• Responsible for leading and managing the HR Department to develop and implement HR strategies and initiatives aligned with the overall business strategy.• Direct all Human Resource Functions for the Boston based Credit Union company including employee relations, talent acquisition, benefits & payroll, HRIS, talent management and development, legal compliance, on-boarding & off-boarding• Manage a team of one Generalist and L&D Coordinator• Work with the Union to negotiate a new CBA • Oversees the overall strategic direction, planning, coordination, administration and evaluation of the human resources function • Lead the effective and efficient administration of the performance management process, making sure that the organization’s managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps. • Mitigate legal risk to the organization through proactive training and education, clear systems and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations. • Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned. Ensure that employee files and records are properly and securely maintained• Overhaul the company’s policy handbook to be compliant

• Direct all Human Resource Functions including employee relations, hiring, benefits & payroll, on- boarding & off-boarding• Guaranteed compliance with all state, federal and local employment laws, as well as company standards, systems and processes in partnership with employment • Successfully transition the company from a PEO to an in-house HRIS system, new benefits plan, and payroll within five (5) months• Effectively recovered over 1 Million dollars due to the transition from a PEO to inhouse system in a three year period.• Ensure compliance of human resource policies, employee benefits and employment law at both local and federal level• Provide confidential issue resolution with various levels of management• Overhaul the company’s policy handbook to be compliant• Revamp the Performance system from manual to automated through HRIS• Create and conduct new hire orientation/onboarding• Schedule and conduct interviews, created and approved job offers and salary structures• Spearhead company-wide human resource projects and initiatives to ensure compliance• Manage employee relations, benefits & compensation, staffing management development and work force analysis

• Designed and Built the Human Resource department for the company• Effectively transition the company from a PEO to an in-house HR department• Directed all Human Resource Functions including staffing, benefits, compensation, employee relations, HR compliance, organizational design, training, HRIS and payroll.• Guaranteed compliance with all state, federal and local employment laws, as well as company standards, systems and processes in partnership with employment• Successfully transition the company in four (4) months from a PEO to an in-house HRIS system, new benefits plan, and payroll • Ensured compliance of human resource policies, employee benefits and employment law at both local and federal level• Provided confidential issue resolution while working with various levels of management• Overhauled the company’s policy handbook to be compliant• Revamped the Performance system from manual to automated through HRIS• Directed entire staffing function for entire company such as; Scheduled and conducted interviews, created and approved job offers and salary structures• Trained management on trend awareness and performance improvement through targeted consultations • Managed employee relations, benefits & compensation, staffing management development and work force analysis

As part of the Management team I managed the daily HR functions including: Employee Relations, Staffing, Recruiting Process, Performance Management, Conflict Resolution, Licensing, On-Boarding New Hires, and Marketing for the entire Insurance Agency for personal lines.

Castle Edge Insurance Agency (Formerly NRT Insurance) (2/12-12/12) RECRUITING MANAGER-ContractDevelop and implemented a recruiting strategy to source, attract, hire, and retain Insurance Account Executives.Granite Telecommunicatons- (3/11-12/11)SR. CORPORATE RECRUITER-ContractRecruited Inside Sales & Operation positions for the entire company.TER Staffing- (4/09-3/11)EXECUTIVE RECRUITER-ContractRecruited professionals for Fortune 500 Companies and Specialty clients.Compete, Inc.- (6/08-2/09)HUMAN RESOURCE DIRECTOR-ContractIndividually direct and facilitate all HR functions for the entire department.Infinity Data Corp.- (1/07-5/08)HR STAFFING MANAGER-Contract to PermFormalized and streamlined full cycle recruiting which improved the overall quality of candidates.Thrivent Financial- (6/06-12-06)NEW ENGLAND REGIONAL RECRUITER-ContractDirected and Managed recruiting tasks across six New England States and dignified all related practices and strategies.Kelly Services/HR First.- (3/06-6/06)HR STAFFING MANAGER-Contract to PermState Street Corp. is the largest custodial bank in the world, managing over 12 trillion USD in custodial AUM. As part of an RPO through Kelly Services/HR First, main responsibilities included sourcing, interviewing, and hiring talent for 2 SBUs (Investor Services, Institutional Investor Services) within State Street's internal structure.

Sourced and Recruited professionals for Fortune 500 companies and other specialty clients.

Sourced and recruited Financial Services Representatives.

Serviced all Marketing and Corporate departments in all Human Resource Functions.

All Human Resource Functions for entire company.