Customized Human Resource Solutions for Businesses & Not for Profits
What We Do
My HR Department handles your day-to-day human resources matters. Our senior business consultants can work on-demand at a fraction of the cost of either hiring a full-time executive-level general human resource professional or relying on a PEO or Payroll Company’s stable of random human resources professionals available through a call-in service. Clients typically develop a working relationship with one My HR Department consultant through regular in-person meetings but have the benefit of access to the whole team for specific expertise.
My HR Department Consultants are available to work on-site at your location, allowing us to develop intimate knowledge of your business, establish trust relationships with key individuals, and to become a trusted advisor for your management team.
My HR Department is an innovative approach to human resources services for growing and mature businesses and organizations. We are a team of senior human resource professionals with substantial in-house experience in all areas of human resources. Companies and organizations who engage My HR Department fall into two main categories: (1) those without in-house human resource professionals who need regular, on-going human resources support but do not wish to hire a full-time in-house HR Executive, and (2) those with in-house human resource professionals who do not wish to add more full-time resources to their existing in-house staff.
My HR Department structures client relationships in a flexible manner, to create the best fit for the companies we serve. Generally, for clients with no pre-arranged time commitment seeking human resource professional services on a purely on-demand basis, My HR Department uses a pay- as- you- go hourly rate. And we are always happy to supply hard estimates for specific projects, allowing you to budget and plan appropriately.
For clients who wish to have My HR Department act as de facto human resource department, with the consultant dedicating several days per week to the client, we often agree on a negotiated weekly or monthly rate. And at an agreed upon number of days per week, our rates are one-third to one-half of the cost of hiring a full-time human resource professionals.
For Companies and Organizations with In-house HR
When your in-house human resources team becomes stretched too thin because of new compliance obligations, or because the business is growing beyond your existing capacity, turn to My HR Department. We provide senior business consultants with substantial in-house experience to handle your overflow work on an as-needed basis. You can hire us to be on site regularly, as a part-time extension of your in-house team, or you can count on us to help sporadically, at busier times such as the end of the quarter, or when other projects have stretched your internal resources.
Each My HR Department consultant has been carefully screened for professional competence and for their desire to be a part of the My HR Department team for the long term. It is our desire to make client relationships last, minimizing the costs of training and turnover.
Outside HR Services on a Part-Time Basis
We believe that an experienced Human Resources professional should be a key business advisor, not just an HR technician. My HR Department consultants have been senior executives at companies and nonprofits, giving us the experience to provide a business-focused and practical approach to problem solving. We use our considerable experience to provide our clients with proactive human resources management, helping avoid problems before they arise.
We help growing companies and organizations…
- Align human resources with the overall business or organizational strategy
- Ensure compliance with Federal, State and Local laws
- Identify and creatively solve people management issues
- Avoid the financial burden of full-time human resources staff
We Are Always Looking for Top-Notch Professionals
Due to the continued growth of our organization and the expanding needs of our clients, we are always in need of Consultants. Sometimes needs arise on very short notice and rely heavily on our database of professionals. We also like to get to know our future consultants prior to assigning you to a client project. It is very important to our organization that the right consultant is assigned to the client. If you are looking for new or expanded opportunities, let’s get to know each other.
- Send your resume to: firstname.lastname@example.org
- We will reach out to you to get to know each other.
Here is a listing of some of the positions we fill on an ongoing, consistent basis: F/T and P/T
- Senior HR Project Manager
- Payroll Specialist
- HR Generalist
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Marc is recognized as a senior executive whose leadership style effectively balances a pragmatic management approach with strong creative and innovative skills. Throughout his career, Marc has proven that he can achieve results regardless of the challenges before him.
Marc’s early career was in accounting with BDO Seidman and then he moved over to corporate finance with companies like Kraft Foods, Adidas USA, and Continental Grain. Marc left the corporate world moving into consulting for several years prior to forming his own executive search organizations, Infinity Partners, and Search Support Group. Over the years, working closely with CEO’s and Entrepreneurs, Marc saw the need for Concierge Human Resource services for the small to mid-sized business, which all have Human Resource needs but not the full-time staff on board.
