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Strategic HR Solutions Partners

Progression through Leadership, Experience and Technology

Human capital development, in conjunction with human resource management, is the linchpin to the success of every business. From the acquisition of talent through the employee life cycle your firm’s attention to these matters is critical and time consuming. Today’s business leaders have many choices in the procurement of appropriate services to meet these needs, allowing for greater focus on business development. Your organization’s success is our priority. Our 50 years of HR experience in developing multifaceted solutions to human resource challenges across multiple business verticals that have included startups, small, mid-sized and large organizations, enables us to help propel your business forward.

We are highly experienced organizational leaders seeking to partner with others to develop organizations of efficiency and productivity. We seek to engage collaboratively with our clients to promote organizational synergies that lead to and support business growth.

We understand how human capital and strategy lead to the achievement of organizational objectives and goals. By engaging with our team, your firm and its most important resources will be better positioned to focus on the development of your business. We are poised and ready to support your organization’s HR needs with practical, cost effective and strategic business solutions. Allow us to demonstrate how we can provide pragmatic, real-time solutions to your HR challenges.

Strategic HR Solutions Partners

Progression through Leadership, Experience and Technology

Human capital development, in conjunction with human resource management, is the linchpin to the success of every business. From the acquisition of talent through the employee life cycle your firm’s attention to these matters is critical and time consuming. Today’s business leaders have many choices in the procurement of appropriate services to meet these needs, allowing for greater focus on business development. Your organization’s success is our priority. Our 50 years of HR experience in developing multifaceted solutions to human resource challenges across multiple business verticals that have included startups, small, mid-sized and large organizations, enables us to help propel your business forward.

We are highly experienced organizational leaders seeking to partner with others to develop organizations of efficiency and productivity. We seek to engage collaboratively with our clients to promote organizational synergies that lead to and support business growth.

We understand how human capital and strategy lead to the achievement of organizational objectives and goals. By engaging with our team, your firm and its most important resources will be better positioned to focus on the development of your business. We are poised and ready to support your organization’s HR needs with practical, cost effective and strategic business solutions. Allow us to demonstrate how we can provide pragmatic, real-time solutions to your HR challenges.

Human Capital Strategies

Development of strategies to acquire, motivate, train, grow and reward your most valuable and important resource – your employees – is key to the growth of your business. From defining a corporate culture to organizational design to the development of talent acquisition / retention and management strategies, SHRSP should be your choice for guidance and support. Policy, procedure and systems development that enable comprehensive business solutions for all employee life cycles should be a core consideration. Analysis of and improvements to existing policies, procedures and systems can create further efficiencies. Maximization / optimization of available resources to support critical strategies is key to the development of a highly trained, productive and business growth oriented workforce. Let SHRSP partner with you to fully create and develop your firm’s strategies and unleash the potential of your human capital.

Human Capital Strategies

Development of strategies to acquire, motivate, train, grow and reward your most valuable and important resource – your employees – is key to the growth of your business. From defining a corporate culture to organizational design to the development of talent acquisition / retention and management strategies, SHRSP should be your choice for guidance and support. Policy, procedure and systems development that enable comprehensive business solutions for all employee life cycles should be a core consideration. Analysis of and improvements to existing policies, procedures and systems can create further efficiencies. Maximization / optimization of available resources to support critical strategies is key to the development of a highly trained, productive and business growth oriented workforce. Let SHRSP partner with you to fully create and develop your firm’s strategies and unleash the potential of your human capital.

Executive Strategy & Support

Entry to the C Suite does not come easily or quickly. Years developing technical skill, functional knowledge and management experience are required. Now the focus needs to be on leadership, collaboration, organizational growth and succession planning. Development of these fine skill sets is critical to organizational success. Attracting, developing and retaining the talent tasked with executive level responsibilities is an expensive endeavor. Providing developmental opportunity, in addition to more traditional forms of compensation, to those at the executive level is an investment in the organization as much as it is an investment in the executive staff. These investments speak volumes about organizational culture. Developing human capital strategies and refining leadership skills requires executive level experience, expertise and the associated confidence that develops from those experiences. SHRSP provides critical and strategic HR council to those in your C Suite, professionally and confidentially. We have the skills required to guide your executives to drive objectives from concept to execution.

