Michele Leahy Email & Phone Number

Woodbridge Township, Nj, Us

Boston, Ma, Us

• Solely managed the full cycle, regional recruiting for sales producers, client service, and their onboarding for our Prudential partners.• Created process, recruiting metrics, and marketing material.

New York, New York, Us

• Implemented a structured process for this multi-brand company by centralizing the talent acquisition department.Managed two recruiters.• U.S. and international recruiting from creative to finance, sales, and, technology up to the executive level.(Reason for leaving HR Dept. decentralized 9th HR person to leave Dept. in 2 years)

• Brought on as a consultant to develop, implement, and lead the national recruitment strategy for two mergers. Reported to the President and Chief Operating Officer.• Upgraded and aligned technology to support recruiting efforts. Solely managed the full-cycle recruit for all corporate roles including hiring 30 national sales representatives within 3 months.(Reason for leaving headcount)

Columbus, Oh, Us

Bath & Body Works - full-cycle recruiting for all levels in beauty, creative services, design, and operations. Victoria's Secret, PINK & La Senza (2006 - 2010) with an emphasis on international design recruiting, beauty, creative services, operations, and R&D. Developed campus and diversity recruiting initiatives. (Reason for leaving my last role with BBW was centralized to the Ohio office)

New York, Ny, Us

• Expanding global spa with 46 locations in 17 airports (6 in CA) across the U.S. & The Netherlands with approx. 600 employees globally. Reported to the CEO, and managed three direct reports. • High-volume employee relations, performance management. Recruited for spa personnel and corporate positions, workforce planning, and management training. Played a key role in business expansion.• Proposed and created policies & procedures, ensured state and federal labor law compliance on a national level, multiple locations in CA. • Automated the HR function by implementing an HRIS/ATS system (Icims).(Reason for leaving company sold to a private equity firm)

• Head of Talent Acquisition for the company (corporate, wholesale & retail) managed a team of five two worked remotely.• Initiated and led talent management strategies to align the function with the goals for each business.• Centralized the recruitment function, implemented technology, hiring procedures, and labor law compliance.(Reason for leaving offered an equity partnership opportunity JNY was being sold)

Provided project-based and long-term HR and recruiting expertise. HR Generalist role solely supported the U.S. and Dubai; Led the recruitment strategies for an international, multi-brand consumer goods giant; Strategically centralized a recruitment function for another multi-billion dollar, multi-brand consumer goods company. Conducted an HR Audit and wrote the employee handbook for a private healthcare company; led the recruiting efforts for an insurance brokerage company on a national level. (Reason for leaving offered a corporate leadership opportunity)

New York, New York, Us

• Head of HR for the retail division, 124 stores nationwide with two direct reports.• Hired to “raise the bar”. High-volume employee relations, performance management, recruitment, and management training.• Implemented the companies first HR management training program that included compliance, talent management, succession planning, and diversity initiatives.(Reason for leaving had an opportunity to start my own business)

Los Angeles, California, Us

• Hired as the first Regional HR Manager supporting 93 stores across the U.S. and Canada. • Provided employee relations counseling, recruiting, management training, diversity initiatives, OSHA, and labor law compliance. Staffed and performed operations on “new concept store openings.” (Reason for leaving I relocated)

Us

• Head of Human Resources with two direct reports, reported to the executive director and board.• Brought the company into compliance with all state and federal labor laws. Created the Corporation’s Affirmative Action Program, Proposed and created HR policies & procedures and related collateral material.• Represented the organization at all union negotiations and grievances (6 unions, employee population 265)• Created and implemented a company-wide performance management program.• Led the benefit plan redesign and administration that resulted in cost savings and added key benefits.(Reason for leaving the financial impact 9/11 had on the Hall my position was cut)

New York, Ny, Us

• Head of recruiting for the company (Ann Taylor and The Loft). Managed a team of 9 direct reports. • Aligned and upgraded the staffing function to meet the needs of an aggressively growing new business “The Loft”. Strategically planned and implemented traditional and nontraditional cost effective recruitment initiates.• Initiated highly successful strategies that included utilizing the internet and HR technology, a first for this company. Branded the hiring process, and implemented university relations.• Fully staffed 160 new Loft stores nationwide and filled 300+ corporate positions all within 11 months. (Reason for leaving medical)

Montreal, Qc, Ca

• Reported to the Chief Financial Officer with a dotted line to the head of Human Resources.• Managed the hiring, employee relations, and performance management of the support staff and creative services team. (Reason for leaving leadership opportunity)

New York, New York, Us

Director, Human Resources, Parsippany, NJ (Reason for leaving geographic location of last role) 1996 – 1997Led the HR function for the newly created, state-of-the-art Distribution Center. Supported manufacturing, distribution, design, finance, IT, marketing, and the call center.Managed six direct reports and an occupational nurse with an employee population of approx. 2,000 Minimized employee relations issues by an effectively run performance management program. Conducted workforce planning for seasonal high-volume recruiting, and benefits administration, executed OSHA compliance, and administered related training.Director, Employee Relations – U.S. & International, NY, NY (Promoted to Director, HR) 1994-1996Reported to the head of Human Resources. The sole director of employee relations for the company with one direct report. Aligned and upgraded the function to meet the needs of the growing international business.Solely handled all employee relations employee population of approx. 6,000 domestic & international.Created a new performance management program, and management training, proposed and developed policy and procedures, conducted government reporting, and managed the employee relocation program (domestic & and international). Manager, Employee Relations - NY, NY (Promoted to Director, Employee Relations) 1992-1994Same responsibilities as the Director of Employee Relations role. Technical Trainer, NY, NY (Promoted to Manager, Employee Relations) 1990-1992