PEG TOOMEY
SUMMARY Highly accomplished Human Resources Leader with strong talent acquisition and development, change management, employee and labor relations as well as compensation and benefits. Maintain strong working relationships with corporate and division executives. Have led change management, re-engineering, succession planning and performance management teams for multinational firms. Developed new benefits package including executive deferred compensation plan. Implemented best practices. Strong recruiting skills in technology, engineering, regulatory affairs and construction trades, as well as scientific, finance, communication, sales and marketing staff. Start-up experience as well as incorporation of acquisitions into larger organization on multinational scale. Strong leadership and relationship building skills, managed staff of 11. Construction oriented and high growth company experience.
Significant Achievements: Organizational Development Chief architect of organizational change including major initiative that included programs to promote cross-discipline pollination, clear communication and consensus on corporate goals. Change initiatives supplemented with training, employee involvement, rewards system set up with employee involvement and recognition of milestones and cultural events. Tackled organizational development issues arising from acquisitions, technological change, cross-cultural issues with multinational companies, compliance, quality and new management with a more employee relations orientation. Backed change with compensation and performance review plans. Re-engineered HR and Staffing departments. Employee Relations. Designed and implemented wide-range of ER activities such as employee recognition, employee development, career counseling, and wellness programs buttressed by employee surveys that dealt with productivity and best practices programs in both union and non-union environments. Union Avoidance campaigns. First level in grievance process. Successfully resolved discrimination claims. Advised managers and employees on performance issues. Training Designed and delivered management training programs, focused on skill building, team cohesion and performance management using Balanced Scorecard. Coached managers on various aspects of leadership including legal culpability. Recruiting Established staffing function from end-to-end and set strategic direction in line with business objectives. With expanding companies, branded the company in the marketplace by communicating clear and consistent message through various recruiting vehicles such as open house, career fairs, university and diversity recruiting. Three and half years with search firms, most recently Korn/Ferry, catering to financial services, pharmaceutical and professional services firms such as Big Four and IBM Global where pedigreed credentials were often the rule. With intellectual backbone in psychology, excellent interviewing and analytical skills based on behavioral orientation. Delivered interviewing training program for managers and coached executives and employees. Leading edge recruiting. Achieved results in a short period of time, utilizing all the latest techniques and best practices Benefits Designed entire benefits plan. Presented benefits to employees and acted as ombudsman. HRIS Built HRIS systems using Spectrum and databases with Access and Lotus Notes. Experience with resume retrieval systems such as BrassRing and Taleo. Evaluated available HRIS and resume retrieval systems. Compensation Devised and administered compensation plans including deferred compensation and performance management systems. Taught courses on performance reviews.
EXPERIENCE HUMAN RESOURCES DIRECTOR, CENTURY 1997-present As a principal, provide variety of management, HR Generalist, Change Agent and Staffing Director services for technology, pharmaceutical, consumer products, management consulting, media, financial and legal services firms including Schering Plough, Alpharma, Novo Nordisk, Kraft., Exodus Communications, Foundation, White & Case, Magellan Health, Chubb and the pharmaceutical practice of Korn Ferry/FutureStep. Recruit large numbers of technology, scientific, engineering, supply chain, sales, financial, marketing and construction trades for fast growing entrepreneurial as well as large complex organizations. Staffed experienced sales representatives for major buildup, increasing sales force by 25% for Novo Nordisk. Assisted Chubb in moving to outsourced model for recruiting. Conducted international search for research scientists for Actelion while with Korn/Ferry-FutureStep. Dealt with recruiting issues such as scarcity of talent and recruiting process with colleagues abroad (India, Holland and Switzerland).