HR Management and Functions

Operational management of staff, culture and environment are critical activities driving workforce effectiveness and productivity. Achievement of an organization’s objectives is directly linked to the ability of management to execute in these critical areas. Metric processes must generate accurate and timely data for analytical exercises used to manage present needs and prepare for future HR capital requirements and expenditures. Documentation of data harvested and analyzed must be supported with appropriate and secure systems for data integrity as well as legal / regulatory compliance. Successful business enterprises are organizations that generally have strong and developed organizational cultures based upon critical values. Managing the communication, reinforcement and documentation of these values are primary responsibilities of multiple HR disciplines.

From recruitment strategy to selection process modalities to training and development activities to succession planning and exit strategy, HR disciplines have significant and direct responsibility for: (i) developing and ensuring organizational diversity; (ii) creating attractive, effective and appropriate compensation and benefit plans; (iii) providing advisory services; and (iv) supporting staff with employee relations services. These HR management responsibilities are vital elements in the development of a strong progressive organization. SHRSP is an adaptive consulting practice with many years of experience developing multifaceted solutions to HR challenges across all HR disciplines. Let’s get started!

HR Management and Functions

Operational management of staff, culture and environment are critical activities driving workforce effectiveness and productivity. Achievement of an organization’s objectives is directly linked to the ability of management to execute in these critical areas. Metric processes must generate accurate and timely data for analytical exercises used to manage present needs and prepare for future HR capital requirements and expenditures. Documentation of data harvested and analyzed must be supported with appropriate and secure systems for data integrity as well as legal / regulatory compliance. Successful business enterprises are organizations that generally have strong and developed organizational cultures based upon critical values. Managing the communication, reinforcement and documentation of these values are primary responsibilities of multiple HR disciplines.

From recruitment strategy to selection process modalities to training and development activities to succession planning and exit strategy, HR disciplines have significant and direct responsibility for: (i) developing and ensuring organizational diversity; (ii) creating attractive, effective and appropriate compensation and benefit plans; (iii) providing advisory services; and (iv) supporting staff with employee relations services. These HR management responsibilities are vital elements in the development of a strong progressive organization. SHRSP is an adaptive consulting practice with many years of experience developing multifaceted solutions to HR challenges across all HR disciplines. Let’s get started!

Organizational Change Management

The ability of an organization to respond to change is critical to the identification of new opportunity, the development of new businesses and to the improvement of existing operations. Today our world changes at a breakneck pace in this age because of technological advancement. Demands on an organization’s human capital to respond to change are significant. Change can be difficult and unsettling. Many are change resistant. The leadership structure of every organization has great responsibility for the management of change. The extent to which the organization’s leaders have the skills and agility to manage change has much influence on the successful outcome of organizational initiatives. These leadership skills are not necessarily native and they are certainly not static. These skills are dynamic such that mentoring / training / development in this area can drive change management efficiencies. The optimization of organizational structures and resources to support change management efforts requires thoughtful confidential data gathering, analysis and documentation. Our focus is to learn your business, culture and organizational objectives to enable us to provide assessment, guidance, training and effective systems to support your change management needs. Whether your objectives are generalized growth, new business development, operational efficiencies, restructuring activities for solvency / efficiency, merger for improved opportunity or divestiture, SHRSP is your trusted advisor. We are highly experienced organizational leaders who seek to partner with others to develop adaptive organizations of efficiency and productivity. Our goal is to make your business stronger.

