David Szarka

Work (732)452-6670 3526 Klockner Rd.

Mobile (609)462-8518 Hamilton, NJ 08691
E-mail: ds8648c4@westpost.net
______________________________________________________________________
__________ SUMMARY
Human Resource Professional with twenty-one years of business
experience. Proven track record in effective partnering with business
managers in the design and implementation of Human Resource
strategies. Experienced within all areas of Human Resources, including
recruitment, training and development, employee relations,
compensation and benefits, and organizational change management. A
change agent and leader with record of superior performance.
* SPHR Certification
* Recognized organizational cultural change agent.
* Known for exceptional abilities in motivating/developing clients
and building cohesive teams.
______________________________________________________________________
_______________
WORK EXPERIENCE
J.P. MORGAN CHASE 1989- present
Vice President/Human Resources Business Partner January 2009- present
Retail Financial Services Support Team
* Provide day-to-day HR support in a Contact Center environment to
managers and employees in Retail Banking, regarding employee
relations, HR policy, performance management, and compensation
planning.
* Handle client cases through dedicated phone time, email and
voicemails within established service level agreement guidelines
* Employee Relations- Investigate & resolve routine employee
relations issues
* Coach managers on the corrective action process and performance
management discussions
* Partner with aligned HR Business Partners to communicate business
needs and trends
* Assist Global Security with periodic investigations
* Provide guidance to employees and managers on HR policies and
practices
* Reductions-in-force to generate demographic reports, prepare
severance letters, track releases, input terminations and field
questions from impacted staff
* Partner with aligned HR Partners to complete assigned HR projects
* Support the annual compensation process by producing/analyzing
reports and advising managers on year-end compensation process
* Generate periodic compensation reports for the business unit
* Field questions and redirect inquiries, as appropriate, on HR
processes including Manager Connection, TAS, LOA's, AccessHR
* Assist managers and employees with on-line performance management
 system
(David Szarka pg. 2 of 4)
Vice President/Human Resource Training & Development Manager/
Human Resource Manager February 2008-January 2009 Chase Manhattan
Retail Financial Services
* Provide consultative support for managers and employees on
organization, climate and change management issues, interpret
policy involving a broad scope of HR issues, and determine
appropriate action to take on complex HR related issues
* Help manage the Training and Development function for over sixty
thousand employees in Chase Retail Financial Services.
* Progressively integrate and align HR strategies with overall
Talent Management strategies. Foster and maintain a culture where
there is a shift in the HR focus- from HR Management to Talent
Management.
* Consult with Senior Line Executives on organization, climate and
change management issues.
* Plan and directs many aspects of company's organizational
development function including Performance and Talent Management,
Mobility and Succession Planning, Diversity initiatives.
* Develops training programs, facilitates implementation of
appropriate change management initiatives, and reviews current
development programs to ensure adherence to company goals.
* Responsible for continually building the company's stock of human
capital and encouraging employee development.
* Measures performance to gauge success of programs.
Vice President/Human Resource Manager August 2004- February 2008
Chase Manhattan Mortgage Company
* Manage staff of HR Generalists providing all aspects of HR support
for a client base of approximately 2500 commissioned and salaried
employees throughout the East Coast.
* Consult with Senior Line Executives on organization, climate and
change management issues, interpret policy involving a broad scope
of HR issues, and determine appropriate action to take on complex
HR related issues.
* Implement broadly defined strategic initiatives by focusing on
alignment to LOB priorities.

