Caryl O'Dowd has over 25 years of experience in human resources management. She has expertise in areas such as talent acquisition, compensation and benefits administration, employee relations, and regulatory compliance. Her experience spans industries such as financial services, information technology, healthcare, manufacturing, and non-profits. She holds human resources leadership positions and has experience consulting.

1. CARYL O'DOWD
KENDALL PARK NJ 08824
HOME (732) 297-1994 ~ MOBILE (732) 397-1866
ODOWDC11@GMAIL.COM
SUMMARY OF QUALIFICATIONS
“Entrepreneurial Mindset”
Experienced "hands-on" Human Resources Management Professional with expertise in Employee Relations, Talent Acquisition, Benefits &
Compensation Administration as well as other HR Generalist responsibilities for private and public financial services, information technology, bio-
pharmaceutical healthcare marketing, manufacturing and healthcare non-profit organizations. Specialties include Talent Acquisition/Performance
Management; Training; Strategic Leadership & Succession Planning; Organizational Development & Change Management, Mergers & Acquisitions;
Employee Relations; Compensation Administration including: Payroll, Job Evaluation, Classification, Surveys,Pay Structure, Variable Plans (including
Incentive, Commission & Executive); Benefits Administration of all group health & welfare insurance, employee wellness and EAP programs, and
retirement plans (including 401k, 401a &403b); Regulatory Compliance including: EEO, Affirmative Action, ACA, HIPPA, FMLA, COBRA, ADA, ARRA,
OSHA, Safety, Right-to-Know; and Workers Compensation; and Immigration.
Strong Computer Skills: HRMS, including PeopleSoft, Oracle, NetSuite OpenAir and ADP (Workforce Now) and MS Office (Word, Excel, PowerPoint
& Outlook)
PROFESSIONAL EXPERIENCE
Human Resources Consultant October 2015 to Present
Sysco Guest Supply Company (Global Provider of Products to Hotel & Lodging Industry, includingManufacturing & Distribution) –
Monmouth Junction, NJ
 Collect and analyze occupational data toevaluate and prepare role profiles and job descriptions tofacilitate the development and standardization
of corporate compensation structure. Consult with HR Business Partners and management teams to determine type, scope, and purpose of
position and related job requirements. Evaluate related compensation data for benchmarking positions. Assist executive leadership team with
workforce planning and annual incentive and merit awards. Review and recommend changes as needed.
Personal Care Giver – ““Confidential” January 2015 – August 2015
Human Resources Director December 2012 to December 2014
Registrar & Transfer Company (Financial Services) – Cranford, NJ
(Company sold and closed its NJ location.)
 Lead the development and execution of all benefits,compensation and human resources services, plans and policies that aligned with corporate
goals and promoted a unified company culture for its headquarters and two affiliated companies.
 Negotiated and redesigned benefits program that lowered benefits cost by 9% and minimized out-of-pocket expenses and provider disruption.
Also developed and launched benefits website for employee access 24/7 via the Internet.
 Recommended change in 401(k) plan/provider that resulted in 80% reduction of administrative fees. Member of Fiduciary Committee
responsible for the quarterly review and direction of retirement plan investments. Managed plan conversion, audits and preparation of 5500
reports, non-discrimination tests and other government compliance, including plan amendments, summary plan description and summary
annual reports.
 Evaluated,developed and maintained comprehensive HRMS system (ADP Workforce Now, including PReXpert, Human Resources &Benefits and
ezLabor Time & Attendance), processes and reporting/analytics designed to support the business operations of the company. Renegotiated
contract terms with ADP that resulted in overall cost savings of 25%. Assisted CFO with budgeting and development of financial reports for
monthly, quarterly and annual reporting. Managed payroll administration.
 Provided oversight and direction for recruitment, training & development and employee relations for overall workforce.
 Member of management team involved with the merger and transition of operations following acquisition of company. Retained to organize and
manage related activities relevant to company's subsequent closure including compliance with WARN Act, retention bonuses, terminations,
severance packages, unemployment, outplacement counseling and benefits administration including COBRA.
Human Resources Director January 2008 to December 2012
Informed Medical Communications, Inc. (Bio-Pharmaceutical Healthcare Marketing) – Edison, NJ
(Company closed.)
 Reporting to the CEO and President, solely responsible for the design, development, implementation, administration and communication of all
human resources services and Total Rewards programs including health, welfare, wellness, retirement, base pay, incentives, commission and
other rewards and perquisites for Corporate HQ and two PA Call Centers.
 Member of executive leadership team responsible for the development of strategic plans, including organizational development,change & talent
management and compensation plans that aligned to corporate goals and focused on enhancing company culture and productivity. Developed
and managed competitive compensation plans including base pay, variable (incentive, bonus and commission), merit & executive and
compensation planning. Continuously analyzed rewards program, its market competiveness and cost-effectiveness to ensure they aligned with
the company’s business strategy and optimized the company’s ability to attract and retain top talent.
 Lead all aspects of benefits administration, including plan design, vendor selection & negotiation, annualopen enrollment process, government
compliance and reporting for all health (medical (PPO,POS, EPO,HMO, HSA and HRA), dental(PPO,POS, DHMO) and vision), welfare (disability,
long-term care, PTO, etc.) and retirement plans. Analyzed benefit program trends; identified, designed and proposed best practices and
competitive benefit programs to support organizational and budgetary strategies and associate needs. Redesigned benefits program by
consolidating three different benefit plans from recent acquisitions into one universal program with enhancements an d overall cost savings of
15%,including two-year rate guarantees. Plan changes resulted in 0% increase in employer and employee costs! Designed and launched on-line
Benefits website.

