Founded by experienced renewable energy technologists and backed by committed mission-driven investors, Electric Hydrogen is building solutions to help cost-effectively decarbonize the massive industrial sectors that we all rely on. At Electric Hydrogen we’re thinking big and with urgency to decarbonize the physical world.

•Work with clients to plan, organize, direct, implement and evaluate the assigned areas HR needs. •Work closely with senior leaders/managers to provide expertise and hands on support in multiple areas including: workforce planning, on boarding, employee retention, employee relations, management coaching, performance management and change management. •Manage, recommend and implement remedies on mid-level to complex employee relations issues working closely with the Manager and legal as appropriate. •Conduct thorough and objective investigations as needed, assess risk and determines appropriate course of action, working closely with the Manager and legal as appropriate. •Maintain knowledge of legal requirements related to day-to-day management of employees and HR compliance. •Pro-actively identify and assess potential legal risks and act to ensure compliance. Partner with Legal and Ethics Departments as needed. •Provide performance management guidance to line management for coaching, counseling, career development, and disciplinary actions. •Act as point-of-contact for guidance on compensation actions, including individual promotions, equity adjustments and related actions. Identify business case for position or job group compensation changes, and incentive compensation changes. •Act as resource to employees when needed providing guidance on and interpreting company policy as well as assuring that employee perspectives are heard and considered. •Work closely with management and employees to improve work relationships, build morale, increase productivity and retention. •Track and analyze metrics on employee actions, terminations, and voluntary attrition to recommend actions as needed. •Engage with Shared Services/COEs teams (Compensation, Benefits, Global Mobility, Talent Acquisition, Payroll and Compliance) to execute business strategies through tactical operations.

• Seamless execution of a full range of duties aligned to leadership & management development of employees to ensure their performance meets and/or exceeds both business and personal goals/objectives ie: coaching & mentoring, on-boarding & performance management.• Deploy HR Strategy, objectives and KPI’s into country/ region/ function and/or client group.• Analyze HR data for business area to identify opportunities for improvement and implement solutions to enhance service quality and cost effectiveness ie: Labor Turnover trends, absence management.

• Quickly accomplished multiple objectives by effecting positive change in the company culture relative to HR concerns as well as by supporting the effort to achieve IPO or acquisition through related analysis and reporting.• Initiated and established partnerships with managers and executives to assess and address day-to-day and strategic HR needs and issues.• Created an atmosphere of accessibility for employees which opened communication lines and supported improved employee relations. Counseled and empowered staff in articulating and addressing key issues with managers.• Oversaw all HR functions including recruitment, screening, hiring, compliance (AA, EEO) and compensation for a population of 240 at 4 U.S. sites (AZ, CA, CO, MA).• Researched and produced comprehensive compensation analysis, establishing meaningful benchmarks appropriate to industry, geography, role, etc.• Compiled and produced in-depth, monthly statistical reports for the Board of Directors updating and analyzing the nature, deployment and relative value of human resources.

• Recruited by management to assist in a comprehensive rebranding and revitalization of this property after a $15M renovation.• Evaluated and improved staff quality, morale and performance through a multi-faceted approach including analysis, training, communication and skillful transition management.• Replaced 34% of the workforce (85 out of 250) due to turnover and termination.• Solicited employee input through satisfaction surveys. Communicated feedback to management in SWOT form. Supported and coached managers in analyzing and applying data by collaborating in the creation of action plans to effect improvements and solutions.• Retrained entire workforce in the policies, practices and standards of the Hilton brand, fostering enthusiasm, anticipation and professionalism in a workforce beset by multiple rebrandings.• Analyzed compensation structure and made recommendations to management regarding impact on workforce quality, satisfaction, retention, and performance as well as operations and results. Participated in staffing and salary planning and budgeting.• Resolved failed audit performance by reviewing, reorganizing and Q/A-ing employee files.• Established safety committee. Assessed risks. Developed program. Ensured compliance.

• Managed a team of four in performing, optimizing and ensuring the compliance of all HR functions and practices including, but not limited to:recruitment, hiring, staffing planning, staff development, talent management, performance review, compensation, labor law, compliance, policy management, employee relations.• Coached and supported line managers in effective employee relations, staffing planning, development planning, and performance appraisal.• Dramatically improved the timeliness and quality of performance reviews by implementing online submission capability, leveraging the newly implemented ATS system. Identified and captured additional process and compliance improvement opportunities afforded by the system.• Prepared and administered annual compensation budget. Conducted quarterly market analyses.• Significantly reduced unemployment claims by strengthening and enforcing policy, practice, and documentation surrounding employee discipline and termination. Saved $20K through effective representation at unemployment hearings.• Prepared monthly reports to management on human resource statistics and activities.• Conducted leadership training for key personnel.• Continually reviewed, updated and upgraded personnel policies and compliance practices (to meet e.g. DPH, JCAHO, OIG, CORI standards).• Consistently achieved 100% JCAHO compliance.Senior Human Resources Generalist, 2003-2006Human Resource Recruiter, 2002-2003Administrative Assistant to the Director, Human Resources, 2001-2002

Contributed to the successful opening and launch of landmark downtown properties and associated businesses by leading the hiring of the opening team. Trained managers in recruitment/staffing planning, implementation and compliance.

Benefits Administrator, 1997-1998Sole benefits administrator for a $35M+ company employing 1500+ at 20+ locations. Visited every site (in MA, NY, DC and VA) to rollout new benefits plan. Reported to VP / Human Resources.Restaurant Manager, 1996-1997