JOSEPH A.

GIOIA, PsyD, MS, CEBS, CMS

Wayne, NJ 07470 H (973) 696-2699 / C 201-247-5466 E-mail: jag558@optonline.net www.linkedin.com/in/josephagioia/
OBJECTIVE Human Resources Management / Organization Development opportunity in either a managerial or consulting capacity that requires a professional and proven expertise. PROFILE Experienced human resources professional with a generalist orientation. Management and leadership skills in both the corporate and not-for-profit sectors serving non-union and unionized employees. Concentrations in the human resources management (HRM) functions of compensation/employee benefits, employment life cycle, employee relations, and training and development. Strong proficiency in developing, implementing and maintaining workplace policies and procedures, strategic partnering and planning aligning various HRM functions and activities with organizational strategies for successful outcomes, and researching and designing comprehensive, cost-effective employee benefits and entitlements plans. Excellent oral and written communication skills. Proven projectmanagement skills having coordinated and implemented several large-scale HRM projects that resulted in having a positive impact on operations and the bottom line. Strong organizational development and change management skills with a focus on organizational culture change initiatives. PROFESSIONAL EXPERIENCE and KEY ACHIEVEMENTS Heritage Health and Housing, Inc. New York, NY Apr. 2013 present Multi-site, not-for-profit federally qualified health center and social and services organization delivering primary and preventive health and allied services included supported housing and independent living to individuals with special needs. The health center serves the area of Harlem in Manhattan. The housing programs provides services and support a throughout NYC. Annual budget of $23 million in 2013. Human Resources Consultant As an independent contractor, providing consultation on a variety of functions including human resources management, policy development, legal compliance, employee benefits, and organization development. Conduct needs assessments and gap analyses of the daily operations of the organizations HRM practices, processes, and procedures. Develop a formal process that outlines and monitors employee recruitment from sourcing to employment. Make recommendations on how the HRM Department can attain optimal performance in relation to best practices for recruitment and retention of human capital. Review collective bargaining agreement and attend and advise on negotiations for new labor contract Create and implement a corrective action plan and coordinate cross-functional human resources teams to assist with the development and implementation of organizational performance plans, processes, or programs as they relate to human resources management. Provide guidance, direction, and advise management and employees regarding the application or interpretation of human resources and labor policies, practices, and procedures. Counsel with Legal Department (Compliance), senior and mid-level managers on issues related to EEO, security, safety and health (occupational injury), infection control, risk management, and continuous quality improvement to ensure organization-wide compliance with all federal, state, and local human resources laws and regulations, and ensure that management responds to address and correct violations in order to promote and foster a safe work environment. Work in tandem with the CEO and CFO to determine best options for employee benefits and entitlement programs. Assist with designing new employee benefits package. Assist Legal Department in the completion of new employee policy manual. Assist the HR department in developing formal training programs to include new employee orientation, new supervisor orientation, supervisory hiring practices, performance management, and other HRM topics. Assist the HR department to develop and implement processes to track and manage all labor issues and labor-related cases, including grievances, appeals, mediation, arbitration, compliance line reports, and HIPAA violation claims.

JOSEPH A. GIOIA, PsyD, MS, CEBS, CMS -2Newark Community Health Centers, Inc., Newark, NJ Feb. 2004 Nov. 2012 Multi-site, not-for-profit federally qualified health center delivering primary and preventive health and allied services to individuals with a focus on the medically underserved populations of the greater Newark area operating with an annual budget of $22 million in 2012. Director, Human Resources Created and managed the human resources department. Established and coordinated all human resources management functions to ensure effective systems and processes were in place to maximize organization effectiveness to support development and expansion aligned with the companys mission and strategic goals. Expanded department from being a single contributor to a department of 2.5 employees. Engaged in all phases of policy development: Comprehensively rewrote and expanded the health centers employee handbook for clarity, conciseness, legal compliance and enforceability; and created a human resources policies and procedures manual to satisfy all regulatory and licensing requirements. Updated and revised handbook on a continual basis. Developed and implemented recruiting systems to streamline and standardize the recruiting effort throughout the organizations seven health centers and centralized the process to expedite the hiring process turning the waiting time from initial interview to start date from six weeks to three weeks for nonclinical positions. Staffed four new health centers during my tenure; Increased organization-wide staffing level by nearly 50% during first eight months of employment bringing total number employees from 97 to 143, and increasing staffing level by 240% during entire tenure bringing total staffing level to 233 employees. Conducted cost-benefit analyses of existing benefits plans, eliminated an ineffective vision plan, added an Employee Assistance Program, optional insurance plans (AFLAC, voluntary life, auto/homeowners), 403(b) plan, Section 529 plan), enhanced the medical/Rx plan, held a campaign for the 401(k) plan enrolling 55% of eligible participants which helped the plan pass its non-discrimination test for the first time since its inception, and brought all plans into ERISA compliance, as well as designed and implemented employee recognition programs to enhance staff morale. Later researched and introduced new medical/Rx and 401(k) plans that included better benefits to employees but proved to be more cost-effective to both employer and employees eliminating various fees and lower premiums. Added a dental plan that was in high employee demand at no additional cost to the company. Designed and implemented an employee performance management and evaluation system that included orientation and annual evaluations using key performance elements and essential job tasks as well as professional and cultural competencies to effectively appraise employees organization-wide replacing an off-the-shelf product that was an ineffective management tool and seldom used. New system ensured evaluations were conducted on schedule annually. Analyzed need for training and development throughout the organization, designed and delivered new hire orientation program/annual overview, performance management training for supervisors, customer service training, and arranged for other training through external vendors/facilitators including team building, sexual harassment, job-specific skill and competencies enhancement including enrichment for supervisors. Performed gap-analyses of corporate payroll system, matched opportunities with need for an HRIS, put the project out to bid and conducted cost-benefits analyses of the proposals received. Spearheaded the project for conversion from a pc payroll only system to a fully integrated biometric time and attendance, payroll and HRIS system. Developed and implemented recruiting strategies that maintained a vacancy rate below the targeted 5% rate and well below an industry average of 20%. As HIPAA Privacy Officer, coordinated and organized the Agencys HIPAA co mpliance program to ensure total compliance with privacy standards before the government assigned deadline.

