1. Sarah Novak
5750 North 34th
Street
Milwaukee, WI 53209
Novak53209@wi.rr.com
(920) 737-9698
SUMMARY
Senior Total Rewards Leader with extensive human resources leadership experience, with emphasis on domestic
as well as international benefits, pension and compensation. Successfuldriver of changes to reduce cost trend
while increasing productivity. Strong blend of strategic and operational skills.
Other Human Resource skills include employee relations, recruiting and retention of key talent,performance
management, training,employment law and use of HRIS for tracking and reporting. Persuasive and trusted
business partnerwith excellent communication skills and focuson bottom-line results
Health & Welfare Benefit Plans Retirement & Pensions Human Resources & Compensation
 Consumer-Directed Medical
Plan Design including High
Deductible Health Plans &
Health Savings Accounts
 Health Care Reform
 Internal Consultant to Senior
Leadership
 Multi-National Pooling
 Mergers/Acquisitions/Divestitures
 Qualified Plan Consolidation
 Extensive Plan Design Experience
 Fiduciary Responsibilities Review
 Trustee & Recordkeeper Vendor
Management
 Deferred Compensation Plans
 Expatriate Compensation
 Strategic Planning & Execution
 Corporate HRIS, Wellness
 Recruitment
 Performance Management
EXPERIENCE
Quad/Graphics Inc., Sussex,WI 2012 - Current
$46.6 Billion adjusted net income. 25,000 employees.
Global Benefits Manager
Provide leadership and direction to areas of compensation, benefits, and HRMS Service Center. Initiated
development of the organizations Heath and Welfare Service Engine and the Total Reward strategy to ensure
alignment with business needs,strategies, and imperatives. Oversees and develops strategies to utilize technology
to improve efficiency and accuracy of human resources related activities. Currently serves as subject matter
expert for benefits, pension and 401(k). Supervises and mentors assigned staff.
 Created and executed multi-year Employee Benefits strategy. Through plan design, employee contribution
changes and effective communication, decreased medical plan costs and implemented High Deductible Health
Plan along with a HSA.
 Upgraded benefit team talent to significantly increase team technical competencies and ability to support
Human Resources strategy.
 Led pension team which comprised of 5 plans with a total market value of assets approximately $559 million.
Led projects in merging and terminating plans. Responsibilities include regulatory filings, employee
communications, on-site meetings and annuity provider evaluation and conversion.
 Manage all U.S. and oversight of International employee benefit programs to insure the attraction, retention
and motivation of employees, including but not limited to 401(k), pension, medical, dental, vision, life
insurance, disability and retiree benefits and insure alignment with the company strategy
 Special projects including vendor oversight, acquired company plan administration, plan
amendments/restatements,SPD updates, compliance and disclosure activities and Retirement and Benefit
Program Committee presentations.
 Successfully managed benefits integration of over 7 merger/acquisition/divestiture.
 Extensive RFP and transition of 12,000 WI participants to one National health care partner Anthem
 Transformed the internal claim team into a true advocacy group, supporting patients when prevention is not
possible, securing the right care at the right place at the right time.
 Develop and execute change management and communication strategies to ensure all parties are fully
informed of benefit plan changes and improve employee understanding; promote consumerism, and foster

2. appreciation of the value of all Company-sponsored benefit programs and services to employees through
employment life cycle, including new hires, open enrollment, retirement and respond to day-to-day issues
 Participate in defining the strategic department goals and determining the optimal progression to obtain those
goals
 Ensure compliance with statutory rules associated with benefit plans, including but not limited to, ERISA,
PPACA,409(A),SEC, FLSA, FMLA, and HIPAA,as well as state regulations as appropriate
 Performs other special projects and broader HR initiatives as assigned
 Perform full range of managerial responsibilities which may include but not be limited to: performance
management, and department budget.
Fincantieri Marine Group, LLC,
Marinette Marine Corporation, Marinette,WI 2009 – 2012
Fincantieri Marine Group is one of the leading mid-sized ship buildersin the United Statesfor commercial and
governmental customers including US Navy and US Coast Guard. 3,000 employees
Compensation and Benefits Manager
Provide leadership and direction to areas of compensation, benefits, and HRMS Service Center. Initiated
development of the organizations Heath and Welfare Service Engine and the Total Reward strategy to ensure
alignment with business needs,strategies, and imperatives. Oversees and develops strategies to utilize technology
to improve efficiency and accuracy of human resources related activities. Currently serves as subject matter
expert on base,variable pay, benefits and performance management. Supervises and mentors assigned staff.
 Built and implemented the initial benefit package for the new, National organization
 Successfully Built and tested a new Health and Welfare service engine
 Prepared and helped negotiate union contracts and pension shortfall
 Participate as member of Fincantieri Marine Group, LLC human resources leadership team.
