Reporting to the Chief Development Officer on strategic initiatives such as Staffing/Talent Acquisition and Talent Management, Performance Management and Compensation Administration, Benefits Administration and Employee Relations.• Manage the Talent Acquisition and Talent Management process which included partnering with senior leaders to develop the appropriate recruitment strategy, promotions/career advancements, job postings, interviewing, immigration requirements (if applicable), offer letters, onboarding of new employees, Paycom HRIS new hire set up, I9 documentation and state and federal requirements, validating appropriate licensing upon hire (and annually), new hire benefit orientation/enrollment and personnel file administration. • Drove the quarterly employee performance, feedback and recognition initiative ensuring managers developed quarterly goals and objectives for each employee and were providing consistent feedback on the employee’s performance towards the achievement of company and personal goals.• Partner with company President in executing and administering the annual merit / bonus pay for performance process.• Maintained all regulatory document requirements and records relating to FMLA/Leave of Absence Administration, MA PFML, Workers Compensation, etc.• Provide expertise, consultation and direction to senior leaders in managing and resolving employee relations issues, performance concerns and/or disciplinary matters and preparing them to have difficult conversations in an effort to mitigate risks.• Partner with benefit broker to drive the annual employee open enrollment benefit process. This included the coordination of employee information sessions with benefit insurance carriers, benefit guides, reference documents and recordings and the employee enrollment/deduction process. • Provide guidance and support to employee questions relating to benefits, policy interpretation, handbook, FMLA, leave of absence, STD/LTD, etc.

Hired by the Executive of Human Resources to assist with a companywide restructure/reorganization initiative.

Partnered with the HR Business Partners to advise and consult on business strategy supporting their functions (i.e. Business Services, Technology Services, Consumer, Commercial, Finance, Risk and Legal). Proactively identified and diagnosed business requirements and utilized organizational knowledge to recommend options and solutions to business stakeholders. Identified project/program risks; advised and partnered with stakeholders to mitigate impact, or escalate if required. Influenced and maintain collaborative relationships with business leaders, peers and partners. Acted as role model, providing guidance and coaching to HR, colleagues and business lines supported.• Translated business strategies and objectives into the appropriate HR actions and initiatives, including driving them through the business.• Coached managers to maximize team performance and organizational effectiveness.• Addressed people related activity by working with business leaders to deliver strategic HR solutions, implementing the people plan and leading HR Projects • Worked collaboratively to manage HR Projects of medium to large size and complexity which spanned multiple areas of HR related activity.• Ensured that projects were delivered on time, within budget and that risks are managed. These projects included change programs, job family framework creation and roll out, FLSA job classification reviews.• Played the lead role for the entire bank, executing restructures/reorganizations, reduction in work force and outsourcing initiatives both regionally and globally while collaboratively partnering with our HR Legal partner to ensure all risks were mitigated.

Identified and addressed people related business activity, working with business line managers to deliver strategic HR solutions. Managed the core HR management processes/programs that were delivered across the business line (i.e. annual pay review, performance management, talent management, colleague engagement, reward & recognition). Conducted New Hire Orientation, Mutual Respect training and rolled out training to Managers on HR Express / PeopleSoft HRIS system. Interpreted new procedures and policies for the business lines.• Contributed to business strategic planning process and ensured HR solutions were developed to support successful implementation of business activity.• Built strong partnerships with business line stakeholders and executive leaders.• Implemented HR solutions identified to support business line objectives.

Strategic business partner, providing full generalist support to over 250 colleagues including: cost effective recruiting, benefits enrollment, new hire orientation, job evaluation/market analysis, reward and recognition, employee relations and policy/procedures interpretation. Member of the Integration Planning Team during acquisitions. Worked closely with HR Senior leadership team to successfully integrate benefits, compensation programs, relocation, change management and company culture.• Assisted in development and roll out of HR sponsored programs including annual performance review process, sexual harassment training, and focal stock review.• Coached and consulted with managers to communicate difficult messages, manage employee relations issues, performance management and reductions in workforce.• Enabled company to attract and retain top talent and reinforced core values through work on the development of reward philosophy and programs.• Completed annual EEO/Vets 100 reporting requirements.

Rowecom, Inc. (formally The Faxon Company) Westwood, MA. – (1993-2001)Acted as consultant/advisor/business partner to business lines supported. Provided broad HR Generalist support to a 400+ employee population. Directed HR activities in the areas of employee relations, staffing, compensation/job evaluation, employee development/training, benefits and HR administration. Experienced in merging businesses, cultures, policies and procedures as a result of acquisition and restructuring. Partnered with outsourced vendor and implemented the company’s Affirmative Action Plan ensuring accuracy of company applicant tracking data and documented EEO efforts. Directed and developed Human Resources direct reports.• Launched new employee benefits, policies and procedures, successfully integrating companies during acquisitions to ensure employees were welcomed, had a sense of the organization’s culture, felt included and were engaged.• Assisted in reengineering of Performance Management to introduce “Managing for Results” focused on pay for performance approach.• Coached managers and colleagues through difficult reductions in workforce. Consulted on issues related to restructuring, eliminating and redefining jobs, assessing critical skills and the needs of the business moving forward, analyzing legal implications and designing of effective communications strategy.• Assisted in delivery and design of market-driven base compensation plan utilizing Broad Bands.

Human Resources Generalist 1996-2000Developed and managed processes related to recruitment, training, performance management, compensation, benefits enrollment, employee relations, and other related areas in alignment with business lines supported and the organizations mission and goals. • Acted as liaison between colleagues and benefit insurance brokers, third party administrators, etc. to ensure effective problem resolution, accuracy and timeliness.• Partnered with company’s Insurance Broker and Pension Benefit Guarantee Corporation (PBGC) to terminate single employer pension plan. Colleagues received promised benefits, in lump sum payment or insurance company annuity. • Assessed performance needs, identified and evaluated root causes of performance problems and provided solutions targeted to specific needs of individual or business line.• Ensured accuracy and integrity of HRIS generated reports; communicated results and assisted in interpreting collected data.• Implemented and monitored applicable HR federal and state requirements; conducted investigations and represented organization at unemployment and/or legal hearings.

Provided overall support for employment, benefits, compensation, employee relations, training and unemployment claims. Prepared monthly premium payments to insurance carriers. Pre-screened applicants, conducted reference checks and extended offer letters of employment. Fielded inquiries from colleagues and ensured company policy and procedures were communicated and adhered to. Coordinated the development, roll-out and tracking of training programs in an effort to build a cohesive improvement culture.• Processed company wide weekly payroll through Ceridian Source 500 payroll services.• Maintained HRIS system which included HR/Payroll changes, employee information/data, changes to payroll deductions, tax withholding's. • Administered group health/dental, life, STD and LTD plans. Managed and maintained eligibility for changes, enrollment and termination of coverage and COBRA administration.