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Mary Jane Bensick

About Me

My name is Mary Jane Bensick My skills and areas of expertise include organizational design, change management, leadership development, employee relations, and performance management. My professional title is HR manager at Chubb Group of Insurance Companies, which specializes in iInsurance services in Property, Casualty and Personal lines. I received my master of arts in industrial and organizational psychology/human resources management from Teachers College of Columbia University. I am currently involved with The Society for Human Resource Management (SHRM). My hobbies and interests include world travel, coaching youth and furniture/home restoration with my husband. I am drawn to and passionate about charitable organizations such as Operation HOPE, local and community fundraisers/events.

SUMMARY OF EXPERIENCE
Strategic business partner with over 14 years experience integrating Human Resources practices and services with business planning, priorities, and organizational needs. Skilled at building client relationships, partnering with the business to drive strategy and a catalyst for innovative initiatives that address today’s business challenges of attaining revenue goals, controlling expenses and attracting/retaining talent while achieving profitability objectives. Possess broad knowledge of human resources in various industries including Pharmaceutical, Financial Services and Insurance at Fortune 500 companies.

EXPERIENCE
Chubb, New York, NY 11/2012 –Present
Assistant Vice President, National Human Resources Manager
Accountable for the HR responsibilities for a subsidiary of Chubb, Chubb Custom Market (CCM) business unit and the Programs business unit. CCM client groups in three branch locations in New York City, Los Angeles and Dallas. For Programs, client group in New Jersey. CCM comprises of over $300 million in premium and employs approximately 80 exempt and non-exempt employees. Programs comprises of over $550 million in premium and employs 20 exempt and non-exempt employees.

• Organizational Development - Partnered with leadership through strategic business initiatives that included departmental restructuring, organizational realignment, span of control, reductions in force and individual performance scenarios. Led workforce analysis project teams that resulted in cost savings and workflow effectiveness. Created change management initiatives. Extensive knowledge of the methodologies and principles of change management. Developed change strategy including roles, accountabilities, communication materials, and deployment. Collaborated with legal to minimize risk exposure and ensure compliance with adverse impact guidelines.
• Leadership Development – Coached senior leadership on identifying a divisional vision and values that transformed a passive workforce into an accountability-based workforce focused on profitable growth. Delivered a program for leaders aimed at driving execution; closing the gap on action plans and enhancing roles of high performing talent through projects and key initiatives.
• Sales Development – Spearheaded the design and development of business planning sessions aligned of the profitable growth strategy for improved account management for sales staff. The sessions resulted in effective and proactive sales and portfolio management skills, further development of trusted advisor and solution provider competencies.
• Talent Management - Led business unit talent planning initiatives including internal talent assessment, calibration, development planning and succession planning and created a high potential philosophy whereby determining the skills and competencies essential to be successful in CCM. Employee workflow productivity improvement of 25% by creating effective recruiting strategies, streamlining and fast-tracking the onboarding process.

Chubb, New York, NY 2/2008 –11/2012
Assistant Vice President, Human Resources Manager
Accountable for the HR responsibilities for client groups in two branch locations in New York City and Warren, NJ and for a subsidiary of Chubb, Chubb Insurance Solutions Agency Inc. (CISA). The two branch offices comprise over $1.5 billion in premium and employs approximately 300 exempt and non-exempt employees. CISA comprises of over 75 million in premium and employs 36 exempt and non-exempt employees.

• Compensation - Partnered with management in determining individual total reward compensation for all levels within the context of the company’s pay for performance compensation philosophy. Developed messaging for managers to deliver to employees. Consulted with senior managers post total reward payout to create retention strategies for key employees.
• HR Metrics – Report to senior leadership quarterly on attrition, staffing needs, diversity metrics and market trends. Analyze market data and employee engagement survey resulted in actionable plans that contributed to the overall growth and success of the company. Successfully manage controllable expenses to be within budget plan; emphasis on HR-related categories, including: compensation, training and education.
• Learning & Development – Created, developed and executed in conjunction with leadership team strategic Branch sessions that focused on developing business plans for improved book management. The sessions resulted in effective and proactive sales and book management, further development of sales and marketing competencies, better leveraging of resources, and collaboration across SBU’s for increased cross sell and account rounding.
• People Management – Manage one HR analyst. Provide coaching and feedback, which has resulted in the promotion of the staff member to a higher Analyst level. A robust development plan in place for HR generalist career path.
• Performance Management - Manage the annual merit and incentive award performance review process resulting in an increase in retention of high performers. Provide coaching to managers on behavior, attendance and performance issues resulting in increased management out of under-performers.
• Recruiting – Oversee the hiring of all field Insurance positions with outsourced recruiters. Developed a formal Summer Intern Program to be instituted field-wide. Program includes a targeted recruitment strategy, training curriculum and mentoring, generating a pipeline of diverse talent for our full-time Underwriting Trainee program.
• Talent Management – Led a project team charged with increasing the usage of a talent management web portal as a value add tool for managers and employees. Team outcomes included creating formal consultative training products, website improvements and marketing campaign to all US employees. Designed workshop curriculum for Development Planning sessions, conducted HR train-the-trainer resulting in workshop deployment to over 50 participants in 8 regions. Successes included creating efficiencies and effectiveness in development planning to engage employees at all stages of career.