Organizational Change Management

The ability of an organization to respond to change is critical to the identification of new opportunity, the development of new businesses and to the improvement of existing operations. Today our world changes at a breakneck pace in this age because of technological advancement. Demands on an organization’s human capital to respond to change are significant. Change can be difficult and unsettling. Many are change resistant. The leadership structure of every organization has great responsibility for the management of change. The extent to which the organization’s leaders have the skills and agility to manage change has much influence on the successful outcome of organizational initiatives. These leadership skills are not necessarily native and they are certainly not static. These skills are dynamic such that mentoring / training / development in this area can drive change management efficiencies. The optimization of organizational structures and resources to support change management efforts requires thoughtful confidential data gathering, analysis and documentation. Our focus is to learn your business, culture and organizational objectives to enable us to provide assessment, guidance, training and effective systems to support your change management needs. Whether your objectives are generalized growth, new business development, operational efficiencies, restructuring activities for solvency / efficiency, merger for improved opportunity or divestiture, SHRSP is your trusted advisor. We are highly experienced organizational leaders who seek to partner with others to develop adaptive organizations of efficiency and productivity. Our goal is to make your business stronger.

Talent Management, Development and Retention

The process of preparing for future human capital requirements is vital for any growing business. Anticipating demands with accuracy requires the alignment of organizational objectives with human resource data. Maintenance of current responsibilities toward targeted objectives while developing and executing a plan for expansion can be complex. Minimizing disruption to current staff efforts and responsibilities should be of consideration. Achieving a balance requires the coordinated efforts of multiple HR functionalities. Growth often requires the acquisition of additional human resources. Targeted recruitment, employment branding and marketing strategies are among the most important considerations for successful acquisition efforts in today’s digital and social media driven employment environment. Follow through should be accomplished with these developments in mind and supported by appropriate technological systems. Organizational growth is often dependent upon the development of staff. Motivational, instructional and disciplinary effort is essential to the development of a growth-oriented business culture. A motivated, well prepared and supported staff provides the best opportunity for the accomplishment of business objectives while ensuring ongoing operations are conducted in a professional manner consistent with organizational values.

Staff development is also of great benefit and value to committed team members who want to develop their skills and their careers. Structures, systems and processes need be in place to ensure staff can and do operate optimally. Performance management systems play an important role in ensuring this optimization. Talent retention, acquisition, development and management require significant investments of capital, effort and most importantly time. The return on these investments are dramatically diminished if the organization’s talent retention rate is poor. Talented people are motivated to develop themselves professionally. They recognize that their success is linked to the success of the organization they are a part of. They take pride in the organization they represent and the opportunities for growth presented by that organization. Development of appropriate, targeted and well thought out compensation and benefit programs are essential, along with clear paths for growth. Employee relations efforts and systems need to be developed, nuanced and communicated effectively for staff to recognize they are supported in many ways beyond financial compensation. An organization’s reputation for providing developmental paths and benefits, outside of and in addition to monetary compensation, represent excellent employment branding opportunities.

Talent Management, Development and Retention

The process of preparing for future human capital requirements is vital for any growing business. Anticipating demands with accuracy requires the alignment of organizational objectives with human resource data. Maintenance of current responsibilities toward targeted objectives while developing and executing a plan for expansion can be complex. Minimizing disruption to current staff efforts and responsibilities should be of consideration. Achieving a balance requires the coordinated efforts of multiple HR functionalities. Growth often requires the acquisition of additional human resources. Targeted recruitment, employment branding and marketing strategies are among the most important considerations for successful acquisition efforts in today’s digital and social media driven employment environment. Follow through should be accomplished with these developments in mind and supported by appropriate technological systems. Organizational growth is often dependent upon the development of staff. Motivational, instructional and disciplinary effort is essential to the development of a growth-oriented business culture. A motivated, well prepared and supported staff provides the best opportunity for the accomplishment of business objectives while ensuring ongoing operations are conducted in a professional manner consistent with organizational values.

Staff development is also of great benefit and value to committed team members who want to develop their skills and their careers. Structures, systems and processes need be in place to ensure staff can and do operate optimally. Performance management systems play an important role in ensuring this optimization. Talent retention, acquisition, development and management require significant investments of capital, effort and most importantly time. The return on these investments are dramatically diminished if the organization’s talent retention rate is poor. Talented people are motivated to develop themselves professionally. They recognize that their success is linked to the success of the organization they are a part of. They take pride in the organization they represent and the opportunities for growth presented by that organization. Development of appropriate, targeted and well thought out compensation and benefit programs are essential, along with clear paths for growth. Employee relations efforts and systems need to be developed, nuanced and communicated effectively for staff to recognize they are supported in many ways beyond financial compensation. An organization’s reputation for providing developmental paths and benefits, outside of and in addition to monetary compensation, represent excellent employment branding opportunities.

