J.

Richard Rajoppi
P.O. Box 437
Brookside NJ 07926
E-Mail: rr1156d92@westpost.net
Home: (973) 543-9675
EXECUTIVE PROFILE
Human Resource Professional with strong business acumen dedicated to creating an
environment where people excel for business success. Innovative leader who wor
ks in partnership with department groups developing creative and effective solut
ions to problems. Extensive experience in entrepreneurial emerging companies, t
urn-around situations, and midsize organizations. Successfully worked with glob
al foreign parents in Service, Consumer Products, Retail and Manufacturing Indus
tries.
PROFESSIONAL EXPERIENCE
Vice President Human Resources and Administration (Company Officer), $100 Millio
n Private Equity Food Manufacturer (1/07-present). Report to President.
* Redesigned health care program saving $350,000 over two renewal periods.
* Provide H/R leadership to enhance operational issues in a rapid change and cri
sis environment.
* Spearhead cultural change through process development, organization analysis,
and driving effective H/R initiatives.
* Accountable for design, development and implementation of all H/R initiatives.
* Coaching, Labor Relations, Benefits, Talent Management, Defined Benefit and Co
ntribution Plans, and a member of Senior Leadership Group Strategy Sessions.
* Managed all risk management functions contributing to $250,000 cost saving and
LC reduction of $500,000.
Vice President Human Resources and Facilities, SEIKO CORP. OF AMERICA, Mahwah NJ
($250 Million U.S. subsidiary of Japanese watch and optical lens manufacturer)
(9/99-9/06). Reported to Executive VP, 600 employees, 4 direct management repor
ts including recruitment, benefits, facilities, and H/R operations.
Played key role in orchestrating turnaround through organizational restructuring
and initiating pro-active H/R strategies.
* Built a consumer service mentality within the H/R team.
* Provided leadership, direction, and motivation for staff to ensure the achieve
ment of personal and organizational goals.
* Improved the alignment of corporate objectives with department goals through e
nhanced communication and training programs.
* Conducted sexual harassment training and investigations.
* Restructured wage and salary program including the design of sales and managem
ent incentive compensation plans.
* Developed internal communication structure to enhance efficiencies, improve
horizontal/vertical communications, and create ownership to company goals.
* Negotiated leased space initiatives resulting in $3.5 million in revenues.
* Redesigned performance appraisal structure increasing performance standards wi
thin the company.
* Implemented tactical and strategic initiatives freezing company pension plan.
* Initiated group health plan changes resulting in $1 million savings.
Director of Corporate Human Resources, RUSS BERRIE & CO., Oakland NJ ($500 milli
on gift and toy company), (8/93-9/99).
Reported to President, 1,200 employees, 5 divisions, multi-locations, staff of s
ix.
Re-engineered Human Resource function to enhance company operational objectives
and provide H/R leadership to a 500 person sales force.
* Worked in partnership with management team to reduce employee lawsuits, increa
se employee productivity and deal with change management issues.
* Developed in-house Corporate Affirmative Action Plan resulting in $100,000 sav
ings.
* Created and implemented recruiting strategies that reduced costs per hire by 2
5%.
* Developed Policies and Procedures to ensure compliance with Federal and State
laws including FMLA, ADA, LAD, ADEA, OWBPA, Workers Comp and Sexual Harassment.
* Redesigned group health benefit programs resulting in $1M savings.
* Counseled senior leadership in all facets of employment, compensation, and leg
al issues.
Sr. Vice President, MAJOR SEARCH, INC., Ramsey NJ (Human Resource Consulting Fir
m), (3/92-7/93). Reported to Principal, 5 employees, small to medium size clien
t base.
Provided client companies with strategic and tactical H/R direction including
organizational development and talent assessment and acquisition.
Vice President of Human Resources and Administration, THE FUR VAULT, New York NY
($100 Million High End Specialty Retailer), (3/87-3/92).
Reported to President, 5 divisions, 50 stores, 500 employees, staff of 5.
Accountable for all H/R disciplines to ensure the attainment of operating object
ives in an emerging operation. Created associate commitment and excitement thro
ugh the design of innovative compensation, recognition, and reward programs.
* Won 5 EEOC cases and two union organizing attempts.
* Developed sales and customer service training programs.
* Redesigned group health benefits and 401K plan.
* Improved selection process reducing recruiting cost by 25%.
* Advised and counseled senior management in the area of legal issues.
* Instituted the company's first Performance Appraisal system.
Director of Corporate Human Resources, HATTORI CORPORATION OF AMERICA, Mahwah NJ
($700 million U.S. subsidiary of Japanese watch manufacturer), (2/83-2/87). Re
ported to President, 1500 employees, 8 divisions, staff of 12.
Centralized the H/R function throughout all divisions culminating in reduced cos
ts and
improved operating efficiencies.
* Created and redesigned the company's 401K and Pension Plan.
* Effectively staffed new start-up divisions.
* Recruited key sales and executive talent to improve the company's performance.
* Developed E/R programs to maintain non-union status and reduce turnover.
* Developed a Personnel Policy Manual to ensure organizational consistency.
* Restructured Wage & Salary Program to ensure equity and competitiveness.
Director of Personnel, FIAT MOTORS OF NORTH AMERICA, Montvale NJ ($600M Import A
utomotive Company), (4/79-2/83)
Reported to President, 6 locations, 650 employees, four bargaining units, staff
of 5.
Restructured organization to optimize operating efficiencies to align cost with
sales revenue.
* Redesigned merit increase and performance appraisal programs.
* FIAT chief spokesman with Teamsters and UAW bargaining units.
* Successfully defeated the Teamsters in two union campaigns.
Regional Personnel Manager, AUTOMATIC DATA PROCESSING, Philadelphia PA ($1 billi
on Data Processing Service Organization), (9/73-4/79)
Reported to Division President, multi-location, 400 employees, staff of 4.
Created a pro-active H/R function where none had existed. Developed a highly cr
edible and effective regional H/R operation.
EDUCATION
1975 MBA (Personnel and Industrial Relations) Fairleigh Dickinson University, M
adison NJ
1972 BS (Behavioral Management) Quinnipiac University, Hamden CT
ASSOCIATIONS AND MEMBERSHIPS
Board Member, Employer's Association of New Jersey
Society for Human Resources Management
Compensation Resource Association
Italian American Club
Trustee, County College of Morris