Cynthia Strope Chief People Officer at Prime Hospitality Group LLC

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Chief People Officer

Prime Hospitality Group LLC

Jun 2023 - Current (2 years 11 months)

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Senior Human Resources Manager

Dewey's Pizza

Sep 2022 - Jun 2023 (10 months)

• Strategic leader of human resources, recommending and determining direction of human resource functions of benefits, employee relations, compensation, and training • Researched, developed, and implemented two pay structures. Created talking points, tools and Total Compensation Statements for use in rolling out pay structures. Developed and led manager training • Responsible for conducting market research and benchmarking, utilizing data to make compensation (both pay and incentive) recommendations to the Executive Leadership Team • Determine best sources of market data (both benefits and comp) for purchasing, utilizing data to drive recommendations and decisions based on business goals • Set the strategic direction of benefits program

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Human Resources Manager

Dewey's Pizza

Nov 2019 - Oct 2022 (3 years)

• Strategic leader of human resources, recommending and determining direction of human resource functions of benefits, employee relations, compensation and training • Responsible for converting HR department from an administrative function to a trusted, strategic partner; major projects to reach this goal included: o Led implementation and adoption of new HRIS system o Converted 100% of paper processes to streamlined, electronic processes via new HRIS system o Converted 100% of employee personnel files from paper to electronic o Implementation of HR KPIs and measures of success • Development and implementation of HR policies and practices in alignment with Company purpose and values • Researched, developed, and implemented two pay struct

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Director, Human Resources

Advanced Testing Laboratory

Aug 2018 - Nov 2019 (1 year 4 months)

• Set strategic direction of human resources functions of benefits, employee relations, recruiting, compensation and training • Development of job descriptions and goals/objectives combined with leadership training around these tools • Design and implementation of compensation structure to attract and retain top talent

HR Director

Talbert House

Oct 2017 - Sep 2018 (1 year)

• Lead, develop, oversee, and manage the day-to-day human resources functions of benefits, employee relations, recruiting, compensation, and training • Set strategic direction of the human resources department; aimed at increasing manager and employee satisfaction and creating a culture of customer service • Implemented HR Business Partner model to ensure high levels of customer service • Decreased the time for background processing on candidates from an average of 30 days to an average of 3 days • Increased employee/manager satisfaction with Human Resource customer service by 70% • Through developing relationships and providing customer service increased perception of HR within the environment to one of positive interactions, timely

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Compensation Director

American Financial Group, Inc.

Feb 2015 - Dec 2016 (1 year 11 months)

• Set the strategic direction of the Compensation Department including the underlying roles of the Compensation Manager as well as: o Led team to process improvement and efficiencies reducing the annual composite process from 270 hours (33.75 days) to 37.5 hours (4.5 days) o Reduced manual processes required throughout the common review process resulting in not only time savings but reduced errors from roughly 15% down to 2% • Implemented market based variable pay guidelines for non-officer employees, developed streamlined process for ensuring communication and processing of payments for business leaders • Strategic leader of Compensation Department to ensure market competitiveness on Executive, Professional, and Non-exempt positions acr

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Compensation Manager

American Financial Group, Inc.

Apr 2013 - Dec 2016 (3 years 9 months)

• Leads biennial process and makes recommendations based upon market for any changes to existing salary structure and or job levels by partnering with HR Business Partners and company leaders • Leads annual salary survey process, delegates assignments and ensures proactive / strategic analysis is conducted to compare company roles to market • Ensures seamless implementation and communication of company Total Rewards programs such as variable pay • Responsible for auditing and analysis of jobs via job evaluations to determine correct placement • Administers common review process to include partnering with leaders to facilitate pay related conversations ensuring differentiation and pay for performance • Analyzes pay practices to ensure c

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Senior Compensation Specialist

American Financial Group, Inc.

