CARMEN MARSTON FEINBERG

Ft Lauderdale, Florida 33314

(954) 445-1254
cfeinberg1021@gmail.com

SUMMARY OF QUALIFICA TIONS

A seasoned professional offering Human Resource excellence to corporations in multiple
business verticals. Background and experience includes both Executive leadership inclusive
of HR staff oversight as well as HR generalist roles resulting in a well-rounded, business-
solutions perspective.
Proven track record working as part of the Executive leadership team in the management of
corporate and business initiatives via solutions that focus on human capital management and
organizational development. Offer strategic insight at highest levels along with performance
activation in tandem with various divisional managers and leaders.
Understand and operate via creation and execution of various performance-based policies and
procedures that deliver multi-tiered solutions within the areas of HR including, but not limited
to, human capital management, succession planning, talent recruitment, change management,
organizational and performance management, training, and compensation.
Proven leadership experience as corporate change agent and multi-tiered employee relation
expert. Experience in developing and executing annual company business objectives inclusive
of acquisition management, corporate expansion, team building, and development of corporate
communications that promote high productivity and ultimate business success.

PROFESSIONAL EXPERIENCE
January 2015 – January 2018 BRANDSTAR Deerfield Beach, FL
Human Resource Leader, Chief Operating Officer
Company description: 20+year old content marketing company that produces six Lifetime television
shows and various related marketing services to brand partners looking for content entertainment.

 Directs, administers, and coordinates the internal company activities, procedures,

and policies with an emphasis on human capital management and in accordance with
the goals and objectives established by the CEO and as part of the Executive Team
as well as local, state, and federal laws.
 Develops organization effectiveness through creation and reporting of policies,
programs and procedures that cover all things HR as well as workforce plans,
financial performance, and segment-unit growth.
 Daily interaction with all levels of staff inclusive of being a part of the C-Suite while
working in tandem with divisional leaders and directly helping them manage and
communicate effectively and legally with all staff regardless of level.
 Provides the leadership, management, and vision necessary to ensure that the
company has the proper internal communications, operational controls,
administrative and reporting controls and people systems in place to effectively grow
the organization and to ensure financial strength and scalable efficiency.
 Acts as change agent with special focus on cultural consistency, directly addressing
employee grievances, providing day-to-day leadership to management and staff that
mirrors mission and core values of the company.
 Directs the development and establishment of adequate and equitable personnel
policies throughout the organization, including compensation policies and employee
benefit plans as well as process improvements and organizational structure. Insures
that the interests and welfare of employees as individuals are preserved and
protected.
 Provides effective and inspiring leadership by being actively involved in all
management strategy sessions and meetings, providing needed information via
presentations and reports, and representing HR in all company decision making.

June 1999 – September 2014 ZIMMERMAN ADVERTISING Ft Lauderdale, FL

Executive Vice President, Human Resources 2010 – September 2014
Vice President, Director of Human Resources 2006-2009
Director of Human Resources 1999-2005
Company description: Division of Omnicom Group, Inc. - 14th largest full-service advertising agency in
U.S., with $3 billion in annual billings and national clients such as Nissan, Party City, Papa John’s,
Boston Market, Blue Cross Blue Shield, HHGregg, Ashley Home Furniture, AutoNation, Etc.

 Led human resource development over fifteen-year 844% company growth, evolving
from 250 employees to over 1,000 employees during same time period.
 Created, monitored, evolved, and implemented all human resource strategies, policies,
procedures, processes, and functions across all HR disciplines and company divisions
including, but not limited to, recruitment and talent management, change management,
organizational and performance management, training and development, operational
efficiencies, succession planning, benefits, payroll, and compensation.
 Developed HR programs and activities in support of the achievement of the overall
business objectives; functioned as a strategic business advisor to the various business unit
management leaders regarding key organizational, operational and management issues;
key ambassador to develop and disseminate company core values via creating and
promoting a stable, consistent, positive and productive business environment.
 Developed comprehensive strategic recruiting and retention plans to meet the human
capital needs; developed, communicated and implemented comprehensive competitive
and cost effective compensation and benefit plans. Personally recruited executive level
candidates.
 Developed enterprise business strategies in light of labor trends, along with company
existing talent base; developed workforce plans and programs that align with company’s
overall business needs.
 Created, documented, and monitored various divisional operational evolutions leveraging
technology and best practices while ensuring compliance with ongoing and extensive
annual internal and external SOX audits.
 Maintained P&L responsibility for appropriate revenue to labor formulas, inclusive of
forecasting for each individual business unit and the company as a whole, as well as
working hand-in-hand with Executive Management to maintain appropriate agency
services; developed and oversaw performance management systems and best practices as
it relates to payroll to revenue expenses.
 Protected the company with regard to any employee-related legal issues inclusive of
proactively ensuring appropriate documentation and ultimately leading any and all legal
proceedings, with legal counsel when necessary.
 Established performance metrics, policies, and procedures across all divisional verticals;
managed corporate programs including onboarding programs; wellness program,
mandatory and voluntary training programs, retention programs, and community out-
reach programs, etc.
 Maintained business relationships with various HR consultants, vendors, insurance
brokers, third-party recruiters, administrators, legal and government entities, and other
outside resources and called upon each as appropriate to business needs.

October 1995 – June 1999 AQUAGENIX Ft Lauderdale, FL

Human Resource Director, Corporate Compliance & Ethics Officer
Company description: Environment Services company with millions in government contracts for the
removal of various natural environmental hazards
  Conducted employee counseling and supervisor guidance regarding issues inclusive of
organizational change, discipline, policies & procedures, hiring, firing, recruitment,
safety, compliance issues, claims management, unemployment, etc.
 Negotiated, implemented and maintained benefit program for staff of 250+
 Managed and conducted compliance training.
 Maintained multi-state payroll, performance reviews, employee files, etc.
 Handled all employee related legal issues including, but not limited to, wrongful
termination, EEOC, affirmative action, FMLA, OSHA. Discrimination, sexual
harassment, and compliance.
 Assisted President, CFO, and COO in executive management decisions relating to (but
not limited to) human capital.

November 1991 – October 1995 UNICORN VILLAGE/WHOLE FOODS MARKET

Aventura, FL
Human Resource Manager
Company description: Privately-owned natural foods restaurant and grocery store; sold to Boston-based
Whole Foods Market in 1994
 Responsibilities included improving employee morale, organizational development,
discipline, policies and procedures, hiring, firing, safety, unemployment, workers
compensation, employee benefits, recruitment, training and development, cultural change,
resolution of legal issues, etc.

EDUCATION
Omnicom University/Babson College- Executive Leadership Program Graduate - 2014
Bachelor of Science, Communications – Florida International University – 1991
Partial Masters Program, Human Resource Development – Florida International
University - 1998