East Rutherford, New Jersey, United States
I am a resourceful, strategic, and focused professional with a seasoned Human Resources background, a history of optimizing and scaling HR operations, and a talent for aligning teams around common goals. I combine over 10 years’ experience providing HR leadership, vision, and strategic direction for multiple high-profile organizations; developing people-centered HR policies and processes to elevate organizational performance; creating inclusive, diverse, and nurturing corporate cultures that motivate and retain top talent; and carefully shaping the processes and policies that sustain an efficient, productive, and highly competitive organization. I am a supportive team leader with a strong ability to take charge of projects, train and empower others, and motivate those around me to do their best work. I believe a leader’s primary duty is to cultivate, professionally develop, and grow confidence in her team. I have the ability, expertise, and coaching skills to drive my team to success. I have the communication skills to clearly articulate my vision, persuade people to take action, and get the ball rolling in the right direction. Whether I’m sending out emails, communicating with a partner, negotiating with a vendor, or anything in between; I communicate quickly, accurately, and effectively. I am an agile thinker who is highly adaptable and quick on their feet. In today’s rapidly evolving HR space, what worked yesterday may not work tomorrow. I have the experience and the dexterity to stay one step ahead of change, shift gears when the context calls for it, respond effectively to evolving industry trends, and drive my organization to success.
As Sr. People & Culture Manager, I led a team of direct reports to steer all aspects of HR and people operations – from employee relations and performance management through onboarding, talent development, culture building, investigations, compensation, and regulatory compliance. To carry out my mandate, I designed key strategies to improve administrative and operational efficiency, address cultural issues, and enhance employee morale and engagement. Among my accomplishments, I have: ➥ Conducted deep dives to evaluate HR Department policies and programs, identify deficiencies, and capitalize on improvement opportunities. ➥ Served as key resource for senior executives and the GM; provided guidance in the areas of performance management, corrective actions, employee retention, and off-boarding. ➥ Led the team through multiple HR transformations and change management initiatives to elevate organizational performance. ➥ Increased hourly & salaried attendance scores ➥ Established onboarding and HR processes that are standardized, scalable, and informed by industry best practices. ➥ Facilitated training and development programs to provide pathways for vertical career mobility. ➥ Analyzed key data and HR metrics to identify opportunities to optimize the employee experience. ➥ Performed thorough investigations into harassment and ethics complaints to provide timely resolutions. ➥ Oversaw the closure of the Carteret facility; transitioned to the corporate office to champion BBBY’s revival mission.
As Regional Multi-Site HRBP, I was tasked with leading a team of 7 HRBPs to manage key aspects of HR operations including workforce planning, employee relations, HR investigations, employee engagement, and process and policy design. I managed a suite of projects to create a robust HR support structure, close compliance gaps, and drive sustained improvements in key performance metrics. Here are some of the ways I’ve made positive contributions to business performance: ➥ Managed the following key projects and programs: Onboarding Revamp Program, NJ Sub-Super Talent Program, North Jersey Talent Program, PLR Program, and Boston South Talent Program. ➥ Took ownership of talent strategy, performance management, promotions, leadership reviews, and development programs to build a high-performing talent pool. ➥ Analyzed HR data including attendance, attrition, production, employee engagement, and staffing. ➥ Developed HR and operational processes to elevate employee/vendor performance and efficiency. ➥ Increased daily and WoW attendance by 15%, decreased daily attrition and WoW by 8.7%, and reduced UPT/PTS by 19% for seasonal and blue badge employees. ➥ Scaled production capacity by 30%+ and reduced violations of working hours compliance standards by 100%. ➥ Intensified events as part of a broader employee engagement strategy; increased 30-day and 15-day engagement by 11% and 23%. ➥ Partnered with Disability Leave Services to streamline absence management processes.
I joined Fisk Alloy Wire in 2019, where I managed key HR functions including talent acquisition, staffing, compensation planning, onboarding, talent development, employee relations, performance management, budgeting, vendor management, and terminations. Some of my additional contributions include: ➥ Analyzed wage/salary reports and conducted wage surveys to create competitive compensation plans. ➥ Counseled department heads in policies governing employment opportunities, compensation, and benefits. ➥ Introduced a new employee orientation and onboarding process to streamline time-to-productivity metrics. ➥ Facilitated management and HRIS training initiatives to provide leaders with a strong foundation in interviewing, hiring, terminations, promotions, performance review, safety, sexual harassment, and employee relations best practices. ➥ Administered the performance review program to drive greater accountability, compliance, and equity throughout the organization. ➥ Supported the preparation of the HR budget.
I joined Planned Companies in 2017, where I led the HR and Talent Acquisition Department to provide the full suite of HR and recruitment services across VA, DC, MD, and GA. Some of my key contributions include: ➥ Organized routine events to recruit highly qualified, best-fit talent of all levels. ➥ Cultivated strategic relationships with community partners and other organizations to build a robust candidate pipeline. ➥ Sourced, qualified, selected, and deployed recruiting platforms to provide a paperless application and hiring system. ➥ Reduced open requisition volume by 36%, open claims times from 59 to 32 days, staff turnover from 46% to 29%, and time-to-fill metrics from 37 to 12.5 days. ➥ Administered worker’s compensation claims; streamlined WC reporting times by 23%.