Dr. Hassan M.

Abdulhaqq
136 Evergreen Avenue Brentwood, New York 11717 (631) 521-7569
ha530f54@westpost.net

Dear Sir or Madam:

Human Resources is no longer the traditional personnel function; and, successful
managers have recognized this change. Over the past decade as "Corporate Ameri
ca" has redefined and downsized itself, human resources has become an increasing
ly vital component in revenue and profit improvement. We have all come to value
the strength and potential of our workforce and its influence over our success.
To meet these challenges, I have assisted in creating HR organizations that are
innovative, results-driven and tied directly to bottom-line performance. These
programs have ranged from specific business re-engineering initiatives to corpor
ate-wide recruitment, staffing and leadership development and sales growth progr
ams. In turn, financial results have improved and stability has been returned.
Highlights of the strengths and contributions I would bring to your organization
:
Doctorate Degree in Organization Behavior and 20 years Human Resource Executive
with experience in:
Strategic Planning & Implementation
Recruiting / Dynamic Sourcing
Benefits Design and Administration Policy Development
Regulatory Compliance
Organizational Development Employee Relations
Compensation
Coaching / Team Building
My goal is to maximize my talents where I can continue to provide decisive organ
izational leadership. I would welcome the opportunity to meet with you personall
y, explain my background more fully, and elaborate on how I can contribute to yo
ur organization.
Sincerely,

