Evamarie Trapani, Shrm-Cp's Location
Boston, Massachusetts, United States, United States
Evamarie Trapani, Shrm-Cp's Contact Details
Evamarie Trapani, Shrm-Cp work email
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About Evamarie Trapani, Shrm-Cp
A strategic business partner specializing in ensuring alignment with global functional teams and driving transformative initiatives. Recognized as a change leader and coach, ensuring seamless implementation and fostering a culture of continuous improvement. Known for being a trusted liaison between employees and senior leadership, excels in communicating policies, adopting changes, and mitigating risks. Actively cultivates an inclusive culture and develops the next generation of company leaders while staying abreast of current HR trends and market dynamics to drive systematic actions.
Evamarie Trapani, Shrm-Cp Work Experience Details
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Human ResourcesMiniluxeBoston, Ma, Us -
Senior Manager, Hr Business PartnerSharkninja Aug 2023 - Aug 2024Needham, Ma, Us -
Global Director Human ResourcesLakeside Software Apr 2021 - Mar 2022Boston, Massachusetts, Us -
Senior Manager, People Value Services & Operations AmericasDassault Systèmes Jul 2019 - Apr 2021Vélizy-Villacoublay, Fr -
Senior Hr Business PartnerDassault Systèmes Jul 2018 - Jul 2019Vélizy-Villacoublay, Fr
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Hr Business Partner , Manager Leadership Development, AmericasLego Group Feb 2016 - Dec 2017Billund, Dk• Member of LEGO Education North America Leadership Team. Support Leadership Team through strategic initiatives: HR Core Processes, Business Priorities, Team Building, and Change Management. • Establish the Boston headquarters for LEGO Education North America by building the organizational structure and infusing the LEGO culture and core values. • Provide ongoing coaching and influencing to the North America Leadership Team and people leaders on leading and managing their teams effectively. • Build trusted relationships with all levels through the organization.• Identify areas for improvement within the team and initiate actions to overcome the challenges.• Responsible for driving, managing and training HR core processes to the Leadership Team (PMP, PRP, Mid-year Review, KPI setting, domestic and international relocations).• Collaborate with global HRBP team to develop HR strategic initiatives and execution plans.• Act as a consultant across the organization in the areas of Recruitment, Employee Relations, and Organizational Development and restructuring.• Responsible for the training and execution of Leadership Development programs in the Americas, mainly focusing on developing leaders through the Global Leadership Development Program.• Create, implement, and facilitate training programs through collaboration with leaders and Subject Matter Experts.• Create annual leadership curriculum plans to support Business Priorities. -
Senior Hr Business Partner.Global Partners Lp Jul 2014 - Feb 2016Waltham, Massachusetts, Us• Collaborated with legal team regarding employment cases and with other levels of management regarding employee relations, compensation, development, and organizational change. • Restructured performance management and calibration rating system as there were not any specific measurements in place and facilitated train the trainer sessions to all leaders. • Performed as Senior Leader Acquisition Project team member, acquiring 1,200 employees and coordinating job mapping, severance and relocation packages, and traveling to Town Hall sessions while creating an organized and efficient restructuring. • Supported 2 Regional Directors and 14 Territory managers in regards to human resources including development and training. • Managed HR reports, employee recruiting, and employee leaves of absenceManager, People• 2 Direct reports (1) HRBP (1) Recruiter• Developed direct reports through feedback, coaching, and mentorshipResults• Redesigned and automated performance management process and engaged in the training of senior leadership and management to define behavioral competencies and capabilities in a calibration rating system to have a unified performance management and merit system. This helped evolve the development of employees by enabling managers to have feedback discussions around competencies and performance.• Collaborated with Business Line management and identified new roles, succession planning, and leadership development by implementing leadership training and through coaching. -