Jun 2012 - Apr 2013 (11 months)

• Partners with HR Business Partners and company leaders to facilitate and make pay related recommendations • Lead biennial market pay process to ensure recommendations are made, milestones are met, and implementations are seamless • Conducts job evaluations to determine correct placement of jobs • Administers common review process to include partnering with leaders to facilitate pay related conversations ensuring differentiation and pay for performance • Analyzes pay practices to ensure compliance with federal and state legislation • Ensures company policies are in place and up-to-date regarding pay related issues • Mentor and coach more junior compensation professionals for continued growth

Senior HR Business Partner

Reed Elsevier

Nov 2011 - Jun 2012 (8 months)

• Partner with leaders to drive succession planning, talent management, and talent retention • Recruit for all level positions to ensure top talent is brought into organization • Guiding managers through processes and procedures with HR related software (Taleo, PeopleSoft, Workscape) • Handle employee relations issues to mitigate risk • Training of leaders on issues ranging from compensation, succession planning, development planning • Ensure the merit retention process is smooth and properly executed • Coaching and mentoring managers through the 360 process • Compensation professional ensuring jobs descriptions are up to date and researching market pay for positions

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Manager, Employee Relations

Great American Insurance

Dec 2006 - Nov 2011 (5 years)

Manager, Employee Relations Promoted June 2008 Manage employee relations across all Great American business groups throughout the U.S. Responsible for managing risk to the company with regards to employee relations Investigation and resolution of workplace harassment complaints Mentor and training of HR Business Partners on employee relations topics Fully vetting reductions in force with business unit leaders, coaching and working through potential risks to the company Organization and communication to employees going through job eliminations Provide reports to executive leadership regarding exit interview data and interpretations Conduct manager training on employment law, company policies, and handling difficult discussions Training of HR

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HR Business Partner

Great American Insurance

Dec 2006 - Nov 2011 (5 years)

Strategically assist business partners in talent management, change management, and succession planning for their groups Architect of plan to shift the culture of the Information Technology Department, to arm high performing leadership with the tools to effectively manage employees and to remove poor performers from the organization Participate in and facilitate strategic planning meetings and initiatives to continuously improve workforce productivity and efficiency Conduct succession planning conversations with management to determine career pathing opportunities for all employees within the organization. Determine action plans for results of high performing individuals and low performers Attracting and retaining top talent. I recruit for

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HR Consultant

AAAAllied Group

Jan 2005 - Dec 2006 (2 years)

Responsible for maintaining integrity of HRIS system, to include creation of queries and audits of current information Compensation analyst in charge of job grading and maintenance of job grades Responsible for company-wide salary budgeting and annual merit increase processes Responsible for FMLA and Short Term Disability programs across all markets to include the tracking of FMLA time Strategic implementation of improvements to policies and procedures within the human resource department Recruiter for both exempt and non-exempt positions Consultation, development, and counsel to leadership and associates on all employee relations issues Strategic counsel to senior leadership with regards to the merging of companies acquired and the standar

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RSD Coordinator

Pfizer Corporation

Jan 2000 - Jul 2002 (2 years 7 months)

Coordinated projects for Regional Sales Director and District Sales Managers to include salary reviews, performance reports, various meeting information, and coaching forms Preparation and tracking of weekly, monthly, and yearly sales reports Responsible for ensuring the on-boarding of new hires Liaison to potential candidates throughout the interviewing process Point person in charge of paperwork concerning the hire, transfer, termination and promotion of employees Maintained accurate personnel files for 96 employees Preparation of intense PowerPoint presentations for National and District level sales meetings Designed and distributed team newsletters and sales flyers Contact person for all sales associates on team concerning all facets of

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Human Resource Coordinator

Baron Capital Properties

Oct 1998 - Dec 1999 (1 year 3 months)

Coordination of bi-weekly payroll for company Representative for company for all HR questions/problems Personally assisted President in finding and implementing a 401 (k) program Responsible for entrance and exit interviews for all employees Accountable for all COBRA notifications to employees Personally reviewed, reconciled and payment of monthly health insurance bill Created personnel files for all employees

Cynthia Strope

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