(continued on page 5) tips for the unemployed job seekerfiles.meetup.com/267946/january 2009...

© 2008 The HR Alliance, All Rights Reserved 1

Whether you are out of work by cir-cumstance or by choice, there are sev-eral things to learn by others’ job

search experiences. Each of the job searchers featured in this article was out of work at least 4 months; one participant had not had a paying job in over 20 years! Their search experi-ences are unique, yet have similar themes. You can learn from their suc-

cesses as well as their blunders.

1. NO MATTER WHAT YOUR TIME-

LINE, GET YOUR NAME OUT THERE. When Christine, a technology consult-ant, was laid off, she decided to take the summer to enjoy some free time. But, she didn’t want to miss any great opportunities, so she distributed her

resume to recruiters that specialized in her field. This strategy worked to her advantage – recruiters called her for

(Continued on page 4)

2nd ANNUAL HOLIDAY PARTY - A TOAST TO YOU! By Jeni Hengels

JANUARY 2009

NEWSLETTER

INSIDE THIS ISSUE

Job Seeking Tips 1

Holiday Party 2

Member’s Corner 6

HR In Transition 8

Upcoming Events 10

HR Marketplace 12

Job Posting 16

About Us 19

VOLUME 2 | ISSUE 1

Welcome to The HR

Alliance January

2009 Newsletter.

Read about our

monthly event, Holi-

day Party, and

more.

Enjoy,

The

HR Alliance Team

TIPS FOR THE UNEMPLOYED JOB SEEKER by: Kimberly Schneiderman

Although for many New Yorkers, 2008 ended with uncertainty and economic

distress, the holidays always provide a reason to appreciate what we have. In the spirit of the season, the HR Alli-

ance hosted its 2nd annual holiday party on December 17, 2008. While founders, Jason and Reena Boltax, and the staff of HR Alliance, Leslie Smutz and Jeni Hengels, are known for hosting monthly round-table dis-cussions of Human Resource manage-

ment topics, twice a year, the group lets its hair down and toasts its mem-bers in celebration of their success. Last year, there as, indeed, much suc-cess to celebrate.

Namely, in 2008, HR Alliance hosted

11 professional networking events, covering many different interests of the diverse field of Human Resources; we grew to over 500 registered mem-bers; we built a network of guest speakers who have graced our meet-ings with their guidance and illustrative

presentations; and, we re-named and re-branded the group, with the help of

the members, to provide a recogniz-able presence in the New York City HR

community. To celebrate, at the 2008 holiday

party, a large contingent of the HR Alli-ance gathered at the office space of In Good Company, in the Flatiron Dis-trict, for cocktails and conversation. Sponsored by Frenkel Benefits, New York Health and Racquet Clubs, Quantum Management, and Ulti-

mate Software, and catered by Perri’s Plates, the event was a fun and informal way for members to ex-change holiday greetings, interact with friends and colleagues, and make new connections.

The HR Alliance thanks its sponsors for

their generous support in hosting the party, as well as for providing the won-derful raffle prizes. Guests of the 2008 holiday party entered for a chance to win Nets tickets, a Coach purse, a NY Health and Racquet Club guest mem-bership, a private dinner boat cruise,



CONGRATULATIONS TO THE

WINNERS OF THE HOLIDAY

PARTY RAFFLES!!!!

NYHRC Cruise - Anita Brazong

Amex Gift Card - Doulas Niosi

Coach Handbag - Sean Thomas

Nets Tickets - Wanda Edwards Sponsors of The 2008

Annual Holiday Party

THANKS AGAIN!!


January 2009 Newsletter

Jeni Hengels , HR Alliance Assistant Organizer Keith Bogen and Walter Schwab

Gwen O’Donnell and Sean Thomas Stephanie Pfaff and Jeri Quinn

Marc Schweitzer and Zoe Stein The crew from Perri’s Plates

Jason Bellard and Jason Boltax Carolyn Nieto, Kelly Colyer-Brown and Beth


interviews and she was able to demon-strate her expertise without feeling pres-sured to pursue every position.

