Nancy Abrams, Shrm-Scp Email & Phone Number

Los Angeles, California, Us

Lead all HR activities for the Mid-South region—Delaware, New Jersey, Maryland and Florida.

Chatham, New Jersey, Us

Chatham, New Jersey, Us

Collaborated with Director of HR to build, create and administer policies and programs related to all aspects of HR, while simultaneously increasing employee headcount by over 120% with nominal turnover. • Provided guidance to C-suite and other senior leadership in support of strategic business objectives, while ensuring the employee perspective is part of the decision process.• Collaborated with senior leaders from Finance and Operations to create custom analytic reports used to integrate systems and decrease manual workload.• Oversaw benefits administration, including budgeting, renewals, open enrollment, and converting process from manual to the HRIS system with automatic file feeds.• Saved over $600k in benefit expenses, while enhancing benefits options and wellness package by researching and ultimately partnering with a new benefits broker company.• Served as the HRIS administrator; led the systems planning and implementation of a new HRIS and launching over 20 modules and vendor file feeds. Managed the process of rolling out new modules including communication and training to employees and managers. • Provided HR consulting and gave solution recommendations; demonstrated an unbiased and neutral stance in decision making and problem resolution to mitigate the company’s risk.• Developed meaningful employee engagement programs, in addition to implementing a service anniversary program. This included email campaigns, speaking at town hall meetings, and marketing through the HRIS.• Conducted workplace investigations and monitored AAP / EEO and other regulatory compliance items. • Fully processed bi-weekly payroll for US employees, and monthly payroll for international employees. Ensured compliance with all internal policies (SOX controls) and federal/state/local payroll regulations.• Revamped US and International employee handbook to confirm policies matched company practices, and ensure compliance with all federal, state, and local HR regulations.

Montreal, Quebec, Ca

Responsible for day-to-day administration of HR policies and programs, typically covering recruiting, compensation and benefits, training, employee and labor relations, safety, and team member support.• Partnered with Global HR peers throughout the organization to review and improve company policies, and roll-out new initiatives to improve the HR experience for all Saputo employees worldwide.• Oversaw/coordinated resolution of employee concerns/complaints, coaching/discipline, investigations, work performance, a positive employee environment according to Company philosophy and values, polices, and applicable laws and regulations.• Provided 24/7 HR support to a food manufacturing facility throughout the Covid-19 pandemic. Navigated through ever-changing government mandates, and ensured every effort was made to keep our employees safe by rolling out processes and policies related to mitigating a global pandemic.• Acted as a resource for managers, supervisors/employees on policies, procedures/practices pertaining to human resources & benefits. Ensured maintenance of applicable plant policies, procedures, documents related to Human Resources (i.e., job descriptions, work rules, etc.)• Responsible for internal/external recruitment to include: staffing needs, recruitment ads, application screening, interviews, selecting qualified candidates, reference checks and/or background checks, job offers, new hire on-boarding.• Re-energize the community outreach program by creating an employee-based committee and participating as a team in local non-profit events such as a 7K fundraiser, Stuff The Bus and Saputo Legacy program.

Managed all HR functions for 24-hour emergency veterinarian clinic, including employee complaints, benefits, scheduling, payroll, leadership development, training, recruiting, onboarding, and career development.• Responded to employee feedback to improve engagement and retention by creating programs that improve recognition and cultivate CARE core values, including improvement to onboarding and training.• Updated the employee handbook following HR and industry best practices. Transitioned hardcopy handbook to online platform to offer improved access to employees and more timely updates as needed.• Reviewed and approved all corrective action and performance improvement plans ensuring timely issuance and follow-up; provide coaching and feedback to leaders on the corrective action process.• Managed the interview and onboarding process between the hiring manager and qualified candidates; this included creating an onboarding program to improve turnover and increase new hire morale. • Assisted with the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the business.• Reviewed and approved all corrective action and performance improvement reviews ensuring timely issuance and follow-up; provided coaching and feedback to leaders on the corrective action process.

