Aida Chaves Email & Phone Number

Boston, MA

I provide career consulting on all phases of the transition process, utilizing an inquisitive approach to quickly build trust and increase self-awareness. This includes assisting clients in building a job search strategy, defining their value proposition, strengths, and attributes, utilizing networks and marketing tools, aligning their interests and.

Boston, MA

Provide consultation and guidance to clients as they embark on a career transition. Delivery includes; development of strategies for searches, networking, interview preparation, and compensation negotiations. Comprehensive career review, and resume development.

Boston, MA

• Provide strategic, integrated thinking and consultative support to the business that will attract, develop, and drive talent outcomes. Collaborate with senior leaders in the development of human resources strategies.
• Organization redesign, and executive succession plans
• Capabilities assessment and analysis for the development of talent and development strategies.

Merrimack, NH, Boston, MA

• Enterprise Technology: Member of the Global Office and Enterprise Technology Human Resources team chartered with ongoing alignment of the global operations and enterprise technology teams, consisting of 6000 employees..
• Participated in the development of multi-year planning for human resources initiatives and the development of an IT HR scorecard, reporting and analysis tools providing assessment and progress against goals.
• Developed Mobility Guide for managers and associates to facilitate and increase associate movement and rotations across the global sites.
• Contributed to the development of diversity and inclusion programs for the enterprise technology function.

Marlboro, MA

• Personal and Workplace Investing: HR Leader and Business Partner consulting in the areas of organization design, leadership development, organizational effectiveness, and change management to the CIO and leadership.
• Utilizing a model organization framework, guided leaders through an organization assessment, resulting in the reduction of organization layers and labor cost, increased span of control and achieving finance and.
• Consulted with leadership in the identification of talent needs and organization design and developed plans to mitigate risk, including a retention strategy.
• Led cross-cultural training effort to build remote and global management capabilities and introduced an engagement model with defined accountability matrix for global managers.

Marlboro, MA

• Personal and Workplace Investing: Consulted with senior business leaders to communicate key priorities to drive individual and organizational capabilities. Developed, implemented, and managed multiple HR initiatives.
• Developed workforce plans to support the domestic and global site expansion, including metrics and milestones. Created and implemented resource migration, retention, and integration plans.
• Monitored progress and coached business unit leadership and assisted in the creation of change management strategy.

Marlboro, MA

• Tax Exempt Services Organization: Managed a team of human resources generalists responsible for staffing, retention, and organizational design for the customer service, operations, sales, marketing, relationship.
• Participated in the development of the five-year strategy and implementation planning for the new customer service model.
• Introduced a web-based skills assessment and tool with placement and training program leading to reduced start-up costs and increased first-year retention within the customer service organization. This effort allowed.

Boston, MA

• As a member of the Talent Acquisition team assigned to the enterprise technology function, responsible for the development of strategic and integrated workforce plans.
• Led the creation and implementation of a re-skilling program that provided intensive technical training in four technical disciplines for non-technical associates to move to entry-level technical roles.

Boston, MA

• Managed a human resources team providing human resources generalist support to the systems development group.
• Led the staffing, training, and redeployment effort for a mission critical technology program (900 employees). Achieved 98% retention rate during program delivery and 94% internal placement rate upon completion of.
• Lead member of the Fidelity Technology Compensation Committee. Developed technology job structure and new compensation model for the technology function.