Wayne Rustin Email & Phone Number

Silver Spring, Md, Us

Utica, Ny, Us

Senior Human Resources Executive for 566 million Regional Health System, consisting of 3 hospitals, senior healthcare network, 16 site medical group and nursing college with 5,000 employees. Responsible for HR Operations, transforming HR function to support the building of a new downtown integrated healthcare complex. Oversee standardization of policies and procedures, administration of 7 collective bargaining agreements, serve as First Chair contract negotiator, handle investigations, grievances, mediations, and arbitrations. Drive cultural change across the health system by conducting town hall meetings and forums to communicate the organizations ICARE values.

Represent veterans, retail, insurance, public radio, trade association and non-profit clients on human resources and employment law matters.

Bridgeport Ct, Us

CHRO for 5,000 employee health system including SV Medical Center, SV College, Special Needs and Behavioral Health. Responsible for strategy, staffing,compensation and benefits, talent management, learning and development and occupational health.

Bethpage, New York, Us

Senior HR Executive for CT and Hudson Valley, NY Region, HR lead for Region field operations,recruiting, staffing, employee engagement, labor relations,employee relations, HR strartegy,compensation and benefits and employee communications.

Philadelphia, Pa, Us

Regional Vice President for New England leading a team of 10 HR professionals responsible for HR strategy, staffing, recruiting, rewards, employee communications and engagement and employee relations.

New York, Us

Armonk, New York, Ny, Us

Strategic HR Business Partner for Senior VP of Sales & Distribution Business Unit. Led HR initiative to attract and retain Top Talent by developing a robust Talent Review process, Mentor Program, Leadership Development Program for Top Talent and improved the client's employee engagment and satisfaction index score substantially.

Armonk, New York, Ny, Us

Provided HR strategic and tactical advice and counsel to Senior Leadership Team for global business unit with 55,000 employees. Managed Career progression initiatives for Top Talent including career planning, career mapping and education for Top Talent. Managed employee and executive compensation cycles, benefits, recruiting, staffing and succession planning.Facilitated global programs to build high performance teams, developed employee recognition program which provided cash awards for top performers and launched Group mentoring roundtables with executives providing career advice to key talent. Programs resulted in improvement in Employee Satisfaction Index score. Drove Organization Development and executed Workforce Strategy reducing expenses by $10M through shifting jobs and cost from Major Markets to Low Cost Countries, organizational redesign, flattening of organization and increasing span of control. Led Resource Action saving 15M. Launched Leadership Development Program for Top Talent providing employees strategic assignments, projects and executive mentors and job shadowing opportunities. Major emphasis on supporting Talent Development in Emerging Markets e.g; Drove initiatives in support of high performance culture, fostered a learning environment through education on demand courses to develop skills, established Education Council responsible for developing curriculum for Talent development and received three Thanks Awards from clients in recognition of delivering client value.

Armonk, New York, Ny, Us

Global Director responsible for global EO compliance, managing OFCCP audits, diversity programs, recruiting, talent management, branding, training and development. Led initiative with Talent organization that increased diversity representation by double digits, had a led role in replacing six separate applicant tracking systems with a single global system and propelled IBM to # 9 on Diversity Inc's Top 50 List for Diversity Companies.

Led 32-member global team responsible for advancing IBM's mission of sustaining an open, inclusive environment for employees, across 160+ countries where IBM conducts business. Leveraged client partnering and collaborative influence to counsel senior leadership on strategic changes that maintain employee, equal opportunity, equity and non-discrimination. Led initiative to enhance IBM's employee diversity brand by improving minority and women representation by double digits sufficient to move IBM up on Diversity Inc's Top 50 list from # 29 in 2004 to # 9 in 2008. Managed Affirmative Action Planning process, and maintained state-of-the-art EO data systems and reporting capabilities. Managed multiple OFCCP audits, successfully defended corporate practices to state and federal agencies.Moved "siloed" diversity and EO compliance teams to collectively develop execution plans to achieve aggressive affirmative action goals, programs and compliance objectives worldwide.Played a key role in replacing six applicant-tracking systems with a single-source global system offering improved efficiency and compliance, while taking into account evolving regulations and laws.Delivered global diversity training programs, including global webcasts on Generational Diversity and Work-life Integration. Collaborated with the learning organization to develop Global Sexual Harassment training modules.WAYNE A. RUSTIN waynerustin@hotmail.com Page TwoIBM cont'dDeveloped recruiting strategy to attract top diverse professionals. Enriched pipeline by recruiting 70 INROADS interns each year. Managed relationship with strategic sourcing partners e.g.SWE,NSBE,SHIP, NBMBA etc.