2.  Actively involved with the M&A management team during the due diligence and acquisition of a Canadian company. Recommended and
implemented strategic plans throughout the transition process; including but not limited to benefits, compensation, contracts and policies; and
initiatives to retain and motivate key talent while continuously assessing and anticipating challenges and taking necessary steps to integrate the
cultures of each organization.
 Developed and managed recruitment, workforce planning, employee relations, development & training initiatives to enhance retention and
increase productivity.
 Recommended and implemented integrated payrolland human resources database platform with ADP PReXpert & HRB to streamline processes.
Also implemented and administered NetSuite OpenAir time and attendance platform.
 Solely handled all HR activities related to downsizing of operations, including review and finalization of required staffing, preparation of
severance packages and notification to affected employees nationwide. Assisted CEO with related company-wide communications and
presentations; organizational re-development (including change/integration of roles) and subsequent monitoring of activities following
announcement of closure.
Human Resources Director July 2004 to December 2007
Hanover Capital Mortgage Holdings, Inc. (Financial Services – Mortgage REIT) – Edison, NJ
(Significant downsizing as a result of economic decline in banking/mortgage industry. Note: HCMH sold to Walters Industries in 2008)
 Solely responsible for the start-up and development of Human Resources Department for public financial services organization. Responsibilities
included planning, directing and implementing policies and initiatives relating to all phases of Human Resources, Benefits & Compensation
Administration as well as recruitment, training, organizational development & employee relations. Reported directly to CEO and COO.
 Handled day-to-day benefits administration, including plan interpretation, resolving policy issues and questions, preparing and reviewing plan
amendments, summary plan descriptions and annual reports, 5500 filings, non-discrimination testing, plan funding, vendor contracts &
negotiations and managing third party administrators. Redesigned Benefits Program by incorporating plan design changes and providers that
resulted in enhancements to total benefits package with overall cost savings of 10% and two-year rate guarantees. Designed and launched on-
line Benefits website.
 Liaison with Board of Director’s Compensation Committee regarding executive compensation, agreements and stock related policies and plans.
Designed and implemented a Restricted Stock Grants Plan. Developed job descriptions and classifications, performance evaluation process,
competitive compensation plans, including Performance Incentive Plan.
 Lead the development, implementation and management of HRMS system to computerize HR, payroll and time & attendance recordkeeping
(ADP) and streamline related workflow processes.
 Participated in due diligence and recommended strategic plans relating to the sale of its Hanover Capital Partners Ltd. division. Worked with
acquiring company reviewing and identifying staff to retain; transitioning compensation, benefits and payroll services; and determining and
implementing retention and separation packages for other affected employees.
 Member of Management Disclosure Committee responsible for the preparation and issuance of SEC 10Q and 10K filings, as well as compliance
with the Sarbanes Oxley and Gramm Leach Bliley Acts.
Senior Human Resources Generalist June 2003 to June 2004
The Robert Wood Johnson Foundation (Non-Profit Healthcare Philanthropist Organization) – Princeton, NJ
(Solicited by HanoverCapitalto start-upand lead HRDepartment fortheirfinancial services organization.)
 Evaluated existing work processes within Human Resources Department and implemented solutions that streamlined and resulted in greater
work efficiencies. Designed and implemented Recruitment, New Hire and Orientation programs to meet staffing needs.
 Assessed Benefit Programs and proposed, negotiated and administered changes in plan design and vendors, which resulted in 65% sa vings for
Life Insurance programs and 27% cost savings for Disability plans. Developed and initiated employee campaigns & communications to facilitate
transition and/or enrollment in new programs. Developed and implemented HIPAA policy in accordance with new legislation guidelines.
 Liaison to management and staff for matters relating to policy interpretation and enforcement, employee relations and problem solving.
 Responsible for related recruitment activities, including staffing,sourcing, screening, interviewing, evaluation and selection. Created Interview
Guidelines and evaluation forms for management use.
Director - Human Resources Administration September 1993 to July 2002
Fujitsu Consulting (IT Consulting Services – formerlyTrecom Business Systems & DMR Consulting) – Edison, NJ
(Position eliminated following transition of outsourced HR/PRfunctions toFujitsuNAShared Services in TX and CA.)
 Managed Human Resources Administration, Benefits Administration and Immigration Departments, whose staff provided shared services for
4000+ employees nationwide. Liaison to Global and Corporate management for matters relating to policy interpretation and enforcement,
problem solving & legal issues to ensure consistency of practices as one legal entity amongst 24+ US locations.
 Managed administration of $12M national employee benefits program (fully and self-insured) including medical, dental, vision, basic and
voluntary life and AD&D, disability, FSA, tuition reimbursement,employee assistance plan, 401k retirement plan and other discount programs.
 Liaison to outside LegalCounselregarding pending claims or litigation relating toage discrimination, wrongfultermination, sexualdiscrimination
or harassment. Investigate and handle all related charges, including EEOC and Department of Labor.
 Participated in due diligence and recommended strategic plans relating to the merger of 5 separately acquired companies and other outsourcing
projects. Successfully managed post-acquisition business integration of related human resources activities.
 Designated Implementation Systems Manager (ISM) for development, implementation and conversion of data from in -house HRMS to
PeopleSoft. Following initial changeover, successfully converted 6000+ records without errors!
EDUCATIONAL BACKGROUND
Glassboro State College – Glassboro, NJ
Business Administration with concentration in Human Resources & Labor Relations Management (Degree Equivalent +100 credits)
Member, Society for Human Resource Management
Member, Human Resources Management Association of Princeton