Serve as the primary HR partner at a local level, with an emphasis on organizational effectiveness, change leadership, employee engagement, talent acquisition, and training. Partner with Corporate and local leadership teams to align HR strategies and tactical solutions with achieving business objectives.

• Partnered closely with CIO/CAO, SVPs, and VPs on execution of a variety of initiatives related to talent management, continuous improvement, and employee relations • Main HR Contact for over 700 Information Technology and Enterprise Analytics employees - facilitated all New Employee Onboarding Sessions for the client group, oversaw the highly structured performance management process, and collaborated closely with department leaders to set measurable goals that drive the department’s strategy • Investigated concerns related to policy violations and provided timely resolution to the complaint and/or department• Execute the processes for department reorganizations and restructures in collaboration with key stakeholders.

• Primary business partner for Sabra Oceanside, California and Farmingdale, New York management and employees, driving process improvement and change initiatives for both regions.• Lead talent management, recruiting, training, policy implementation for the region• Ensure legal compliance with various state and federal laws and regulations covering the areas of labor relations, EEOC, safety, employment, wage and hour, worker’s compensation• Work with corporate HR team to address field level compensation, benefits, talent management, and wage administration objectives for region• Investigate and resolve complex employee relations issues. Responsible for all progressive disciplinary actions for the region. Act as a coach with management team and supervisory staff at all locations to understand needs of the business. • Supervise and professionally develop a team of two HR professionals.

• First point of contact for all employee relations issues for client group. Respond to employee inquiries and routine questions on employment, benefits, employee programs and company procedures. Conduct internal investigations regarding formal complaints or policy violation, address performance issues and administer performance management and coaching. Administer and track employee leave of absences in accordance with company policy and applicable Federal and State laws/regulations. • Support the client group as a trusted business partner by ensuring HR initiatives, programs, and policies are fully understood and implemented within the business.• Responsible for new hire and separation processes for assigned business group(s) including first-day orientation/paperwork, separation exit interviews, etc. Work with team to propose, draft and implement new employee care programs consistent with company culture and retention goals.

• Partner with business leaders to drive key HR processes – annual performance management/compensation cycle, training and development, temporary employee program, Independent Contractor process. Responsible for ensuring programs are aligned with the needs of the business and communicated directly and effectively to the client group. • Serves as a business partner and advisor to a diverse client group of 300 employees. Provides training and coaching to management around performance issues, organizational effectiveness and workforce planning.• Initial point of contact for all employee relations issues. Creates and delivers Performance Improvement Plans to employees not performing at a satisfactory level, continually documenting and evaluating issues, working closely with Legal partners to mitigate risk for the organization.• Heavily involved in position management and staffing – creates job descriptions for new positions, provide salary recommendation, interview potential candidates, guide managers through position posting process.

• Managed the full cycle recruiting process for mid-level positions throughout Turner. Main client groups included Digital/Traditional Marketing, Digital Research, PR and HR. Highly focused on candidate experience – key accomplishment includes a 4.8/5 score of “Overall Satisfaction” on New Hire Satisfaction Survey. Adept at utilizing various sourcing strategies to find top talent including Kenexa BrassRing, social recruiting and targeted search. • Partner with hiring managers to serve as subject matter expert throughout the recruiting process. Work with manager to fully understand their business and specific needs of the position. Coach managers on effective interviewing techniques, answer questions pertaining to compensation/position management, attend industry/client events to gain trust and credibility with clients. • Serve as a resource for internal employees seeking professional development. Examples include one on one mentoring, facilitating group Focus on Careers courses, membership/participation in the Turner IAAP.• Act on various project task teams – redesign of Turnerjobs.com, creation of Recruiting SharePoint site. Heavy involvement in the Finance and Accounting Internship program/University Relations Committee. • Represent Turner at various recruiting and diversity functions in order to promote Turner as an employer of choice. Active member of TurnOut, NextGen and Turner Women Today. Selected as a member of Turner’s Corporate Responsibility Council.

• Provided auxiliary support to four HR specialist departments. Supported groups with daily and ongoing initiatives – CMR, Employee Wellness and Diversity Recruiting programs. Prepared large scale communications, coordinate large meeting logistics, preparation of training decks as needed. • Managed various reporting processes; Recruiter Scorecard, Requisition Reports, Quarterly Compensation Audits, Monthly Job Code Reports, ad hoc Recruiting Reports pertaining to position management.

• Coordinated and delivered all aspects of new employee orientation; integral member of Global Onboarding project team to design and implement a globally unified onboarding experience.• Directly supported five senior-level HR professionals to maintain positive relations throughout all business units. Responsibilities included conducting employee focus groups, identifying staffing need and evaluating efficiency of employee training programs. Conducted interviews with exiting employees and analyzed results to implement changes within current employee population. • Supported full cycle recruiting process; responsible for posting all open job requisitions to internal and external job boards, resume screening, initial phone interviews with candidates, and interview coordination with hiring manger. Partnered with hiring managers to determine appropriate sourcing method and qualifications, and prepared slates of candidates for review. • Responsible for all new hire entry, salary changes, and position updates through PeopleSoft. Provided ad-hoc reporting and data analysis from PeopleSoft. • Organized various company-sponsored events such as Employee Health and Wellness Fair, Lunch and Learn seminars, and Taste of Invesco.