 Direct design, development, recommendation and implementation of the company’s first total compensation,
and benefit programs which were designed to control costs, are market competitive, and improve efficiency to
attract and retain qualified employees
 Develop and proposed the executive benefit and perks program for board of director approval
 Direct design, development, recommendation and implementation of Compensation and Benefit programs
providing range of services for the organization
 Ensure compensation and benefits programs are in compliance with applicable state and federalregulations
 Develop and manages company’s US benefit budgets along with outlook budget through 2018
 Design and implement short term incentive plan
 Designs the basic compensation structures in the organization: grading system, job evaluation system, job
description policy, promotion policy, etc and aligned them with the corporate culture and the corporate values
 Negotiate and implement direct deals with the local health systems getting better discounts for the
organization than what they were getting through network carrier savings over $1.3M in the first year
 Supervise the implementation of an onsite clinic at two separate locations
 Lead the team at the clinics to include Nurse Practitioners, Physical Therapy and Chiropractic care with an
outcome of a positive ROI for the organization showing a monthly ROI over $48,000.00
 Research and set up process to include large company savings by putting onsite RX distribution for several
highly utilized drugs saving over $200,000.00 alone
 Responsible for all Human Resource functions for the Fincantieri Marine Systems North America division
 Provide expertise or general claims support to employees in reviewing, researching, investigating and
negotiating resolution of thier claim issues.
 Analyze and identify trends and provide reports for finance for company IBNR
 Provide oversight responsibility and technical support and analysis necessary to administer FMG’s two
separate 401k programs and year end testing, true up, pension, and 5500
Plexus Corp., Neenah, Wisconsin 1995 - 2009
An electronic contract manufacturing services provider of end-to-end product design, test and manufacturing
solutions with over 8000 employees, $1.6 billion in sales with operations in North America, Europe and Asia.
Director of Benefits-Plexus Corp 1999 – 2009
Human Resource Specialist/Human Resource Senior Supervisor 1996 - 1999

3. Human Resources Clerk 1995 - 1996
Responsible for managing and setting strategic direction globally for all employee benefit programs, including
health and welfare and retirement programs, including the Executive Benefit programs needed to attract and
retain outstanding senior-level leaders. Interface as a strategic partner with executives and other company
management on benefit strategies and programs and execution of same.
 Member of Leadership Team that developed the Human Resources five year strategic plan in alignment
and support of the company’s five year plan
 One of the first organizations to introduce Consumer Driven Health Plans (CDHP) with the strategy to
transition from 29 different health plans to 5 in 2003, then to move to only CDHP plans, which was
completed in 2007
 Manage the review and analysis of all Plexus benefit programs and initiatives resulting in over $30M in
cost savings from 2002 to 2008 with costs per plan far below the national average
 Successful transition of Health, Dental, Vision and Flex programs in an effort to utilize cost savings of
over $2.5M. Increase provider networks, utilize cutting edge tools that support Plexus CDHP philosophy,
satisfaction guarantees along with incorporating disease management programs
 Install and implemented new HRIS/Payroll system in conjunction with HRIS team resulting in employee
self service in enrolling and viewing their benefits programs
 Provide oversight responsibility and technical support and analysis necessary to administer Plexus Corp
401k programs
 Developed new salary handling and performance management system in support of the company’s
strategic plan
 Strategically worked with the Leadership Team through development and implementation of
organizational re-structure resulting in lowering overhead costs
 Direct and led company legal compliance efforts for all employee benefit programs resulting in
continued compliance with all DOL and IRS regulations
 Responsible for establishing a deferred compensation program which included a Rabi trust for executive
leaders of the organization.
 Design a CO-OP Tuition Reimbursement program in an effort to entice technician retention
 Develop, designed and began the implementation of a true wellness initiative to reduce health care
costs, absenteeism and disability insurance payments
EDUCATION
University of Eastern New Mexico – Accounting focus
Certifications Earned: CBP (Certified Benefits Professional. International Benefit Association Certificate Series,
Certificate in Global Benefits Management. Honorary Degree from Bellin College Six Sigma Champion
Training. Karass Negotiations Training, PSCA Retirement Planning Training
The Fish! Philosophy Global Benefits Management Certificate
The Cheese Experience True Colors
AS400 software Yellow Belt for lean Manufacturing
Microsoft Office Suite Infinium 2000 HR Software
Windows 2000-2008 Visio
PeopleSoft HR/Payroll software ADP service engine
Access
ASSOCIATIONS
International Foundation of Employee Benefits, Society for Human Resource Management
CAG Advisory Board Anthem Blue Cross Blue Shield, World At Work, Business Health Care Alliance, r
Advisory Board Core-Trust Health-Trust
SUMMARY STATEMENT
My work in the employee benefit field has proven to (1) lower company cost, (2) bring stability and order to
administrative functions, (3) ensure compliance with government standards and (4) provide creativity and clarity
to employee benefit communications. My objective is to partner with a company or consulting firm where I am
able to use my project management background, provide excellent “customer service”, assist in developing,
reviewing and refining processes, strategies and communications and be a role model and resource for team
members.