Human Resources Business PartnerPublic Consulting Group 2013 - 2014Boston, Ma, Us•Manage and resolve complex employee relations issues. Conducting effective, thorough and objective investigations as needed with a focus to risk mitigation and staff management. •Provide day to day performance management to Supervisors/Managers which includes: coaching, counseling, career development, progressive discipline and performance action plans.•Provide HR best practice and policy guidance, interpretation and implementation.•New Hire Orientation and onboarding•Partner with the staffing consultants and practice area leaders to develop and support a strategic staffing plan.•Analyze trends and metrics to develop solutions, programs and to evolve current HR best practices and policies.•Assist in acquisition management and integration of new staff and business lines.•Collaborate with HR peers to design and develop training workshops (Supervisor Training, Performance Review Training, and Behavioral Interviewing)• Drive all phases of performance management ( salary review, mid and year end performance, IDP’s, bonus payouts)•Facilitate corporate wide Diversity and Inclusion workshops -
Human Resources Advisor- New EnglandHess Corporation 2007 - 2013New York, Ny, Us• Supported Regional Director and 12 Regional Territory Managers Ensured legal and corporate compliance by guiding and directing business partners on executing HR policies and processes Managed recruitment, hiring, and on-boarding process through behavioral-based interviewing, hiring in HRIS and collaborating with area training manager for onboarding for the New England region• Participated in focus groups and round table discussions to identify and establish initiatives to improve employee communication and morale. Results• Reduced turnover to below 5% by establishing behavior-based interviewing, training of all management positions, candidate pipeline and succession planning.• Created a 12-month training Management Advancement Program to ensure qualified store managers are being promoted into Territory Managers. -
Officer - Hr GeneralistEastern Bank Sep 2004 - Dec 2006Boston, Massachusetts, Us• Business Partner between HR, management and employees for day to day employee relations, legal issues, coach and counsel for assigned business lines.• Ensure compliance with company policy as well as state and federal regulations by effectively counseling and coaching business partners and business lines.• Full life cycle recruitment for high volume exempt and non-exempt positions (Marketing, Eastern Investment Advisors, Small Business Banking, Government and Treasury Banking).• Collaborate with compensation on various projects and roll outs: FLSA, job mapping/slotting, market adjustments, annual compensation review and bonus payouts. -
Officer - Hr RecruiterState Street Bank Apr 1998 - Sep 2004Boston, Massachusetts, Us• Full life cycle recruitment for high volume exempt and non-exempt positions.• Partnered with compensation assisted in roll out of compensation plans, merit increased, market adjustments, performance management, stock options and annual incentive programs for all levels including executive management.• Assisted in company employee acquisitions for New York office. Responsibilities included: due diligence, compensation analysis, job mapping, organizing town committee packages and facilitated on-boarding meetings in New York City.• Developed staffing procedures department and business contingency planning, power point presentations/overviews, employee reference materials.• Coached and counseled managers and employees for any employee relations issues and all company policies.• Assisted with the involuntary employee separation.
Evamarie Trapani, Shrm-Cp Skills
Onboarding
Succession Planning
Employee Benefits
Employee Relations
Applicant Tracking Systems
Talent Acquisition
Performance Management
Recruiting
Employee Engagement
Hr Policies
Hiring
Interviews
Management
Training
Human Resources
Coaching
College Recruiting
Compensation
Payroll
Personnel Management
Policy
Sourcing
Temporary Placement
Workforce Planning
Evamarie Trapani, Shrm-Cp Education Details
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Western Connecticut State UniversityCommunications
Frequently Asked Questions about Evamarie Trapani, Shrm-Cp
What company does Evamarie Trapani, Shrm-Cp work for?
Evamarie Trapani, Shrm-Cp works for Miniluxe
What is Evamarie Trapani, Shrm-Cp's role at the current company?
Evamarie Trapani, Shrm-Cp's current role is Human Resources.
What is Evamarie Trapani, Shrm-Cp's email address?
Evamarie Trapani, Shrm-Cp's email address is et****@****alp.com
What is Evamarie Trapani, Shrm-Cp's direct phone number?
Evamarie Trapani, Shrm-Cp's direct phone number is +181746*****
What schools did Evamarie Trapani, Shrm-Cp attend?
Evamarie Trapani, Shrm-Cp attended Western Connecticut State University.
What skills is Evamarie Trapani, Shrm-Cp known for?
Evamarie Trapani, Shrm-Cp has skills like Onboarding, Succession Planning, Employee Benefits, Employee Relations, Applicant Tracking Systems, Talent Acquisition, Performance Management, Recruiting, Employee Engagement, Hr Policies, Hiring, Interviews.
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