203-858-3520

David@DSLandon.com

David S. Landon, PHR

www.linkedin.com/in/davidslandonphr

Norwalk, CT 06851

PROFESSIONAL SUMMARY

Solution-oriented Human Resources Professional with a 12+ year record of achievement. Draws on uniquely
broad business perspective to generate practical, influential programs that support long-term corporate goals.
Committed HR professional who maximizes staff morale, capability, and performance while forging relations
with all corporate levels. Augment strengths with rare passion for service and positive change based on strong
nonprofit background.

AREAS OF EXPERTISE
Employee Relations &
Communications
Internal Conflict Resolution
Organizational Development

Employee Training & Development

Performance Management
HRIS System Management
Strategic Talent Acquisition

Policy Development & Integration

Business Change Management
Regulatory Compliance
Customer Service

WORK EXPERIENCE

The Legal Aid Society/Execu-Search, 2013 2014, New York, NY (Largest Not-For-Profit Law Firm in the nation)
Human Resources Generalist: (contract position)
Assisted with Open Enrollment.
Assisted with New Employee Orientation.
New Employee On-boarding, documentation verification, E-Verify and HRIS System input.
HRIS System Management and report generation.
Analyzed reports, documentation and HRIS system for data integrity.
Crius Energy Management, 2012 2013, Stamford, CT
Manager of Human Resources: Came in during merger of Regional Energy Holdings and Public Power.
Responsible for all Human Resources functions, including Payroll.
Rebuilt Employee Relations and Communications functions during and after merger.
Combined three handbooks into one to ensure consistency and continuity in company policies.
Solicited multiple benefit providers for cost effective benefit packages.
Hired and supervised corporate recruiter to bring down extensive recruiting costs from outside vendors.
Worked with outside vendors to combine three payrolls and integrate systems.
Boehringer-Ingelheim/Yoh, 2011 2012, Ridgefield, CT
Contract Human Resources Consultant: Brought in to help manage expansion project hiring 550 new sales
representatives across the country.
Coordinated with the Business Unit and Human Resources to bring onboard 500 new sales representatives.
Consulted with Regional Directors and Hiring Managers to evaluate the compensation levels of the new hires
by examining internal equity and market value of the candidates within the company guidelines.
Created a proposal for a verbal offer and review all offer letters for consistency.
Worked with external vendors to get background checks and drug screens completed within the time frame.
Ensured that all documentation was in place prior to hire dates.

David S. Landon, PHR C 203.858.3520

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Paychex, Inc., 2007 2011, Norwalk, CT

[Leading provider of 401(k) and payroll services.]

Human Resources Generalist: Support all phases of employment life-cycle (such as talent development,
performance appraisal, succession planning, benefits administration, and federal compliance) for between 50
and 60 small to midsize client businesses.

Raised HR performance and compliance at 60 firms by establishing best practices, revamping employee
relations, staff development programs, and integrating new manager training.
Lowered turnover 15% by optimizing companies hiring practices, employee relations, performance
management procedures, and employee recognition and retention programs.
Strengthened internal communications and alignment by drafting new client-specific staff handbooks and job
descriptions.
Facilitated companys rapid growth by training newly promoted staff on effective management qualities and
strategies.
Audited personnel files, job descriptions and business systems for compliance and organizational
effectiveness.
Assisted in Benefits planning including Health, Life, 401-k, and FSA.

ARI of Connecticut, Inc., 2002 2003, Stamford, CT

[Nonprofit devoted to enriching lives of people with disabilities.]

Special Projects Coordinator: Led program development, accreditation, fundraising, and compliance.

Reduced yearly staffing costs on average $90,000 by leveraging and optimizing volunteer resources.
Launched formal volunteer tracking system enhancing deployment of unpaid workers.

USA Central Station Alarm Corp., 1997 2002, Port Chester, NY

Director of Human Resources: Drove full array of employment functions (talent acquisition, staff relations,
performance reviews, documentation, compliance, benefits) for this multimillion-dollar corporation.

Lowered turnover 30% by refocusing recruitment, standardizing disciplinary measures, and improving
Employee Relations, Manager training.
Improved bottom line by incorporating performance-based termination policies that prevented 95% of
unemployment claim costs.
Clarified and unified organization by overhauling company policies and employee handbook.
Drove successful launch of a Milford, Connecticut-based location by recruiting all staff members and creating
new training manager role that quickly brought office up to speed.

COMPUTER SKILLS
HRIS Management, Payroll ADP & Paychex E-Verify
Sales Force Applicant Tracking Systems
Microsoft Office Word, Excel, PowerPoint - Outlook

EDUCATION & CERTIFICATION

Master of Arts (MA), Human Service Administration, Antioch New England Graduate School, Keene, NH
Bachelor of Arts (BA), Psychology, Flagler College, St. Augustine, FL
Professional of Human Resources (PHR)