Nancy Mazzone - Resume - 2016
Published on: Mar 3, 2016
Transcripts - Nancy Mazzone - Resume - 2016
314 Summit Avenue
Newtown Square, PA 19073
610-220-3847 (C) email@example.com
An accomplished and highly motivated Human Resources Executive with over 25 years’ experience. Skillful at orchestrating
strategy and bringing forth a commitment to excellence that achieves high end results. Significant leadership experience in
complex and high growth environments. A precise communicator who simplifies complex issues for decisive action. Highly involved
and principled leader who stands with and in front of the HR Team providing guidance and support. Partners effectively with all
levels in the organization to gain their trust, establish direction, and align human capital for best competitive edge. Effectively
influences, mobilizes, and builds a critical mass of support with integrity and diplomacy. Stays abreast of evolving human resource
trends and compliance issues for effective business application.
• HR Strategy • Transformative Results • Leadership Development
• Enterprise Focused • Innovative • Compliance
PROFESSIONAL EXPERIENCE & KEY ACCOMPLISHMENTS
SOLOMONEDWARDSGROUP, LLC, Wayne, PA 7/ 2005 – 12/2015
A privately-held business strategy execution firm with offices in five major US cities. SolomonEdwards’ delivers custom solutions to solve clients’
critical business issues related to business transformation, accounting and finance, project management, governance and regulatory
compliance, mergers and acquisitions, and executive and strategic communications.
Executive VP Human Resources
Responsible for the Human Resources function in this fast-paced, highly entrepreneurial firm experiencing growth and success in a competitive
business environment. Signature accomplishments include establishing the firm’s first Human Resources function from inception with exceptional
client service standards, successful business transformation strategy and execution, compensation designs that effectively drive desired
behaviors, a premier web-based on-boarding system that accelerates new hire readiness to contribute while reducing HR headcount,
consistently competitive benefits that attract and retain strong talent, a progressive performance management framework that elevates employee
engagement and professional growth, and significantly reduced litigation risk for the firm achieved through executive education and standardized
Highly respected member of the executive leadership team participating in and overseeing strategic business decisions and financial
performance. Sets HR strategy to effectively align with and support the business model and operating plan.
Led the integration of a $60M acquisition in California in the areas of culture, compensation, benefits, policies, HR related operations, and
Coaches and advises senior executives on various employee relations issues and legal considerations, as well as partnering to develop
strategies to achieve business unit success. Partners with employment attorneys and acts as firm’s primary representative in all litigation.
Solved requirement for flexible and virtual onboarding by implementing Red Carpet, a web-based application significantly increasing speed
and efficiency in on-boarding large numbers of employees (1,000+). Customized content by employee type with corporate branded
orientation materials that engages new hires from Day One, accelerating their time to contribution. Eliminated paper tracking, redundancy,
and reduced HR headcount while improving compliance.
Provides on-site HR support and presence for large engagements. Includes establishing infrastructure for communication, resource
management, client support, and guidance for compliance issues. Manages all complexities and challenges in connection with a large
contingent workforce such as benefits, wage and hour administration, performance management, etc.
Developed and implemented a comprehensive Competency Development Program to synchronize performance standards and career
progression across the firm. Complimented this program with an employee engagement framework that enriches performance conversation
while leveraging a growth mindset model endorsed by OD thought leaders.
Proactively identifies regulatory compliance issues that result in significant business impact such as OFCCP for government contracts,
FLSA, FMLA, EEO, etc. Implements DOL and EEOC endorsed operating standards for firm-wide adherence.
Enabled rapid onboarding through the development of an extensive in-house background clearance system for FDIC candidates with less
than 3% application return rate. Also developed an Affirmative Action Program required for government contracts bringing the firm into
compliance with OFCCP requirements.
Restructured the health and welfare plan from a fully-insured plan to partially self-insured plan. Achieved and has sustained year over year
savings of approximately $300,000 or 30% when compared to fully insured costs; constantly evaluates and increases coverage levels while
maintaining competitive rates, oversees compliance administration, optimizes outsourced service support, evaluates set-up and
effectiveness of consolidated billing, and oversees implementation of technology for automated internet enrollment utilizing portals. Ensures
compliance with all Patient Protection and Affordable Care Act provisions and requirements.