Donna wishes she had done more in the early days of her search. Although she had 30-days notice before her medical research job was eliminated, she was not immediately aggressive pursuing

new opportunities. Donna only casually

looked at job boards and did not initially reach out to her network. “I thought it was going to be much easier than it was,” she says.

2. STAY UP TO DATE IN YOUR

FIELD. Take courses that support your career goals and advance your skill set. When Alexis decided to re-enter the cor-porate world after taking several years off to raise her children, she signed up

for real estate courses and obtained her real estate sales license. She realized just how much she no longer knew and

began reading real estate and business magazines to supplement her education. “The market changed drastically since my previous career as a relocation spe-

cialist,“ she shares, “I wanted to be sure I could establish credibility during inter-views.”

3. KEEP TABS ON THE JOB MARKET.

Peruse job ads and talk with profession-als on a regular basis. Looking again at Donna, she was a bit surprised when she started her search. She did not real-ize how specialized and small her field

had become. Donna found she needed to expand her job search to get expo-

sure and generate employers’ interest in her area of expertise. Shortly after pur-suing an expanded list of opportunities, she landed a job and is enjoying her new challenges.

4. USE EXPERT ASSISTANCE. Align-

ing yourself with a good recruiter is im-portant, but giving them a professional resume and cover letter that immedi-

ately tells them what they need to know will get you more attention. For this rea-

son, consider working with an expert. Alexis found her functional resume pre-pared by a professional, worked well – employers did not realize she had not worked in her field in over 20 years.

Daryl, a pharmaceutical sales represen-tative out of work for two years to care for a sick family member said, “My pro-fessionally written resume got me atten-tion from employers, but I also used a coach to refine my interviewing skills.”

5. USE YOUR NETWORK. Cultivating

your network is instrumental throughout your career, not just in your time of need. Join networking groups, stay in touch with former managers, and reach

out to associates in related fields regu-larly. Daryl landed three interviews by reaching out to his network, which in-cluded several former coworkers. These people knew his reputation and perform-ance record and happily introduced him to hiring managers.

6. SET GOALS. It takes time to seek

out job opportunities, network with peo-ple, and write cover letters. Create daily and weekly performance plans to de-

velop structure around your search and keep your time focused. Donna found her list of daily to-do items helped keep her motivated and on track.

7. BE AGGRESSIVE. Done appropri-

ately, checking-in regularly with hiring managers is a great way to keep your name in front of potential employers. Alexis was assertive, saying, “I called

companies after submitting my resume to inquire about an interview and next

steps.” This strategy worked well; it demonstrated her follow up and cold-calling skills – two strengths required in the real estate business – and she is now doing well at a prestigious boutique real estate firm.

8. DON’T ACT ON FEAR. When faced

with the choice of a “not so ideal” job and another month of unemployment, it

(Continued from page 1)


TIPS FOR THE UNEMPLOYED JOB SEKER

Kimberly Schneiderman is

the owner of City Career Ser-

vices, a company that pro-

vides job search tools includ-

ing Resumes, Cover Letters,

and Interview Workshops to

goal-oriented professionals at

all levels and across all indus-

tries. Kimberly has authored

numerous career-related arti-

cles and videos, and is a rec-

ognized presenter on topics

such as job search strategies,

goal setting strategies, and

interviewing.

Kimberly can be reached at

Kim-

[email protected]

About the Author



and an American Express gift card. Congratulations to the lucky winners!

Now, with the holidays behind us, the year 2009 has begun. For many HR Alliance members, the best is yet to come. The last quarter of 2008 brought unexpected and unplanned for transition for many of us, causing, at best, uncertainty as to what the future will bring. As we reassess our goals for the new year, and try to main-tain a positive outlook, we remind all HR Alliance members to take pride in what we do. As Human Resources professionals, we create, educate, support, advise, and guide the work of this great city. There is plenty to

celebrate in our work.