Mclean, Virginia, Us

Directed HR functions and support for multiple business units throughout the US; delivered effective HR leadership, including implementing training programs, establishing salary incentives and compensation structure.• Managed the project to transition the employee recognition program to a web-based program, eliminating the manual work and costs of ordering/shipping recognition items while increasing the usage of the recognition program by 70% across the company (multiple locations).• Streamlined operational efficiencies and saved payroll hours by transitioning the on-boarding process to a paperless electronic process for improved automation and seamless new hire on-boarding.• Delivered effective HR leadership, including conducting personnel evaluations, implementing training programs, establishing salary incentives, and executing hiring decisions.• Provided HR support to the federal and corporate business unit and cross-departmental employees and managers.• Optimized workflow by managing complex employee relation’s issues, including investigating employee complaints, resolving employee conflicts, and advising managers on appropriate remedial actions.• Spearheaded all employee new hire processes, including sending offer letters, conducting background investigations (drug test screenings), and executing new hire orientations.• Monitored and executed disciplinary actions, terminations/layoffs, and performance improvement plans while resolving benefits-related inquiries or employee issues.• Conducted exit interviews and HR reach-out meetings to ensure adherence to corporate protocol.• Designed and managed initiatives for the company-wide wellness program that gave employees the knowledge and tools needed to assist with reaching their personal wellness goals.

Washington, Dc, Us

Delivered HR support to 2,000+ research, sales and product divisional employees and managers, in addition to employees at remote offices without HR support on site, traveling to various locations as needed.• Participated on the policy committee to update the employee handbook, communicate changes to all employees, and train managers on effective policy usage.• Developed and conducted training programs for managers on topics like FMLA and corrective action to improve employee relation’s proficiencies for management.• Created and implemented an internal promotion program and trained senior leaders on execution to support succession planning for 200+ employees.• Developed quarterly bonus program to align bonuses throughout the research division with 1K+ employees while connecting bonus payout with employee performance.• Delivered HR support to employees and managers in the research organization (1K+ employees), which is the largest division of the company, in addition to supporting the sales and product development divisions. • Advised management on employee interaction improvements to avoid future complaints.• Conducted employee relations investigations and resolved employee grievances.• Assisted managers with and reviewed disciplinary actions, ensuring proper and complete documentation to eliminate liabilities.• Supported remote offices containing zero HR support on location, traveling to offices to conduct training classes and resolve discrepancies.• Strategized with managers and collaborated with HR team members to analyze and design HR initiatives that met specific business objectives, including developing job descriptions and organizational structure.• Conducted presentations and facilitated training on HR-related topics at center and leadership meetings.

Minneapolis, Mn, Us

Managed the HR functions for the largest Target store in Montgomery County while serving as the HR district resource supporting 8 Target stores with 2K+ employees in the Montgomery County area. • Managed the HR functions for the largest Target store in Montgomery County while serving as the HR district resource to provide assistance to 8 Target stores with 2K+ employees in the Montgomery County area.• Received the “Best in Community” Award from Target in 2012 and 2013 for driving volunteer involvement with the store and district teams.• Supervised 3 HR professionals and monitored performance to ensure optimal productivity.• Drove results through the district level by training area HR managers.• Led the staffing, development, retention, and administration of personnel for high-volume store units ranging from $50M-$70M.• Recognized as top performer at the store and district levels for multiple quarters.• Facilitated and hosted weekly teleconferences with the HR leaders to communicate new and existing company initiatives for exceeding performance goals.• Coordinated volunteer events for the store team and organized store’s participation in Target’s annual United Way campaign, reaching 100%+ of set campaign goal.• Collaborated with leaders to conduct employee relation’s investigations, identify performance trends, develop, and implement plans to address performance issues. • Reviewed all corrective action documents to ensure accuracy, consistency, and adherence to Target’s counseling and corrective action policy.• Developed leadership succession planning/forecasting to drive talent and performance management, including developing internal talent for promotion within the organization.• Proactively evaluated staffing needs and developed accurate plans based upon needs and succession plans.• Fully staffed the store with top talent, including seasonal hires during fourth quarter and a store remodel process.