After decades as a Senior-level Human Resource professional and consumer of HR software, I decided it was time to channel my knowledge and experience toward creating highly effective yet simple software for HR professionals through the lens of an HR professional. I believe HR should be designed or enabled to drive companies forward as opposed to working task to task. Our vision and mission is to assist our clients in shifting the focus to company, employee experience, and most importantly productivity. Onboardia is an award winning software for small to mid-sized companies designed to onboard, train, and support new hires and employees allowing for consistency, elimination of redundancies, and reallocation of HR priorities towards employee effectiveness. Our motto holds that onboarding is a process and not a singular event. Since its inception in 2013, Onboardia has been honored with several awards: The 2013 Top Products List by HR Executive Magazine and the 2015 HR #Wins List of companies to watch. Our clients span coast to coast and include companies in Healthcare, Staffing, and Manufacturing, the Auto industry, Chemical and Industrial sectors, IT, Hospitality, municipalities, and Not-For-Profit organizations. I’ve developed our three-tiered approach to onboarding: administrative paperwork, orientation training and post-hire follow up. My goal as CEO of Onboardia, Inc. is to develop, and grow a product that aligns with the ever evolving needs of an HR professional in mind.

While working as the Senior Human Resource professional for a premier New York private equity firm managing approximately $10B in assets, I led the firm’s HR initiatives by designing new systems, developing policies and practices, and implementing software to reorganize processes. My role went beyond talent acquisition as my responsibilities included all day to day operations and worked closely with the CFO.In this position, the emphasis was on utilizing HR to drive the company forward. My contributions included establishing a detailed travel and expense policy and moving to a Citrix solution that resulted in cost savings. I conceived a standardized performance review procedure that increased efficiency by 25% from the old system and better aligned compensation with performance. As a member of the firm’s first 401(k) committee and plan administrator, I took part in the decision making process for investments. Employee relations were noticeably improved through my leadership of staff by applying supportive measures and constructing transparent guidelines.During my tenure the firm more than doubled in size. I advised firm partners on hiring, terminations, employee relations, compliance, insurance, compensation and benefits; all aligned to uphold the firm’s leading reputation as a best in class employer and one with an admirable culture. My achievements assisted in minimizing legal exposures through compliance, strategizing and employee handbook initiatives working with firm counsel and senior management. Upon invitation, I became an active member of the NY Private Equity HR Roundtable, a group of human resource leaders in prominent NY financial firms.As a small firm, the supervision of facilities was also under my HR function. I built a cohesive rapport with leading construction, architectural, and design firms. My results routinely led to cost-savings and faster response times.

My role as a coordinator centered on HR functions that included but not limited to management of a diverse group of executive support staff spanning Real Estate, International Markets such as Japan and Latin America, Healthcare, E-commerce, and Corporate Finance departments.As a committee member of the IBD Committee for Best Practices, I participated in shaping policies, performance reviews, and processes to manage a division of roughly 300 support staff. Senior management identified me to be the leader of the employee experience to ensure high morale, rewards and recognition of staff.I assisted in implementing new technology systems such as a CRM, recruiting and attendance software. My experience in onboarding and training, led me to revamp the onboarding process that decreased new hire time to productivity by 30% and temporary staff by 60%. Employee hiring, warnings, terminations, promotions, retention, compensation recommendations, and performance reviews were additional responsibilities that fell under my purview.