Marc holds an MBA in Corporate Financial Management from Pace University and a BS Degree in Accounting from Lehman College. Marc serves on the Advisory Board of the Westchester Biotech Project and is a frequent speaker at the Woman’s Enterprise Development Council. He is also Co-Chair of Networking Professionals of Westchester, a business networking group.
Director of Client Engagement
Zena is a graduate of Cornell University’s School of Industrial and Labor Relations and has spent her career working to foster positive and productive workplaces. She was a member of Cornell’s Extension Faculty in New York City, developing and delivering numerous continuing education and training programs to employment and labor relations professionals. These programs included topics in Contract Administration, Leadership Skills, Diversity and Inclusion, Occupational Safety and Health, and Employee Assistance Programs.
Zena started up and ran her own legal recruiting firm for four years and then decided to broaden her business by offering Human Resource consulting services. Zena’s consulting practice focuses on policy and procedure development, employee training and developing performance management programs.
An accomplished strategist offering leadership and achievement across People/HR, Sales Management and Operations. Excels at managing diverse business areas, implementing strategies and tactics that create value for both employees and organizations. Recognized for ability to articulate outcomes across business units and motivate others to reach individual and business goals creating a positive, results-oriented team culture.
Director of Compensation Services
An outstanding professional in the field of Human Resources, Art has over 35 years of experience in Senior HR Management with special expertise in Compensation and Benefits. Art was a Senior Manager at IBM until February 2007, when he became Vice President, Compensation & Benefits, at InfoPrint Solutions, a joint venture with IBM and Ricoh. In February 2012, Art became Vice President, Human Resources, at Ricoh Production Print Solutions (RPPS), a role he maintained for two years.
Art began his career with IBM Corporation and over the span of three decades, he transitioned through various human resource management positions in which he created programs for thousands of IBM employees and managers. In 1997 he was appointed Director of Global Employee Compensation. Over the next six years, Mr. Amler introduced worldwide market-based ‘pay for performance’ programs deploying global broad banding, pay differentiation and manager-based budget allocations for both bonus and base pay programs totaling more than $1 billion. In 2003, Art was appointed Director of IBM Compensation- Global Services, a position in which he directed executive and employee compensation programs for the group, including delivery and execution of worldwide compensation and benefits changes covering more than 100,000 employees and 1,000 executives. In 2007, he joined Ricoh USA as Vice President of Global Compensation and Benefits before transitioning into a role as Vice President, Compensation & Benefits, Ricoh Production Print Solutions in 2012. Mr. Amler was responsible for the creation and deployment of Total Reward programs covering 3,000 employees worldwide, and establishing new appraisal programs, base pay, sales plans, performance bonus programs, and executive compensation pay programs.
Mr. Amler, a Certified Employee Pension Specialist, has also served as a consultant for several U.S. Federal agencies on compensation including such agencies as the Department of Defense, Homeland Security, and the FDIC. In 2001 he testified before Congress on merit pay of Federal IT workers. He presented at the United Nations Symposium on Compensation in 2000. Recently, he was a featured presenter at the CONNEX Conference in Fort Worth, Texas as well as at World at Work in Philadelphia and the Society of Human Resource Management’s annual conference in Chicago.
Throughout his career as a Global HR Executive, Bill Cole has championed HR strategies and organizational improvement initiatives that support global expansion, new market entry and turnarounds for Fortune 50s, mid-sized organizations and privately-held companies.
Bill collaborates with executive leadership as a true business partner to build businesses across diverse industries bringing into play sound business judgment, corporate best practices and practical solutions for HR-related challenges.