NANCY MAZZONE Page 2
Led multiple 401(k) Plan migrations resulting in significant savings; performed in-depth research of Plan sponsors; directed Plan migrations
from Great West to ING to Vanguard. Latest migration yielded savings of approximately $21,000 in lower administrative fees, elimination of
contract asset charges, and lower account charges while increasing checks and balances through a third-party administrator, oversight of
fund selection, communication and education. Oversees and evaluates 401(k) compliance on an ongoing basis including annual audit and
daily administration issues.
Researched, selected, and oversaw the implementation and population of Great Plains HRIS including standard reporting and analysis.
Develops and delivers executive development programs such as targeted behavioral interview training to multiple groups to increase
selection success, facilitation techniques, leadership, conflict management, and complex problem solving.
Responsible for capital operating budget for the HR function.
SUSQUEHANNA INTERNATIONAL GROUP, LLP (SIG), Bala Cynwyd, PA 4/2002 – 7/2005
A leading institutional sales, research and market making firm active in financial markets on five continents.
Senior Human Resources Manager
Managed HR in diverse business units spanning six domestic locations of this prestigious trading firm. Key accomplishments included building a
strong HR infrastructure in alignment with the core business strategy. Designed and implemented customized training programs. Developed a
competency-based performance management program and provided executive coaching and succession planning. Created, implemented, and
interpreted firm-wide policies. Administered compensation and benefits including evaluated and recommended cost savings in the health and
welfare plan, 529 college savings plan, life, disability, and other firm-provided benefits while preserving quality coverage for employees.
Optimized the 401(k) Savings Plan performance through assertive brokering, plan design, trend analysis, portfolio diversification, evaluation of
fund performance, and communication approach. Conducted sensitive investigations and successfully remediated litigious issues saving the firm
approximately $3 million in potential compensatory damage awards in cases alleging discrimination and harassment. Employed and promoted
HR metrics for more quantifiable business conclusions. Conducted t-tests, correlations, frequency distributions, ROI, and other descriptive
statistics for quantifiable HR decisions and results. Elevated the HRIS system via custom enhancements.
ARTHUR ANDERSEN LLP, Philadelphia, PA 9/1989 – 2/2002
Large professional services firm that performed audit, tax, and consulting services and employed 84,000 people in 54 countries.
Human Resources Manager
Managed multiple functional areas including planning, designing and implementing a global competency development program. Managed a
centralized recruiting program including practices that improved retention and reduced agency costs by 80%. Designed compensation structures
and administered full scale benefits. Provided extensive leadership coaching involving sensitive employee relations issues. Prepared and
managed capital operating budgets and salary administration. Directly managed up to 60+ executive assistants and supervisors including staff
assignments, performance, teambuilding, large office moves and facilities.
M.S. Human Resources Development, Villanova University, Villanova, PA
B.A. Organizational Development, Scholastic Achievement Award Rosemont College, Rosemont, PA
Professional in Human Resources Certification (PHR), Villanova University, Villanova, PA
Society for Human Resources Management (SHRM), Programs and Leadership Consortium Committees (Current Member)
Drexel University, MBA Career Services, LeBow Advisory Council (Current Member)
Keller School of Management, King of Prussia, PA, Adjunct Faculty Member (Prior)
DeVry University, King of Prussia, PA, Adjunct Faculty Member (Prior)
Villanova University, Villanova, PA, Adjunct Faculty Member (Prior)
Rosemont College, Rosemont, PA Adjunct Faculty Member (Prior)
Alumni Board of Directors, Rosemont College, Rosemont, PA (Prior)
Taught the following courses in the capacity of adjunct faculty at Rosemont College, Villanova University, and DeVry’s Keller School of
Management: Benefits, Compensation, Employment Law, Strategic Staffing, Human Resource Management, Negotiation, Training &
Development, Managing Change, Leadership & Organizational Behavior, Competency Assessment, Selection & Termination, Motivation &
Leadership, Principles of Management, and Interviewing Techniques