Anne M. Buscavage

A strategic and hands on leader who was responsible for both the strategy and execution of benefit programs that would continue to build upon Saint Peter’s unique culture and business strategy.

· Created a benefits vision and strategy that drove desired outcomes and behaviors of a growing and dynamic business.

· Responsible for all aspects of health and welfare benefits, 401(k) retirement benefits.

· Administration of the 401(k) – facilitated the relationship between key internal stakeholders, i.e., third party vendor.

· Oversaw the HRIS strategy to support global processes and manage appropriate vendor relationships, RFP processes and implementations.

· Led the plan design, vendor selection, and negotiation for health and welfare plans, working with Finance to analyze trends, control costs, and prepare annual budgets.

· Developed employee communications for relevant audiences regarding benefits information including annual benefits open enrollment, health and welfare information, distribution of plan documents as required based on regulatory requirements.

· Acted as the primary point of contact for employees, Finance and third-party vendors for benefits, audit and other HR operational processes.

· Subject matter expert in the areas of federal and/or state regulations affecting the administration of benefit and retirement plans including Section 125, ERISA, COBRA, HIPAA, ACA.

· Oversaw annual open enrollment process, including preparing HR systems and monitoring online enrollment, developing communications, and delivering employee training.

· Managed a team that consisted of a Benefits Analyst, HRIS Analyst, Supervisor of HR Service Center and the Service Center staff.

• Managed benefit programs, i.e., H&W, Pension, Disability, Voluntary Programs, for approximately 3,000 employees
• ADA Committee member
• Managed a staff of 3 people
• Completed mini-MBA certificate program through Rutgers focusing on Healthcare Management
• Recommended and implemented program improvements as well as streamline current processes
• Managed benefits budget of approximately $27 million dollars
• Chair of the Wellness Committee
• Worked closely with local physician practices on Inner Circle arrangements with hospital/Horizon
• Recommended and implemented benefit cost structure

• Ensured seamless benefit implementations/operations for Legacy Merck and Legacy Schering-Plough pension, 401(k) and deferred compensation plans/programs
• Provided comprehensive support to Merck’s HR Benefits Center of Excellence (COE)
• Harmonized programs and administrative processes between legacy companies
• Continually streamlined processes and strengthen relationships with benefit administration vendors
• Support 45,000 employees and 17,000 retirees while supervising 6 direct reports
• Managed two critical projects to harmonize Legacy Merck, Legacy Schering-Plough’s and Legacy OBS’s 401(k) and pension programs
• Completed the outsourcing of Legacy Merck’s pension administration from an in-source environment to an outsourced environment
• Was responsible for data integrity between SAP and downstream vendor systems, identifying and resolving data and enrollment issues
• Oversaw all customer service delivery, in particular to escalated issues and inquiries
• Managed Legacy Schering-Plough/OBS tuition assistance program while directing implementation efforts for the harmonization of Legacy Merck, Schering-Plough and OBS tuition assistance harmonization project
• Managed Legacy Schering-Plough’s frozen deferred compensation program as well as Legacy OBS.

• Plough project team lead who successfully harmonized all voluntary benefit programs and policies from Legacy OBS to Schering-Plough
• Met all target dates, which resulted in a cost savings of $1.1 million dollars
• Managed the implementation of the first onsite fitness center located in Summit, NJ
• Implemented policy changes and vendor change for Schering-Plough’s educational assistance program
• Administered the company’s $2.5 million dollar educational assistance program
• Coordinated annual benefit open enrollment periods and ensured customer satisfaction (coordination and facilitation)
• Presented weekly benefit orientation meetings as well as retirement orientation sessions to ensure our stakeholders had a complete understanding of what benefits were being offered
• Managed annual benefit plans audit, SAP Benefits Liaison; SAS 70 (SSAE 16) Coordination
• Received two excellence awards for superior results.

Managed all HRIS related functions such as table maintenance, “transaction undo’s”, history corrections, specialized Crystal report requests from various departments such as Law Department, Auditing, and Corporate Communications as well as high level executives. Had responsibility for overall data integrity. Managed the HR budget of approximately $3.5 million.

· Served as the Representative on all cross-divisional HRIS matters as well as HRIS task forces and project teams.

· Handled requests for links between the HRIS system and other systems and applications.

· Calculated covered earnings as input to various incentive plans and Marketing Management Incentive Plan payments.

· Recommended and implemented budget reductions as well as analyzed spending patterns.

· Served as HRIS Security contact for Division, i.e., new user set-up and passwords as well as user training and user help.

· Created ad hoc reports as requested. Tested system enhancements for Corporate HRIS.

· Responsible for providing Corporate with monthly headcount analysis as well as assisting Finance with headcount reconciliation.

• Resolved issues and escalated problems with knowledgeable support and quality service.
• Created spreadsheets using Microsoft Excel for daily, weekly and monthly reporting.
• Demonstrated respect, friendliness and willingness to help wherever needed.

• Extensively interviewed/recruited hourly temporary employees to work in Manufacturing
• Managed and coordinated the Temporary/Flex Workforce Program for the Manufacturing Plant
• Responsible for layoff procedures while following specific seniority guidelines dictated by Labor Relations.

• Performed general secretarial duties including preparing job offer letters, termination letters, exit packages, high volume mailings for a managerial staff of two
• Responsibilities that were not typical of an administrator included coordinating the internal job posting system, managed the employee referral program and was the liaison between employees and the Benefits department.