Established in 1994, My Part-Time HR Manager, LLC (formerly Your Part-Time HR Manager)specializes in the delivery of affordable, professional, non-nonsense, state-of-the-art Human Resources consulting and management service solutions to small to midsize organizations via our network of Partners. We recognize that it is not always practical for small and mid-sized businesses to employ a full-time human resources professional, but My Part-Time HR Manager fills that gap by providing both on-call or on-site HR services at a highly affordable rate.Reduced client legal costs by 20% by providing initial review and document preparation on all corrective actionsObtained an average of 50% savings for clients over PEO alternatives Provide advice and counsel on all HR matters in both the for-profit and not-for-profit companies based in NY, NJ, CT, PA, MD, and NV, which include social services, daycare, education, hotel, manufacturing, publishing, retail, transportation, and construction At a savings of 20% over competitors, reduced employer risk, and relieve company leadership of the administrative burden of human resources issues so that they could keep focused on core business function and competencies.

Chartered by The State University of New York to identify the challenges of youth sports, refine its opportunities, to correct its inadequacies, encourage the positive attributes of current sports programs, and assist local communities in creating a sustainable positive sports environment. As a faculty member/trainer delivered an evidence-based training curriculum, covering best practices in youth sports to non-school youth coaches, parents of youth athletes, and community sports leaders which are designed to set a common standard of coaching across all youth sports. Topics included safety issues such as concussion awareness, childhood obesity, injury recognition, and prevention as well as coach sideline behavior. All of the training activities focused on fostering the health and well-being of the children participating in the youth sports community.

With offices in SC, VA, MD, DC, PA,, TN, TX, NY, and NJ, and over 6,300 security professionals, Prior to being acquired by Allied Universal Security in 2017, FJC was the largest privately owned/ locally operated security service in the Tri-State area providing staffing and technology services in aviation, commercial, federal, local government., education, health care, residential and individual protection.• Saved $150,000/yr for CNY Random Drug/Post Hire Medical by outsourcing record-keeping and employee notifications• Devised passive Talent Pools as a proactive approach to stay ahead of recruitment needs and decrease time to fill by 20%• Increased applicant quality/retention by 10% by adding cognitive ability, verbal, productivity, and work motivation testing during the applicant workflow process• Provided HR oversight to Aviation, Commercial Services, Federal and Local Government divisions• Provide leadership support on CBA contract matters covering 32BJ, Allied, SPFPA, and USGOA

Noted as one of the nation’s premier providers of intensive rehabilitation and specialized care for children with complex special needs and life-limiting conditions, is the largest pediatric post-acute care provider in the region treating 4,000 children from birth to age18 each day within the hospital, on-site NYS Public School, Home Care, and Community Outreach Programs.• Obtained a forecasted $218,737/month saving (45% of covered payroll) by rejecting the 1199 benefit fund• Saved $60,000 per year by developing an internal database to track discipline, performance management, unemployment, and grievances, simplifying record-keeping, insuring consistent action• Advised management on all matters related to the administration of contracts including employee discipline, grievances, lawsuits, and other legal matters, reviewed and approved all employee corrective actions• Reduced by 54% over prior year’s unemployment insurance liability through a combination of claims challenges, review of termination write-ups, and representing management at all unemployment proceedings• Created in-house supervisory training programs on various management topics, at a savings of $90,000• Reduced legal fees by 25% by training management on proper investigation, documentation procedures, and monitoring for consistent application of employee policies

Peconic Bay Medical Center, a 182-bed not-for-profit medical center, includes a 60-bed Skilled Nursing and Rehabilitation Center, Peconic Bay Physical Therapy & Rehabilitation Center, and Peconic Bay Home Health Services, a certified home health agency. With 900 employees and a 200-member medical staff, PBMC provides comprehensive health care services on the East End.Saved $95,000/year HRIS fee by creating an internal database to track all employee information including performance management, salary history, benefits, and position control Cut brokers fees by $125,000 by writing an RFP to consolidate brokers for the three east end hospitalsReduced Worker’s Compensation cost by $187,000 by initiating a monthly claims review of claims with the carrier and instituting a temporary return to work programObtained a $1.4 million savings by freezing NYSNA pension contribution and 0% during the first year of the contractAs Plan Administrator/Trustee saved $100,000 in pension cost by internally researching historical data/information deficiencies before transferring the Cash Balance pension plan to the new record keeperAvoided DOL/IRS fines in excess of $500,000 by recreating pension data dating and issuing the first pension statements in 10 years Obtained a 3% union wage increase deferral while the hospital was out of network during managed care negotiations with Empire Blue CrossSaved $200,000 by internally implementing “Studer” and “Gallup” employee engagement programs by partnering with Nursing Leadership resulting in an increase in patient and employee satisfaction scores

