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Overhauled, and reinvented the HR and Payroll purpose and function to ensure HR/Payroll strategies and objectives supported and promoted business productivity, aligned with company goals, and maintained balance between business priorities and HR policies, to support 1000+ employees located in NYC and Miami, FL. for a complex, diversified, and rapidly growing boutique high-end real estate management, investment, hospitality, and development company.Lead and coached executive teams to regularly reinforce a “best place to work” culture, DEI initiatives, managed M&A compliance and due diligence, identified, and leveraged corporate synergies, developed, and reinforced a strong collaborative culture; created, advanced, and promoted a culture of innovation, teamwork, transparency, commitment, focus, and excellence.Successfully managed the delivery of strategic HR and Payroll support to a portfolio of 49-buildings consisting of 48,000 units on billionaires’ row in NYC, a boutique high end hotel in Miami Beach, and multiple large-scale multi-million-dollar development projects throughout NYC and Miami.Built and implemented a comprehensive compensation and total rewards programs, designed and directed talent acquisition strategies, career development, succession planning, retention, training, leadership development, and benefit offerings.

Leveraged diverse HR expertise and strategy to redesign and execute cross-functional initiatives and strategic goals to build and lead a high-performing Human Capital and Talent Acquisitions team for a rapidly growing decentralized organization of 700+multi-state employees.Lead the strategic design and delivery of leadership development resources and programs for executives, and high potential talent across the organization leading to a 40% increase in internal promotions across in 6 months.Implemented an integrated employee experience strategy and related actions across the enterprise to create an on-brand employee experience that touched all points of the employee lifecycle to support organizational clarity; focused on fostering and developing a positive, and inclusive work environment. Developed and launched a competitive total reward strategy, including benefits and equity plans that enable the Company to attract, hire, develop, reward, and retain top talent and to deliver on critical business objectives leading to a 20% reduction in company turnover.Built and maintained the monitoring and reporting of appropriate metrics and key performance indicators (KPIs) for the HR department to continually optimize processes and deliver on objectives; established and implemented short and long-range departmental goals, objectives, policies, and operating procedures.

Revamped, rebranded, and transformed the Human Resources and Payroll functions to support a rapidly growing organization during a 50% increase in employee population and multi-state geographical expansion for a diverse union/nonunion population of 1000+ employees. Built human capital strategy designed to reduce attrition, increase employee engagement, and built infrastructure processes and programs to support the growth of the company at a rate of 50% annum.Managed pre- and post-merger due diligence, organizational restructurings, consolidation of functional departments, personnel, backend database systems; identified redundancies and ensured continual business operations during transitional periods. Designed and implemented performance management systems, KPIs, training and development programs and performance measurement tools which lead to a 15% increase in production, greater operational efficiencies and increased profits while decreasing in labor costs by 10% across 30 plants in a 6-month period.Key advisor and architect on the redesign of executive compensation and LTIC plans, union contract negotiations, crisis management, business development and continuity plans

Designed, planned, and directed HR infrastructure, operations, and company culture to support business strategies and initiatives for a multi-state start-up during a critical 275% increase in employee count supporting the opening of the "World's Largest Rooftop Farm" and onsite production/manufacturing facility. Ensured continual implementation of initiatives and programs to support the organization during continual phases of rapid expansion.Lead and coached executive teams to regularly reinforce a “best place to work” culture, develop and reinforce a strong collaborative culture with and amongst senior leaders, management, peers, and other functions within the company; create, develop, and promote a culture of innovation, teamwork, transparency, commitment, focus, and excellence.Drafted and implemented HR and Payroll SOPs, policies and procedures, competency models, define organizational dimensions, conducted workforce analysis, and provide strategic and operational Human Resources leadership.Centralized payroll operations to ensure greater efficiencies, a reallocation of person-power, and a 20% reduction in annual payroll costs. Directed a payroll system conversion and implementation to ADP Workforce Now, Time and Attendance, HRB, ACA Compliance, and General Ledger interfaces to support the seamless transfer of data between HR, Labor Management, Benefits, Compliance, and Finance/Accounting.Lead change management activities needed to support organizational development and integration initiatives. Initiated employee development programs (including succession planning), engaged with executives, management, staff, and direct reports to establish an environment that is motivating and entrepreneurial in nature.

Directed all employee, labor, union relations, HR and Payroll functions in accordance with company policies, practices, ethical, and social consciences to service 1,100 employees across ESRT’s multi-site 10 million sq. ft. class-A portfolio, including the Empire State Building and world-class Observatory. Designed and executed HR strategy, systems, and processes and led the redeployment and consolidation of HR, Payroll, and office services functions to support pre/post-IPO operational needs to ensure SOX compliance. Managed ESRT’s HR, Payroll, operational, and administrative functions, supervised Office Services and Administration departments, respective staff, and budgetary functions. Managed a multi-state 59.7-million-dollar company payroll budget, a 1.5-million-dollar company training budget, and the P&L for a 3.6-million-dollar HR departmental budget.Delivered guidance and counseled senior management and staff on employee, union and labor relations, collective bargaining agreements, and contractual interpretation. Provided company representation during the arbitration, grievance, and UI hearing process, investigated employee complaints and facilitated resolutions; counseled employees in accordance with company philosophy and objectives, and resolved problems requiring senior management’s intervention. Developed Human Resource planning models to identify competency, knowledge and talent gaps, talent management, succession planning, training and development, corporate mentoring, diversity, wellness, volunteerism, and anti-harassment and hostility in the workplace policies and programs.

Provided labor and employee relation consulting services during company transactions and acquisitions. Advised and coached senior management on employee and union relation issues for a staff of 5000 employees located in seven offices throughout the United States, the United Kingdom, Spain, China, and Japan.Ensured union contractual compliance, performance management, complaint investigations, corrective actions, company policies and procedures, and employment/labor law obligations were met timely and accurately. Provided representation at grievance, arbitration, and unemployment hearings; created and maintained case files and resolution logs. Determined and communicated investigation conclusions, issued resolution letters, and provided ample solutions.Negotiated union contracts, terms of employment, and stipulation agreements between the employer and union. Ensured timely processing and payment of union remittances and benefits.Automated union remittance process to ensure the timely processing of weekly/monthly union remittances, 401k, pension, annuity, and union related benefit plans. Worked collaboratively with Payroll to ensure Payroll/HRIS system implementation and maintenance occurred seamlessly and all information accurately reflected live data.

Built a Human Resource department and HR database custom tailored to meet the needs and functional ability of a rapidly growing start-up.Acted as the organizational and developmental liaison and advisor to senior leadership and directors.Constructed departmental guidelines and SOPs to ensure all departments were operating to exceed company standards and expectations.Directed and assessed needs for recruiting, training, and staff development to enhance the effectiveness of the organization and employee performance; guided managers and department supervisors on problem solving, dispute resolution, regulatory compliance, and litigation avoidance.