Most recently, he served as Senior Vice President for Fedcap Rehabilitation Services Inc., a nonprofit organization based in New York City with revenue of over $225 million dollars. His responsibilities covered all aspects of HR and extended over several states.
In the international for-profit arena, Bill has held the position of Senior Director of International Human Resources for Daymon Worldwide Inc., a world leader in private brand development and marketing of consumer products. Bill led the development of HR strategies, implementation of best practice processes and was a key member of a team of executives that reversed a $3M loss into a $12M profit increase for the international business segment in three years. In his earlier twenty-year tenure with The Coca-Cola Company, Bill was promoted to several positions with increased HR leadership responsibilities including HR Director for Caribbean Bottling/Schweppes Beverage Latin America and Vice President of Human Resources for Southeast/West Asia. Over his career, he has had HR responsibilities for over thirty countries and has lived in Asia for eight years.
Bill earned a Bachelor Degree in Biology from Boston College and a Master’s Degree in Education from Suffolk University, Boston, Massachusetts. He also attended post-graduate studies in Collective Bargaining Studies at Cornell University.
He earned SHRM certification as a Senior Professional in Human Resources and another as a Global Professional in Human Resources. While he lived in Florida he was certified by Florida’s Supreme Court as a Court Mediator.
Marty Williams approaches HR consulting with understanding and respect, using experience operating in multiple HR capacities to assess the situation and address the needs of the business and employees. Spending multiple years with Citibank, in non-profit management, the hospitality industry and consulting, Marty brings a wide range of experience in general Human Resources processes, policies and practices including employee relations, benefits administration, employee recognition, onboarding, training and administering a Performance Management process. Marty acts as a partner, working closely with employees, supervisors, and management to facilitate processes, ensuring they understand why it’s important and why it works.
Drawing from experience and hands-on application, Marty provides a real-world approach to training utilizing multiple training styles and methodologies. She is skilled in creating and delivering training on compliance, employee relations issues, progressive discipline/documentation, recruiting and hiring, relationship building, leadership, coaching, interactive skills and internal and external customer service.
Director of HR IT Services
For the past 30 years, Wayne has been making his mark on the Financial, HR Systems and Payroll worlds. Originally a developer and systems technician, he quickly began working in the financial systems space, ultimately consulting on HR and Payroll Systems and processes both Domestically and Globally.
With this wide range of experience, Wayne is uniquely positioned to speak to a situation on many different levels. He is able to communicate on a highly technical level with IT staff, speak plain English to an end user and provide valuable insights to C level executives. It is this ability that enables him to create holistic, well thought out solutions. He has been described as ” … an extraordinary professional and very knowledgeable in his field … a true business partner who looks out for his client’s best interests … a great partner and not only can formulate solutions but also successfully implement them.”
Wayne has been working with businesses ranging from several employees locally, to companies of 10,000+ internationally, giving each the specialized attention they deserve and helping them accomplish their goals.
An HR practitioner since 2000, Mark has held Senior and Executive HR roles at nonprofit organizations in New York City, involving child welfare, mental health, substance abuse, supportive housing, congregate care, Developmental Disability, Medicaid waiver, and Veterans services. He has built and redeveloped HR infrastructures in addition to program staffing, benefit plan, and employee engagement models, and has written Employee Handbooks, Management Manuals, Safety/Compliance Plans, and training content. Mark has demonstrated accomplishment in talent acquisition, employee relations, investigations, risk management, training, coaching, and compliance, and has performed job analyses to ensure alignment and equity. He is familiar with regulatory mandates and has worked with a diverse array of organizations.
Originally a teacher and counselor, Mark holds a Bachelor’s Degree from Clark University, a Master’s Degree in Special Education from St. John’s University, and a Master’s Degree in Human Resource Management from The New School/Milano Graduate School. He also holds SPHR and SHRM-SCP certifications, and a “Veterans at Work’ credential.
Mark’s passion is to leverage HR to ensure that organizations have the best people and systems in place, working cohesively for the long-term.