Maura Kane Email & Phone Number

Woodbury, Ny

Deliver solutions related to employee relations and company principles/values for over 300 staff members. This includes corrective actions, terminations, complaints, and investigations. Ensure compliance with federal and state employment laws and regulations.

Stamford, Connecticut, United States

Partner with large organizations to continuously improve business processes and performance. Advise managers regarding employee relations, coaching, performance monitoring, and evaluation, business continuity, employment laws, FFCRA, and policies. Resolve conflicts and complaints between employees and managers. Key Achievements: --Ensure a positive employee experience and overall consistency of policy application by developing policies, procedures, and handbooks in accordance with legal and operational imperatives.--Improved employee retention by redesigning the performance management system to reflect the work culture; employees became more involved in managing their own career path. --Designed an employee onboarding program with a focus on cross training. --Reduced the time to hire 17% by establishing and executing talent acquisition strategies that emphasized attracting talent and meeting the company’s diversity (D&I) needs.

Greenwich, Connecticut, United States

Developed the Human Resources Department for a company with more than 400 employees; developed and enforced policy procedures, talent management initiatives, employee relations, performance management, HRIS, change management, recruiting, workforce planning, compliance, learning and development, employee relations, diversity, employee recognition, and performance management. Implemented annual employee recognition program, and incentive day events.Key Achievements: --Offered self-service options to employees to increase employee engagement while providing data reporting to leadership for employment and operational analysis by implementing the ADP Workforce Now HRIS system.

Stamford, Connecticut, United States

Worked with management nationally to support all aspects of HR as a strategic business partner. This included identifying staffing needs and determining job specifications, qualifications, skills, and competencies. Recruited for non-exempt and exempt positions including Chief Accounting Officer, Controller, Sales Vice Presidents, Digital Marketing Director, Business Executive Directors, and IT roles. Trained newly promoted hiring managers on conducting behavioral interviews and developing specific competency-based questions to quickly assess if candidates had required technical skills for positions. Provided guidance for employee relations and performance management. Key Achievements: --Addressed business and staffing challenges with hiring managers using metrics and data analysis to identify and be able to pull from a candidate pipeline. --Integrated job boards with social media channels while building a talent database by designing and implementing Workday.--Improved the workflow for requisitions, candidate reviews, and candidate interviewing by creating training modules for managers to help them navigate Workday. --Implemented best practices for retaining top talent by adjusting compensation.--Established policies for the Employee Handbook to ensure overall legal compliance.--Appointed to human resources manager within two months of hire as a consultant; six months later selected by Executive Management Team as one of 50 top employees out of 7,000 to receive company National Summit Award for cultural transformation in human resources. --Decreased time to fill open positions by 21% by streamlining the recruiting process.

Stamford, Connecticut, United States

Directed hiring lifecycle and issue resolution, employment law compliance, and workforce planning for clients such as Exela Technologies. Supervised sourcing strategies such as contacting passive and active candidates via cold calling, internet, and social media, applicant tracking, employee referrals, and networking. Positions filled: Chief Financial Officer, R&D Staff, Marketing Directors, Sales Directors, and various IT roles.Key Achievements: --Achieved talent acquisition KPIs for time to hire and reduced overtime by analyzing reporting metrics, identifying trends, and developed solutions.--Reduced time to hire 18%-23% for various clients. --Decreased training times by two days and saved $90K+ annually by implementing a new onboarding process; partnered with management to identify and match talent with roles.

Rye Brook, Ny

Managed HR for 1,400 employees in 60 offices in the United States and Canada. Advised leadership on HR policies and employment law. Resolved conflicts and managed complaints. Reviewed annual compensation for salary planning. Key Achievements: --Stabilized company during rapid organizational change; created strategic plan and developed and administered HR initiatives and policies.---Established an internal pipeline to attract top talent by designing and executing a high-potential employee two-year tenure program; recognized top employees for mentorship and providing guidance to encourage staff to pursue future career paths.--Increased employee retention 22% by providing guidance and recommendations for employee development, succession planning, and engaging high potential talent. ---Provided analytics and organizational data for reporting and analysis through Workday HRIS system; implemented management training and career development programs.--Recognized by CEO and senior management for excellence several times during my tenure in coaching, analysis, employee engagement, learning and development, HRIS, performance management, recruiting, and employee relations.

Bachelor Of Business Administration (Bba), Marketing

Human Resources Certificate Program