* Identify and develop solutions for HR issues and trends based on

business priorities.
* Work in conjunction with HR functional areas to develop and lead
HR initiatives that results in effective business solutions (e.g.
Incentive Plans, Chase Employee Poll, 360 degree Feedback,
Diversity Initiatives, Performance Management, Training
curriculums, Mobility and Assessment Planning, Career Development,
etc.)
* Champion initiatives in support of JPMorgan Chase's vision such
as: Diversity, and Performance Management.
* Manage complex merger and significant ongoing business changes.
(David Szarka pg. 3 of 4)
Vice President/Human Resource Manager 2002-August 2004
Personal Financial Services- Client Management
* Consult with Senior Line Executive on organization, climate and
change management issues, interpret policy involving a broad scope
of HR issues, and determine appropriate action to take on complex
HR related issues.
* Implement broadly defined strategic initiatives by focusing on
alignment to LOB priorities.
* Identify and develop solutions for HR issues and trends based on
business priorities.
* Work in conjunction with HR functional areas to develop and lead
HR initiatives that results in effective business solutions (e.g.
Incentive Plans, Chase Employee Poll, 360 degree Feedback,
Diversity Initiatives, Performance Management, Training
curriculums, Mobility and Assessment Planning, Career Development,
etc.)
* Lead and participate in HR and LOB-wide projects and initiatives.
* Champion initiatives in support of JPMorgan Chase's vision such
as: Diversity, and Performance Management.

* Collaborate with Staffing Manager on recruiting/staffing needs of

the business.
* Provide Generalist support for client base of approximately 850
employees in the Regional Banking Group. Clients are mainly
licensed Bankers focusing on building new client relationships and
deepening existing ones through a mixed banking and investment
product offering.
Assistant Vice President/Human Resource Generalist
Retail Technology Organization 1999-2002
* Integrated Human Resource initiatives with business strategy and
objectives.
* Consulted with all levels of management on issues related to
employee relations, staffing, compensation, and organizational
development and change management.
* Provided Generalist support for client base of approximately 500
officer level employee in the Retail Technology Organization.
Client base consisted of Application Developers, Architectural
design, and Technology Project Mangers.
* Partnered with product specialists, i.e., staffing, compensation
and development, to implement specific HR programs/initiatives
that relate to the business strategy such as incentive plans,
Chase Poll, 360 feedback, performance management, diversity and
career development
* Handled employee relations problem solving.
* Championed Chase Diversity initiatives by engaging all functional
and LOB
* EEO/Affirmative Action Representative
* Acted as an employee advocate and objective sounding board to
resolve issues, provide career coaching and navigate employees to
appropriate resources.
* Delivered training programs on Human Resources policies, programs,
 and procedures and work with Learning and Development on
development of business directed training.
* Served as a liaison to the Service Center and oneCHASE for service
delivery issues
(David Szarka pg. 4 of 4)
Assistant Vice President/401(k) Manager 1998- 1999
Corporate Human Resources
* Supervised staff involved in the control of the day to day
activities of the 401(k) Administration Group.
* Handled all staffing issues, which included recruiting,
development planning, employee relations, and performance reviews.
* Implemented new management policies and techniques which increased
morale and decreased employee relation issues.
* Assisted in converting the monthly-valued 401(k) Plan into a daily
environment, which entailed plan design, and the creation of job
responsibilities and functions relative to the daily valuation
demands.
* Acted as point person for the Peoplesoft project, Corporate
Benefits platform. Assisted in the design, implementation, and job
responsibilities related to the Peoplesoft application.
Assistant Treasurer/Benefits Officer 1995-1998
Corporate Human Resources
* Supervised staff in the processing of pension payments for 25,000
annuitants.
* Interacted directly with the Corporate Benefits Department and
Human Resource Generalists to resolve all retiree issues.
* Contributed to the conversion of Retirement Plans as a result of
Chemical and Chase Manhattan Bank merger. Project work entailed:
Human Resource Information System (HRIS) data mapping, change in
Retirement Plan specifications, and the creation of job
responsibilities relative to the new plan.
* Designed and delivered formal training program for updated pension
payment system (PRATS).
* Served as a Customer Service liaison between the Retiree Service
Center and the Retirement Unit during the merger between Chemical
and Chase Manhattan Bank.

1989-1995
* Began career with Chase as a Teller then Teller Supervisor working
full-time. Attended Rider University at night, part-time, pursuing
a Bachelors Degree in Human Resource Management. Graduated from
Rider in 1995.
EDUCATION
Master in Arts, Columbia University, 2001
Major Field of Study: Organizational Psychology
Bachelor of Science in Business Administration, Rider University, 1995
Major Field of Study: Human Resource Management
TECHNICAL SKILLS
Knowledgeable of: MS-DOS
Software Packages: PeopleSoft
Microsoft applications: Word, Excel, Projects, Access, Lotus Notes,
PowerPoint