And so, here’s a toast to you, HR Alliance members: May 2009 bring prosperity and good fortune to you and yours! Thank you for all that you have contributed to our group. We look forward to con-tinuing our pattern of growth and success with you, and for you, this year and in the future.


is easy to give-in and accept a job that isn’t really what you want. The problem is that you may not be

happy and may find yourself right back on the un-employment line. Donna found herself in this posi-tion. Since her field was so tight, she feared that the “ideal” job was never going to come along, even after she had broadened her search. At one point, she said, “I was tempted to accept a job that would have provided an income, but which I would have

hated.” After taking stock of her goals, she held out for the position that more closely matched her tar-get.

9. KNOW WHEN TO COMPROMISE. Christina

had the finances she needed to sustain an extended job search, but found she had to adjust her idea of the perfect job. From the start, she had a vision of her ideal job – the position, industry, and pay scale. When she was offered a position that met the first two criteria but was less money than she wanted,

she wondered if she should accept the job, but ulti-mately declined. The result? A month later, the same company came back to her with another posi-

tion. This time she says, “The money was right and the industry was perfect; I compromised a little on the scope of work, but I am happy with my deci-sion.”

10. STICK WITH WHAT YOU LOVE. Daryl found

he needed to feel passionate about the products offered by the potential employers or he just was not going to do well. When a job surfaced that re-quired selling a line of products he was not familiar

with – nor had interest in – he thought he could

fake it, but ultimately cut things off. “I thanked the recruiter for her time and told her the company wasn’t the right fit me,” he says. A short while later, Daryl had an interview with a prestigious company he had always admired – a position he found out about through a former colleague – and is now hap-

pily working for them!

Being out of work is sometimes terrifying for peo-ple, but being miserable in a job you hate can be even worse. Follow our featured job seekers’ advice and you can be just as happy as they are.


TIPS FOR THE UNEMPLOYED JOB SEKER

2ND ANNUAL HOLIDAY PARTY


Attitude is everything. In today’s economic climate, the HR professional must be a beacon of optimism

and an instrument of positive change. HR Alli-ance member Kelle Co-lyer-Brown is a living ex-ample of this statement.

While relatively young in her career, Kelle’s per-

sonal journey to her cur-rent position as Senior

HR Assistant for the Student Health Center at New York University demonstrates that a good attitude always wins.

Even before graduating with a degree in Leader-ship and Consumer Economics from the Univer-sity of Delaware, Ms. Colyer-Brown knew that she wanted a career in Human Resources. In-spired by her aunt, who also works in the field, Kelle sought an education that would incorporate general leadership, sociology, organizational de-

velopment, and practical economics. She found her path, after exploring both the business and liberal arts schools at UD. While in college, Kelle also gained significant su-pervisory skills as a Resident Assistant for one of the university dormitories. Her positivity and

success as an RA resulted in a promotion to Residence Hall Director in her senior year. By the time she graduated, Ms. Colyer-Brown man-aged a staff of six RAs, and was responsible for mentoring and counseling 250 student residents.

Upon entering the working world, however, Ms. Colyer-Brown experienced a rocky start. She humbly admits that, at first, she was overly con-

fident in her job search after college. The com-petition for the large corporate HR jobs that Kelle wanted was fierce, and her confidence and starter experiences were not enough to land her

dream job- yet. She needed more experience. Wisely, Ms. Colyer-Brown turned to a temporary placement agency, as a way to initiate herself into the HR departments of successful compa-nies. Before long, Kelle had several short-term

placements under her belt, all the while soaking up what she could learn about organizational development, talent acquisition, and general HR practices. Meanwhile, Ms. Colyer-Brown still

sought permanent positions at large corporations with name-brand recognition. However, it was while temping that it dawned on Kelle that HR in the higher education sector

might be a better fit for her professional talents. On one of her placements, Kelle worked with a

supervisor, (who later became a mentor to her), who spoke fondly of his past experience working for Harvard University’s HR Department. His enthusiasm for working in the higher education environment influenced Ms. Colyer-Brown to pursue that avenue in her search for a perma-

