Grant Making Committee, volunteer speaker

Led internal investigations which included sexual harassment and ADA issues, conducting face-to-face/telephone interviews, collection and review of documentation, evaluation of information according to local, state and federal laws, recommendations made on final determination and any disciplinary measures for appropriate cases. Managed internal and external diversity outreach, policy compliance, and consulted on performance management. Also managed the EEO training program for exempt staff and served as the HR liaison for employee affinity groups. Provided coaching and employee relations counseling through participation in business partner meetings, while facilitating training sessions, and as a member of the Primary Sales cross-functional diversity team.•Redesigned the 10-year-old mandatory Corporate EEO training program. Modified materials for both facilitators and participants after lengthy reviews with facilitators, internal and outside counsel. A new Standard Operating Procedures (SOP) manual was added to the training process through this redesign•Served as Master Trainer for HR during rollout and continued follow-up training of global Performance Management•Increased brand/size presence at national conference events, expanded national advertising in professional organization magazines (with prime space and rates negotiated) and reduced annual conference costs for Roche Pharma by developing and managing US affiliate partnerships for external outreach•Achieved 10-15% progress on annual corporate staffing goals through regular partnering with HR Generalists, Staffing Recruiters and Line Management. Business partner groups comprised of approximately 2300 employees included National Sales groups, Pharma Development, Technical Operations and Corporate functions•Led collaborative effort to complete Human Rights Campaign surveys for Roche. Roche/Genentech scored 100% as top company to work for LGBT Employees in 2009 and 2010 surveys

Associate Employment Manager March 1996- June 1997 Human Resources Generalist June 1997-July 2001Managed core HR functions and processes including performance management, employee relations, sourcing, interviewing, salary/compensation administration, and workforce planning. Guided the delivery of HR services for a client base of 850 employees within three business units.•Active participant in annual review and analysis of compensation process for PGAM Operations and IT business partners•Volunteered to prepare, analyze and monitor quarterly and annual AAP and EO/Diversity reports for PGAM HR and PGAM Senior executives•Sought HR process, policy and departmental alignment improvements as part of a select corporate initiative team•Coached management on employee development, employee relations and performance management issues

Recruited for the New York Home Office. In 1994, field generalist at the non-Executive level was a new role to the Company. Managed full life-cycle recruiting, compensation administration, performance management, records administration, workforce planning, created and evaluated job descriptions, set up career path options and assessed appropriate salary ranges for Marketing, multi-shift Telemarketing Sales, IT, Finance, Accounting and Underwriting groups. Consulted Company management and advised employees on benefits, EEO, Affirmative Action and disciplinary matters.•With a transfer from the NY office to Tampa, Fl in July 1994 established and executed all HR Generalist related duties for 26 transferring employees and hired the remaining 125 + employees within a 6 month period•Developed and facilitated training programs for Florida staff which included on-boarding, policy and EEO compliance•Developed and managed relationships with contingency, retained search and temporary agencies. Negotiated rates according to usage and corporate policies