Wunderman Thompson Data merged with GroupM Data & Technology to form Choreograph, a division of WPP.Global HR business partner for Growth & Success organization with approximately 350 employees in 5 North America locations in addition to offices in London, Singapore & Prague. Wunderman Thompson Data and GroupM Data & Technology merged to form Choreograph.  Led talent alignment & succession planning process to promote internal development and employee retention during integration process.  Managed multiple projects including acquisition integration, organizational design, workforce planning and employee listening sessions. Developed and implemented compensation strategy including implementing Payscale external market data, position mapping, job leveling and internal equity analysis addressing key employee retention issue.

Wunderman and J. Walter Thompson merged to form Wunderman Thompson, a division of Wunderman Thompson, a WPP company.Talent Management owner for organization with approximately 125 employees in 3 locations managing two part-time resources in recruiting and HR administration. Skilled in managing multiple stakeholders as part of WPP holding company organizational structure. Recruited and coordinated onboarding for global expansion initiative into Australia, Germany, UK and China. Led development of Mission, Vision and Values including strategic communications plan implementation resulting in employee alignment and engagement. HCM subject matter expert on Workday implementation team ensuring process efficiency and efficacy.

Wunderman Data (formerly KBM Group & iBehavior), a WPP company, is the premier provider of database marketing and behavioral targeting tools.Team of one leading HR strategy and day to day operations for approximately 100 employees in 3 locations.  Managed culture assessment process (Best Companies Program & internal survey), completed analysis to gauge YOY progress, facilitated sessions with executives, conducted employee focus groups and led the charge to improve focus areas with the goal of engaging and retaining employees. Ensured seamless transition out of earn-out period to integrate with KBM Group Established standardized commission plan and led annual reviews to ensure effectiveness and alignment.

 HR strategic planning and advisory service for organizations Team development  HR consulting for assessment tool development Career transition coaching

Conference committee liaison with Social Media, Human Capital Intelligence and Innovation speakers

Owned human resources strategy to maximize organizational growth and development. Served as a member of the executive team and primary interface with Board of Director’s Compensation Committee charged with steering analysis and strategic recommendations. Led the Human Resources function at 5 locations with approximately 500 employees. Coached and managed 4 direct reports and maintained a $1.6M budget.Key Achievements: Appointed as executive sponsor to elevate strategic importance of employee alignment to support new corporate strategy.  Developed internal communication program to ensure clear and consistent messaging for implementation of corporate strategy.  Spearheaded forward-thinking benefit cost containment by implementing a high deductible health plan that lowered insurance premiums by 8% over a three year period.  Streamlined the merit/bonus process for managers & employees by revising and rolling out an enhanced performance management structure. Strengthened talent within the organization and supported effective succession planning by developing Leadership Bootcamp training program and leadership pipeline structure. Partnered with executive team to facilitate organizational restructure from a functional group model to a business unit model with shared services.

Promoted to lead all HR functions encompassing recruitment, benefits, payroll, employee relations, training/development and organizational effectiveness. Responsible for training, direction and motivation of three staff and oversight of $1.3M budget. Appointed to executive team and named GHX lead for Board of Director’s Compensation Committee.Key Achievements: Presided over 100% headcount growth in 2006 through acquisition of a larger competitor and extensive internal recruiting efforts. Launched GHX’s first ever culture survey, employing the Denison Model to link culture to peak performance and bottom-line results, resulting in a steady increase in employee engagement. Successfully managed diverse priorities including managing HR technology, legal compliance, compensation and employee recognition while supporting employees during a period of growth and change.

Recruited to create a culture of high performance teams by providing recruiting and employee relations support to customer relations, product management, professional services and sales/marketing client groups. Owned and executed compensation, training and development, HRMS, employee recognition and compliance programs.Key Achievements: Managed the full implementation of the company’s first HRIS and applicant tracking system and completed project 50% ahead of schedule. Designed and implemented culture-building initiatives by implementing a 360 degree feedback survey and coaching process that built the foundation for a formal leadership development program. Spearheaded a process improvement initiative to streamline HR administrative practices and procedures.

Recognized for exemplary performance and promoted to stabilize and lead HR operations during a period of heavy acquisition. Supervised and directed activities related to new employee orientation, benefits administration, regulatory compliance, data integrity, business integration success, workforce analysis, and reporting. Key Achievements: Served as core member of the Merger and Acquisition Team and successfully contributed to the seamless integration of 7 acquisitions over a 10-month period. Established a unified global HR process by standardizing HR procedures throughout the U.S., Canada, U.K. and Europe.  Honored with multiple customer service awards for exceptional performance.

Job scope increased to add accountability for nine regional offices in benefits administration and data management. Ensured consistency in field and corporate process and consolidated four benefit plans into one offering. Rolled out programs offered at corporate office to the field locations. Benefits team lead to integrate two acquisitions into corporate benefit programs.

Acted as benefits analyst, business systems analyst and provided HR generalist leadership with the location’s HR Manager. Researched and implemented HRIS system to support payroll, employee tracking and cost analysis functions. Conducted new hire orientations, managed benefit enrollments/changes and provided HR analysis as needed. Deployed several programs at no cost to the company including dry-cleaning service, mortgage/real estate discounts and financial planning seminars.

Responsible for researching, recommending and implementing HR information system for over 1,000 employees in fourteen locations. Developed all data codes and created benefit formulas for coverage and premium calculations. Audited and maintained data input. Generated queries and reports to meet management and departmental requirements. Responsible for maintaining various benefits including health, dental, vision, life, STD/LTD, FSA and 401(k) retirement plans. Coordinated insurance open enrollment process including initial notification mailings and premium preparations for transfer to payroll department. Monitored all COBRA, FMLA, workers’ compensation and unemployment issues. Handled employee relations calls from field managers located in multiple states.

Handled payroll, benefits administration, personnel file maintenance, worker’s compensation, unemployment, recruiting and employee orientations for 200 employees. Reported directly to VP of Finance and provided administrative support to entire executive team. Implemented upgrade from ADP DOS version to PC/Payroll.