nent position. Kelle related to the idea of work-ing with people who would support students and academic life. After all, she was a recent grad with a passion for improving the collegiate ex-perience. Fortunately for her, Kelle was able to obtain a

short-term assignment within the central Human Resources Department of New York University last Spring. She worked as a front-line HR rep-resentative, assisting applicants with the NYU online application process, taking in phone and walk-in inquiries, and providing guidance to those eager job seekers. She credits this experi-

ence for testing her customer service and inter-personal skills. In this role, she had to commu-nicate with about 60 applicants per day, and she had to be knowledgeable of approximately 300 open jobs at any given time.

NYU employs roughly 15,000 people. As such, in addition to the central Human Resources Depart-ment, each college and many departmental units

of the university maintain their own Human Re-sources staff. After several months of exhibiting her upbeat attitude with job applicants in her temporary position with central HR, last Fall, Ms.

Colyer-Brown was selected to take on a perma-nent role with NYU in one of those smaller de-partmental HR groups. At long last, Kelle is now the Senior HR Assistant of the Human Resources Department for the NYU Student Health Center-


MEMBER’S CORNER



proof that perseverance pays off!

Presently, Ms. Colyer-Brown is part of a team of two HR professionals who support the roughly 250 employees of the Student Health Center. Kelle’s job includes aiding employees in setting and achieving goals for their programs; conducting full-cycle recruiting for the junior job openings at the Center; processing payroll; reporting HR metrics to the central HR Department; and other general-ist responsibilities. Kelle most enjoys her opportunities to coach and counsel the employees who come to her daily with questions and concerns. She draws on her experience in the UD residence halls in interacting with her staff, and she always tries to be the voice of optimism in difficult con-

versations. Having recently crossed the line from student to professional herself, Ms. Colyer-Brown offers this advice for job seekers, and particularly for those who are interested in working with NYU: Always write a strong cover letter- you never know who will read it, and your letter should aim

to distinguish your application from the pile. Calling to follow up never hurts. Thank you notes make a difference- don’t skip them! And, most of all, maintain a positive attitude. Perseverance pays off.

Ms. Colyer-Brown can be reached at [email protected], or you can meet her at one of the monthly HR Alliance meetings, where she is frequently in attendance.


GET INVOLVED!! GET NOTICED !!

The HR Alliance continues to grow in membership, and in recognition within the New York City HR community. Our monthly meetings will be ever-more professional and informative. The networking

opportunities abound.

Now is a great time to get involved with the Group newsletter and monthly events. We are search-

ing for volunteers for the following writing and presentation opportunities:

Author an article for the newsletter

Be interviewed for the Member’s Corner of the newsletter

Research and keep track of other HR Blogs, news publications, and networking group activities to

help us improve our offerings

Scout talented speakers for meetings

Recruit colleagues to the Group that would enhance our member experience

To learn more about volunteer opportunities with The HR Alliance, please contact Program Man-ager, Leslie Smutz at

[email protected]

MEMBER’S CORNER

mailto:[email protected]


2008 was a tumultuous year for

the economy. Companies that were once house-hold names have disappeared and thousands of people have lost their jobs.

Unfortunately, when organizational leaders

look for ways to cut costs, HR is usually the top target.

This month's topic, HR in Transition, was aimed at helping the HR community, those who have lost their jobs or know their fate is coming. With the help of a career coach,

professional resume expert and HR re-cruiter, the HR Alliance community mem-bers had a chance to learn from the ex-perts about what it takes to succeed dur-ing these difficult times.