Plano, Texas, Us

Chief Labor & Employee Advisor for retailer with 150k employees and 1k+ stores. Responsible for HR investigations, performance management, EO charges, managing litigation and dispute resolution. Developed labor relations strategy, sexual harassment training, management training and developed corporate-wide severance program.

Plano, Texas, Us

Senior HR Generalist, for EVP of Catalog/Internet & Logistics Division, responsible for recruiting, performance management, succession planning, organizational development and effectiveness. Launched a large scale change management initiative that included developing a Shared Services HR model and reorganizing HR Office and Field operating structures helping the Company rebound to profitability.

Plano, Texas, Us

Plano, Texas, Us

Employee Relations, HR Counseling - Corporate Appointed the most senior labor and employment executive leading six-member team providing strategic direction and counsel to top leadership, HR executives and field managers during a period of organizational change. Also, appointed head of government affairs leading four-member team representing the Chairman and corporate interests on Capitol Hill and before trade associations.Developed communication strategies for union avoidance and conducted annual employee engagement training educating managers on conflict resolution and alternative dispute resolution measures.Conducted town-hall forums at large sites to access employee moral and grievances with the objective of resolving all grievances internally. Developed ADR Peer Review program, which allowed employees to have internal grievance process in discharge cases. Structured a company-wide severance agreement program used in exiting 70% of low performers from the business within 12 months while reducing the risk of litigation.Established a cooperative forum with field management to develop strategies and priorities to restructure the organization, retain top talent and rebuild employee morale after a major reduction in force. Successfully defended numerous union campaigns in US and Mexico including two aggressive labor campaigns in a high-profile $40M, 350-employee retail operation and 2K employee logistics center. Orchestrated an HR audit of payroll systems that uncovered significant processing errors. Successfully negotiated a wage and hour settlement reducing company liability 60%+ to less than $500K. Formed industry coalition to avoid high-cost health care mandates initiated by several states to combat rising health care costs, wrote position papers, talking points and speeches that mirrored the corporation's interest.

$5B, 12-K employee division with 60+ distribution operations; Joined a seven-member executive team changing the culture from complacency to innovation in line with organization change management strategy. Assessed operations, people and performance levels, identifying key areas of focus to lower turnover and workers compensation costs, while upgrading talent in key functional areas. Built a 20-person high-performance HR organization and managed $10M budget. Served as a Business Partner to the Division President and Division Chief Operating Officer.Built a highly effective shared services HR model, established new roles/responsibilities and implemented new processes. Eliminated 50% of HR field staff and reduced costs $3M while improving quality and service levels.Conceived and launched a division-wide cost savings and process improvement initiative. Served as the division champion for turning concepts into proactive business results, surpassing corporate goals after just four months.Established the vision, culminating in a complete reorganization of home office and field structures reducing overhead costs $6M.Eliminated costly pay practices/ incentives reducing labor cost by $5.7M, saved $500k annually by establishing on-site drug testing. Achieved total of $20M in division cost savings over two years. Enabled the continued success of jcpenney.com as a $1B+ entity and the corporation's fastest growth venture through proactive recruitment and employee development, performance based appraisals/promotions and diversity initiatives.

Master Of Laws (Llm), International Business/Trade/Commerce

B.A, Political Science

L.M; J.D, Comparative & International Law

Juris Docterate, Law