A consultant and strategic advisor for leaders and employees of all levels, to develop a unified culture that inspires and fosters high performance, innovation and retention of performing employees.Champion for a creative and positive work culture, providing expert advice and support for people initiatives and employee relations activities, integrating people into the organization and building employee engagement, while providing support and advocacy to enhance and fulfill MASS MoCA’s people objectives by developing, implementing, and facilitating full-cycle recruitment efforts that support the museum’s talent diversity and retention strategy.Serving as the institution's DEAI subject matter expert and representative for internal and external/community initiatives, the PCP ensures alignment of our DEAI initiatives with MASS MoCA's mission, core values and our people strategy.

Provides strategic and operational human resources advice; coaching, development and support to their assigned client groups and employees; acting as the single point of contact for the leaders; and serving as a point of contact for all people related issues. The HRBP covers a broad spectrum of human resources (HR) activities such as talent review, calibration, workforce planning, employee relations, advice related to policies/processes, talent management and change management. The HRBP understands the business beyond the HR function and influences the overall organization to ensure superior operations and business outcomes.

Develop and execute best practices to promote employee engagement and to enable a high-performing workforce to contribute to the company’s strategic growth. Plan, direct and execute policies, processes and procedures relating to all aspects of HR, including recruiting, onboarding, staff training and development, compensation and benefits, compliance issues, performance appraisals and corrective actions. Provide strategic and operational human resources advice; staff coaching, development and support. Provide full-cycle Human Resources support to commercial teams across the organization directly supporting 2,900+ providers.- Trusted, strategic HR partner to leadership team, providing thoughtful, responsive, pro-active and business savvy solutions to organization needs. Analyze and present people metrics to leadership to inform sound talent and business decisions. - Recognized team leader, attracting, retaining and developing high-performance employees; creating an environment where clinicians and teammates thrive. - Lead and direct business partners to drive organizational culture.- Ensures team excellence and staff development through impeccable communication and training.

Senior Compensation Analyst. Human Resources - Conducts analysis and interpretation related throughout the network. Is responsible for the administration of the Medical Center’s Compensation Programs, upgrades, implementation and maintenance of related HRIS database tables and Compensation modules, as well as the centralized Job Description Library.- Evaluates and analyzes salary data, determines pay grades, and conducts or participates in compensation surveys; analyzes and recommends new surveys for participation and changes to sponsored surveys to remain market competitive. Assigns salaries to employees based on market data and the internal equity of the job. - Administers all compensation programs including, but not limited to, incentive plans, physician compensation, annual increases, gainsharing programs, certification payments, etc. - Develops strong partnerships and provides consultation and support to assigned Department Directors as well as other HR departments for all Compensation activities.

Responsible for managing day-to-day Human Resource functions for Dovetail’s North American locations by providing support and guidance to line managers and employees in the administration of Dovetail’s Human Resources policies, procedures and programs. In addition, provide Benefit Administration, Recruitment expertise and facilities management support.Key Responsibilities - Administer HR policies and procedures. Ensure all company policies and procedures are up to date and in line with current employment law. Provide counsel to manager and employees, and ensure line managers are familiar with HR policies and processes.- Maintain the Employee Handbook. Ensure HR related information is posted on Dovetail’s intranet. - Administer benefits programs by communicating benefit plan information to employees, managing the benefit enrollment processes, approving invoices for payment and resolving employee benefit issues. - Consult the recruitment function through sourcing, screening, and interviewing potential hires. - Provide current and prospective employees with information about policies, job responsibilities, working conditions, compensation, internal careers, and employee benefits.- Facilitate the new employee induction process.- Maintain employment records. Compile management information reports. - Ensure legal compliance with federal and state regulations.- Manage employee relations issues. Provide support to employees and managers in the management of absences, disciplinary actions, and grievances. Counsel managers and employees on employment related issues. Conduct exit interviews.- Coach Managers on the completion of performance appraisals, help identify areas of performance improvement and assist in the development of performance improvement plans. - Manage compensation programs, including the administration of the annual compensation process, the development of job descriptions and the maintenance of compensation data.