The event opened with resume expert Kimberly Schneiderman. Kimberly is the

owner of City Career Services, and pro-

vides job search tools including resumes, cover letters, and interview workshops to professionals at all levels and across all industries. Kimberly’s tips were practical and her advice, was quite eye opening es-

pecially for HR professionals who have been around recruiting strategies and re-sumes for much of their career. Kimberly stressed the importance of individual branding and using one’s resume as a marketing tool. She also reminded the au-dience of the small, yet very important tip

of placing your name on the right side or middle of the resume, making it easy for a recruiter to find your name as many times resumes are placed in folders where the

right corner is usually seen first. Kimberly stressed quality over content. Resumes should focus on meaningful work experi-

ence. Finally, Kimberly pointed out that cover letters should have a specific call to action statement. Always be careful to check spelling and grammar; and don’t forget to add your contact information. For sample, resume do’s and don’ts click here

for more suggestions from Kimberly.

The next expert, Monica Milner is Vice President of the HR Staffing & Recruitment Division of The Forum Group and is a sea-

soned agency recruiter specializing in the placement and recruitment of Human Re-sources professionals. Monica shared her thoughts on the state of the recruiting

market. Knowing the honest truth can be brutal, Monica did not sugar coat it for one minute. Monica’s advice was simple and

practical: in tough times something is al-ways better than nothing so grin and bear it. The market will improve and Monica advises her candidates that now is the

time to sacrifice salary, title or vacation. Find something that is within reason, work hard, become a top performer on the in-side of an organization and ride the wave of potential when the market improves. Otherwise you will be left on the outside

with too much lost and not enough gained.

When looking for a new job, Monica en-courages candidates to find a recruiter or agency through a referral or friend and develop a strong and long lasting relation-

ship. Remember, your recruiter is working for you. Calling them every day will not

help your chances, Monica advises, to have patience and let the recruiter do their job.

Finally, Monica reminds all HR profession-als, that when you are on an interview, remember your role is that of a candidate, so take off your HR hat and remember a

few simple rules:

1. End the interview with a simple "thank you very much, I'm very interested in the position and hope to hear back from you soon.”

2. Do not hound interviewers or be de-

manding.

3. Be flexible when it comes to salary, title and roles.

4. Do research about the company and the open position.

5. Always follow up, send a "Thank you"


HR IN TRANSITION - February 2009 Event By Jason Boltax and Elizabeth Morales

(L) Monica Milner, Kimberly Schnei-

derman, Janine Schindler

(L) Oliver Senft, Alice Levy, Keith

Bogen



If you would like to advertise in the HR Market-

place, have content suggestions, program

ideas, meeting topics, calendar items, or

would like to contribute to future newsletters;

pleases contact: [email protected]

note.

Keep in touch with your recruiter every 6 weeks or so. Call after a week of the interview to stay on their ra-

dar.

The final expert, Janine A. Schindler, MCC (Master Certified Coach), is the owner of JAS Coaching & Train-ing, Inc. Janine wrapped up the evening by helping attendees cope with the stress of job transition. With her

humorous style, described the steps of change and assured people that their feelings of joy, anger and de-spair are healthy reactions to change and are all part of the rebuilding process. Janine encouraged people to cope with change by setting goals and focusing on action. She commented that working on a resume or speaking with a recruiter are essential goals and a great ways to stay active. Janine closed by describing

career change as a time of self introspection, sharing a list of recommended thought provoking questions of exploration.

It is an unfortunate time for many, and the staff at the HR Alliance wishes each of you great success and prosperity in the year to come. Getting active in the HR Alliance is a great way to stay active and network. If you would like to find out how you can get involved, please email [email protected] with the subject: I want to get involved!!!


HR IN TRANSITION - FEBRUARY EVENT

mailto:[email protected]


MEMBER’S CORNER

Welcome New Members!

Charles H

Evelyn Madden

Christa

Carolyn Scarpati

Gwen O’Donnell

Liz Perelstein

Karen

Donna Mulligan

Ann Ortolano

Meli

Lila Campbell

Sarah Henry

Marc Teitelbaum

Deborah Shea

Greg Myers

Kate Shahan

Jerry Johnson

Janice Lee Juvrud

Alicja Lisnow

Monica Milner

David Ramos

Tina Posey

Ron Geschwer

Beth Adler

Susan Zhou

Audrey Graber

Jeffrey Chang

Marian

Mike

Jean Brookner

Tony Hacking

Howard Berlinger

Christa

Mike Maher

Linda Gallardo

Renee Devantier

Robert Brooks

Viktoria Garber

Bruce Acton

Eitan Katz

UPCOMING EVENTS

WHEN: Wednesday, February 4, 2009

TIME: 6:00-8:00PM

WHERE: 1211 Avenue of the Americas,

27th floor (Wachovia)

