Experience

• 

  Rehabilitation institute of chicago

  Oct 1987 - Sept 1988

  Compensation & benefits analyst
• 

  National futures association

  Sept 1988 - Jun 1991

  Sr. employment specialist
• 

  Cellular one

  Aug 1991 - Feb 1995

  - Conducted competitive market analysis of benchmark jobs. Designed and costed various salary structure options and produced proposal for executive management committee. - Member of cross-functional sales compensation team to design and administer compensation plans for direct sales force.- Calculated, tracked and administered quarterly incentives.- Performed point factor job analysis and evaluation. - Served on project team to design and implement new performance appraisal system. - Developed merit increase matrix and guidelines for transition to new common review date performance system from anniversary based system. Show less

  • Sr. Compensation Analyst

    Feb 1994 - Feb 1995

  • Human Resources Representative

    Aug 1991 - Feb 1994
• 

  Cellularone

  Feb 1995 - Aug 1996

  Compensation manager

  • Held corporate responsibilities in Michigan/Ohio joint venture to ensure competitive salary programs and HR policies were aligned with strategic company objectives. • Communicated and educated employees and management on Cellular One compensation programs and HR policies to enhance understanding and effectively leverage performance through pay. Facilitated Compensation Administrative portion of Leadership Development core course. • Identified and addressed continuous improvement opportunities in the oversight of annual salary structure adjustment, sales compensation programs, quarterly incentive program, job evaluation, performance management, special incentives, compensation related policies and many special projects. Show less

• 

  Airtouch cellular

  Aug 1996 - Apr 2000

  Compensation manager

  • Managed team of employees with regional responsibilities in the areas of compensation, incentives, recognition, retention, policy interpretation and programs such as (STD, FMLA, Workers’ Comp, Unemployment, etc). Liaison role to corporate groups such Payroll, Benefits, HR Service Center, HRMS and Stock Programs/Exec. Compensation.• Served on team that designed new company-wide broadbanding program and broadbased incentive program. Implemented and communicated wide-scale salary equity program and transitioned to new incentive philosophy, resulting in salary changes for all employees and alignment with new pay philosophy.• Supervised regional team in transition from Michigan/Ohio joint venture programs to Corporate-wide programs including benefits, policies, HR Service Center, HRMS, data processing, payroll and compensation. Responsible for transition activities and communication to management and employees in the region.• Lead cross-functional sales compensation team to recommend and make design changes to align performance with company sales strategies. Steer through approval and programming channels. Strive for alignment between Michigan/Ohio and Atlanta in order to streamline the number of commission plans (27 plans in total).• Facilitated the following courses: Total Quality Advantage, Values, Management and the Law, Performance, Planning & Development, Company Financials overview, Broadbanding & compensation and merit software overview. Show less

• 

  Verizon wireless

  Apr 2000 - Feb 2013

  • Counsel and collaborate with network engineering management across 11 states for approximately 800 employees on comprehensive HR strategies to facilitate problem resolution, mitigate risk and deliver business results with emphasis in the areas of employee relations, performance management, staffing and talent assessment.• Conduct management training on topics such as employment law, sexual harassment, driving development, union awareness, interviewing, company policies, benefits, short-term incentives and merit administration.• Launched Network Leadership development program for campus hires in the Midwest. Gained commitment from senior leaders and created meaningful developmental opportunities for participants. Program evolved into Verizon-wide initiative.• Spearheaded Midwest area diversity team for Network Engineering function to identify opportunities to increase the representation and hiring of females and minorities as well as targeted developmental initiatives. • Conduct technical recruiting and carry out campus recruiting strategies. Show less • Provided direction and counsel to regional HR generalist team re: engagement with business partners in the primary areas of staffing, performance management, employee relations and staff development. • Drove region change management efforts post merger and steered region culture toward alignment with overall company performance driven culture while adding emphasis on recognizing local performance results each month. Ensured company policies and procedures were upheld and employee relations activities conducted consistent with company values. Balanced management counsel role and employee advocate role to carry out employee relations activities in a fair and judicious manner resulting in minimal compliance line complaints, EEOC charges and lawsuits.• Authored application for Michigan Business & Professional Association’s 101 Best and Brightest Companies to work for in Metro Detroit award. Named overall Best Company for 2003 and Elite category winner in 2002 for HR strategy and innovation. • Oversaw hiring process for an average of 400 positions per year with an emphasis on time to fill and cost per hire metrics. Maintained focus on increasing the representation of women and minority employees, particularly at the management levels. Report out on diversity program results and HR initiatives at quarterly operations reviews.• Planned and executed numerous rollouts of new programs in areas such as compensation and benefits, payroll, policies, employee opinion surveys and new HRIS systems following company merger.• Conducted annual succession planning process to identify future leaders, assess bench strength and identify developmental opportunities. • Oversaw several reductions in force, conducted adverse impact analysis, provided management training in delivering the message, orchestrating timing of communication and worked with outplacement provider. Ensured employees were treated with dignity and respect. Show less

  • Human Resources Business Partner

    Oct 2005 - Feb 2013

  • Associate Director, HR

    Apr 2000 - Oct 2005
• 

  University of michigan

  Apr 2013 - now

  • Consult with managers regarding employee performance issues, disciplinary matters, development, and leaves of absence. • Conduct management training sessions on HR topics.• Facilitate the staff recruitment and selection process, oversee departmental hiring practices to ensure compliance with University employment policies. Authorize offers of employment and orient new employees.• Review and approve salary offers and coordinate merit for faculty and staff.• Serve as liaison to Academic HR Office. Process faculty salary changes, effort changes, terminations, sabbaticals and retirements. Appoint new and visiting faculty and postdoctoral fellows. • Oversee Enrichment Committee offerings to increase employee interaction and development through a variety of offerings such as training programs, wellness initiatives, seasonal activities, tours, and events. Show less • Provide advice and consultation to employees and management regarding interpretation and application of a broad range of human resources policies, procedures, practices, and laws. • Conduct employee relations meetings, conflict resolution sessions, disciplinary review sessions and grievance hearings to include investigating, presenting case materials, facilitating decisions and agreements, and preparing responses. • Advise and consult with units regarding compensation programs and strategies including organizational structure, classification of work and alternative reward systems.• Participate in the long-term resolution of conflicts and other employee relations issues by partnering with management to identify root causes and work to reduce or eliminate.• Ensure compliance with the University affirmative action programs and state and federal laws. • Work on development and implementation of human resources programs, policies and business process changes.• Provide organizational development services, including the design and delivery of customized training programs and interventions. Show less

  • Director of Human Resources, Institute for Social Research

    Oct 2021 - now

  • Director of Human Resources, Law School

    Aug 2016 - Oct 2021

  • Sr. Employee Relations Rep - Staff HR

    Apr 2013 - Aug 2016