Morgan Stanley, New York, NY 12/2005 –2/2008
Human Resources Director
I provided HR consultation to the Finance division including: New York City, Jersey City, NJ, Conshohocken, PA, and Chicago, Illinois. These Finance offices employed approximately 1200 exempt and non exempt employees.

• Employee Relations - Ensure that all firm policies and directives are adhered to by coaching managers, performing investigations, working closely with in-house and outside counsel, and the preparation, distribution, and follow-up on progressive discipline initiatives (verbal/written performance improvement plans).
• HR Projects – Manage reduction-in-force; consolidation of multiple locations, job eliminations and all aspects of near and off shoring deployment initiatives in the Finance division. Coordinated logistics for maximum efficiency during large scale and multiple city termination meetings.
• HR Metrics – analytical responsibilities entail reporting on attrition, diversity and market data. Manage all aspects of annual compensation review for senior leadership.
• Learning & Development - Created a new manager toolkit, including classroom training, reference material and resource guide for newly promoted managers and experienced hires with limited management experience.
• People Management – Manage two recruiting coordinators and one assistant.
• Recruiting - Actively involved in the diversity initiative; developed aggressive efforts to recruit diverse professionals through the involvement in industry and diverse associations; hosted educational and networking events. Developed strong relationships with career counselors and program heads at targeted universities.
• Talent Management - Develop succession planning initiatives to address the succession gaps for key leadership positions, which resulted in creating comprehensive development plans for high potential succession candidates.

Morgan Stanley, New York, NY 9/2005 –12/2005
Human Resources Manager
• Employee Relations - Handle ER issues, work with EAP providers when necessary to assist employees.
• HR Projects - Actively involved in the mobility program for internal rotation opportunities in an effort to develop and round out high potential and high performing talent.
• HR Planning - Managed the Visa and Permanent Resident card process, working closely with outside counsel. Managed the relocation of employees for international assignments. Manage all on-boarding and exiting of employees.
• Performance Management - Coach management on performance management development, design and planning.
• Recruiting - Worked with senior management on selection of executive search firms, negotiation of search fee contracts, interview and final selection of candidates, recommendation of compensation structure, negotiation of employment agreements with legal, management and new hire. Managed the Visa and Permanent Resident card process, working with outside counsel. Managed the relocation of employees for international assignments.

Genzyme Corporation, New York, NY 12/2004 –9/2005
Human Resources Business Partner Associate
Provided HR consultation to the diagnostics testing laboratory that employed 300 exempt and non-exempt employees.
• Employee Relations - Counsel and advise business partners on various types of employee relations issues.
• HR Projects - Created and implemented a standard divisional new hire orientation program to include benefits, policies, procedures and corporate overview. Revamped the on-boarding, exit interviewing and off-boarding procedures. Successfully managed labor relations to maintain a union free work environment.
• Performance Management – Coach managers on conducting performance evaluations and review all merit salary increases. Conduct succession planning analysis.
• Recruiting – Created innovative recruiting strategy by developing relationships with key industry scientists to source candidates for niche Laboratory Operations positions. Manage the job requisition process in Peopleclick.

Pfizer Inc., New York, NY 12/2001-12/2004
Human Resources Coordinator
• Benefits - manage benefit, compensation, and general counseling to new hires and departing colleagues.
• Employee Relations - Investigate sales force employee concerns and issues under the Open Door policy.
• HR Metrics - Gathered survey data from outside organizations and prepared market data reports. Compiled, analyzed, and reported to executive sales management the open positions and monthly retention goals.
• Performance Management - assisted with the creation and roll out of revised sales capabilities, coaching top sales management on implementing the sales capabilities development tool as part of performance management.
• Recruiting - conduct first round interviews for sales representatives and support staff positions.

Pfizer Inc., New York, NY 6/2001- 12/2001 Human Resources Assistant
• Developed a web application that streamlined and standardized HR processes for eight regional HR offices.
• Performed PeopleSoft new hire, promotion, and transfer transactions for sales force employees.

McKinsey & Company, Inc., New York, NY 5/2000 – 6/2001
Training Assistant, Meeting Planning Division
• Coordinated and executed international training conferences for McKinsey Consultants.

EDUCATION
Teachers College, Columbia University, New York, NY
Master of Arts in Social-Organizational Psychology, focus: HR Management, May 2004

College of Staten Island/CUNY, Staten Island, NY
Bachelor of Arts in Psychology, May 1999

DESIGNATION:
Senior Professional in Human Resources (SPHR)

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