RSVP: www.thehralliance.net

TOPIC: TBD

WHEN: March, February 4, 2009

TIME: 6:00-8:00PM

WHERE: 1211 Avenue of the Americas,

27th floor (Wachovia)

RSVP: www.thehralliance.net

TOPIC: TBD



THE HR ALLIANCE IS HIRING!

PROGRAM MANAGER

JOB SUMMARY

The Program Manager is responsible for designing

and leading monthly events, sourcing sponsors and

venues and increasing membership.

KEY AREAS OF RESPONSIBILITY

1. Research current HR and workforce issues,

trends and best practices

2. Design interactive programming for monthly

events which cover HR and workforce related

topics. This may include workshops, seminars,

speakers etc.

3. Lead monthly events

Facilitate event (lead members introduc-

tions, introduce speaker/topic, conduct advi-

sory board etc.)

Create event agendas

Create event handouts (articles, white pa-

pers etc)

Gather attendee information

4. Lead advertising and marketing initiatives.

REQUIREMENTS:

Approximately 2 volunteer hours per week

QUALIFICATIONS:

Minimum 1-2 years Human Resources experience,

preferably in a corporate setting. HR students wel-

come.

Excellent computer skills, able to navigate web,

functional knowledge of Microsoft Word and Excel

Organized and structured

Project management or event coordination experi-

ence a plus

ASSISTANT ORGANIZER

JOB SUMMARY

The Assistant Organizer is responsible for event logistics,

monthly newsletter and maintaining the group’s website.

KEY AREAS OF RESPONSIBILITY

1. Event Logistics Create, print and distribute materials

Supply name tags, pens, dry erase markers, etc

Coordinate computer needs of guest speakers

Provide refreshments (drinks, snacks, paper goods)

Take pictures

Welcome new guests Write event summary

2. Manage Newsletter

Write event summary

Conduct Member Corner interview and write up

Find outside articles relevant to monthly topic (from

members or other outside sources)

Compile print and email version of newsletter

Distribute newsletter via email to entire group

3. HR Marketplace and Job Boards

Update website and newsletter with HR Marketplace

advertisements

Manage list of current participants, type of advertis-

ing and payments

REQUIREMENTS:

Approximately 2 volunteer hours per week

QUALIFICATIONS:

Minimum 1-2 years Human Resources experience,

preferably in a corporate setting. HR students welcome.

Excellent computer skills, able to navigate web, func-

tional knowledge of Microsoft Word and Excel

Organized and structured

Project management or event coordination experience a

plus

TO APPLY PLEASE EMAIL:

[email protected]


HR MARKETPLACE

In Good Company Workplaces provides women business owners with both a professional space to call

their own and a strong peer network built through authentic, in-person connections and interactions.

Our beautiful loft-like space is not only affordable but also available through several flexible member-

ship plans (helpful for accommodating various and changing work/life needs). Members can use it as a

place to work, a place to meet clients, and a place to hold classes and workshops.

Our community also benefits from opportunities to connect with other like minded women business

owners (for collaboration, advice, expertise) as well as access to educational events and resources.

Our events aim to facilitate not only the in-person connection, but also the exchange of sound and

strategic business advice as well as tactical solutions.

For more information:

Adelaide Fives

in good company workplaces

16 W. 23rd Street, 4th Floor

NY, NY 10010

646.810.9195

[email protected]

www.ingoodcompanyworkplaces.com

Frenkel Benefits is one of the largest independent employee benefits brokerages in the country. Our service to

our clients is built on a foundation of strength and market presence. We have a substantial block of business

with all national and many regional medical insurance companies. Frenkel Benefits is the employee benefits

subsidiary of Frenkel & Co., Inc., a full-service independent insurance brokerage firm established in 1878.

