Experience

OTSUKA AMERICA PHARMACEUTICAL INC

• United States
• Pharmaceutical Manufacturing
• 1 - 100 Employee

• Retired

  • Jan 2021 - Present



Otsuka Pharmaceutical Development & Commercialization, Inc.

• United States
• Pharmaceutical Manufacturing
• 1 - 100 Employee

• Vice President & General Counsel

  • Mar 2010 - Dec 2020



Otsuka America Pharmaceutical, Inc.

• United States
• Pharmaceutical Manufacturing
• 1 - 100 Employee

• Senior Director & Corporate Counsel

  • Feb 2008 - Feb 2010

  Department head, Legal Affairs department, reporting directly to the CEO. • Supervision of four attorneys and four contracts administration staff, and the company’s Information Resource Center.• Appointed to several governing committees, including Pharmaceutical Operations Committee, Medical Device Operations Committee, Leadership Team, Brand Development & Commercialization Committee, Product Review Committee, Information Technology Steering Committee, Retirement & 401(k) Committee, Disclosure Committee.• Accomplishments include streamlining contracting processes, aligning department activities with business objectives, and achieving successful litigation outcomes.

• Senior Human Resources Business Partner

  • May 2004 - Jan 2005

• Human Resources Business Partner

  • May 2001 - Apr 2004

  Responsible for organizational development and employee relations, including performance management, development of managers and supervisors, succession planning, strategic planning to meet expansion goals, training, and resolution of employee disputes. Internal clients include company executives, all corporate departments, and field sales organization with more than 150 sales reps. Proposed reorganization plans to improve department productivity and reduce costs.Investigated and resolved EEO matters.Developed training programs to develop employees and managers and improve regulatory compliance.Led the corporation's "change management" efforts following a signification reorganization and reduction in force in 2003. Served as a member of the Transformation Team alongside the senior executives of the business unit and interacted directly with the CEO on human resources issues related to adoption of a new business model.



CyberCash, Inc

• United States
• Financial Services

• Director, Human Resources

  • Jul 2000 - Mar 2001

  An e-commerce payment services and software development company with over 200 employees in the United States and more than 100 employees in Germany and India. Gross revenues in excess of $25 million per year. The company was liquidated in bankruptcy proceedings.; Responsible for all human resources operations and administrative functions. Supervise the work of 2 full-time human resources professionals. Duties include employee benefits, compensation, HRIS, recruitment, training, employee relations, performance appraisal process, and regulatory compliance. Instituted benefits cost reporting for use by senior executive team.Enhanced recruitment efforts through new web-based tools and improved requisition process.Improved communication and workflow between Human Resources and Payroll departments.Developed better compensation administration by restructuring salary grades and improving consistency of job titles and grades across departments.Directed the implementation of new HRIS application (from ABRA to ADP/HR) and supervised HRIS team.



T-Mobile Inc

• United States
• Food & Beverages

• Benefits & HRIS Manager

  • Feb 1999 - Jun 2000

  The company has more than 7,000 employees and provides wireless phone service for consumers and businesses nationwide using the latest digital technology. Benefits & HRIS Manager Responsible for all employee benefit and insurance plans, including medical, dental, disability, 401(k) and Section 125 Cafeteria Plans. Duties include designing benefit plans and managing the company's Human Resources Information System (HRIS). Supervise the work of 8 full-time benefits and HRIS specialists.Reorganized the Benefits Department to improve processing and employee services.Recruited a new staff to increase professionalism and responsiveness to employee needs.Instituted improved workflow between Benefits, Human Resources and Payroll functions.Improved HRIS functionality, reliability and reporting by directing project to review and update all employee data. Directed HRIS team. Led PeopleSoft User Needs and Design process.Assisted in the design and directed the transition to new employee benefit plans following merger.



Quebecor Printing (USA) Corp

• Human Resources Manager

  • Feb 1988 - Jul 1998

  The company is the second largest commercial printer in North America. It has 22,700 employees working in 84 printing and related services plants around the world. The Glen Burnie Division has 150 employees and annual gross sales of $45MM.; Managed compensation and benefits; employee and labor relations; recruitment; training; organization development; unemployment insurance; workers' compensation; performance evaluation; supervision. Directed policy and managed union relations including grievance handling and was chief spokesman in contract negotiations.Negotiated labor agreements that reduced total labor costs by 20%.Developed and managed a workforce reduction plan that reduced headcount by 12%.Selected and implemented a local health insurance plan, saving $150,000 annually.Eliminated OSHA fines and remediation costs by successfully contesting citations.Reorganized organizational structure to improve accountability and encourage initiative.Saved $50,000 annually by negotiating crewing reductions while labor contract was in effect.Improved profitability and plant management by recruiting new senior management team.

• Health & Welfare Plans Manager

  • Nov 1996 - Jun 1997



First National Entertainment Corp

• United States
• Financial Services

• Director of Business Affairs

  • Jan 1986 - Feb 1988

  Directed all matters of corporate administration. Reviewed acquisition and financing agreements. Prepared contracts, business plans and other corporate documents. Coordinated the activities of outside counsels. Supervised headquarters staff.Reduced attorney costs 15% by closer supervision, coordination and scrutiny of statements.Saved litigation costs by mediating disputes with vendors and business partners.