Human Resources Strategic Leader with extensive experience in global human resource administration and program implementation to transform businesses. Results driven, collaborative business partner supporting formulation and administration of HR plans, processes, and compliance utilizing innovative technology platforms and service delivery standards. Specialties: HR, Benefits and Leave Administration, Learning, Performance Management, Talent Management, Consulting, Program Management, Process Design, HR Technology

Senior Program Manager, HR @ Serving as a strategic advisor to executive sponsors and IT project teams to lead, manage and orchestrate activities for research, development and execution of solutions. • Consulted on HR Transformation program and HR future state design to include new organization structures and future state processes and technology. • Lead HR technology (Workday, Oracle Fusion, SalesForce) supplier evaluation (RFP), selection and leadership recommendation. • Designed Workday implementation program governance structures to include resource allocations. • Conducted business case analysis on Position Management resulting in transformative change of enterprise staffing model, job architecture, profiled skills and salary structures. • Lead expert workforce planning, compensation, career development and HR Business Partner team in the design and completion of deliverables for the Workday organization management workstream (e.g. org hierarchies, position management design, job catalogue, management hierarchy, etc.). • Ensured complete transformation of organization and job architecture data with controls in preparation for data conversion from PeopleSoft to Workday. • Oversee program planning and financial governance for key HR initiatives. From December 2012 to Present (2 years 11 months) San Antonio, Texas AreaDirector, Benefits Reengineering and Program Delivery @ Managed in-sourced benefit administration service delivery model while assessing, designing and transitioning to co-sourced and out-sourced solutions. Lead execution of future state benefit service delivery model and organization. • Lead Health & Welfare, Retirement, Relocation, Leave of Absence and charity programs administration. • Monitored vendor performance (50+ vendors) while conducting RFPs for various administrative services. • Selected, negotiated contract and implementing Leave of Absence outsourced solution. • Chair of Benefits Appeals Committee and participate in various committees to include, Data Privacy, HIPAA, Business Continuity, Pandemic, Fitness Center, etc. • Oversee on-site Wellness and Fitness Center while managing vendor contractor, equipment and budget. From August 2011 to November 2012 (1 year 4 months) Orlando, Florida AreaHRO Implementation Project Manager @ Recognized as the project manager with extensive global and HRO experience being utilized in diverse assignments and pursuits. Consulted on global implementations and support global sales pursuits. • Led HRO client acquisition implementation to align newly acquired employees with current client pay policies and integration with Ceridian provided services. • Supported sales during global new business pursuits to include projecting implementation staffing models, review of solution, timeline analysis and country phase implementation approach. • Participated in critical gap analysis of client requirements to system functionality and feasibility of development within implementation key milestones resulting in executive leadership’s validation of solution. From July 2010 to July 2011 (1 year 1 month) Jacksonville, Florida AreaDirector, Global Benefits Lead @ Global lead of large HRO client implementations for benefits and leave functions. Directed regional functional implementation teams, led design and development of the benefit and leave solutions and owned the solution delivery against the contract. • Designed and owned HRO solutions and client requirements for over 5,000 employee benefit and leave plans and policies to include the application of legal and compliance regulations. • Partnered with IT, operations and other service categories to integrate and enable solutions. • Directed regional teams to complete project tasks, managed staffing levels and tracked and resolved escalated project issues. • Facilitated cross functional Convergys SMEs and client subject matter experts (HR, compensation, global mobility, etc.) to resolve highly complex and integrated issues. • Conducted detailed assessments, performed due diligence activities, analyzed key measures, and recommended transformation strategy for all areas of HR. From March 2003 to December 2009 (6 years 10 months) Jackonsille, Florida AreaHRIS Manager @ Consulted and directed assessment and re-engineering of work processes and ownership from IT to HR. Managed corporate wide HRIS production environment. • Provided operational and transition support to all HR functions supporting bargaining and non-bargaining environments within an annual $4.5M budget. • Defined and assisted field HR to resolve HR technology issues occurring in business units. • Presented and gained business case approval for outsourcing PeopleSoft application management and payroll processing, resulting cost savings of $3.5M over a five-year contract. • Selected, negotiated, and managed vendor for application hosting and payroll and tax processing. • Led transition project team including process redesign, data clean-up, and self-service implementation. From January 2002 to January 2003 (1 year 1 month) Charlotte, North Carolina AreaHR Project Manager @ Project Manager charged with planning, implementing, and managing the transfer of the corporate benefit department from New Jersey to a newly-formed, worldwide HR shared services organization. • Facilitated project plan development and employee services process redesign, including change management and proactive communication strategy. • Designed / created benefit call center including implementing call and knowledge management system. • Led the integration of technology and business processes while defining self-service process measures. • Created and directed process mapping and documentation team. • Initiated and monitored document imaging project resulting in over 800,000 retiree documents imaged by vendor and stored, reducing operational expenses by $100K annually. From January 2000 to December 2001 (2 years) Charlotte, North Carolina AreaProcess Designer, Business Practices Integration @ Engaged with business partners through consulting agreements to improve business performance using process improvement models and techniques. • Designed, facilitated and documented results of process improvement sessions for internal business clients. • Facilitated cross-functional team in defining strategy, objectives, management process, and roles for commercial banking leadership training contributing to leadership emotional intelligence development. From February 1999 to January 2000 (1 year) Charlotte, North Carolina AreaRecruiter, Technology & Operations Staffing @ Executed core-staffing processes during recruitment while establishing and cultivating partnerships with client groups. • Trained 55 hiring managers on new behavioral interviewing process. • Sourced, screened, and interviewed applicants for average of 50 jobs monthly. • Established department record by individually hiring 75 new hires during 30-day period. From March 1998 to February 1999 (1 year) Jacksonville, Florida AreaProject Analyst, Commercial Transition Team @ Coordinated resources and served as human resource generalist to leadership during the creation of new Commercial Credit Center ranging from staff modeling to process implementation. • Developed and maintained a 650+ full time employee resource database for personnel, training and technology. • Led integration of human resource initiatives such as staffing and new employee transition for the Commercial Credit Center. • Utilized project management methodologies to achieve key milestones and deliverable completion for the process implementation. From February 1997 to April 1998 (1 year 3 months) Jacksonville, Florida AreaExecutive & Organizational Development Analyst, HR @ Provided database/technical information management, presentation and training design and identification of trends and issues for bank wide business partners. • Managed Succession Planning database for approximately 2,000 top leaders and provided key deliverables such as adhoc reports, executive summaries, PeopleSoft queries, and analysis of performance feedback data from multi-rater instruments. • Worked with business units across the company to develop core competency models and integrate them with job descriptions to improve performance management. From April 1994 to February 1997 (2 years 11 months) Jacksonville, Florida Area

MA, Human Resource Development and Adult Education, 4.0 @ Florida State University From 2004 to 2007 BA, Sociology @ University of North Florida From 1991 to 1995 Stephanie Price, SPHR is skilled in: Performance Management, Human Resources, Change Management, HRIS, Process Improvement, Outsourcing, Recruiting, Management, Personnel Management, Strategy, Cross-functional Team..., Business Process, Employee Benefits, Consulting, Leadership, Vendor Management, Project Management, Organizational..., Succession Planning, Process Design, Talent Management, SAP, Integration, Training, Call Centers, Management Consulting, Payroll, Software Documentation, Deferred Compensation, Agile & Waterfall..., Workday