Dr. Hassan M. Abdulhaqq

Dr. Hassan M. Abdulhaqq

136 Evergreen Avenue Brentwood, New York 11717 (631) 521-7569
ha530f54@westpost.net
Professional Summary
An accomplished Human Resource Executive with over 20 years extensive experience
in Employee Relations, Performance Management Programs, Executive Compensation,
Talent Acquisitions. Consult Senior Executives on all complex strategic HR iss
ues. A results oriented resourceful leader and problem solver who will drive st
rategic through effective verbal, written and team building skills.
Areas of Expertise
Strategic Planning & Implementation
Recruiting / Dynamic Sourcing
Benefits Design and Administration Policy Development
Regulatory Compliance
Organizational Development Employee Relations
Compensation
Coaching / Team Building
Professional Experience
BETHPAGE FEDERAL CREDIT UNION Bethpage, NY 2007 to Present
(Largest Credit Union in Long Island 23 Branches)
Assistant Vice President Human Resources
Executive Human Resources Director reported directly to CEO delivering superior
performance in recruitment, retention and performance initiatives, compensation,
individual and group training, employee development, legal compliance, employee
relations, policy development and interpretation, benefit design, terminations
and payroll; diversity, orientation and on-boarding programs; FMLA, Workers Comp
ensation and disability.
Strategic Planning and Implementation: Strategically forecasted increased HR co
sts of each acquisition by employee population and made resulting budget recomme
ndations. Contributed to the due diligence process by producing and formatting
many human resources data requirement reports including current and projected he
adcounts that comply with privacy concerns. Interpreted corporate severance pol
icy, conducted compliance reviews of pending actions and prepared severance pack
ages. Reviewed overall compensation strategy for middle and senior level execut
ives and developed alternative compensation plans to achieve target compensation
levels. Evaluated on-going organizational impact issues by regularly reviewing
company policies, recommending policy reformations, and implementing and commun
icating necessary changes, Analyzed financial impact of policy changes, and reco
mmended cost-effective alternatives. Designed and implemented incentive scoreca
rd incentive plan, new health plan, new recruitment strategy and employment poli
cies as well as HR strategy and structure. Chaired and organized cross-functiona
l managers meetings to improve services as well as incentive awards programs and
ceremonies in the effort to substantially improve productivity. Increased HR s
ervice efficiency and quality while substantially reducing operating costs throu
gh strategic planning, establishing metrics, streamlining procedures and automat
ing HR administration. Redesigned the performance model and staff development s
ystem utilizing Halogen, including key performance success standards, management
training, employee communication, and process automation.
Employee Relations: Manage all employee relations issues for over 400 employees
; work in conjunction with the legal department on the creation of severance and
release agreements as well as EEO claims filed against the company; partner wit
h management to resolve difficult employee and labor relation issues through man
agement and employee counseling; wrote and developed policies for the Employee H
andbook.
Talent Acquisition: Manage the entire recruitment process; develop a standardiz
ed fee agreement approved by the legal department of company wide use; recruit f
or Executive, Exempt and Non-Exempt positions; provide optimal recruiting to mid
dle managers and senior managers; deliver, high quality professional candidates
while guiding hiring managers and candidates through selection process; conduct
full lifecycle recruiting and maintain excellent relations with senior level lea
ders and candidates; develop and maintain strong working relationships with hiri
ng managers contractors, third party recruiting firms, leverage online recruitin
g resources and in-house applicant tracking system to identify and recruit the v
ery best candidates, both internal external.
Benefits: Manage, design and develop all aspects of benefit offerings to active
and retired staff members this includes medical, dental, dependent care and me
dical reimbursement accounts AD&D, short/long term disability, life insurance, 4
01(k), pension plans; evaluate all existing benefit programs, interfaces with ve
ndors regarding plan maintenance and make recommendation for change and plan enh
ancements; act as a liaison to senior management regarding benefits plan issues/
questions and concerns; facilitate annual benefits enrollment process; implement
STD, LTD and Workers Compensation programs for using outside vendors to adminis
ter program.
Dr. Hassan M. Abdulhaqq - Page Two
Training: Spearhead diversity training for over 15 executives throughout the or
ganization; co-facilitated diversity taskforce to strengthen and foster diversit
y awareness for selected employees; oversee all employment regulatory compliance
(EEO, OSHA, FCC); analyze training needs and develop a series of 16 Management
Development Seminars that were delivered to managers and supervisors. Created a
nd implemented leadership development plan and performance management strategy r
esulting in more timely and relevant feedback. Directed all training programs b
ased on adult learning theories and instructional design using a variety of trad
itional and online delivery methods; course topics including teambuilding, commu
nication, conflict resolution and performance management.
APPLE BANK FOR SAVINGS New York, NY 1996 to 2007
(Third Largest, New York Savings & Loan 30 Branches)
Human Resources / Assistant Vice President
Human Resources Executive responsible for training, recruitment, retention and p
erformance initiatives, compensation, employee relations, benefit design, termin
ations and diversity initiatives.
Created organizations first formal HR policy and procedures manual.
Improved offer acceptance by 12% and reduced annual hiring expenditures by $350
K by improving recruitment and selection strategies.
Reduced staffing requirements by 15% by introducing a matrix management process
.
Reduced organization benefit costs by 15% with no loss of coverage by destructi
ng and renegotiating plans.
Lowered annualized turnover and absenteeism by 25% via various retention strate
gies and wellness programs.
Structured compensation and bonus awards to parallel performance objectives and
strategic goals by introducing a performance management system.
Reduced legal liabilities and costs by $400K by developing, communicating and e
nforcing risk management procedures and compliance guidelines.
Consulted with business executives and senior management team on business strat
egy organizational change/transformation, and HR related issues.
Responsible for training over 1,500 employees on performance management, superv
isory training, diversity, skill-based training programs, and management positio
n succession processes.
EUROPEAN AMERICAN BANK Uniondale, NY 1988 to 1996
HR Business Partner
Managed all Human Resource disciplines to include: Employment, Organizational De
velopment, Benefits, Compensation, Employee Relations, Training & Development an
d Recruitment.
Recruited all levels of commercial bank personnel for 86 branches, over 8,000 e
mployees. Evaluated current benefit programs and recommended replacements to inc
lude: Safe Harbor 401K plan, Recommended Health and Welfare Programs.
Designed, implemented and trained senior management and management team in prog
rams on Managerial, Exempt and Non-Official Staff Performance Appraisal Review p
rocess, resulting in pay for performance correlating to the Performance Review a
pplication using the Hay methodology.
Formulated and delivered Organizational Development initiatives to include comp
ensation program establishing new grading system, job descriptions and organizat
ional charts, utilized in evaluating performance appraisal system.
Revised Human Resources Policy Manual and Code of Conduct providing training to
all staff on policies to assure education, employee accountability and manageme
nt responsibility.
Designed, developed and trained management staff on application of Human Resour
ce procedures, regarding discipline, attendance, conflict resolution, sexual har
assment and code of conduct.
Direct all Employee Relations functions including disciplinary and warning proc
edures, termination actions and varied grievance matters and conflict resolution
, as well as conducting sensitive investigations.
Managed and conducted training modules for operational staff supervisors, effec
tively coaching on supervisory skills, time management, leadership and communica
tion techniques, as well as On-Line Compliance Training for all staff.
Professional Education
Doctorate of Business Administration; Concentration in Organizational Behavior
University of Phoenix, Arizona
Master of Business Administration
Long Island University, Brentwood, New York
Bachelor of Science in Communication; Concentration in Human Resources
Adelphi University, Garden City, New York
Professional Involvement / Community Service
Diversity Officer, 2008 Present, Organizational Development Network of Long Is
land (ODNLI)
Member, 2005 Present, National Black Masters of Business Association (NBMBA)
Member, 2000 Present, National Advancement of Advancement Color People (NAACP)