JOSEPH A. GIOIA, PsyD, MS, CEBS, CMS -3Community Access Unlimited, Inc., Elizabeth, NJ Dec. 1997 Feb. 2004 Multiple human services not-for-profit agency providing support and programs for independent living to individuals in various vulnerable populations operating with an annual budget of $15+ million in 2003. Managing Director, Human Resources Supervising a staff of three, managed the human resources department serving 375 employees. Coordinated all human resources functions to ensure appropriate staffing levels, effective employee relations, competitive compensation, cost-effective and popular employee benefits and entitlements, staff training and development including succession planning, and legal and regulatory employer compliance. Researched, redesigned, negotiated, and implemented employee benefits programs including medical insurance, employee assistance program, voluntary auto insurance, among others, to ensure costeffectiveness (containing costs while assuring employee satisfaction and utilization). Researched and implemented a 401(k) plan replacing previous 401(a) and 403(b) plans to maximize competitive advantage and streamline two plans into one bundled plan for easier administration. Initiated, designed and implemented a Paid Time Off bank and time tracking system for full time employees that replaced traditional vacation, sick and personal entitlements for easier entitlement administration, to reduce abusive use of sick time and offer employees greater flexibility of entitlements, and maintain a contemporary employee entitlements package. Conceptualized, advocated for, and designed a model for an employee performance-based appraisal system to replace an existing non-functional system. Organized and spearheaded the committee that developed and implemented the final model and the process for implementation of the new system. In conjunction with the MIS department, designed and implemented a tracking system for employee training to improve access to training records to for administrative efficiency. Rickel Home Centers, Inc., South Plainfield, NJ Nov. 1982 Dec. 1997 Regional retail home improvement chain - (Formerly a division of Supermarkets General Corporation) Manager, Employment and Benefits Services, 19961997 Supervising a staff of three, managed the employment and benefits functions of the human resources department for up to 3,500 employees. Assured effective employee relations by partnering with a division of stores and functional areas within the corporate office. Terminated a defined benefit plan spinning off a separate plan for a collective bargaining unit to reduce company expenses and promote the companys 401(k) plan. Researched and designed a paid time off bank to replace two existing vacation, sick and personal programs that were in place due to Rickel and Channel Home Centers having recently merged to ensure a unified, company-wide program and maintain a contemporary employee entitlements package. Manager, Career Placement and Development, 19951996 Supervising a staff of two, managed the employment and training functions of the human resources department for up to 3,500 employees. Assured effective employee relations by partnering with a division of stores and functional areas within the corporate office. Redesigned, developed and implemented a more efficient drug screening program, replacing two existing programs as a result of a recent merger between Rickel and Channel Home Centers, that realized a $60K saving in its first year (1996) conducting 4,500 screenings in conjunction with revising and implementing a drug-free workplace program Redesigned, developed and implemented a new multi-media orientation program for new employees for the new Rickel as a result of a recent merger of companies, two months prior to the targeted completion date and within a restrictive $35,000 budget Co-chaired an integrated payroll conversion committee coordinating the conversion of two separate payroll systems, Genesys and ADP PC Payroll, as result of a recent merger of companies, to ADP HR Partner, to ensure a unified, cost-effective payroll and HRIS system while spearheading the subcommittee on direct deposit, a feature that was implemented with the new payroll system.

JOSEPH A. GIOIA, PsyD, MS, CEBS, CMS -4-

COMPUTER PROFICIENCY Proficient in Paychex Preview and HR Online HRIS (various programs), Abracadabra HRIS, Microsoft Office Suite software programs, and eCollege and Blackboard online learning environments.

EDUCATION Doctor of Psychology in Business Psychology University of the Rockies, Colorado Springs, CO Golden Key International Honour Society Dissertation, HRM Professionals Management of Constituents Demands and Psychological Contracts in Hierarchical Cultures, awarded Distinguished Doctoral Dissertation Scholarship. Master of Science in Human Resources Management Post-masters Certificate in Organization Development Milano Graduate School of Management and Urban Policy at The New School, New York, NY
Final professional research paper, Non-Traditional Claims in the Workplace: The Dynamics of Same-Gender Sexual Harassment; The Implications for HR Practitioners, awarded best in class in the Human Resources Management program.

Bachelor of Arts in Special Education awarded cum laude William Paterson University, Wayne, NJ Kappa Delta Pi Honor Society Certified Employee Benefits Specialist (CEBS) Compensation Management Specialist (CMS) Professional certificate courses of study co-sponsored by the International Foundation of Employee Benefit Plans, Brookfield, WI, and the Wharton School of Business, University of Pennsylvania , Philadelphia, PA.

PROFESSIONAL AFFILIATIONS The Society for Human Resource Management (SHRM) The Metro New York Area Chapter of the International Society of Certified Employee Benefits Specialists (ISCEBS) The Human Resources Network of the New Jersey Primary Care Association (vice-chair 200912) Advisory Board, Newark Alliance: Opportunity Newark; Career Lattice in Healthcare (2004-06)

OTHER Notary Public, State of New Jersey, commission expires August 2018