We form dynamic partnerships with small and growing businesses, empowering their employees and catalyzing lasting success. This partnership leads to stronger growth, increase in bottom line and organizational success and provides a strong base in compliance and resilience.Below is just a sample of the work we have done for our clients:Fractional HR Leadershipo Mentor and develop of an HR manager in her first HR Department of One role for a 25-person government contractoro Provide support and guidance to an HR Department of one with an 80-person remote first video game company HR Outsourcingo Handling all facets of HR for a multi-location gymnastics company in Marylando First HR hire for a 40-person intelligence government contractoro Audited and revised offer letter, proprietary rights agreement Complianceo Audited and developed an action plan for a 25 person government contracting firmo Implemented a Wage Determination benefits plan reducing overall tax costs due to SCA regulationso Assessed and implemented crucial insurance regulations (ERISA bond and Fiduciary Liability) to ensure both compliance and coverage for ownero Handbook complianceo Drafted a first ever handbook for an insurance broker and government contractoro Revised handbooks for several clients based on outdated information and changing complexitiesBenefitso Negotiated a commission reduction for a client leading to a 0.5% decrease in broker commissions and reduced benefits costs within the same plan year for a 200 person government contractoro Led the benefits team for a 900 person non-governmental organization to support their in-country, ex-pat and 3rd country nationals for a interim period and acted as a SME for the hiring process to identify a full time replacement.

Oversaw all HR functions in a department of 5, including compliance as a federal contractor (AAP, EEO-1, VETS-100). Lead HR and supported Finance components of bids and proposals. Manage office facility clearance. Lead Talent Acquisition team. Member of executive leadership team setting organizational priorities and direction.-> Supported Human Capital side of M&A activities on two separate deals (buy and sell)->Integrated ~100 employees into employment including benefits, payroll, and other operational areas->Manage HR team of 5, including 3 HR professionals added post-acquisition->Conducted HR due diligence for both sales including meeting with stakeholders for buyers and sellers->Manage $2M annual budget for benefits, payroll, and related programs->Held average annual increase in medical benefit costs to a remarkable <2.4% in each of the past 3 years by implementing a Private Health Exchange->Saved 5% annually by finding and implementing new HRIS/Payroll system->Reduced costs 7% by consolidating benefits, COBRA and ACA compliance->Developed compensation strategy for executives and business development staff->Increased engagement and participation in Performance Management System by changing the annual process to a quarterly frequency->Demonstrated resilience and creativity during 6 years of organizational change, functioning effectively as a Department of One then rebuilding and leading a team of HR professionals, without compromising service or productivity->Implemented a cost-effective LMS, encouraging employee growth and development with ~50% of staff using it to increase and enhance their skills, and executives using it for workforce planning and as a tool to inform bids and proposals->After downsizing, assumed oversight for back-office operations, including Finance, IT, and Contracts

Provided generalist and senior level HR administration for clients of various sizes. Created the Organization Development Business Cases for new lines of business. Responsible for client management as well business development. • Led internal training on team development using MBTI®• Created University of HR training program for practical HR skills training.• Created Career Development program for non-profit client. • Transitioned an energy start-up away from a PEO to a full HRIS/Payroll system.

Managed the creation of current Human Resources Department. Responsible for managing the day-to-day HR needs and issues for 40+ employees. Coordinate all traditional functions, in addition to bringing new thinking to the department, including culture change and implementation of new programs. • Facilitated the creation of Grasshopper University, a guest speaker / peer-taught professional development program• Using Organization Development techniques, successfully intervened with several departments facing morale and leadership issues.• Generated policy on employee incentive programs, work/life balance, employee referral program and a pay-for-performance salary increase program.• Frequent contributor to company Blog.• Developed and executed on plan for HR administration for spin off company

Partnered with JDRF Bay State to facilitate the implementation a communications committee. -Build a framework to bring the committee up to speed-Created a sense of urgency for change-Utilized a team development framework for future success

Short-Term Consultation on team development

Managed the overall design, creation and maintenance of multiple employee benefit websites and HRIS Systems. Trained employees on creation and maintenance of employee benefit websites, provide employee and management training on effective use of websites and systems. • Gained an additional one-half of HR professional by eliminating basic HR questions, record and disseminate open enrollment meetings for remote employees.

Administer benefits for diverse field of companies ranging in size from 14 to 150 employees including retail and government contracting. Supplied internal guidance on a wide variety of HR topics including COBRA, departmental policies, employee relations issues, hiring and terminations. Additionally, administered payroll for several companies of 20 to 40 employees.• Developed and presented SHRM-approved trainings in a variety of topics including, laws and policies, applicable to Government Contractors, as well as for companies with fewer than 50 employees.• A chief collaborator in the design of various training programs including the prevention of sexual harassment, policy initiator on corporate dress code, parental leave and approved personal cell phone usage.

Assisted the Vice President of Human Resources with the day-to-day functions of the HR department Developed job descriptionsManaged benefits and other employee records