Justine Pepper, Sphr, Shrm-Scp Email & Phone Number

Definiti is a national retirement services firm that helps workplace organizations with retirement plan expertise, actuarial consulting, pension outsourcing, and recordkeeping. Definiti has become a national leader through organic growth and the acquisition of successful third-party administrators (TPAs) and retirement services providers.Hired to stand up Definiti’s first independent HR function to support a rapidly growing remote workforce of 300+ direct hire and acquired employees across 40+ states. Reporting to the CEO, responsibilities include the strategy, design, and effectiveness of workforce planning, technology, compliance, talent acquisition, onboarding, employee relations, performance and talent management, leadership training, engagement/culture, total rewards, payroll, and analytics.

Concord, New Hampshire

Concord Group Insurance is a leading property and casualty insurance provider through the independent agency system. Rated A+ (Superior) by AM Best, the company is represented by more than 600 local independent agents throughout New England.Head of HR reporting to CEO for 250 employees across 4 New England states managing 3 direct reports. Hired to modernize a 30-year-old business unit and enable Human Resources to better influence and support CGI’s business, employees, culture, and strategy. Responsible for the end-to-end HR function: infrastructure, technology, policy/handbook, compliance, talent acquisition, employee relations, leadership training, engagement, total rewards, payroll, and analytics. Manage HR P&L and advocate for approvals with CEO for newly implemented programming and technology rolling into a $28MM HR budget.

Bedford, New Hampshire

Centene Corporation is a large publicly traded company and a multi-line managed care enterprise that serves as a major intermediary for both government-sponsored and privately insured health care programs. HR Leader for 600 employees across 3 business units across New England with matrixed reporting to 2 CEO's. Responsible for driving Centene's people agenda: performance and talent management, engagement, recruitment, retention, turnover, union avoidance, administrative charges, and more.

Manchester, New Hampshire

Talent Acquisition Partner responsible for designing and implementing process and strategy for a newly created Talent Acquisition function. • Drove the successful full cycle recruitment of faculty, senior administrative staff, and IT professionals; Managed the selection of and contract negotiations with contingent labor resources ensuring organizational interests were protected• Counseled hiring managers and executive leadership team on matters related to domestic and international employment law, taxation and compensation which resulted in limited exposure to risk• Over 85% of presented faculty, administrative, and IT applicants were extended offers which resulted in a 97% acceptance rate

Merrimack, New Hampshire

Key collaborator in the integration of HR support across a multi-business unit region of 6,000 associates to promote greater awareness and utilization of existing resources and increase productivity and retention. • Delivered on-site support to people leaders by implementing and delivering programs focused on building people management capabilities, such as talent and performance management• Ownership for a project plan and governance structure regarding an Executive-level-sponsored, organization-wide engagement survey for 22,000 employees across 10 regions and 35 business units; Directed a 25-person team spanning 3 work streams responsible for survey design, administration and implementation• Established 1st Women's Networking Group that promoted professional development and leadership skills for 500+ members; designed and implemented infrastructure and governance; managed team of 25+ that developed programs and provided support to members

Merrmack, New Hampshire

Oversaw recruiting for 30+ hiring managers within Customer Contact Centers across multiple locations nationwide.• Partnered with senior leaders to calibrate business objectives for future hiring needs including role assessment and evaluation of required knowledge, skills, and abilities to present qualified candidates for consideration; more than 75% of presented candidates were recommended for hire annually • Consistently achieved hiring goals by coaching and consulting with multiple business partners: influenced relationships, guided decision making, identified possible risks, as well as, created and implemented solutions