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Jean Colacurcio 19 Pemberton Drive Matawan, NJ 07747 Home: (732) 566-5057 Cellular: (908) 342-4716 Email: scolacurcioj@aol.

com Executive Performance Overview: Organizational Development Best Practices Strategic Planning

An accomplished Human Resources SR HR Manager with proven expertise in policy an d procedure, recruiting and hiring practices, personnel development, retention a pproaches, legal compliance issues, managerial support, union avoidance, labor r elations and negotiations. Background includes a 12% turnover reduction, Grant Awards and OJT revenue increase over a 3 year period, and recognized as HR Partn er for nine consecutive years. Profile: a Executive Coaching a" Succession Planning a" Talent Capability Management - Or ganizational Redesign a" Culture Change a" Start-up Businesses a" Labor Relation s - Union Environment a" Recruiting/Staffing a" EO/AA a" Diversity a" Payroll a" Performance Management - Compensation a" Benefits a" Written and Oral Presentat ions Career Accomplishments VITEL COMMUNICATIONS SR HR Manager a" Corporate Support NJ Operations Sept 2005 a" Present a Responsible for leading and program managing the operational resources across NJ Operations to execute and deliver critical HR activities for all HR policies and practices for 200+ employees. o Achieved significant savings by reducing costs and headcount by implementing a centralized Customer Care model and migrating activities to a standardized proc ess to achieve best practices. o Implemented a Customer Performance Model for Cable Technicians aligned with Pe rformance and Compensation metrics. o Developed a Communication Plan aligned with the overall Business and HR Strate gy. o Increased NJ revenue through three State Training Grants and On Job Training S tate Programs. Provided opportunity to promote team and leadership development for Managers, Supervisors, and Technicians. o Supervised and coached five employees to support HR functions. o Responsible for NJ unemployment claims, represented the company in unemploymen t hearings as appropriate. a Responsible for workforce restructuring and strategic staffing to support an a ggressive timeline to ensure arighta people are in position. o Redesigned HR Admin and Payroll roles into one to achieve significant savings. o Achieved synergies, conducted external candidate searches and staffed organiza tion with top talent. o Coached senior executives in organizational development and effectiveness. o Implemented a Leadership Training curriculum in partnership with Rutgeras Coll ege for supervisors focused on enhancing management performance and team buildin g. o Partnered with Mayor of Trenton and One Stop Career Centers to provide job pla cement to support unemployed residents.

a HR and Organizational Effectiveness o Developed strategic and communication plans in support of business initiatives . o Created the aStrategic People Modela in Pursuit of Excellence taking the compa ny to the next level. o Created aDeliberate Practices for Technicians and Managers a" aWhat really sep arates World Class Performers from Everyone Else?a o Developed HR Strategic Plan to Upgrade Workforce and provided supervisory coac hing o Developed aStrategic Model for Customer Performance Routinga to drive Superior Customer Service AT&T HR Generalist/Business Partner 1986 a" April 2005 a Provided strategic direction and overall HR guidance to business partners. a Responsible for five VP organizations of 1600+ clients on all HR policies and procedures. a Managed Executive Education Programs and Succession Plans to sustain commitmen t, growth and development of a high performance team. a Developed and implemented job families and job roles to better align compensat ion structure with external benchmarks. a Planned and conducted numerous presentations on performance management, compen sation, and downsizing activities. a Served as liaison between management and union; reviewed and investigated grie vances; advised managers on recommended resolutions for Step I and II of grievan ce process. a Responsible for writing Affirmative Action Policies in partnership with EO/AA. a Headed up a Reward and Recognition Program. a Responsible for immigration and visa documents; liaison with corporate attorne ys. a Responsible for aggressive staffing activities; defined an improved framework for recruiting and screening candidates that resulted in an increasing education al levels from 35% to 97%. a Developed a middle management training curriculum specific for Auditors and Co rporate Security Investigators a Analyzed Employee Trend Survey data and recommended strategic training interve ntion to VPs for improvement.

HR Organization Development Manager a Led a culture initiative to create and nurture a new culture o Conducted an organizational assessment, created a culture change plan to align team members to a common platform to create a high performance team. o Implemented aTotal Quality Managementa, created a new performance management p rocess, implemented a 360-degree feedback process, implemented an MBA program, c reated a Recognition Program and provided Executive coaching. o Received aPockets of Excellencea in Leadership and Human Resources on behalf o f the aChairmanas Quality Awarda. a Led a Diversity Team that heightened awareness of diverse backgrounds and cult ures. Professional Achievements: Received AT&T HR Partner Award for Leadership a" 1995 through 2004 Received five Vitel Above and Beyond Recognition Achievements - 2008 - 2010

Education and Certifications: Rutgers University a" New Brunswick, NJ Diploma in HR Studies (Graduate Level) (GPA 3.8) Bloomfield College a" Bloomfield, NJ Completed various Business Management courses

June 1995 1983

Love aEm or Lose aEm a" Retention Certification Team Leader Training Certification a" Quality and Organization Effectiveness Race Issues in the Workplace Office of Federal Contract (OFCCP) Compliance Certification Membership: Member, Society for Human Resources Management (SHRM) References provided upon request.