Oversight of HR, accounting, vendor management and Operations for a thriving multi-million-dollar construction firm, collaborating with external accounting and legal teams to drive financial goals, address employee relations, and refine business practices for growth and efficiency.➢ Creation of competency models and framework for employee development and succession planning. New performance management process to includemulti-tiered, multi-disciplinary and divisional appraisals to assess gaps in skill sets and training needs.➢ Identified marketing companies to partner with to revamp brand, image, website, and business content forverticals to improve diverse talent pipeline and leverage to meet short and long-term recruiting goals.➢ Identifying areas for training initiatives to include onboarding, new hire orientations, departmental training,and creation of surveys to measure same.➢ Successfully led administrative team to support implementation and roll-out of new technology across client’sfirm improving performance by 90% with utilization by employees at 100% within 30 days.➢ Sourced recruiting and created pipeline for client eliminating agency fees by 300k+ and reducing time to fill by 75%.➢ Implementation of virtual surveys and reward programs to improve employee engagement and retention during COVID.➢Originated and filed SBA loan to ensure financial coverage and retention of 100% of staff during COVID and orchestrated and filed loan forgiveness paperwork successfully.➢ Created and rolled out COVID office phase in/out plan resulting in 100% retention of existing staff,improved training initiatives and measurable employee engagement during clients 2 tax seasons of 2020.

Led the HR function for New York's premier digital marketing, advertising, and manufacturing firm, serving globally renowned clients. As a pivotal member of the executive leadership team. Steered transformative HR strategies for both union and non-union employees, achieving remarkable HR metrics.• Change Leadership: Facilitated EOS change management training as an executive team member. Identified and eliminated major obstacles to growth, achieving 80% of our long-term goals within the first year.• Holistic Program Management: Orchestrated comprehensive HR programs encompassing recruitment, onboarding, talent and performance management, and compensation and benefits.• Diversity and Inclusion: Launched the company's bilingual recruiting, safety, and benefits programs, bolstering our talent pipeline by 35% and crafted job descriptions that were gender-neutral, free from jargon to highlight commitment to inclusivity impacting talent pool and diverse hiring by 10%. • Cross-Functional Collaboration: Partnered with departmental leaders to craft and execute HR strategies, consistently achieving a 100% customer satisfaction rate over two years.• Strategic Coaching: Advised and facilitated EOS executive leadership program on change management, talent strategies, and business optimization, enhancing three key service lines: trade shows, architectural interiors, and high-profile live events.• Safety Compliance: Ensured full compliance with OSHA regulations on the manufacturing floor to include oversight of all requisite training and reporting.

Optimizing HR strategies and directly impacting 3,000 employees domestically & international. Served on dynamic HR team of 8 professionals and flawlessly executed matrixed annual HR roadmap, yielding significant positive results ahead of deadlines.• Strategic HR Leadership: Led key global HR projects encompassing Talent Management, Workforce Planning, Analytics, Communication, Diversity & Inclusion, Compensation, and Employee Relations, fostering a cohesive and empowered workforce.• Operational Efficiency: Worked closely with the global Center of Expertise (COE), a team of 3600+. On surveys for strategic restructuring and process enhancements, achieved $26M in cost savings.• Compensation: Allocated 20M across client groups for raises and bonuses resulting in keeping attrition under 7% across service line. Surpassing deadline expectations by 20% based on effective communications.• Global Mobility: Streamlined international employee transitions by facilitating H1B Visas, housing, and allowances. Partnered with our talent hub in Mumbai, India, driving significant process improvements. Introduced a refined business case process for global mobility, yielding $2M in cost reductions. Member of team consisting of 5 HR business partners, 4 recruiters, and 3 resource managers. Partnered with National Tax leaders of: Partnerships, BCR, Human Capital Global Mobility Tax, IT Tax, Business Tax with 3000 employees worldwide to optimize HR strategy across product and service lines

Transformed deteriorating HR relationship with senior executives and division management of public accounting firm by building a high touch high-touch business partnership that resulted in highest revenue for division during my tenure. • Established high-level collaboration with division partners to evaluate talent levels and allocate resources by building client teams with focus on deliverables, utilization, chargeability and delivering outstanding service.• Worked and coached division partners to adopt new annual performance evaluation process to ensure continuous constructive feedback and reduction of bias practices resulting in 95% retention rate within 1 year. Collaborated with financial services and audit units.• Extensive workforce planning resulting in increased capacity as a result of interdepartmental cross-training and new intern program improving capacity by 30% increasing revenue by $5M.• Extensive conflict and negotiation management resulting in optimal client assignment and tracking of tracking 100,000+ deliverables to ensure completion date, budgets, high utilization, and chargeability targets were met. Oversight and development of 3 team members.

• Accelerate Recruitment: Successfully reduce the average time-to-hire to under 30 days by efficiently managing job postings, screening candidates, and conducting interviews.• Enhance Onboarding Efficiency: Implement an onboarding program that cuts new hire ramp-up time by 25%, with 90% of new hires reaching full productivity within their first three months.• Improve Employee Relations: Achieve and maintain an employee satisfaction rate of over 90% by proactively addressing concerns and resolving conflicts within a maximum of two weeks.• Boost Performance Management: Conduct performance reviews that result in a 10% annual improvement in overall employee performance ratings, with at least 80% of employees meeting or exceeding performance goals.• Ensure Policy Compliance: Attain 100% compliance with employment laws through regular policy development and enforcement, verified by bi-annual compliance audits with no major discrepancies.• Optimize Benefits Management: Administer employee benefits to achieve a 95% satisfaction rate in employee surveys, with less than 5% queries or complaints.• Guarantee Payroll Accuracy: Maintain a 100% accuracy rate in payroll processing, with all employees receiving correct pay on time, every cycle.• Uphold Record Accuracy: Manage employee records with 100% accuracy, aiming for zero data discrepancies in annual audits.• Efficient Conflict Resolution: Resolve 95% of workplace disputes within a 15-day period, ensuring effective mediation and maintaining workplace harmony.• Foster Career Advancement: Develop career advancement programs that lead to at least 15% of the workforce achieving role advancements or significant skill enhancements annually.• Streamline Employee Exit Process: Efficiently manage offboarding processes, completing 100% of exit procedures within five working days for each departing employee.