Amy Clark Email & Phone Number

Middletown, De, Us

Greater Philadelphia

Executive coach to women leaders on their path to the C-Suite. Coaching and building leaders through leadership development programs, workshops and keynotes.

Executive advisor, coach and leader of experiences that advance our mission and deliver an exceptional employee experience.

Vice President, Integrated Talent ManagementNovember 2017 - November 2020Senior Director, Talent DevelopmentJuly 2016 - November 2017Develop strategy & establish a means for how Sallie Mae attracts, selects, develops and retains talent• Led development and implementation of Talent Development function. leading into establishment of an integrated talent management approach• Developed and implemented workforce planning model that has become the framework to build our talent strategy and enable recruiters to be talent partners to the business.• Provided expertise and leadership in the development of our competency model that has been integrated into our selection, assessment, development and recognition programs• Provided leadership and expertise in the development of leadership development programs and implementation of Sallie Mae YOUniversity, our Learning Management System• Developed & implemented an enhanced talent review process shifting paradigm on how we differentiate development; established multi-rater assessment and individual development planning tools

Newark, De

December 2014-June, 2016Provided leadership to the HR Business Partner function for a growing, start-up business environment by placing focus on strategic workforce planning to effectively identify and execute solutions to fill or shrink talent gaps. • Company Separation Planning & Execution – led critical components of transition work plan as part of strategic separation of the business of Sallie Mae into two corporate entities. Developed project plan to transition employees to Sallie Mae Bank including oversight of criminal background review, transfer of existing HR policies and procedures and development of new Human Resources structure and design.• HR Business Partner Function – as part of company separation, led the development and implementation of HR Business Partner role in the organization, successfully transforming role from administrative to valued strategic consultant to client groups. Recognized by business leaders as valued partners in building effective people strategies.• HR Strategy & Workforce Planning – developed and implemented workforce planning model that facilitated a strategic approach in identifying talent gaps. Led the HR Business Partner team in collaborating with business leaders in diagnosing and assessing business challenges, strengths and opportunities. • Employee Relations & HR Operations – effectively balanced the company’s best interests with employee advocacy to mitigate third party intervention. Led employee relations team in the development of Affirmative Action Plan with vendor, including development of policies and procedures. Played a lead role in the assessment and revision of employment policies and procedures and successful implementation of a new Employee Reference Manual.

Fishers, In

Director, Employee Relations 7/2010-3/2014Provide a business partner approach in leading the development of positive and fair employee relations/human resource policies and programs for the organization.• Developed and implemented the Employee Relations Center of Expertise as part of our HR Transformation, including policy/procedure development, change management approach, and implementation of case management system.• Member of HR Leadership Team for Sallie Mae and its affiliates; participate in strategic discussion and utilize information to formulate direction of the ER Center.• Oversight of ER Center to ensure efforts support a work environment that is free from harassment and discrimination and in compliance with all federal/state regulations. Provide direction to the ER Team in the handling of employee concerns, complaints, investigations and performance management.• Oversee and/or conduct high profile investigations for the organization regarding a variety of allegations and partner with General Counsel Office to respond to external agency claims. Participate in settlement and mediation discussions. • Partner closely with HRBPs and HR Center leaders in developing and implementing HR initiatives including: policy changes, education, and compensation programs.

Arcade, Ny

Senior Human Resources Manager 7/2005-7/2010Oversight of Human Resource activities for multiple sites in NY & NJ for the Contingency Services Divison. Employee Relations: • Oversight of the employee relations function for multiple sites and lines of businesses. Provide guidance to direct reports on effective resolution of employee relation matters to maintain an environment free of third party intervention.• Lead & conducted investigations in complex employee related issues including: Code of Business Conduct, Collections Compliance and Performance Management that frequently include matters of ambiguity, requiring sharp investigation skills. Partner with Sallie Mae Legal and Privacy Office as necessary in drafting recommendations.• Provided regular feedback to Business Partners on patterns and recommend training programs. Developed and conducted training on Sexual Harassment & Employment Law.HR Business Partner:• Business Partner to Senior Management for Contingency Services Division. Provide guidance and insight for critical business matters including new lines of business, compensation, performance management, retention, contract requirements/implementation, and staffing levels. • HR contact & oversight for all internal/external client audits. Collaborate with business in preparation of extensive Department of Education, Department of Treasury and IRS audits to include management responses and implemented corrective actions as required. • Implemented regular reporting to business on exit interview survey’s and termination data, instrumental in reducing turnover and identifying patterns.Talent Acquisition:• Oversight of recruiting & selection activities for all sites; managed frequent changes in staffing requirements.• Liaison with corporate HR Department in implementation of Recruitment Process Outsourcing; provide on-site support to vendor to ensure successful implementation.

Responsible for the management of all Human Resources functions for food manufacturer.• Development and maintenance of Human Resources function. Audited practices, developed and implemented new policies and procedures for facility.• Counseled, coached and advised management on daily employee relation issues; conducted investigations and provided sound recommendations to business.• Focused on programs to maintain union free environment; developed and conducted management development education related to team building, performance management, union avoidance, NLRB regulations and compliance.• Developed and implemented compensation structure; presented plan to Senior Management and successfully implemented in site.• Developed and led Process Improvement Team that addressed safety improvements by discussing manufacturing processes and policies.

Responsible for the development and management of all Human Resource functions for the Angola, NY Production and Distribution Facility.• Improved employee and labor relations through regular visibility to employees in the plant and warehouse, in combination with daily coaching, advising and training of site Management. • Trusted advisor to site President and members of management team; focused on workplace enhancements to promote union free environment on the production line of business. • Conducted job analysis and developed job descriptions for all positions and presented plan to Sr. Management as the first step in implementing a comprehensive compensation plan.• Implemented and directed quarterly Safety Committee meetings in cooperation with the Plant Manager to ensure OHSA compliance and foster health and safety in the facility.

Human Resources Generalist Responsible for all general Human Resource functions for a team oriented manufacturing facility. • Created and evolved the Human Resource function with the organization, including the development of personnel policies and procedures.• Developed new performance management system, including developing and conducting training sessions for the management in coaching, discipline, team building and leadership skills.• Provided HR guidance and insight during reduction in force; prepared written communication and severance documents to employees; participated in all employee meetings.• Developed and maintained an Affirmative Action Plan, created diversity initiatives and trained management on program.• Successfully earned a State Training Grant, which provided 50% financial assistance for an Organizational Training Program to include training for the Machinists and Management.

Accounting Office/Human Resources ManagerResponsible for management of Accounting and Human Resource initiatives for automobile dealership.• Instrumental in creating the position of Human Resources Manager by developing policies and procedures and conducting management training.• Handled all aspects of human resources, including policy interpretation and implementation, employee relations, new hire orientation, staffing, creation of job descriptions, performance evaluation, benefits, and payroll.• Supervised and developed performance objectives for staff members in Accounting and Customer Service Departments.• Member of team instrumental in achieving Blue Oval certification from Ford Motor Company for developing procedures to ensure 100% customer satisfaction; coordinated employee satisfaction survey.

Mba, Strategic Hr Management

Bachelor Of Science - Bs, Business Administration, Management And Operations