Serve as the organization’s culture advocate and brand builder, leading the Human Resource and People strategy. Responsible for developing and executing the human capital strategy in support of the overall business plan and direction for the organization, specifically in the areas of succession planning, retention, talent management, change management, organizational and performance management, training/development and compensation.

Reported to the CEO of a publicly traded (HME): NYSE listed multi-family residential real estate investment trust (REIT), total market cap $7.6 billion, managed approximately 42,000 units, supported employees at 131 sites in 9 states. Managed 65 staff. Position eliminated due to acquisition by private equity firm.• Developed and implemented Company’s first strategic human capital strategy focused on Employee Engagement and Leadership Accountability. • Contributed to achievement of 2 of the 3-best financial results in the Company’s history.• Saved $9.5MM dollars by reducing turnover 59% to levels under industry median by implementing Shared Services Talent Acquisition model. Maintained low annual turnover for the past 7 years.• Introduced HR strategic business partner model to optimize HR’s impact. • Implemented Pay-For-Performance & Total Rewards compensation platform to align employee behavior to the strategic plan. • Completed $1.138B of acquisition in 3 years. Ensured smooth comprehensive employee integration and efficient transition. • Achieved 86% employee engagement. Developed and launched first-time employee engagement survey. Met or exceeded 5 Key Performance Indicators as compared to industry benchmarks.• HRIS integration of ADP with iCIMS (ATS), performance management and compensation systems. • Developed and implemented new employee portal (intranet) Home Connection- supported consistent application of processes, promoted collaboration, innovation & engagement.• Implemented comprehensive benefit cost containment strategy; introduced high deductible health plan and health savings account; employee wellness initiatives, biometric screening and health portal.

Reported to President. $100M design and union manufacturing facility serving the US and China transit market. Developed and implemented strategic and operational HR solutions for the US subsidiary of a French-owned $35B euro corporation. Contributed to quality, cost & delivery targets in a heavily matrix environment. Managed global corporate people development / succession programs within the NAFTA (Canada, US, Mexico) region in addition to site responsibilities as part of the ALSTOM Transport sector HR team.Introduced HR strategic business partner model at site & NAFTA region to drive operational excellence. Developed & delivered training to HR staff to drive HR culture change & acceptance of new role. Launched organizational effectiveness audit with Executive Committee. Assessed leadership team and working collaboratively to develop leadership and managerial acumen. Oversaw Implementation of Mercer IPE 3.1 job grading tool across NAFTA region to standardize view of positions and enable greater ease in talent transfer between sites within ALSTOM global Transport sector. Developed culture change strategy to transform 100-year old company to meet challenge to double revenue in 24 months. Strategy encompassed make vs. buy talent component.Managed all executive level recruitment for ALSTOM Hornell rolling stock operation. Implemented tighter recruitment processes and candidate management to net higher acceptance rates.Selected to lead “People Care” annual high potential / succession people planning program for US, Canada and Mexico. Role reported to global head of people development in France and required regular international travel within NAFTA and France.Selected to lead ALSTOM US participation in new corporate global employer branding initiative.US lead for college recruitment program to support goal of 20% new college graduate hires annually.

Managed and provided strategic direction for MBA career management center serving over 1100 graduate students for full-time, part-time, and executive MBA programs. Directed overall corporate relations marketing activity; developed and maintained critical employer relationships. Led revamped career education curriculum, independent job search strategy, and student counseling services. Managed staff of nine. Achieved 21st ranking by Business Week following two-year hiatus after school fell off national ranking through creation and implementation of national marketing strategy aimed at key markets. Achieved No. 2 ranked school for Recruiter Satisfaction in Wall Street Journal national business school survey following development and implementation of repositioning brand strategy, “We Are Committed to Your Success”. Selected by Dean for Simon School’s Marketing Task Force to work on development of School’s new branding campaign, “Simon. Where Thinkers Become Leaders.”Developed original career exploration and search strategy curriculum with emphasis on experiential learning. Pioneered concept of student accountability for ownership of career search and outcomes.

Selected by corporate leadership to develop this new role. Set global corporate vision and strategy for organizational culture, diversity, and HR/workforce planning. Corporate liaison for employee affinity groups worldwide.Developed and implemented global strategic staffing plan to support business growth objectives. Managed global HR programs for 14,000 employees including: Work Environment Survey designed to monitor company culture, increase organizational performance and maximize employee satisfaction; developed company-wide Ethics Program and Employee Referral Program. Co-managed RFP process to consolidate national $15 million dollar temporary labor spend to a single vendor; significantly cut temporary labor costs and achieved optimal staffing solution for US operation. Implemented global corporate college relations recruitment strategy; garnered support of executive team. Developed comprehensive company recruitment campaign. Developed recruitment training program to increase selection competencies within management ranks; increased diversity hires by 25%.Created Rochester Recruiting Alliance, a consortium of the areas’ four largest employers: Bausch & Lomb, Inc., Eastman Kodak Company, Xerox and Wegmans to bring MBA talent to the greater Rochester area.

HR generalist to three business lines: US Lens Care, Polymer Technology, Bausch & Lomb Canada, Inc.; supported divisional Information Management /Technology and Finance departments for 2000 employees. Selected for 7-month international assignment in Canada to restructure subsidiary through a 50% reduction in force. Developed overall staff reduction strategy and stay incentive bonus program for key talent. Managed outsource contract and developed on-site facility to support exiting employees.Consolidated two business units (Contact Lens Division and Polymer Technology, Boston, MA) with distinctly different corporate cultures to achieve smooth transition and achieve aggressive profit targets.

Harris RF Communications, is the leading global supplier of secure radio communications, tactical communication networks and embedded high-grade encryption solutions for military, public safety, government and commercial customers.HR generalist supporting Secure Products Division, a start-up business unit serving global security users. Also managed divisional training function for 1650 employees: strategic planning, needs assessment, program development, implementation and stand-up training delivery.Created and delivered original management proficiency curriculum, Leadership 2001 for all managers. Developed and implemented Executive Mentor Program to build internal bench strength.