Greater Burlington Area
Seasoned people & culture leader with 10+ years of experience aligning people strategies with organizational goals across multiple industries. Proven expertise in building high-performance cultures, scaling HR teams, and leveraging data to enhance employee engagement and retention. Champion of transparent, collaborative, and inclusive leadership. *Strategic Business Partnership *Talent Management * Employee Relations *Training and Development *HRMS Implementation *Compensation and Benefits Design *Succession Planning *Employee Retention *Policy Development
• Transform HR operations for a 500+-employee, multi-state firm, aligning HR strategy with company growth goals to increase retention and grow the company with a regional model focus. • Collaborate with and advise executive team on best practices and initiatives related to talent and culture. • Provide oversight on and execute all talent management functions including talent acquisition and people analytics, employee relations and compliance, performance management, benefits administration, compensation, job descriptions, HRMS, policies and procedures, and employee development. • Mentored and scaled an 8-person HR team across new regional markets (NC, FL, and GA), improving HR service efficiency and partnership. • Spearheaded the digital transformation of HR processes via Sage People implementation, achieving 95% company-wide adoption, providing manager self-service and automating manual reporting.
• Provide overall department direction and execution on all HR functions, including talent acquisition, employee relations, compensation, performance management, benefits, compliance, retention, and strategic planning. • Manage a team of 5 staff members. • Streamline and improve processes, systems and practices to make PC an employer of choice within the industry.
• Provide strategic HR partnership with business leaders to ensure organizational goals and priorities are met. • Foster a culture of collaboration, high performance, recognition, transparency, and alignment to business needs. • Manage the full-scale recruitment process for professional positions, as well as the intern/college recruiting programs. • Manage employee relations issues including investigations, terminations, exit interviews, and compliance. • Partner with managers to review and recommend optimal department organizational structure and design. Implement and monitor PC's compensation program using existing or new tools to gather and analyze market data, job matching, equity analysis, job descriptions, and communication. • Collaborate with HR colleagues in Benefits and Employment, to ensure business needs are met. • Provide HR policy guidance and interpretation. • Drive organizational change with a focus on people and culture.
•Responsible for all aspects of full cycle recruitment for the Finance team. •Ensure timely posting and filling of open positions with high quality candidates. •Advise hiring managers on staffing strategies and decisions.
•HR business leader for Operations, Manufacturing, Finance, Supply Chain, IT, and Quality organizations (approx 450 employees); supported employees, managers, Executive VPs, and the CFO. •Partnered with the business to provide tactical and strategic HR support. •Resolved complex employee relations issues. Ensured supervisory staff is made aware of issues and work with them to address. •Provided expertise and supported VPs and managers on annual talent review/succession planning, performance review process, annual salary planning, equity programs and retention efforts. •Worked with broader, global HR team to develop, implement, and facilitate HR initiatives and policies. •Assisted the business in managing through the cyclical industry periods of ramping and downsizing; organized and implemented numerous reductions in force (RIFs). •Collected and analyzed HR data. Managed process flow of employee data changes for client groups. •Supervised an HR Generalist. •Developed and delivered manager training sessions.
•Provided support to the Engineering and Product Development organization of about 300 employees. •Assisted in the resolution of employee relations issues. •Provided benefits support; assisted during open enrollment periods. •Assisted with staffing needs such as requisition management and interviews; conduct new hire orientations. •Facilitated employee relocations and prepare employees and managers for global ex-patriate assignments. •Managed leaves of absence, FMLA and short-term disability.
Career Services Office •Directed recruiting program of typically 200 companies and approximately 400 students annually, working with HR Generalists and Recruiting Managers through CEOs. •Coordinated annual Career Fair of 60+ employers and over 700 students plus 80-100 employer & grad school information sessions. •Hired, trained, and supervised 10-12 Student Assistants; managed web-based online recruiting system. •Conducted mock interviews, resume and cover letter critiques, and job search sessions with students.