Hope E. Email & Phone Number

Westchester County, New York, United States

Clifton, New Jersey

Provide strategic human resources leadership and act as a business partner to the agency's Executive Directors, Chief Financial Officer, and CEO as the head of human resources for one of the leading Catholic Charities Agencies in the United States, reporting directly to the CEO. Direct performance management design efforts, as well as the development and rollout of new organizational structures and procedures, to better respond to the dynamic needs of the business. In charge of enhancing the essential process aspects, relationship interfaces, and technology related to recruiting exempt and nonexempt employees. Ensured that the agencies met all requirements through constant monitoring of licensing, training, communication, EEO, and recruiting practices.Key Contributions:♦ Independently and authoritatively identify solutions; communicate problems and options surrounding risk, organizational culture, and feasibility for decisions by the CEO and Board of Directors.♦ Pre/post-merger - Direct and optimize HR processes and efforts across all programs, including staffing, performance management, pay planning, succession planning, training and development, rewards and recognition, organizational effectiveness, and employee communication.♦ Developed and put into effect strategies for attracting and hiring top talent and enhancing the organization's onboarding, performance evaluation, training, and strategic planning processes.♦ Formulated plans and actionable strategies for talent evaluation and succession.♦ Reduced employee turnover and enhanced hiring and onboarding by training managers on behavioural interview techniques.♦ Designed people-centric policies and procedures focused on diversity and inclusion; conceived and developed the employer value proposition toolkits/self-service repository; implemented HRIS/Recruitment program to track hiring trends and employee retention levels successfully.

New Jersey

HR leader for one of the largest Catholic Charities Agencies in the U..S. Provide strategic human resources leadership and operate as a business partner to the agency’s Executive Director, Chief Financial Officer and CEO of Catholic Charities. Lead performance management design activities and streamline and implement new organization structures and processes to efficiently meet rapidly shifting business demands. Entrusted with the continuous improvement of exempt and non-exempt recruiting functions including all key process elements, relationship interfaces, and technology. Managed the agency’s compliance with established recruitment and hiring procedures, licensing compliance, pre-employment testing and training, EEO, etc. Act as an resource and liaison for senior leaders and other HR leaders across with other Diocesan of Paterson agencies.Key Contributions:♦ Lead and leverage HR processes and drive key HR initiatives across programs, including staffing, performance management, compensation planning, succession planning, training and development, rewards & recognition, organizational effectiveness and employee communication♦ Development and execution of talent review and succession planning initiatives♦ Trained management team in behavioral interview tactics; improved turnover rate and onboarding processes♦ Implemented new HR system and recruitment tracking software

Greater New York City Area

Instruct supervisors on best practices for dealing with a wide range of personalities and job roles to minimize disruptions to productivity and maximize employee satisfaction. Oversee all elements of labour relations for a workforce of 500+, including but not limited to contract interpretation; coaching and counselling; disciplinary action; associate relations difficulties; conduit and ability report preparation, editing and distribution; investigation; grievance mediation. Maintained professional and proactive connection with shop stewards and business agents; conducted training on themes like contract interpretation, discipline, and discharge; and prepared monthly labour relations reports for distribution; these reports covered all aspects, such as payroll audits, recruitment, training, succession planning, etc.Key Contributions:♦ Successfully implemented a performance management system to enhance operations and contribute to strategic goals.♦ Improved communication and response time to safety concerns by introducing the hotel's first safety fair, instituting monthly and quarterly incentives, and commissioning the hotel's employee-inspired safety film.

Parsippany New Jersey

Developed, implemented, and harmonized HR frameworks, rules and processes across all divisions. Budgeted and oversaw all hiring process aspects, from salaries and benefits to marketing and office space. Leveraged external contacts with several professional and community organizations to manage recruitment efforts. Identified potential roadblocks to the company's progress and proposed and implemented fixes. Maintained working relationships with division heads to boost staff morale, open lines of communication, and job security; Served as a leader in the implementation of change management strategies within the setting undergoing significant change; Directed the training of managers and executives; spearheaded succession planning at all levels of the organization, from mid-level to upper management.Key Contributions:♦ Created a development plan to increase opportunities for advancement in leadership roles and strengthen the succession pipeline.♦ Successfully boosted year-over-year scores on the guest satisfaction index and staff morale thanks to the implementation of targeted HR programs.♦ Acknowledged for expanding hotel-sponsored community events throughout the Northeast.♦ Increased employee involvement in taskforce initiatives in 2008 and 2009, resulting in a $200,000 payroll and benefits savings.