For more information:

Marjorie J. Donnelly

Senior Vice President

Frenkel Benefits, LLC

Phone (212)488-0282

[email protected]

www.frenkelbenefits.com


HR MARKETPLACE

Creating Wellness NYC is a local doctor-led wellness program that offers your organization a custom-

ized wellness program. We provide your employees with an ability to improve their lifestyle and your

organization with the ability to create a wellness culture. The program takes a three-dimensional ap-

proach to wellness: Bio-chemical (Eat Right), Physical (Be Fit), and Psychological (Think Well). The

Creating Wellness program ensures a high level of employee participation and accountability, is easy to

administer, and elevates the health and wellness of your employees.

YOU'RE INVITED

Wellness in the Workplace Event: January 29, 2009

On January 29, 2009, from 8:00 AM to 10:30 AM, Creating Wellness NYC will host a free event called

Wellness in the Workplace. Dr. Steve Hoody and Dr. Steven Geanopulos will explore with you how suc-

cessful employee wellness programs and cultures are good for your people, good for your organization,

and good for your bottom line. A healthy breakfast will be served.

Date: Thursday, January 29, 2009 Breakfast: 8:00 AM - 8:30 AM Seminar: 8:30 AM - 10:30 AM Location: The Manhattan Club

200 W. 56th Street (Between 7th Avenue and Broadway)

The event is free. A healthy breakfast will be served.

Space is limited. RSVP at http://www.creatingwellnessnyc.com/register/index.php

www.creatingwellnessnyc.com


HR MARKETPLACE

Lapinson Wealth Management Group, serves indi-

viduals and businesses in all areas of investment

planning, including:

Retirement Planning

Tax Management

Estate Planning

Education Funding

Risk Management

Investments

Employee & Executive Benefits

For full details on how the Lapinson Wealth

Management Group can help you with your

investment needs: Please contact:

Charles Lanzillotto, Financial Advisor

461 From Road

Mack VI, Suite 101

Paramus, NJ 07652

Direct: 201-599-0900

Toll-Free: 888-455-1553

Fax: 201-599-5824

Email: [email protected]

Our approach is personalized because your

www.utl ima tesof tware.com

www.nyhrc.com


HR MARKETPLACE

QUANTUM has been a presence in New York since 1984. We fully understand the marketplace chal-

lenges and have developed high–quality staffing services to meet the demands of local business.

Successful organizations place a high value on corporate culture and expect their new employees

to share their values and philosophies. QUANTUM recruiters take the time to learn about your cul-

ture and present only those candidates who will fit and add value to your organization.

To thrive in today's fast–paced human resources environment, you need a recruitment partner you

can count on for results. You need a leader in the recruitment market. You need QUANTUM.

Staffing is our specialty.

QUANTUM offers recruitment services in a number of different specialties, and our consultants are

experts in their respective fields. You can rest assured that you are dealing with professionals who

have gained a solid understanding of your industry through years of serving the market or by prac-

tical experience. When you consult one of our specialists, you also benefit from the aggregate

knowledge and experience of the entire QUANTUM team.

Our areas of expertise include:

Administration & Operations

Finance & Accounting

Information Technology

Legal

Public Relations & Marketing

Quantum is an equal opportunity employer.

For more information, please contact:

Quantum Management Services Inc.

420 Lexington Avenue

Suite 2600

New York, NY 10170

Phone (212) 972-1313

Fax (212) 983-7087

www.quantum-us.com


JOB POSTINGS

CONTACT INFO:

STEPHANIE PFAFF

(P) (212) 867-4646

(E) [email protected]

COMPENSATION MANAGER (9576)

QUALIFICATIONS

BS degree in Compensation or related field, MBA preferred.

7-10 years of experience in similar role with specific emphasis on life insurance/financial ser-

vices industry.

