Rosana Carrazone has over 30 years of experience in human resources including benefits administration, recruitment, employee relations, and organizational development. She is currently a Human Resources Representative at Carl Zeiss, Inc. where she handles new hire onboarding, benefits administration, and fleet vehicle management. Previously, she was the Director of Human Resources at Berdon LLP, growing the HR department from one to twelve employees. She holds a Master's Degree in Human Resources Management.

1. ROSANA CARRAVONE
300 Brighton Avenue Hawthorne, New York 10532 Cell: (914)450-7970
HUM AN RE SOURCE S
 Extensive background in Human Resources including experience in benefit administration, recruitment and
retention (talent acquisition),staff development, mediation, conflict resolution, HR records management, HR
policies development, organizational development,andcorporate fleet management
 Demonstrated success in negotiating win-win compromises, leadershipskills, teambuilding, strong multi-
tasking skills
HR SKILLS
 Benefits Administration
 FMLA/STD
 Workers Compensation
 Employee Relations
 Workday System
 Job Descriptions
 Talent Acquisition/Staff
Recruitment/Retention
 Corporate Fleet Management
 On-Campus & College Recruitment
 Performance Management
 HRIS Analyst for Core HCM & Benefits
 Orientation & On-Boarding
 HRIS Technologies - Workday
 Training & Development
 Organizational Development
 HR Policies & Procedures
Carl Zeiss, Inc. – Thornwood, New York February 2014 - Present
Human Resources Representative
Process new hire on-boarding, personnel action forms, payroll changes, transfers, promotions and terminations,
oversee the entire employee benefit administration program including STD, FMLA and Workers Compe nsation,
maintain records anddocumentation concerning benefits andemployee participation, reconcile all health insurance
invoices for all accounts each month ensuring payments reflect monthly activity, administer, maintain and
coordinate the Company’s entire fleet vehicle program which consists of over 400 vehicles, work closely with the
HRIS Manager on HRIS Workday administration for core HCM regarding any employee changes, provide support to
internal employees by answering questions regarding benefits, policies, procedures, assist HR Business Partner
with various research projects and/or special projects including H1-VISA coordination, organize corporate events
and outings.
Stay-at-Home Mom January 2011 – January 2014
Newman & Goldstein – Stamford, CT January 2008 – December 2010
Contract Recruiter
Pre-Screened, profiledandupdated candidates for various job openings from p/t to f/t positions, maintained the
applicant tracking system, pro-actively sourcedtalent in an effort to establish qualifiedapplicants, used traditional
and nontraditional resources, such as career fairs, online jobboard, community networking events, social media,
etc., to identify and attract quality candidates.
Berdon LLP, CPA’s – New York, New York May 2002 – December 2007
Director of Human Resources
Due to company demands and corporate growth, expanded the department from a staff of one to a staff of ten HR
Professionals and two Administrators
Acted as a leader and advisor to the company’s mission, vision and values goals and objectives, advised the
Managing Partner andthe Senior Executive Leadership/Management teams throughout our NY and Long Island
locations on all aspects of human resources, helping to ensure that the companies commitmen t, and structure
supported the business andservedits customers effectively, continuedto be a subject matter expert (SME) aware of
evolving government influences on management, policies, processes andpractices, and worked to ensure that the
company was in compliance with all applicable laws and regulations concerning all HR practices, oversaw and
managedthe daily operations of the entire Human Resources Department and Accounting staff throughout the
company, recruitedfor multi-level positions including entry-level through mid-level management positions across
assignedfunctional areas, interfacedwith all departments daily, maintained collaborative working relationships
and developedtrustedrelationships with department heads, redesigned and coordinate d all aspects of the College
Recruiting Program, traveled to various campuses for recruiting events, used traditional and nontraditional
resources, such as career fairs, online jobboard, community networking events, social media, etc., to identify and
attract quality candidates, participatedin company-wide benefit renewal meetings, resolvedany employee inquiries
regarding benefits and provided guidance during annual renewal of benefit process, maintained positive

2. R o s a n a C a r r a v o n e Cell: (914) 450-7970  Page Two
PROFESSIONAL EXPERIENCE (CONTINUED)
Berdon LLP – New York, New York
Director of Human Resources (con’t)
and pro-active relationships with employees andoutside vendors, counseledboth employees andmanagers on day-
to-day Employee Relations issues, redesignedthe Performance Appraisal andEvaluation Program, involvedin
performance reviews, revampedthe Firms orientation program, calculatedyear-endstaff bonuses andpromotions,
organizedall corporate outings, health fairs andsocial events, maintaineddepartmental budget.
Marden, Harrison & Kreuter, CPA’s – White Plains, New York November 1996 – May 2002
Human Resources Manager
Oversaw the daily operations of the entire office for over 250 employees, recruited, interviewedand extended offers
of employment to both management andstaff level employees, on-boarded new hires, redesigned and coordinated
all aspects of the College Recruiting Program, traveledto various college campuses for recruiting events, oversaw
and managed companies leave of absence and benefit program, assisted management with yearly performance
reviews andpromotions, reviewedandanalyzedpositions to ensure competitive pay within the industry, worked
with and coached managers to effectively handle and resolve Employee Relations issues, ensured proper
documentation of all issues and maintenance of all records were up to date, provided coaching to managers,
handled conflict resolution andperformance management, assisted with corporate employee training, and event
planning and health and wellness programs.
Loral Electronic Systems – Yonkers, New York November 1986 – November 1996
Senior Human Resources Generalist July 1992 – November 1996
Responsibilities includedpartnering with management andproviding HR services and related support to assigned
business areas, demonstratedproficiency in all functional areas of Human Resources to i nclude policy and process
development and administration, employee relations, talent development and organizational effectiveness,
compensation andbenefits, talent acquisition andstrategy development. Objectively coached, counseledandguided
both managers and employees through complex, difficult and emotional issues. Worked with management to
develop/administer employee training programs, designedandmanaged company wide benefits program for 2500
employees, and reviewed and revised job descriptions across 50+ categories.
Human Resources Generalist January 1989 –June 1992
Createdjob descriptions, reviewedresumes, identifiedandinterviewedapplicants, workedwith management to help
retain valuable employees. Broadknowledge of the legal implications relatedto hiring, retaining, and terminating,
including, but not limited to, EEO laws, employment contracts, and background investigations. Additionally,
interviewedandconductedcontract negotiations with outside services, savedcompany money by reducing reliance
on employment agencies, participatedin Corporate Career Fairs andhelpedmanage the college recruiting program.
Also responsible for the administration of the company’s various health andwelfare benefit programs and provided
excellent service to divisional HR staff and employees
Human Resources Coordinator November 1986 – December 1988
Managed the companies Leave-of-Absence Program, coordinated and maintained the Tuition Reimbursement
Program, facilitated, organized and scheduled the New Hire Orientation Program, conducted employee exit
interviews along with Cobra Notifications, involved in the companies benefit program, andcoordinated all company
wide Service Award Ceremonies and Corporate Health and Wellness Outings for 2500 employees.
Software: Microsoft Office, Excel, Word, Power Point, Quickbooks, ADP and Workday
Education: Mercy College/LIU – Dobbs Ferry, NY - Masters of Science in Human Resources Management
Mercy College – Dobbs Ferry, NY – Bachelors of Science in Business Management
Professional Associations:
Member of Society for Human Resources (SHRM),
Member of the National Association for Female Executives (NAFE)