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BRADLEY K. LONGENECKER105 DUANE STREET - APT. 8K NEW YORK, NY
10007HOME: 646-386-7526 MOBILE: 917-658-7368E-MAIL:
[email protected]
HIGHLIGHTSSuccessfully negotiated better quality health and
welfare benefits for all org
anizations - resulting in reduction of overall costs to the
Company (8%-12% over3 years) while increasing overall offerings to
employees without any additionalfinancial impact to all
employees.Restructured Operations, Traffic, IT and Business
Development departments leading to improved efficiencies, reduction
in employment costs/turnover and providedthe opportunity for
internal promotions to several key employees of EYE.Reduced
Training and Development budget 20% by obtaining certification in
OD tools, thus reducing the need to hire outside trainers, etc.
This also improved retention and overall employee morale.Completely
revised antiquated and unused performance management system with a
-user friendly- system that was very successfully embraced by all
staff followingtraining.Leveraging legal background and training
was able to mitigate and reduce costsfor the company associated
with employee relations matters which resulted in anyengagement of
outside legal counsel.
PROFESSIONAL EXPERIENCE
HR CONSULTANT JANUARY 2011 - PRESENT
PROVIDING FULL RANGE HR SERVICES TO THE FOLLOWING
COMPANIES:LAZARO SOHO - Luxury jewelry and apparel company.FIVE
RINGS CAPITAL, LLC - Hedge Fund.PROMETHEUS SPRINGS - Boutique
beverage company.
EYE CORP. JANUARY 2007 - DECEMBER 2010VP HUMAN RESOURCES, USA
AND UK NEW YORK, NY
RESPONSIBILITIES:Developed and implemented the global HR
strategy across Eye USA and Eye UK. Eye Corp is an international
operator in the Out of Home advertising and media sector.Strategic
leader of all organizational development, employee relations,
compensation and benefits and compliance/risk management issues and
initiatives.Responsible for handling all employee Visa and related
work permits for ex-patsin USA and UKManaged legal compliance and
consistency of Eye HR practices and policies, considering country
culture and employment laws to ensure a constructive and
sustainable culture, while minimizing risk.Accountable for driving
an achievement focused and consistent culture across th
e business units.Impacted positively profitability and
reductions in employment cost budget.
Develop, implement and monitor a HR Business Plan/Budget to
successfully achieve financial and strategic business plans. Plan
Administrator for all health and welfare benefits programs
Delivered organizational development programs: HBDI, OCI, LSI 1
and LSI 2 todevelop all employees, measure and drive culture and
impact leadership development and training activities.
Review, recommend and execute organizational change as necessary
to create the optimal workforce structure in line with business and
financial performance.
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Provide training and tools to support management in the
attraction, recruitment, motivation, retention and performance
management of staff.
Developed and reviewed compensation and benefits strategies as
Plan Administrator. Advise management on competitive conditions and
internal compensation anomalies.
Coaching and counselling all staff with employee relations,
grievances and internal investigations.
STRATEGIC WORKFORCE SOLUTIONS OCTOBER 2004 - JANUARY 2007VP OF
HUMAN RESOURCES AND CAO NEW YORK, NY
RESPONSIBILITIES:Lead all human resources administrative
functions and managing employee relati
ons for a temp/perm personnel placement company based in the US
and UK.Provided HR strategy for the entire business -
administrative support, payroll,recruitment, training and
development, performance management, policy development and
compensation review.Assessed and advised organizational structural
changes in the US and UK.Prepared all offer letters, non-compete
agreements, commission plans, and termination papers.Plan
Administrator for all health and welfare benefit offerings and 401K
plan.Partnered with outside legal counsel on employee issues,
workforce reductions.Implementation of new hire process and
performance management system.
LAZARO SOHO FEBRUARY 2003 - OCTOBER 2004HR CONSULTANT NEW YORK,
NY
RESPONSIBILITIES:Developed and implemented all HR requirements
for a new luxury retail store inSoho, NY.Recruit all staff across
all functional areas, including, policy and training
development.Executed administrative and payroll functions/systems;
trained and implementedperformance management system and
compensation guidelines.Advised President on organizational
development initiatives and budget development.
Responsible for business/legal issues relating to employee
relations.
LIZ CLAIBORNE, INC. MAY 2000 - FEBRUARY 2003DIRECTOR OF HUMAN
RESOURCES NEW YORK, NY
RESPONSIBILITIES:Managed, advised and provided strategic HR
guidance for the Modern Brands of Liz Claiborne.HR advisor to
senior executives and all employees in sales, design, finance,
merchandising/business planning and production.Business partner to
Group President and 11 Divisional Presidents on matters
ofrecruitment, performance management, cross training and
succession planning, compensation, training and development,
terminations and organizational structure.
Execution and monitoring of all divisional HR strategic plans to
achieve corporate goals.Contributor to Legal Department regarding
training needs/policy development. Instrumental member of task
force to re-write employee handbook and new-hire
materials.Facilitator of process-breakthroughs and off-sites for
all divisions and relating to Myers-Briggs, Civil Treatment, Team
Building and Emotional Intelligence.Certified Trainer for
management and associate versions: The Legal Record, Civil
Treatment on the Job and Building Emotional Intelligence for
Individuals and Organizations.
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SALANT CORPORATION - PERRY ELLIS MENSWEAR MAY 1996 - MAY
2000DIRECTOR OF HUMAN RESOURCES AND CORPORATE AFFAIRS
NEW YORK, NY
RESPONSIBILITIES:HR Generalist with a legal background for
designer apparel company with union and non-union
associates.Partnered with management creating policies re: employee
relations, internal investigations, organizational development and
restructuring, budgets and communication strategies.Developed and
implemented performance management system, cross training and
succession planning needs.
Recruited all open positions and instrumental in making
compensation recommendations.Developed Employee Handbook and
Affirmative Action Program. Conducted management and employee
seminars to educate on matters relating to Sexual Harassment, ADA
and EEOC.Reviewed annually and made all recommendations on
compensation and benefits programs.
Drafted employment agreements, consulting agreements, separation
and severance documents.
SKADDEN, ARPS, SLATE, MEAGHER & FLOM, LLP AUGUST 1988 - MAY
1996
NEW YORK, NYSupervision of large M&A transactional work,
anti-trust document productions.
Conducted research, as well as, drafting guidelines for
employment discrimination and legal malpractice cases.
Development and execution of training materials and programs for
new legal assistants.
Conducted research and analysis for various departments and
assisted in SEC and court filings.
Coordination and training of staff members in preparation of
various legal documents (i.e. SEC Edgar filings).EDUCATION
NEW ENGLAND SCHOOL OF LAW, BOSTON, MAJ.D., DEAN`S LIST
THE UNIVERSITY OF RICHMOND, RICHMOND, VAB.A., CUM LAUDE - MAJOR:
ECONOMICS/POLITICAL SCIENCE; MINOR: GERMAN LANGUAGE STUDIES