Regional Recruiter works with the sales recruitment team to manage the recruiting and staffing for the Allstate Exclusive Agents in the Southeast market. Primary Accountabilities:• Develops and implements sourcing strategies.• Helps with initial candidate assessment by reviewing resumes and conducting screening activities. • Ensures the maintenance of accurate and concise records and reports concerning all phases of the recruitment process.• Communicates with candidates regarding status, scheduling of interviews, process, etc. • Actively recruiting organization that includes: mining/sourcing for talent, reviewing resumes, tracking candidate information via an ATS, etc.

Contracted Recruiter specifically hired to expand Sales Team in the NY Metropolitan Area. Actively recruiting for:National Sales ManagerSales Representatives

* Ensure audit compliance from Artech, customer and regulatory perspective.* Establish, manage and improve policies and procedures within team to achieve these results. * Detailed and consistent on boarding processes. * Regular contact with contractors including direct phone contact at least 1x per quarter. * Manage onsite and offsite employee relations personnel: * Ownership of Process for handling daily contractor issues for Contractors * Streamline communications with contractors * Training and Accountability for Employee Relations staff both off shore and on-site * First line of support for contractors and managers for contractor issues. * Implementation of Peoplesoft to maximize its capabilities in support of the Customer * Utilize SalesForce tool to track all interactions with contractors, managers; and track issues and the resolutions in SF Cases. Train Staff/Team on documenting detail on Sales Force. * Develop and implement retention Programs ·* Assure documentation, personal information, background checks, etc remain current and up to date in Artech systems * Provide support for contractors in benefits management, immigration, vacation scheduling, Client requested communications, etc. * Performance Issues: When raised by Client provide communications and/or support SDM’s and CRM’s in their discussions with contractors. * Annual Audit Preparation * Assure Subtier Pass-thrus are on boarded properly and managed in accordance with Client Agreement * Recommend and/or Implement HR initiatives specific to Client in conjunction with HR Director – Talent Acquisition; HR Director - Operations * Immigration Documentation, etc. * Implement Regular Reporting Process for - Team including key metrics reporting * Organization Direct Reports (9) both on and offshore.

Initially recruited to provide vacation relief for HR Senior Generalist, then assigned as Internal Transfer Coordinator at corporate offices and subsequently progressed to full-time role. Scope of responsibility includes departmental reporting, listing job postings, handling EEO and AA plans as well as maintaining updated employee files and managing the employee database. Took on responsibility to audit personnel files while collaborating with managers to formulate departmental policies and procedures. As branding expert, deliver corporate HR presentations and convey critical requirements for staff. Advise employees in areas spanning Labor Relations, Retirement, Compensation & Benefits, Recruitment and HRIS. Designed, developed and administer the corporate Employee Discount Program and booklet.• Worked extensively with the Recruitment Department through the transition to an Affirmative Action Employer and the development of behavioral interviewing guides.• Managed weekly job posting and time-to-fill reports; created job description templates for corporate wide uniformity; developed the questionnaires in applicant tracking system (ATS); key committee member for the selection of a new ATS, RFP.• Point person for employee relations and interdepartmental training; conduct all weekly New Hire Orientations for groups of 20-50 new employees.• Provide key tactical support to recruitment & employee relations managers as the lead HR generalist out of a group of six (6).• Reduced annual office supply expenses by $6K+ for both hospital locations through cost effective stock control and shipping.

Contract Recruitment specializing in the Financial & Design Sector.

ADMINISTRATOR, Crewing - Promoted to position of increased responsibility, managing a staff of four (4) administrative assistants tasked with maintaining the personnel database and files. Staffed and generated schedules for U.S. Flag Merchant Vessels (containers, tankers and MARAD vessels) commissioned for international trade expeditions.• Organized rotating shifts and relief schedules for 135-member crews on U.S. Government RRF ships.• Validated new-hire and incumbent staff authorizations and Federal Security Clearances, ensuring compliance with federal and state labor codes and regulations.

Earned positions of increasing responsibility; from Office Services to Human Resources to the Crewing Department at CMC.