Corporate Staffing: Hired and managed temporary and permanent workers in the following areas: global sales, human resources; marketing, finance; information technology; and real estate. Collaborated with hiring managers to develop, examine, and assess recruitment and staffing methods; drafted and published job advertisements; conducted and analyzed behaviour interviews; negotiated and finalized contracts with vendors.NAD-Generalist: Managed various generalist projects: Leading Starwood, Service Awards Program, MBA Internship Program, EEOC cases, T&E, SAP, etc.Key Contributions:♦ Proven track record of providing high-quality service to internal and external customers; quicker processing of job postings and placement of appropriate applicants. ♦ Provided guidance to decision-makers regarding the candidate selection process. Excellent time management skills and the aptitude of a resourceful and proactive recruiter; successfully filling open positions. ♦ Utilized an online recruitment system (Taleo) to locate, monitor, and ultimately hire qualified people who can meet immediate and long-term goals. Drove significant enhancements for Taleo to streamline the hiring process.

Congers New York

Responsible for all aspects of the hiring process in a large organization. Utilized a consultative method with hiring managers to determine goals, timetables, and desired candidate characteristics. Consistently sought and hired highly qualified applicants and conducted thorough screenings to determine which ones had the most marketable talents. Facilitated the hiring process to achieve organizational objectives and talent acquisition targets. Oversaw the reporting process, which included data collection, analysis, and tracking, and drafted print and digital ads, job postings, and other announcement materials to recruit new employees.Key Contributions:♦ Responsible for defining, organizing, and structuring the role and its impact, as well as developing and implementing best practices for the recruitment, interviewing, and hiring processes as the company's first recruiter♦ Simplified the recruitment process through research, implementation, and tracking software management.♦ Developed and administered procedures to regulate recruitment operations across all 5 agency programs.

Middletown New York

Played crucial in the development of HR policies and procedures, including the formulation of long-term strategies and short-term plans. Aligned with department managers on employee relations, performance management, recruitment, training/development, legal/regulatory compliance, payroll/attendance, benefits administration, and contractual observance. Managed corporate culture initiatives and acted as a resource for management teams. Built and nurtured key partnerships; oversaw human resources strategies and practices to guarantee they supported business goals. Managed the company's performance management system, including disciplinary actions and training for new employees.Key Contributions:♦ Redefined the hiring procedure and oversaw its management to ensure a smooth onboarding for all new employees.♦ Developed and administered interview training to the management team to strengthen their applicant evaluation capabilities.♦ Spotted and made the most of openings to use coaching and facilitation to boost manager productivity and skill, as well as the overall efficiency of the business.

Assumed the role of human resources consultant and advisor to upper management, department heads, and employees across many business units. Successfully identified business needs and developed/implemented solutions; disseminated HR initiatives and programs throughout the organization; Coached employees at all levels to boost performance in all HR-related domains (including planning/selection, compensation, retention, organizational structure, professional development, succession planning, and talent management); and managed a high volume of hiring. Key Contributions:♦ Improved the HR department's standing by working closely with business unit managers and other employees and fostering cooperation among the HR team. ♦ Promoted from part-time to full-time after filling more than 40 positions across 10 locations in 3 months. ♦ Obtained substantial enhancement of HR's standing, leading to rapid advancement to the management level within 6 months.

New York City Metropolitan Area

Provided monthly recruiting, assessment, counselling, and placement services for 100+ candidates. Built and maintained strong working connections with client companies; gave presentations; placed individuals in appropriate positions; evaluated and followed up on candidates. Provided research and recommendations for training programs and tracked and provided data and metrics on trainee development. Key Contributions:♦ Demonstrated excellent coaching and conflict-resolution abilities and secured a solid reputation for superior client service.♦ Consistently surpassed the monthly target for candidate placement and new client relationships.

Ms, Hr Management

MS - Human Resources Management - Dec 2008 MBA - Pending 4 courses

Graduate Certificate, Leadership & Management

Graduate Certificate, Hr Management

Bs, Forensic Psychology