Within pharmaceutical arena, part of organizational development effort to bring new processes and procedures in place. Revamped recruiting techniques for campus and career fairs along with creating collateral for Alpharma. At Schering Plough, as result of biotech acquisition, we assisted with integration of new staff in from a different corporate culture and at the same time organized major recruiting effort to replace members if they chose not to stay. Planned and executed recruiting strategy for major increase in staff due to acquisition and upgrade in staff in R&D, finance and marketing. Within technology companies, integrated Indian, Dutch and other foreign nationals with an American population through training on cultural issues and presentation. Wrote employee orientation and manuals that included an American sensibility. Introduced new benefits typical in an American company. Assessed talent within newly acquired company identified high potentials or problem employees to include in succession plans and training needs. Coached managers on problem employees or issues associated with larger corporate climate. As member of executive team at Foundation, help plan for companys future. Plan workforce and organizational structure. Build and train management team. Developed active employee relations programs that emphasized communication, openness, continued growth and teamwork. Wrote employee policy manuals and newsletters. Designed and delivered training programs. Established presence in marketplace through clear and consistent message in print and internet advertising. Created recruiting vehicles such as open house, job fairs and established relations with universities. Built own in-house search function. Developed, presented and administered benefits programs. Created and administered new compensation and performance management systems including sales and deferred compensation.
STAFFING CONSULTANT, CAPITAL CONSULTING & RESEARCH 1994-1997 Recruited information technology, re-engineering and business strategy candidates for leading firms in highly specific retained executive searches and broader, practice-building staffing. Responsible for all phases of search assignments from research to engagement closure. Targeted prospects through research, cold calling and networking. Clients included Microsoft, Booz Allen & Hamilton, Morgan Stanley and Oracle.
HUMAN RESOURCES MANAGER, PRIMEDIA-WEEKLY READER CORPORATION 1991-1993 Successfully planned strategies to meet short-term objectives while re-engineering the company from a line management to a team-oriented entrepreneurship. Managed staff of seven responsible for employment, compensation, benefits, organization development, training, manpower planning, payroll coordination, employee relations, EEO, policy and procedures, office services and facility management. Created entrepreneurial results-oriented corporate culture by establishing product teams, strengthening accountability and being a catalyst for change.
HUMAN RESOURCES MANAGER, CITIZENS COMMUNICATIONS 1989-1991 Managed recruiting, salary administration and EEO functions for corporate headquarters. Formulated and administered all personnel policies and programs. Developed and implemented strategies that improved employee morale and reduced turnover by modeling policies and practices of benchmark companies and employee surveys.
VICE PRESIDENT HUMAN RESOURCES, SPECTRUM SYSTEMS INTERNATIONAL 1982-1989 As one of founders, built and directed the HR function for entrepreneurial technology consulting firm. Responsible for 100 consultants. Recruited and trained staff, designed new benefits, developed and administered the compensation plan and nurtured relationships with clients. Three-year assignment reporting to JP MORGAN CHASES Vice President of Wholesale and International Systems. Reduced turnover 55% by counseling managers, staff and consultants. Wrote and presented management training which received excellent evaluations. Created personnel strategy for 500 staff Information Systems Department.
HUMAN RESOURCES MANAGER, VIACOM- PARAMOUNT COMMUNICATIONS 1977-1980, 1981-1982 Macmillan, Inc. Managed Corporate Recruiting and Employee Relations function. Simon & Schuster. Managed HR functions with 11 staff: employment, compensation, benefits, AAP and ER. Responsible for warehouse with unionized personnel.
HUMAN RESOURCES MANAGER, PFIZER, PHARMACEUTICAL & DIAGNOSTIC DIVISION 1980-1981 Supported medical, sales, marketing, regulatory affairs, product management and finance for HR needs. Recruited for research and development, scientific R&D, finance, marketing, sales, product management and regulatory affairs.
EMPLOYMENT MANAGER, METHODIST HOSPITAL 1972-1977 Recruited medical, nursing, engineering, trades, clerical and service personnel. Initiated job fairs and campus recruitment program. Daily interaction with 1199 union, posted jobs, grievance and hearings. Two successful anti-union campaigns. Maintain relations with 1199 union. EDUCATION Fordham University, Masters Candidate; Completed 45 credits, Organizational Psychology, GPA: 3.8 New York University, Graduate School of Business, Management, Completed 26 credits. Montclair State University, BA, Social Science
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