Learning & Development

The design of human resource learning and development strategies that are aligned with an organization’s business strategy and culture are important given the competitive landscape. To attract and retain the most talented employees, a comprehensive plan for professional development is very useful. Identification of learning deficits, skill gap analysis and assessment of current developmental efforts are examples of activities that we can engage in to build the strength of your talent bench. Professional development strategies lead to greater performance and professional satisfaction that flows to the overall success of the organization. From learning and developmental strategies created for group settings to individualized / coaching oriented efforts, SHRSP has the experience to design, implement and monitor programs that deliver results that will drive change and growth.

Learning & Development

The design of human resource learning and development strategies that are aligned with an organization’s business strategy and culture are important given the competitive landscape. To attract and retain the most talented employees, a comprehensive plan for professional development is very useful. Identification of learning deficits, skill gap analysis and assessment of current developmental efforts are examples of activities that we can engage in to build the strength of your talent bench. Professional development strategies lead to greater performance and professional satisfaction that flows to the overall success of the organization. From learning and developmental strategies created for group settings to individualized / coaching oriented efforts, SHRSP has the experience to design, implement and monitor programs that deliver results that will drive change and growth.

Compensation and Benefits

Compensation and benefit programs represent some of the most important variables in the operation of any organization in any industry. They are key drivers in an organization’s effort to recruit, acquire and retain talent. These programs represent significant resource expenditures in the operation of any business and should be approached as an investment in the productivity and satisfaction of your human capital while linking to the organization’s bottom line. Systems are required to allow for ongoing data collection both from within and outside the organization to maintain competitiveness in the employment market and conduct cost / benefit analysis and projections.
Identification of appropriate salary ranges requires thoughtful analysis of internal and external work descriptions and compensation data / trends. Benefit from our expertise to ensure that your salary benchmarking efforts are in alignment with your firm’s objectives. Strategically developed policies and procedures should be in place to guide appropriate and equitable distribution of available resources. Systems need to be in place to securely document these efforts to minimize potential liability associated with regulatory noncompliance. Compensation and benefit programs are evolving and changing rapidly. An organization’s ability to recognize, adjust and adapt to these changes is crucial to a positive perception in the employment marketplace. Direct and indirect compensation and benefit models (aka Total Rewards Programs) are of great interest today, however the impact of these models on staff satisfaction and productivity require more extensive and nuanced analytical assessment. Your firm’s compensation and benefit programs are an outgrowth of organizational culture. Especially in today’s social media driven universe, an understanding in the marketplace of your compensation and benefit programs can have great impact on the attractiveness of the organization to potential employees and the retention of current employees.

Compensation and Benefits

Compensation and benefit programs represent some of the most important variables in the operation of any organization in any industry. They are key drivers in an organization’s effort to recruit, acquire and retain talent. These programs represent significant resource expenditures in the operation of any business and should be approached as an investment in the productivity and satisfaction of your human capital while linking to the organization’s bottom line. Systems are required to allow for ongoing data collection both from within and outside the organization to maintain competitiveness in the employment market and conduct cost / benefit analysis and projections.
Identification of appropriate salary ranges requires thoughtful analysis of internal and external work descriptions and compensation data / trends. Benefit from our expertise to ensure that your salary benchmarking efforts are in alignment with your firm’s objectives. Strategically developed policies and procedures should be in place to guide appropriate and equitable distribution of available resources. Systems need to be in place to securely document these efforts to minimize potential liability associated with regulatory noncompliance. Compensation and benefit programs are evolving and changing rapidly. An organization’s ability to recognize, adjust and adapt to these changes is crucial to a positive perception in the employment marketplace. Direct and indirect compensation and benefit models (aka Total Rewards Programs) are of great interest today, however the impact of these models on staff satisfaction and productivity require more extensive and nuanced analytical assessment. Your firm’s compensation and benefit programs are an outgrowth of organizational culture. Especially in today’s social media driven universe, an understanding in the marketplace of your compensation and benefit programs can have great impact on the attractiveness of the organization to potential employees and the retention of current employees.