Nassau BOCES serves 56 school districts of Nassau County, Long Island by providing cost-effective shared services, including career training for high school students and adults, special education, and alternative education programs. Responsibilities include contract negotiations for seven bargaining units, administrative hiring, grievances, policy development, legal matters; Leadership Institute, Staff Development, Succession/Strategic planning. Responsible for collecting and providing institutional human resources /financial data to NYSED that measures the number and type of staff supporting secondary education for the 56 component districts of Nassau CountyImplemented employee engagement programs that increase productivity (18%), customer loyalty (12%), decreased operating expense (16%), safety incidents (49%), and absenteeism (37%)Devised HR Dashboard/Metrics for the Board and Superintendent covering personnel matters, such as staff appointments, terminations, tenure approvals/denials, union expense, and human resources initiativesAdministered and negotiated 8 separate unions contracts with no disruption of services or loss of state aid Decreased cost of managing staff attendance by $165,000 in labor cost, by devising/implementing standards to track employee attendance agency-wide and upgrading “Substitute Calling System”Designed and coordinated training programs as part of the agency’s Leadership Institute on topics such as performance management, Civil Service Law, and “Strengths-Based” leadership training.

Recruited by the Health System, responsible for developing a strategic human resources relationship with senior administration for North Shore University Hospital, Long Island Jewish Medical Center, Zucker Hillside Psychiatric Hospital, Schneider Children’s Hospital, Center for Extended Care and Rehabilitation, and Boas Research Facility. Reduced orientation cost by $800,000 per year by consolidating new staff orientations for 8 facilities, that created the basis of a “One Hospital, Two Campus” model and standardizing the “HR Message”Saved $120,000 in training cost by creating and writing curriculum for a “Fast Start New Managers Program” that provides the basic training and orientation for new members of the management teamIncrease Customer Satisfaction Scores from a 3 to a 4 by introducing employee engagement programs, that changed organizational behavior, demonstrating the importance of human resources driven change Designed and implemented a “Performance Development Program” that provided the basis of an individual educational plan to help staff increase performance. Improved Press Gainey Scores by creating “Monday morning” management service excellence meetings using the works of Quint Studer as the foundation of training.

As the senior human resources executive, was responsible for all HR functions, including labor relations, teacher recruitment, and corporate office administration. Funded through NYSED and OMRDD, Birch Services provides a wide range of educational, residential, and family support programs for children and young adults with and without developmental disabilities. Programs include Birch School for Exceptional Children ages 5 - 16, seven Early Childhood and Head Start Centers, Community & Home Programs, Day Care, six Residential Group Homes, and Summer Camp.Managed internally and won 2 out of 3 counter union defense campaigns, saving $300,000 in legal feesReduced employee benefits administrative cost by $135,000 through better utilization of broker servicesComputerized the HR Department and reduced administrative and labor costs by $120,000 per year by implementing employee self-service modules which improved HR services and increased employee satisfactionInitiated and directed the automation of employee time and attendance, redesigning payroll timekeeping process, decreased manual check processing, clerical errors and time theft for a $103,400 first year savings

As one of New York City's leading cultural art centers, the 92nd Street Y has served the community for over 125 years, providing exceptional programs in the arts, culture, Jewish Life, education, health, and personal growth classes for all ages. With the director’s position vacant for one year, was recruited to revitalize the department, regain management control from the union, and assist in creating a “Global Y”.Following 9/11 appointed to handle all Life Safety/Security activities of the organization, ensuring the safety of staff, patrons, residents, and guest lectures. Wrote the Y’s first Personnel Policy Manual and Supervisor’s Guide to Labor RelationsCreated training programs for staff and management on topics such as Customer Service, Living with a Collective Bargaining Agreement, Diversity and Computer TrainingSuccessfully negotiated a four-year labor contract with DC 1707, without labor counsel and signed prior to expiration, avoiding historical labor activity, picketing, work stoppage, and disruption of servicesDecreased staff turnover by 3 % ($800,000 savings) through changes in staffing and recruiting practicesDecreased the filing of grievances by 10%, a forecast savings of $150,000 by implementing weekly labor-management meetings, creating a staff “Problem Solving” and management “Personnel Policy Review Committee”