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ANTHONY D. ROWE 28 Pointer Place Kendall Park, NJ 08824 725.


H: 732.821.0648

C: 732.

HR Policy, Process & System Design // Downsizing, Restructuring & Revitalization Training and Leadership Development // Employee and Labor Relations // Compensat ion & Benefits // Organizational Development // Strategic and Succession Plannin g Strategic HR Executive credited with building best-in-class organizations that h ave been consistently successful in achieving aggressive revenue and restructuri ng objectives. Catalyst for a wide range of innovative HR and facilities managem ent initiatives that have positively impacted management and employee relations. A creative thinker, problem solver and decision-maker. Strong communications, mentoring, negotiation and mediation skills. EXPERIENCE AUROBINDO PHARMA USA, Dayton, NJ 2006 - Present

Global manufacturer of pharmaceuticals and active pharmaceutical ingredients. CORPORATE HEAD OF HUMAN RESOURCES Exclusively responsible for establishing and developing the Human Resources Depa rtment for the United States Corporate start-up site for this International phar maceutical organization. Reporting directly to the CEO: * Responsibilities include planning, directing and implementing policies, proced ures, and initiatives relating to all disciplines within human resources. * Designed and implemented initiatives to develop employees by increasing produc tivity, improving morale, motivating and creating a positive employee relations climate; programs included diversity initiatives, union avoidance, sexual harass ment. * Provide advice, coaching and counsel to senior management on strategic HR init iatives including incentive compensation, executive recruitment, organization de velopment and change management. * Evaluated, proposed and implemented software solutions to automate human resou rces, payroll and attendance recordkeeping. Designed and launched on-line employ ee communications/ benefits website. * Redesigned and enhanced the total benefits package resulting in an overall cos t savings of 35%. * Developed compensation structure, including job descriptions and classificatio ns, performance management program and performance incentive plans that improved both department and individual employee performance by aligning individual busi ness unit goals and objectives with overall business strategy to achieve year en d profitability targets.

ROBERT WOOD JOHNSON UNIVERSITY HOSPITAL, New Brunswick, NJ New Jersey's Premier Academic Teaching Medical Center.

2005 - 2006

MANAGER EMPLOYEE / LABOR RELATIONS AND COMPENSATION Provided comprehensive support to a diverse client base in order to enhance the overall business performance. Counseled and guided managers and employees with performance management, staffing, disciplinary procedures, termination, policies

and procedures, legal and compensation issues. Worked closely with Senior Mana gement staff, Business Partners and other HR professionals on the administration of HR programs, salary performance planning and in areas of organizational effe ctiveness. Primary areas of focus included: Employee Relations, Labor Relation s, Compensation, and ensuring adherence to the interpretation of organizational policies and procedures. MCI INTERNATIONAL, Piscataway, NJ 1995 -2004 $9B provider of business data, voice, and internet services. DIVISIONAL MANAGER EMPLOYEE / LABOR RELATIONS Responsible for providing assistance and guidance to management on a broad range of Labor/Employee Relations policies, programs, and practices. These areas inc luded talent acquisition and management, union avoidance, performance management , compensation, benefits, security, succession planning, and the collective barg aining agreement. Served on 2 labor relations contract negotiations teams. * Regularly interacted with management on matters concerning many functional are as, locations, and customers to establish objectives and business needs. Identi fied creative solutions to complex issues by involving full implementation of co rporate strategies. * Identified creative solutions to complex issues involving ways to improve comm unications with front line supervision in the implementation of a strike conting ency plan, and circumstances that combined Labor Relations/Security related prob lems by including full implementation of corporate strategies. * Established and communicated business strategies and objectives and implemente d change initiatives designed to meet those goals. Continuously assessed and mo nitored the organization's progress toward attaining short and long term objecti ves, and designed and implemented programs and processes that furthered those go als. * Provided advice and counsel to management and employees on conflict resolution and other employee relations issues. Identified internal and external resource s to address individual or organizational employee relations issues. Stressed t he importance of communicating consistent policy/practices and legal considerati on and application. * Introduced leadership to the divisional management team by establishing and co mmunicating a strategic mindset among all hiring managers within the Division. Recommended talent whose skills and competencies reflected the hiring profiles f or applicable positions. Provided assistance to divisional management by strate gically assessing needs and developing plans to meet those needs. * Established a consistent performance evaluation methodology and discipline pro cedure while encouraging individual and team effectiveness. MCI INTERNATIONAL: SELECTED ACHIEVEMENTS * Directed many security equipment rollouts and systems upgrade projects within the division, reducing company and personal property losses by 90%. * Managed the conversion of the local in-house payroll system and procedures to a corporate based PeopleSoft System. This conversion saved $200,000 annually in processing fees. * Communicated rollout of the provisions to the collective bargaining agreement to the divisional management team, located throughout the country, immediately a fter the signing of the labor agreement. * Updated, consolidated and created communications included in the Summary Plan Description developed for and distributed to the members of the collective barga ining unit. * Directed computerization of a manual warehouse communication process providing for a 75% more efficient operation.


1993 -1995

$20B conglomerate of companies; and major governmental contractor. HUMAN RESOURCES MANAGER * Developed and deployed talent acquisition and retention strategies, performanc e development and management processes. Established and communicated reward and recognition, diversity, compensation and benefits programs. * Responsible for coaching executive leaders and contributed as an active member of the senior leadership team. * Identified level of Human Resources intervention necessary as it related to ov erall business activities while always keeping in mind the importance of positiv e customer service. * Provided guidance to lower level HR professionals. SELECTED ACHIEVEMENTS * Developed a compensation plan that was used as a model at the other Job Corps centers operated by ITT. * Served on an oversight committee responsible for auditing Human Resources depa rtments at other ITT facilities.


1991 -1993

$30M manufacturer of chemical compounds, and footwear for civilian and military usage. HUMAN RESOURCES MANAGER * Provided counseling on employee relations issues and Conflict Resolution leadi ng to improved organizational effectiveness and communications. * Re-established entire Human Resources function after fire destroyed facility a nd routinely communicated the many changes and improvements made. * Provided guidance and knowledge covering multiple areas of Human Resources, in cluding employment, compensation, benefits, employee and labor relations. SELECTED ACHIEVEMENT * Directed the establishment of a new Human Resources department after a buildin g fire destroyed the entire function and eliminated all production capabilities. DAMES & MOORE, Cranford, NJ 1989 -1990 $500M international environmental, bioremediation and engineering consulting fir m. REGIONAL HUMAN RESOURCES MANAGER * Established Regional Human Resources function. Provided guidance and knowledge , including talent acquisition, compensation, benefits and employee relations th roughout 12 Northeast and Midwest offices. SELECTED ACHIEVEMENTS * Developed a college recruitment and talent acquisition program used as a model by other Dames & Moore divisions. WEBCRAFT TECHNOLOGIES, Inc., North Brunswick, NJ 1984 -1989 $300M specialty printer and manufacturer of inks and adhesives. HUMAN RESOURCES SUPERVISOR * Responsible for providing expertise on diversity, talent acquisition, compensa tion, benefits, Employee and Labor Relations.

* Spearheaded Human Resources activities for out of state start-up facilities. SELECTED ACHIEVEMENTS * Initiated and developed a management training program that was utilized throug hout the corporation. * Designed and implemented a flexible work force utilized during peak production periods.

EDUCATION MS Human Resources Management, Thomas Edison College, Trenton, NJ BA Law/Justice, Rowan University, Glassboro, NJ AFFILIATIONS Professional Member of the Society for Human Resource Management (SHRM)