Human Resources Technologies

Whether the focus is on HR strategy development or human capital management or compensation / benefits analysis or the challenges of hybrid work environment initiatives, the need for effective systems to support the collection / analysis / integration of data is clear. Evaluating existing HR systems platforms for the purpose of identifying areas that can be refined / developed can be a worthwhile endeavor. Choosing new, cost effective and appropriate systems can also represent good value. Either path can require significant experience / expertise for the best and timely result. We collectively have decades of experience supporting all of the processes associated with the myriad of HR technology choices available to organizational leaders today. We can provide a broad range of support through detailed and thorough needs analysis, project management, RFI / RFP preparation and vendor review / selection.

In the project manager / subject matter expert role, we can take complete project responsibility, including interfaces with any chosen outside vendors or work alongside / supplementing your internal resources. We have the experience and expertise to conduct complete system implementation and follow up as platform demands develop ensuring your organization’s systems are fully optimized. Our experience spans many HR technology vendors including SAP, Peoplesoft, UKG/Kronos Group, Workday, ADP, Paychex, Paycor, Paycom and Paylocity.

Have us analyze your existing HR technology platforms and work with you to develop efficient, cost effective technology solutions to the challenges of today’s business environment.

Human Resources Technologies

Whether the focus is on HR strategy development or human capital management or compensation / benefits analysis or the challenges of hybrid work environment initiatives, the need for effective systems to support the collection / analysis / integration of data is clear. Evaluating existing HR systems platforms for the purpose of identifying areas that can be refined / developed can be a worthwhile endeavor. Choosing new, cost effective and appropriate systems can also represent good value. Either path can require significant experience / expertise for the best and timely result. We collectively have decades of experience supporting all of the processes associated with the myriad of HR technology choices available to organizational leaders today. We can provide a broad range of support through detailed and thorough needs analysis, project management, RFI / RFP preparation and vendor review / selection.

In the project manager / subject matter expert role, we can take complete project responsibility, including interfaces with any chosen outside vendors or work alongside / supplementing your internal resources. We have the experience and expertise to conduct complete system implementation and follow up as platform demands develop ensuring your organization’s systems are fully optimized. Our experience spans many HR technology vendors including SAP, Peoplesoft, UKG/Kronos Group, Workday, ADP, Paychex, Paycor, Paycom and Paylocity.

Have us analyze your existing HR technology platforms and work with you to develop efficient, cost effective technology solutions to the challenges of today’s business environment.

Meet Our Team

Judith J. Opperman

Judy Opperman, with over 30 years of experience, is the principal leading the Human Resources Practice of Strategic HR Solutions Partners (SHRSP), LLC, a full-service firm offering professional development workshops, management consulting, business coaching, meeting facilitation, and conference speakers. We at SHRSP provide “high touch” virtual and on-site HR services covering the full spectrum of HR administrative and strategic functions for small, mid, and large organizations.

