Molly Garner Email & Phone Number

Franklin Lakes, New Jersey, Us

Led Human Resources function: For-profit, $83M, Mission: to provide person–centered care management services for over 17,000 NYS individuals with intellectual and developmental disabilities. Supervise 5 HR staff and an 825-employee population and responsible for OPWDD and DOH regulation compliance. Member of Core Executive Leadership team, Compliance Committee, and Co-Team Leader for Quality Metrics Performance Team.Performance Management: Developed Performance Review Process using tailored competencies to drive organizational goals and employee success.Talent Acquisition: Oversaw acquisition of 600 staff, and hired 50 staff within first year of operation, developed innovative recruitment strategies including social media recruitment, employee referral programs, Hiring Sprints, and pre-employment recruitment tools. Partnered with Marketing to create branding opportunities.Employee Engagement: Partnered with key staff to develop monthly “Wellness” webinars to support staff and develop a LIFEPlan culture across regions during the pandemic. Partnered with Marketing to create Employee E-Newsletter. Compensation and Benefits: Led benefits strategy and renewal. Responsible for compensation, Staff Recognition Program development, and implementation of Guardian Leave Management and COBRA systems.HRIS: Oversaw ADP System implementation, including ADP Recruitment Module, created reference guides, and trained staff.New Hire Orientation and Onboarding Process: Partnered with key departments to develop 3-day in-person and virtual orientation program designed to welcome new staff with consistent messaging across all regions. Reduced turnover.Learning and Development: Determined required OPWDD, DOH, DOL, and LIFEPlan CCO policy and SOP training policies and procedures, oversee compliance reports in the Relias Learning Management System, improved training compliance by 65%, and oversaw the transition from SAP LITMOS to Relias.

Hamilton, N.Y., Us

Recruited 35 to 50 staff at any one time; reduced average day-to-fill metrics, and increased high quality, diverse talent pools by nationally sourcing and networking with targeted university alumni groups, niche job boards, LinkedIn, Twitter, Facebook, etc.; developed community resources and attended local job fairs resulting in 85 hires (35 diversity candidates) during a 7 month period.Implemented Local Diversity Network website to comply with Federal contractor mandated OFCPP, EEOC/AAP regulations; networked with local agencies and organizations to increase applicant pools.Worked to restructure university recruitment policy and search chair guidelines to clarify client and HR roles and responsibilities; developed search chair recruitment training, and recruitment process tools, and redesigned marketing language to sell Colgate University as a premier workplace.Developed strong client relationships resulting in high HR satisfaction survey results. Served as a member of the Applicant Tracking Upgrade (PeopleAdmin) team resulting in a more efficient recruitment experience.

Syracuse, Ny, Us

Responsible for nurse recruitment, including traveling nurses and credentialing. Actively sourced passive candidates using Facebook, and other social media tools, Hiring Sprints and job fairs. Developed sourcing database. Systems used include HealthcareSource Position Manager Applicant Tracking System and SkillSurvey 360 Reference tool.

Utica, New York, Us

Led Human Resources function for an innovative, diverse, non-profit/for-profit 30M agency dedicated to the Independent Living Movement with 108 funding streams (DOH, OPWDD, OMH) and 1,800 employees. Supervise team of twelve. Restructured HR function and led change management, talent management, diversity, performance management and employee relations. Member of Executive team and Full Board member, Board Ethics and Internal Ethics Committee Board member, Board Retirement Committee, led Employee Engagement and Benefits and Wellness Committees, managed implementation of ADP Workforce Now system integration.

Anna Shea Chocolates: Developed and implemented research, sales, marketing and press strategies.Save the Children: Recruitment Consultant, used OpenHire Applicant Tracking System. Career Counselor during downsizing and wrote global recruitment guide.The Unland Company: Provided marketing and press research and plans.The United Way: Developed and conducted Organizational Effectiveness survey and recommended teambuilding, performance management and other HR innovations.Mohawk Community College: Developed Resume & Job Readiness course

•Directed HR function for start-up cable and online business consisting of 200+ employees; emphasis on employee relations, diversity hiring and recruitment.•Conducted due diligence for CBS acquisition of CSTV.

New York, New York, Us

Managed complex employee relations issues and annual departmental performance management/compensation review process.Assisted Operations function with mission development and headcount planning.

New York, Us

Led Human Resources function of entrepreneurial, cable network overseeing $32M staff budget, 2.2M staff incentive budget, $1M HR budget, 7 HR staff members and 360+ employee population, plus show productions including The Daily Show and South Park (220+ staff.) Developed organizational competencies to define and communicate behavior and performance expectations, sales incentive and deferred compensation plans, strategic and operational recruitment and staffing plans, recruitment marketing materials and diversity plans, performance management and professional development systems, etc. Trained by Proteus Intl. to teach Management 101Skills, Group Mentoring and Leadership Development. Trained by Beverly Kaye Career Systems International to teach Career Development, and Employee Engagement and Retention to Employees and Managers. Transitioned freelance staff to full-time staff per ERISA law and new case law. Used Ceridian HR and Payroll Processing System. Chair of Diversity Committee. Prepared due diligence for MTV/Viacom acquisition.

New York, New York, Us

Used cross-functional leadership skills to manage and influence HR global recruitment strategies for corporate Audit division consisting of 580 employees using unique sourcing strategies culminating in a 20 per cent 1995 recruitment fee reduction. Designed a unique Global Audit Leadership Development program, utilizing assignments in emerging market countries to build global audit talent using project planning and cross-functional team building skills. Re-engineered domestic Management Associate program reducing turnover by 100 per cent. Coordinated Visas with external counsel, and managed performance management and merit increases during colleague's leave of absence.

Jp

Formerly The Nippon Credit Bank, LTD.Recruited staff and structured hiring practices.Counseled employees and assisted with the research, delivery and design of a Sexual Harassment/EEO/Diversity Seminar and assisted with the development and delivery of a Cultural Diversity and Communication seminar.

Boston, Ma, Us

Conducted quantitative and qualitative research for a book titled The Critical Path to Corporate Renewal by R. Eisenstat, M. Beers and R Spector (interviewed Fortune 500 executives and researched the role of Human Resources, IT and Finance executives and how can they be more effective in assisting line staff.)Wrote 4 teaching cases for Organizational Behavior MBA classes.

Bachelor Of Science (Bs), Labor And Industrial Relations

Boston University, Organizational Social Work

Master Of Social Work - Msw, Organizational Social Work