone, and delivering more satisfaction to the employees. • Worked with the recruitment staff, achieved a reduction in the time- to- fill ratio on open requisitions of 30%.

Vice President, Human Resources and AdministrationResponsible for managing a significant section of the company’s infrastructure support operations to ensure successful delivery of all needed services. Reported to the President and CEO; directs, administers, coordinates, monitors, and controls activities assigned to human resources, facilities and business services, to include recruiting, employee relations, benefits, training, human resources strategy, compliance, due diligence, and HR oversight and guidance. • Responsible for 12 departmental employees in an interdisciplinary unit, to include laborers, staff and managers within a wide discipline of professions. THOMAS W. SANDERSONPage 2• Managed and achieved customer satisfaction, meeting budgeted goals and objectives for support and interfacing with all levels of corporate leadership in four different business units in a commercial and government contracting environment that included federal as well as state and local disciplines. • Guided and directed the successful execution of multi-level budgets and programs. Significant interaction with clients, external vendors, internal customers, and subcontractors. • Successfully led the effort to bring the completion of the corporate AAP in-house for the first time in the company’s history, saving $30K in fees and increasing flexibility. • Brought the corporate health and welfare policies to the market for bid, migrating the plans from self-funded status to a fully insured program for cost savings of over $900K.

Vice President, Human Resources and AdministrationReported to the President/CEO and COO; was fully accountable for a multi-site human resources, administration, facilities, security, safety, and procurement operation. Directed department that was responsible for recruitment, employee relations, regulatory reporting and compliance with Department of Labor and OFCCP to include audits, proposal development and HR support including advisement on the impact of the Service Contract Act and Wage Determinations, benefits strategy and guidance and overall legal compliance. • Managed a facility operation that served a headquarters staff of up to 600 headcount, as well as provided infrastructure support services for field based personnel that ranged up to 2,000. • Served as the ethics compliance officer for the corporation, interfacing with auditors, legal staff, and employee representatives. Was solely responsible for compliance hotline activity, with follow up and investigations as pertains to ethics complaints. • Successfully managed a corporate headquarters move of over 600 personnel from one state to another; negotiating vendor contracts, leases, equipment cost structures, moving expenses and compensation and employment agreements, saving the company over $500K by consolidating leases and negotiating contracts. • Held attrition under the industry average of 21% by renegotiating benefits plans and providing enhanced programs concurrent with instituting cost containment features that benefited the corporate bottom line.

Director, Human Resources and AdministrationReported directly to the President and CEO of this federally certified small business enterprise, was responsible for a comprehensive human resources management and administration program including recruitment, training, compensation and salary administration, benefits, career development, employee relations, grievance responses, EEO/AA, legal compliance, procurement, and facilities management. • Served as the first HR chief for the corporation and built the department from the ground up, staffing both the HR and recruitment function and managing up to 20 professionals.• Created and implemented the policy and procedures necessary to drive the business and support the revenue stream; formalized and wrote the corporate policy handbook and procedures manual.• Served as part of the management team that administered the acquisition of a competing environmental lab from another government contractor, and merged that operation into the ongoing enterprise, physically moving the operation and their 130 employees halfway across the U.S. Was responsible for the physical move of the facility, as well as the relocation and retention of the key and other personnel. • Renegotiated the entire benefits package for two different business units in the company, saving $400K and enhancing programs for better employee satisfaction.

Human Resources/Compensation and Benefits AdministratorResponsible for the development and administration of a comprehensive compensation and benefits program managed through the Hay system, designed to attract and retain qualified personnel. • Researched new human resources programs with an emphasis on company compensation and benefit plans. • Advised and counseled employees regarding compensation issues and benefit program options and coordinated employee relations matters stemming from benefits or compensation inequities for a division of 4,000 employees. • Developed and implemented new hire orientation programs that served between 50-75 new hires weekly. • Worked through the issues related to the merger of Sprint, US Telecom and GTE, providing a comprehensive benefits and compensation strategy for retention and new employee capture that would sustain growth and meet the business need. • Developed the first formalized compensation and benefit program that allowed the corporation to quadruple during a 12 month period as result of the programmatic approaches to human asset management that were implemented.

Supervisor, Payroll and BenefitsReported to the Associate Vice President of Administrative Services and was responsible for all payroll operations for 2,500 employees, ensuring accuracy and correct check distribution processes. Additionally responsible for benefits advisement and the processing of all personnel actions.

Department of Environmental Protection, Department of Labor and Industry:Held progressively more responsible positions within state offices, coordinating and managing payroll, process mapping and definition, reporting, HR records and other fiduciary matters.