Andy Goldin Email & Phone Number

Warsaw, Poland, Pl

Warsaw, Poland, Pl

New York, Ny, Us

Recruited to serve as HR representative for client-facing organization and to manage the Talent Acquisition team. Shifted responsibilities to be the HR representative for the rest of the organization (non-client-facing) and was also made accountable for HR policies, projects, and procedures.* Talent Acquisition / DE&I: Hired, directed, and mentored 2 Talent Acquisition professionals in company-wide recruiting efforts. Led the team through 2 of the busiest recruiting years in the company’s recent history, hiring over 100 new employees a year in both 2018 and 2019. Mentored and developed the Senior Recruiter to be promoted to manage the team by the end of 2019. Created DE&I strategies with recruiting team and began relationships with organizations to help us achieve our DE&I goals.* Compensation Philosophy: Played a pivotal role in developing and finalizing the compensation philosophy for the company, using data from market salary benchmarking and best practices. Created and communicated the relevant training materials to senior company leadership.* HR Policy, Process, and Systems Design / HR Project Management: Managed 1 HR professional. Created, designed, managed progress on, and implemented many core HR policies and programs – some examples include overtime tracking, internal promotions and role changes, compensation philosophy, leadership and development trainings, providing feedback, progressive guidance, separation process.* Performance Management: Accountable for design and execution of employee performance evaluation process across the organization including process design, HRIS testing, process training, and roll-out resulting in employee promotion/merit impact.

Us

Founding member of a team of redefined strategic HR Business Partners, created to provide forward-thinking proactive HR guidance and partnership to all corners of the business. Accountable for roughly 2,000 managers and employees, both union and non-union.* Performance Management / Leadership Development / Succession Planning: Facilitated exercises twice a year to identify High Potential managers and successors to critical roles using best practices (e.g. nine-box and performance evaluations). Created development plans with manager for those individuals.* Employee Engagement Strategies / HR Metrics: Spearheaded and supported culture change and engagement initiatives (e.g. Employer Value Proposition). Recommended a number of enhancements and changes to each client department as a result of Engagement Survey .* Consistently brought together HR Centers of Expertise to collaborate on solutions to support both Human Resources and business strategies.

Us

Hired to both lead a Talent Acquisition team and to own and work on a portfolio of company-wide HR initiatives.* Talent Acquisition: Authored and managed a portfolio of ongoing process improvements, which resulted in a 10% reduction in time-to-fill in 2014 (vs. 2013) and an additional 10% reduction in time-to-fill in 2015 (vs. 2014) for agency-wide recruitment efforts. Recruited for a number of positions - over 100 management-level positions filled between 2013 and 2015.* Employee Performance Improvement: Led and managed the workload and ongoing professional development of five (5) recruiters and one (1) HR Coordinator, including the facilitation of ongoing, mid-year, and annual performance evaluations.* HR Project Management: Created and managed a portfolio of initiatives to develop the Employer Value Proposition (EVP) of the agency through the enhancement of Talent Acquisition procedures and documents (e.g. the creation and upkeep of the Port Authority’s LinkedIn company page).

Long Island City, New York, Us

Promoted during an HR-department-wide reorganization with the primary goal being to grow JetBlue’s Boston hub (second largest).* Talent Acquisition: Successfully sourced and hired hundreds of people each year to fill operational and corporate vacancies ranging from entry-level hourly positions to mid- and upper-level management positions.* Developed close working relationships with Hiring Managers to forecast/plan hiring needs based on staffing models and budget.

Long Island City, New York, Us

Asked to establish and lead a newly formed HR Planning & Analysis team formed to glean important data to use to inform people-related decisions throughout the company.* HR Metrics: Created and maintained all internal surveys and compiled HR data (e.g. exit interviews, anniversary surveys, engagement surveys, ad hoc surveys, SAP requests, ad hoc projects, etc.) into subsequent reports for regular review by HR Manager, HR Director, and business partners.* HR Policy, Process, and Systems Design: Compiled HR data (e.g. exit interviews, anniversary surveys, engagement surveys, ad hoc surveys, SAP requests, ad hoc projects, etc.) into reports for regular review by HR Manager, HR Director, and business partners.* Performance Management: Led the development of new performance management systems in 2008 and 2009, including system testing, trainings, documents, web content, and reports.

Long Island City, New York, Us

As the Acting Manager, I led a team of HR professionals and partnered with facility leadership in the implementation of HR strategy alignment for the nearly 4,000 employees based out of JFK International Airport. I was also responsible for providing human resource tools and data to influence effective leadership and engaged employees in their assigned areas. These tools included: performance management process, effective off boarding process, EEO investigation process, employee involvement program administration and leadership education. Other essential functions included the following: Organizational Leadership & Direction, Practices/Programs/Processes, Planning & Analysis, Goal Alignment, Talent Management and Employee Development, and HCM/Organizational Development.

Long Island City, New York, Us

In this role, I supported JetBlue's JFK Operations (largest in the JetBlue system) with general HR needs. I also assisted with HR department investigations, initiatives, and educational projects. I partnered with operational leadership in developing, implementing, and facilitating training programs and provided general administrative support, including but not limited to research, data analysis, scheduling, logistics, and maintaining leadership resources. During my tenure in this position, I conducted employment reviews for over 300 employees and made recommendations to management, facilitated over 30 trainings for both management (Leadership training) and non-management (Respectful Workplace training) employees, and mentored and developed colleagues during and after their on-boarding process.

Kilchberg, Zürich, Ch

As the Assistant Store Manager, I performed all daily store operations – opening store procedures, closing store procedures, cash register functions, product stocking and refilling, staffing schedules, inventory procedures, managing the receiving and sending of product, corporate communications, and business to business relations. I contributed toward store profitability by identifying opportunities to increase sales and manage accurate inventory. Additionally, I hired, developed, and maintained a high performing staff during the winter holiday season, which was one of the most successful for that particular store.

Springfield, Pa, Us

In this role, I created and supervised the HR department for Gap Dynamics, Inc., a subsidiary of Gap International, Inc., which reported to the senior officers of both Gap Dynamics and Gap International. I organized and executed all aspects of recruiting for Gap Dynamics, including advertising, preliminary phone screening, and scheduling of follow-up interviews by internal C-level officers of the company. I also conducted the full on-boarding of new employees of Gap Dynamics by providing information and support on benefits, payroll, policies, and other important areas of new employee orientation. Additionally, I was accountable for all on-campus college recruiting logistics for Gap Dynamics and Gap International, including campus relations, scheduling, interviewing, travel, and lodging. I had the opportunity to assist in various HR projects for Gap International – performance reviews, employee relations, policy creation/editing, strategic planning/hiring, benefits, and growth and maintenance of the organizational culture. As a consultant, I was able to meet with high-level clients to help them to discover methods of achieving extraordinary results in their companies. Managing project logistics and providing onsite support for various domestic and international seminars and client engagements was also part of my role at Gap International.