Ms. Opperman is a results-driven, strategic senior level Human Resources professional who is comfortable operating in both the profit and non-profit arenas. Her domestic and global experiences were gained in the publishing, financial services, healthcare, architectural design, market research, higher education, and management consulting industries. A confident leader utilizing her initiative and ingenuity in the areas of: talent management; recruitment/retention; organizational development; succession planning; change management; process reengineering; learning and development; vendor management; diversity management; benchmarking; merger/acquisition/divestiture management; project management; employee relations; staffing; compensation; total rewards, HRIS; health & welfare; 401(k)/403(b) administration; and retirement plan management. Her strong background in HRIS aligns her HR functional subject matter expertise (SME) knowledge with HR processes, technology, and business analytics/metrics. Prior to starting SHRSP, she spent over twenty years in senior management roles supporting varied and diverse business units as well as providing international generalist support. Ms. Opperman has worked with CAM Consulting Group since 2012 where she established and led CAM’s HR Solutions practice. Ms. Opperman has been privileged to work with diverse clients such as: Gulf & Western Industries; Booz, Allen & Hamilton; Shearson Lehman; Smith Barney Shearson; Salomon Brothers; Delphi Partners; Simon & Schuster; Analytic Partners; Design Republic; Memorial Sloan Kettering (MSKCC); Aptuit; Evotec; the City University of New York (CUNY); Abzena; Science 37; the New York City Office of Emergency Management. While employed with MSKCC, Ms. Opperman was the Director of an HR Operations team of twenty full-time staff and three PeopleSoft consultants. Responsible for creating, leading, directing, and implementing the vision/road map for Human Capital Management systems while working closely with the institution’s leadership to ensure the successful integration, implementation, and maintenance. Additional tasks included overseeing Human Resources reporting through dashboards, metrics and business analytics, budget management, benchmarking, and evaluating HR against best in class. Later at CUNY, she held the title of Senior Executive University Director of HR Operations supporting HR initiatives such as creating analytic dashboards, implementing a time and leave system, and upgrading PeopleSoft to the latest version across CUNY’s 26 campuses and schools. In her most recent consulting assignments working with bio science start-ups, she has provided HR support and counsel to the C-Suite which included the CFO, CEO, and COO. In her affiliation as the Chief Human People Officer for the New York City Office of Emergency Management, Ms. Opperman was responsible for creating, leading, directing, and implementing both the strategic and tactical vision of the Human Capital Management Office along with providing senior level HR advice to the agency’s senior management team. As the Head of HR Operations and Total Rewards at Science 37, Ms. Opperman continues to work with senior management providing guidance and counsel across/supporting all HR functional channels. Ms. Opperman is an active member of the Society for Human Resources Management (SHRM), the HR Information Management Society (HRIMS), the American Compensation Association (ACA), the Westchester Human Resources Management Association (WHRMA), Women in Digital Media, and the American Publishing Association. She received both her Master and bachelor’s degrees from Pace University.

David Procaccini

David Procaccini has 20+ years of experience as a senior Human Resources professional providing HR expertise to the C-Suite for a number of organizations. Mr. Procaccini is an operationally focused Human Resource global tactician with varied industry experience in consulting, healthcare, non-profit, financial services, entertainment, publishing, and manufacturing. He is an effective communicator and influencer who develops trust and works as a business partner from senior executive to entry level employees.
Mr. Procaccini began his career in Human Resource Information Systems and expanded his knowledge/skill set to include Compensation Management, Benefit Administration, and Performance Management. As the Human Resources Business Partner/Manager/Director he was responsible for multiple HR functions including but not limited to Recruitment and Retention, Employee & Manager Coaching, Training & Development, Employee Relations, Staff Budgeting, and Policy Development. Mr. Procaccini has managed payroll for both single, multi-state, and international employers. Mr. Procaccini received both his Bachelor and Master’s degree from the State University of New York at Buffalo.

Our Affiliations

ARCHITECTURAL

  • Design Republic

BIO SCIENCE / PHARMA

  • Abzena
  • Aptuit
  • Evotec
  • Science 37

CITY AGENCIES

  • The City of New York Office of Emergency Management

Entertainment

  • CBS Corporation

Financial

  • BNP Paribas
  • Citi
  • Lehman Brothers
  • Smith Barney Shearson
  • Solomon Brothers

Higher Education

  • City University of New York
  • Kean University Foundation

Hospitals

  • Memorial Sloan Kettering

Marketing / Consulting

  • Hilman Rollers
  • Gulf & Western Industries

Manufacturing

  • Analytic Partners
  • Booz Allen & Hamilton
  • Delphi Partners

Publishing

  • Pearson Education
  • Simon & Schuster
  • WW Norton 

Vendors

  • ADP
  • Bamboo HR
  • DSI Marketing Solutions
  • Fidelity
  • John Hancock
  • LE Services Inc
  • Mercer
  • Paychex
  • Paycor
  • Paycom
  • PeopleSoft
  • SAP
  • TIAA
  • Towers Watson
  • Triton HR Benefits Solutions
  • Quantum Benefits
  • UKG Kronos
  • WorkDay

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