Participate as a member of the HR Management team, leading a direct report team of HR Business Partners. Working to evolve the HR function as a trusted and reliable partner to the business in all Human Resources matters. Leading efforts to build organizational effectiveness and high employee engagement.

Responsible for the leadership & management development of employees to ensure their performance meets and/or exceeds both business and personal goals/objectives i.e. coaching & mentoring, performance management. Working to attract top talent into business areas through targeted recruitment activities. Leading change management initiatives to drive alignment andorganizational improvement through inspiring and motivating people...

Working with designated business leaders providing strategic HR leadership to multiple client groups within the business/function. This includes, but is not limited to, providing direction, leadership, and strategy on various HR items including attraction, retention, orientation and integration, career development, talent management, compensation consulting employee engagement and performance management. Oversee and provide experience/expertise in employee relations issues for the business in partnership with Marsh & McLennan Companies Employee Relations and Legal. Partner with business leaders to drive the performance management process and to identify and champion career development needs within the business in partnership with the Talent management and Diversity Center of Expertise and the Rewards COE. Provide one- to -one coaching to senior leadership on complex HR issues. Work with HR management and provides guidance on departmental restructuring initiatives; as well as, participated in the year-end compensation process.

Working with clients on HR Systems and technologies, including GlobalView HRIS, PeopleClick/Taleo Applicant Tracking and People Performance Management systems.Provide proactive consultation and input to managers, supervisors and associates on issues where human resources expertise can improve business results.Assess needs within assigned client groups and provide consulting to leaders on performance management, employee and leadership development. Assist managers in the annual performance management process, common merit and incentive programs. Work closely with leaders to facilitate organization change initiatives and put strategies in place to improve client group and team effectiveness.Act as primary contact for managers and employees on non-exempt and exempt staffing, employee relations, performance management, training and employee communications issues. Provide information to managers on compensation plans. Respond to questions and issues regarding compensation. Schedules, monitors and conducts New Employee Orientations, and monitors employee exit process and conducts exit interviewsAssist Sr. Mgr. HR Business Partner in implementing training and development programs given assessed business needs in assigned business areas.

Operations: Managed the HR Business Partner role for the Global Supply Chain business unit. Provided HR services for 800 employees located in domestic U.S. and international locations. Enlisted to collaborate with Human Resources functional and regional leaders to develop consistent human resources approaches; considered local business practices and country laws. Recruited into role to manage the employee relations work. Worked with mid and senior level managers to translate business plans into human resources requirements including organizational structure & design changes. Member of Gillette’s Transition team to Procter & Gamble, 2006 to 2007Special Assignment – performed concurrently with fulltime HR Business Partner role

Operations:Managed as the sole HR Generalist for the North American Value Chain for six hundred employees located in the U.S. and Canada. Specialized in employee relations work that built diverse, collaborative relationships bridging across multiple teams, functions and organizations. Established an understanding of customer needs leading to strong customer relationships, and the creation of solutions that increased customer effectiveness. Managed talent management, policy roll out and interpretation, expatriate management, and relocation.

Corporate:Established this newly created position that provided business partner and human resources support for a broad range of issues of the corporate client groups: Finance, Legal, Strategy & Business Development, Corporate Affairs, Human Resources and the Medical departments. Successfully oversaw the HR Administrative process and handled day-to-day issues involving all phases of employment, compensation, executive compensation, expatriate compensation and employee relations for 200 employees.

Corporate:Developed & systematized recruitment strategies, resources and programs that attracted and retained highly qualified minority and diverse professionals across all Gillette U.S. business units. Increased the overall diversity population. Implemented a diversity resource database to shorten the time-to-hire metric for diversity candidates. Optimally managed a $500,000 budget, streamlined and centralized programs where necessary. Managed one full-time employee and seasonal interns and co-ops.