JANICE CLEWELL, SPHR/SHRM–SCP/CPP

[email protected] | M: (720) 445-1640 | 12759 Sandstone Drive, Bromfield, CO 80021

D IRECTOR OF HR O PERATIONS & B ENEFITS

Professional Summary
Dynamic HR Executive with 15+ years’ achievement in progressively responsible strategic leadership roles, spearheading
business-critical projects while coordinating cross-functionally to get the job done. Highly effective teacher–trainer and
experienced financial manager who brings business perspective to the HR function; adept at solving problems to move the
business forward and accomplish strategic goals. Personable and relatable team player with policy and systems expertise as well
as a demonstrated track record of success spanning all areas of benefits analysis, administration, and management. Skilled at
building consensus, and, by securing buy-in from key stakeholders, helping enterprises grow. Senior Professional in Human
Resources (SPHR) and SHRM Senior Certified Professional (SHRM-SCP). Certified Payrolll Practitioner (CPP) Project Management
Professional (PMP) Certification expected in May 2018.
Areas of Expertise:
Human Resources (HR) –Payroll - Talent Acquisition & Retention – Employee Relations – Strategic Planning – Policy & Procedure
Development/Compliance – Benefits Analysis – Recruiting & Hiring – Onboarding, Training & Staff Development – Union/Labor
Negotiations – HRIS Budgeting – Financial Management – Performance Management – Metrics/KPIs – Tracking – Analytics –
Reporting & Documentation
P ROFESSIONAL E XPERIENCE
IMI PRECISION ENGINEERING – Littleton, CO 2008 to Present
Director of Payroll 2016 to
Present
Director of Human Resources Operations & Benefits 2011
Interim Director of Human Resources 2009
Director of Benefits, Norgren Americas Region 2008 to 2011
Provide strategic HR leadership—and manage benefits across all US sites—for a $350M+ durable goods manufacturer with
facilities in the U.S., Canada, and Latin America. Scope of oversight spans onboarding, benefits infrastructure, and continuous
improvement initiatives. Proactively work to build consensus and secure buy-in from stakeholders in order to deliver on strategic
goals; in daily practice utilize a “walk-around” strategy to learn about employee issues, build trust, and ultimately drive change.
Define overall business unit benefits allocation/costs, leading deep-dive strategic planning and analysis while working
collaboratively with in-house finance department. Develop, disseminate, and train all employees on standard operations
procedures (SOP) for the HR department, in addition to providing comprehensive employee relations support to field offices.
Foster collaboration while leading ongoing improvements to the company’s rewards programs to more effectively retain talent.
 Recognized for outstanding leadership and rewarded with promotion to the second-highest HR executive role in the company.
o Completed a payroll-consolidation project, which was expected to last 18 months in just 6 months, serving as the
project lead.
o Captained successful 6-month effort to harmonize the employee handbook across 4 companies with 1,500+ employees.
o Tapped to influence ethical practices by overseeing the implementation of a company-wide code-of-conduct policy,
personally being selected to serve as Training Lead (with parent-company training in the U.K.) and institute conduct
investigation and hotline services.
o Managed global RIF processes for ~300 employees in the U.S., Mexico, and Brazil.
o Prudently managed the allocation of a $1.2M annual budget, leveraging accountancy training to carry out in-depth
financial management and report to senior leadership on an ongoing basis.
o Automated HR functions across 5 acquisitions and spearheaded a critical HRIS system upgrade, which streamlined
time and attendance tracking, new hire benefits enrollment, and program terminations.
o Coordinated and led up to 6 staff members on a day-to-day basis during peak operations.
 Collaborated with cross-functional stakeholders to drive substantive year-over-year cost and efficiency improvements.
o Brought health plan enrollment to 32% in 2011 (for 4 th year offering consumer-driven choices), more than doubling
the national average while continuing to roll-out training programs focusing on employee education and health.
o Attained total $760K+ savings (per-person, per-year comparisons) based on the volume of plan enrollment.
o Captured $190K in new cost savings via a highly successful benefit-discrepancies audit.
o Analyzed expenses and terminated retiree insurance program for pre-2011 employees to generate savings.
o Curbed costs by $200K within 8 months of coming on board by focusing on claims costs and introducing key changes
to HR programs, systems, and procedures.
 JANICE CLEWELL, SPHR
[email protected] | Phone: (720) 445-1640 | Page 2 of 2

Continued…
INFOCROSSING, INC. – Broomfield, CO 2007 to 2008

Human Resources Manager/Generalist (Contractor)

Worked in close partnership with the company’s New Jersey-based headquarters while holding bifurcate daily responsibilities as
both HR Generalist and HR Manager. Planned and led the administration of all core day-to-day HR activities, including employee
sourcing, terminations, H1B visas, and metrics, while reporting to the company’s HR Director.
 Supported an 110-person employee base distributed across the state at a multisite outsourcing company.
 Instrumental in rolling-out cultural training programming in the wake of a buyout by Wipro, an India-based corporation.
CITY OF BOULDER – Broomfield, CO 2004 to 2006

Benefits / LOA Manager

Managed full suite of benefits, taking initiative to address costs and present alternatives to multiple constituents, ranging from
employees to elected officials and other groups. Reported to Director of HR.
 Reworked the organization’s full benefits structure to reflect current-state offerings—optimizing coverage, setting new leave
time tracking policy, and developing the organization’s first FMLA policy.
 Orchestrated and engineered key changes affecting compensation for nearly 40% of employees.
 Managed union benefits negotiations for police, fire, and non-exempt employee group; analyzed pay comparisons with
benchmark surveys of other municipalities and handled bargaining terms.
 Significantly reduced benefits opt-out costs, investigating and terminating offering; managed cultural change with focus group
discussions and employee meetings to outline cost ramifications.
 Presented benefits and policy changes to stakeholders at the offices of the City Council and City Manager, critically
championing a climate of change in the development of the City’s first employee communications strategies and meetings.
ADAMS COUNTY GOVERNMENT – Brighton, CO 1998 to 2003

Human Resources Manager

Held broad-base HR management responsibilities in daily operations — Managed benefits for the County during full tenure.
Additionally recruitment, organizational development, pension plan liaison, employee relations, policy and procedure
development; and FMLA-ADA leaves—during the course of tenure developing a reputation for accuracy, integrity, and consensus-
building skill in diverse situations.
 Overhauled compensation plan, using job analysis to align pay with market standards; monitored pay increase requests with
classification as market adjustments/merit increases in alignment with new policies.
 Influenced rise in morale, serving as leadership team member charged with rewriting 10 major employee handbook policies,
with key role in launch and implementation.
 Designed and implemented numerous first-time improvements and benefit offerings, including annual health fair and
wellness program, and job reclassifications.
 Educated employees and County supervisors in HR policies and benefits, with training in leave, compliance, problem-solving,
conflict management.

PREVIOUS PROFESSIONAL EXPERIENCE (1995 to 1998)

Human Resources LOA Manager .............................................................................................................................................Beverage Distributors

P ROFESSIONAL P ROFILE
Education Bachelor of Science, Business Administration – Kansas State University – Manhattan, KS
Certification Project Management Professional (PMP), Expected May 2018
Certified Payroll Practitioner (CPP)
Senior Professional in Human Resources (SPHR)
SHRM Senior Certified Professional (SHRM-SCP)
Training Bachelor of Science Coursework, Accounting – University of Colorado at Denver – Denver, CO