Experience managing people - recruiting, developing, performance management, teambuilding,

establishing goals and objectives

Strong organizational relationship, leadership and change management skills with demon-

strated ability to influence senior and cross-business executives

Strong project management skills - identify goals and develop business plans, anticipate prob-

lems, resource assessment, prepare and implement strategies and manage to budget.

Technology literacy - proficient in database management and desktop software applications

RESPONSIBILITIES:

Design and deliver variable compensation plans for sales teams

Develop and report on industry data

Provide expertise necessary to evaluate and enhance the variable compensation system

Operate the system and strengthen the controls in use today

Design and implement a compensation communication program for management and recipi-

ents of variable compensation

Identify and implement control procedures for interactions with Payroll for compensation pay-

ments and IT for data feeds associated with sales transactions, licensing and other data re-

quirements

Develop and manage a high-performing team


JOB POSTINGS

CONTACT INFO:

STEPHANIE PFAFF

(P) (212) 867-4646


HRIS ANALYST (9548)

QUALIFICATIONS

5-7 years of experience with HR Systems such as ADP, PeopleSoft, Oracle, or SAP.

BS/BA degree in Business, Information Systems, or a related field.

Effective written and verbal communication skills. Ability to communicate effectively with ven-

dors and employees of all levels.

Ability to work in a team environment and within specific technical requirements.

Strong attention to detail with excellent prioritization skills.

Previous experience in HR technology projects for system upgrades, enhancements, and com-

pany acquisitions and have experience working on cross-functional project teams

Advanced Microsoft Office software skills (especially Excel and Access).

Strong analytic and troubleshooting skills research, problem solving, and organization.

Functional Knowledge of Human Resources, Benefits, Payroll, and Compensation is preferred.

RESPONSIBILITIES:

Maintenance of the ADP, including setup of modules, execution of required changes, reporting,

auditing, problem resolution, security, and overall functionality of the system.

Preparation of the HR Compliance Reports including EEO-1 and other reports in support of day-

to-day HR needs.

Provide assistance on various functional projects.

Leads the HRIS department to provide information quickly and accurately.

Acts as primary contact with ADP for all matters related to HRIS, programming requirements

and SQRs.


JOB POSTINGS

CONTACT INFO:

STEPHANIE PFAFF

(P) (212) 867-4646


HEALTH & WELFARE CONSULTING

ACTUARY (9570)

QUALIFICATIONS:

8 years or more of Group Benefits consulting experience with particular emphasis on health

care.

ASA or FSA designation absolutely required.

General knowledge of life and disability plans

Knowledge of and experience with all aspects of the health care marketplace

Excellent quantitative, analytical and problem solving skills

Demonstrated ability to work in and lead project teams

Experience leading client relationships

Good communication, interpersonal and organizational skills

High degree of self-motivation

RESPONSIBILITIES:

Financial management of client relationships

Consulting services to a select group of clients

Leading benefit strategy and plan design consulting projects

Managing large client projects while working with other experienced consultants

Interacting with clients on a daily basis and making in-person presentations

Assisting in training and development of staff


ABOUT THE HR ALLIANCE

The goal of The HR Alliance, is to create an environment and network of resources where HR pro-

fessionals can turn for advice, best practices or to find a helping hand.

Our aim is to help HR professionals broaden their business networks, and to provide useful re-

sources by sharing knowledge and expertise.

We achieve this by exploring the newest trends, strategies and best practices in Human Capital

Management and its impact on the future of HR.

This forum is a great place to sharpen your skills, meet new and exciting people, look for new

talent, and find rewarding working opportunities.

Come meet other local Human Resource professionals to share knowledge, skills, and experi-

ences. Discuss HR and Human Capital Management practices, resources, strategies and future

trends.

This Newsletter is provided to you by The HR Alliance

Notice and Disclaimer: The HR Alliance Group Newsletter is published the second week of each month.

This newsletter is intended for the use of members of The HR Alliance. Content in this Newsletter is for

information purposes only and should not be construed as specific advice.

W W W. T H E H R A L L I A N C E . N E T

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