Responsible for aligning business objectives with management and frontline employees in a regional capacity covering New York, Rhode Island, Massachusetts, New Hampshire and Maine in non-union and union environments.Formulates partnerships across the HR function to deliver value-added service to management that reflect the business objectives of the organization including playing the vital roles of change agent and change champion.Analyzes and resolves complex employee relations issues.Conducts and resolves employee effective, thorough and objective investigations.Provides day-to-day performance management guidance to front line leaders inclusive of coaching, counseling, career development, disciplinary actions.Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with Legal as needed to understand and mitigate corporate risk.Provides guidance on HR policy and interpretation, input on business restructures, workforce planning and succession planning.Partners with HR Centers of Excellence (Talent, Learning and Development, HR Transformation) to deliver programs meeting organizational goals.

Conducted senior leadership roundtables, focus groups and pulse checks for employee groups to gather employee engagement and learning and development program design data.Responsible for succession planning program design and implementation.Coached and counseled managers during performance review process to ensure timely, accurate and equitable reviews. Additionally, developed framework for Performance Improvement Plan (PIP) document and guided management throughout the implementation process.Developed , reviewed and edited position descriptions working closely with he Senior Director, Compensation to ensure legality and internal equity.Panelist for Director-level and above roles during the candidate selection process.Analyzed employee experience survey data in conjunction with the Senior Director, Employee Journey for key areas: employee engagement, executive leadership effectiveness, manager effectiveness, diversity, equity and inclusion, culture and community and learning and development.

Lead multi-site Area HR function including coverage of the Area hub and virtual leadership of HR staff in the market distribution centers (HR Coordinators / Generalists).Coordinate and consistently execute HR initiatives across the Area.Provide leadership, direction, and partnership to the management team. Establish and maintain partnerships with all staff through effective counsel on HR and other Area matters.Maintain a positive work environment, conducting pro-active employee relations activities such as holding regular roundtables and structured feedback sessions. Identify and monitor the Area’s culture so that it supports the attainment of the company's goals/key results and promotes employee satisfaction. Manage employee survey results and cultural development to implement targeted action plans and partner with Area leadership aimed at optimizing employee morale, engagement and teamwork. Identify and apply recruiting strategies to ensure a timely response to filling open positions. Collaborate with Regional HR Business Partner and Area Leadership to close talent gaps and improve recruitment, leadership development, and retention plans that meet business goals. Support outreach efforts by developing quality relationships with multiple sources. Provide counsel to managers and employees regarding on-the-job and formal training opportunities to aide in their development. Assist in preparing Individual Development Plans and facilitate the performance management process. Interact with functional leaders and employees to gain a first-hand feel for their daily responsibilities and challenges. Form solid working relationships with the functional leaders, based on thorough knowledge of the business and HR procedures. Develop and maintain a comprehensive understanding of the business and culture. Partner with Legal to reduce legal risk, ensure regulatory and Code of Conduct compliance, and encourage a culture of accountability and speaking up.

Assess and diagnose root cause issues and develop relevant solutions to address identified issues, themes and/or gaps, and partner with key resources (internally and externally) to deliver highly effective solutions which directly support and drive necessary business outcomes. Contribute to strategy and plan development by supporting University leaders to identify, prioritize and build organizational climate, capabilities, behaviors, structures and processes. Ensure high quality delivery of fundamental HR services through meaningful metrics, reports, dashboards, and continuous process improvement, and be a highly ethical, visible member of client and HR leadership teams. Ability to understand and leverage a broad range of HR and client organizational knowledge for action planning, issue prevention and strategic initiative implementation.

Provide strategic, tactical and operational HR generalist advice, counsel and guidance to regional management and business units.Provide guidance and counsel during the entire hiring process for exempt level employees ensuring new hires meet the requirements and are aligned with corporate vision and values.Spearhead strategy for talent management and large scale divisional HR initiatives. Champion consultant to all levels of management and employees on work-related issues, employment law and policy interpretation.Provide advice and guidance to management on employment related issues effectively influencing to ensure the minimization and mitigation of risk.Decipher and resolve complex employee relations issues and conduct effective, thorough and objective investigations.Develop, interpret and present complex sets of data in a simplified and conclusive manner

Partner with internal clients to roll out all key people processes (talent management, performance management, compensation, benefits and development programs).Provide guidance and input on team building, succession planning, compensation and benchmarking metrics.Decipher and resolve complex employee relations issues and conduct effective, thorough and objective investigations.