Elizabeth Eames Email & Phone Number

Lebanon, Nh

In my most recent role, I directed a 16-person hybrid HR team for a 500-employee financial institution, managing everything from compensation and benefits to employee engagement, training, and recruitment.I revamped compensation practices to ensure equity without increasing budgets, created our first BIPOC mentorship program to support career growth, and introduced DEIB initiatives that prioritized work-life balance through inclusive policies.My efforts in strategic contract negotiations saved the company $1M, and I restructured job descriptions to align with team strengths and growth goals.I also spearheaded audit programs that saved another $1M, optimized vendor use by 95%, and improved efficiency by 40%. In addition, I rolled out new HRIS tools to streamline payroll, learning, performance, and more, supporting our team's growth and engagement.

United States

Chief Human Resources Officer, Connecticut | Ambow Education USA | January 2022 to January 2023For this role, I worked in a startup shared services environment leading HR operations for a 6-person team. I covered employee relations, payroll, compensation, benefits, onboarding, HRIS, and international employee management.I consolidated compensation and benefits into a PEO for 600 employees across four organizations, streamlining processes and ensuring consistency.As an executive advisor, I supported M&A activities and guided restructuring efforts, including layoffs and furloughs. I managed benefits administration, employee onboarding/offboarding, and HRIS audits, ensuring effective HR management. I also created a performance review process linked to coaching and goals, and conducted compensation audits to ensure market equity, resulting in improved employee satisfaction and retention.

New London, Ct

While working for this institution, I directed a team of nine in managing HR compensation, policies, and activities, working closely with senior leadership to align our efforts with organizational goals in staffing, recruiting, and retention. As the principal Title IX investigator, I addressed over 700 employee grievances and conducted investigations to resolve workplace issues. During the pandemic, I implemented COVID-19 protocols to ensure employee safety.I also served on the Strategic Personnel Review Committee, providing crucial compensation data and analysis. I created a comprehensive job description library for over 1.5K positions, launched the college's first electronic Applicant Tracking System, and revamped the recruitment process with a focus on DEI compliance. Additionally, I developed internal reports to track turnover, compensation, and retention, and collaborated with over 130 hiring managers to ensure fair and effective hiring practices.

While in this role, I supervised a team of seven in managing compensation and administering human resource programs, ensuring a positive and inclusive workplace environment. My responsibilities included overseeing compensation processes, employee wellness initiatives, leave management, HRIS, recruitment, and addressing disciplinary actions and disputes.During a challenging period marked by a $2M deficit, I transformed HR into a strategic business partner by implementing cost-saving initiatives, such as administering a voluntary retirement offer to 110 employees, which included personal discussions to clarify terms. Additionally, I directed comprehensive training programs on Civil Treatment (FLSA, Harassment, Discrimination, ADA, CHRO, FMLA, Best Business Practices), Inclusion, and Bias Prevention for over 1K employees.I was honored to receive the Presidential Staff Award for my meaningful contributions to the workplace community by coaching employees from underrepresented groups.

Uncasville, Ct

For this job, I guided a team of four in driving HR operations, focusing on essential functions such as hiring, onboarding, training, time and attendance management, compensation, performance management, culture initiatives, benefits, ISO procedures, and OSHA compliance.To enhance accountability, I implemented a performance evaluation process that linked evidence-based assessments to compensation increases. This approach contributed to over $1M in annual cost savings through effective employee relations, performance management, and injury reporting documentation.I launched innovative programs, including Shared Work and OSHA compliance initiatives, as well as bilingual programs that resulted in a remarkable 90% boost in employee engagement, 95% improvement in safety, and 98% retention. Recognizing the needs of our predominantly Spanish-speaking workforce, I spearheaded the creation of a bilingual employee handbook, bilingual testing for technical roles, and bilingual medical benefits summaries. These efforts led to improved job understanding, accountability, and injury prevention, saving the company over $300K annually.To support equitable career progression, I created a compensation grid and grading system for 500 manufacturing plant positions, which established clear pathways for promotions and succession planning.Finally, I facilitated nearly 100 layoffs based on business needs and equitable criteria, ensuring proactive communication with employees and managing unemployment claims to maintain positive relations with former team members.

Oversaw all Human Resources operations for the Connecticut region including payroll, employee relations, benefits, training, and staffing.

Bachelor'S Degree, Hispanic Studies And Dance

Master'S Degree, Industrial Organizational Psychology