Served as a strategic thought partner and primary HR resource for employees and managers to provide guidance, coaching, and support across a broad spectrum of HR-related mattersDeveloped and implemented new performance management program that supported managers in identifying and assisting team members’ development needs based on their performance, potential, engagement, and career ambitionsImplemented Blanchard’s SLII® Leadership training program which provides a management framework that ensures managers across the organization apply a consistent approach to developing employeesProvided HR program oversight and support for a multi-year talent development action plan to lead, manage, and implement large-scale change initiatives to support leaders and staff Led the selection, development and implementation of the organization’s first staff survey achieving a 97% response rate; also included evaluating and communicating survey results, and partnering with managers on action plan development and implementationDeveloped and fostered relationships with a comprehensive complement of external trainers and coaches to meet the needs of individuals and teams Enhanced and managed new employee onboarding program in partnership with other functions; worked closely with managers to ensure a successful and positive onboarding experience for each new hireProvided effective management and leadership to direct reports including training and development, coaching and mentoring, prioritizing and delegating work, and ensuring they have the tools, resources, and support needed to excel

Partnered with hiring managers to develop job descriptions for open roles and actively participated in all steps of the recruitment processProvided day to day performance management guidance (coaching, counseling, professional development, and corrective action)Led functional and cross functional projects and teams across a variety of people-related topicsUtilized change management knowledge to coach employees and managers as well as participate in the development of change management plans for broader HR-related initiativesIdentified training and coaching needs for individuals and teams and made recommendations for corresponding internal or external approaches to address them; served as a coach and mentor to staff Provided HR policy guidance and interpretation including challenging employee and manager situations as appropriateAnalyzed people trends and metrics to develop or revise needed HR policies and programsSupported managers with resource planning especially for team member turnover or employees taking a leave of absence

Identified, developed and implemented strategies, procedures and policies to ensure a successful HR approach for clientsProvided insight and direction to business owners, HR managers and supervisors to resolve employee relations issuesDelivered both strategic and tactical support to facilitate change management initiatives to enhance the success of client organizationsConducted HR audits to create a detailed picture of existing HR practices, identify areas that need improvement and create an action plan for resolutionDeveloped and documented company policies including employee handbooks, job descriptions, offer letters, disciplinary/termination guidelines, confidentially statements, drug policies, and performance reviewsEnsured legal compliance with mandated federal, state and local employment laws and regulationsResearched market conditions and interviewed stake holders to develop pay structure recommendations for a wide variety of positions from entry-level to executivesCreated performance management systems including analyzing, designing, developing and implementation of new performance evaluation solutions, linking with job specification competencies and pay for performance initiativesCustomized and facilitated a wide variety of trainings based on client needs including new manager training, coaching/mentoring skills, anti-harassment, preventing workplace violence, employee conflict resolution, change management, effective team building and legal updatesCollaborated with senior leadership to address and implement strategies for talent acquisition, retention and succession planning Served as Interim HR Manager/Director for clients as needed

Partnered with senior management to streamline the recruitment process. Improved orientation and training programs to maximize performance and retentionIn conjunction with the Board of Directors, developed strategic plans on organizational, change management, fund development and staffing issuesReviewed and assessed job duties and responsibilities in conjunction with current market and wage trends to recommend and, or establish appropriate salary grades and guidelinesUpdated and maintained the employee handbook and personnel policies to ensure compliance with changing federal and state regulationsDeveloped databases to track EEO data, interviews and applicant trackingWorked with the team to create positive donor experiences including press releases, social media campaigns and radio spotsIn conjunction with the Board of Directors, developed strategic plans on organizational, change management, fund development and staffing issues.Developed databases to track EEO data, interviews and applicant tracking.Periodically updated the employee information manual and personnel policies to ensure compliance with changing federal and state regulations.Worked with the team to create positive donor experiences including press releases, social media campaigns and radio spots.