Shari Lindner, M.S. Email & Phone Number

Northport, NY, US

• Lead the training and development team of 9 employees, responsible for Lab-wide Regulatory training, Learning and Organizational Development, Nuclear Safety training, and Tuition Assistance; manage budget effectively.
• Deliver results across a highly matrixed organization to ensure collaboration and synergy in delivering quality programs to create behavioral change across the enterprise
• Design and execute against a training and development vision and strategy, translating into objectives that drive comprehensive training, leadership, performance management, and professional development programs
• Manage succession planning efforts to identify and prepare high-potential employees to build a robust pipeline of ready leaders
• Collaborate and foster strong relationships with senior leadership and key stakeholders to assess and understand training and development needs, ensuring alignment and gaining buy-in for initiatives
• Oversee the development and deployment of training, mentoring programs, and leadership programs utilizing a variety of instructional methods and technologies to deliver engaging and effective learning opportunities

• Promoted to oversee learning and development initiatives, and develop a long-term learning and change management strategy; contribute to the Lab’s overall talent management strategy by growing our development programs.
• Manage 1 Career Coach, who oversees an Admin Career Development Program which offers one-on-one and group coaching, individual development plans, career mapping, as well as career development trainings and open-hour.
• Collaborate with subject matter experts to create and update HR policies, to include Telework policy, Nepotism policy and Professional Leave of Absence policy
• Lead a lab-wide growth and development working group of 12 employees, which is a result of the engagement survey feedback, focused on defining priorities for capacity building and strengthening and the provision of.
• Collaborate with the compensation team on workforce planning and job classification analysis to evaluate development opportunities and identify areas for improvement; coordinate succession planning efforts every 2 years
• Lead a lab-wide knowledge transfer initiative to create consistent processes across the Lab for knowledge sharing and management

• Collaborate with Human Resource Managers to develop programs tailored to customer needs; developed department-wide individual development plan (IDP) training for managers and employees in Business Services, as well as.
• Manage the succession planning for 3 science directorates and 3 support departments documenting candidate forms, nine-box-grid, development plans, and diversity statistics
• Support the performance management process by delivering goal setting and performance management courses to demonstrate inputting performance goals into the PeopleSoft system
• Created a quarterly Virtual Leadership Roundtable where Lab Leaders participate in facilitated discussions around Leading with Empathy, Self-Reflection in Leadership, Building Strategic Relationships, and The Role of.
• Serve as an HR Investigator, partnering with Diversity and Labor Relations; participate in employee concerns investigations, preparing the investigation plan and conducting management briefings, executing the.
• Support the Exit Interview Process by creating a new survey to better collect data on employees exiting the laboratory, and developing a feedback loop to share exit interview themes with management on a regular basis.

Upton, New York, United States

• Manage the Science and Engineering Development Program, which includes cohorts of about 30 employees and approximately 16 courses across seven months, targeted to improve understanding of lab strategy, career growth.
• Oversaw a team of 3 HR professionals in the development and execution of an HR Growth and Development Initiative that laid the framework for career development conversations and introduced development tools such as.
• Oversee the performance management system, responsible for delivery of all trainings and answering employee and manger questions regarding performance templates
• Co-developed Veterans Hiring Initiative to improve communication, recruitment, and engagement with the military community, which launched January 2021, and targets the full recruitment cycle of military veterans o.
• Certified facilitator in Crucial Conversations, Understanding and Managing Social Styles, Adaptive Mindset for Resiliency, and Respectful Workplace; teach professional development courses such as Coaching Fundamentals.

Melville, New York

• Support Marcum University by developing and implementing new employee experience initiatives utilizing Wrike project management software; successfully launched Associate Resource Groups (ARGs) for our Diversity and.
• Created the first Coaching Program at Marcum LLP, providing performance coaching to the Marcum New York City office which resulted in 2 additional departments requesting coaching services for associates; designed a.
• Led the firm Veteran Associate Resource Group (ARG), coordinating with associates nation-wide to increase military awareness through community outreach efforts and veteran recruitment
• Instructed live and virtual courses on Performance Coaching, Diversity and Inclusion, and Interview Strategies to Partner and Staff levels; coordinate annual national staff trainings to include New Hire, Assurance, and.
• Coordinate with our AIG, Assurance, and Tax departments to design training curriculums annually to our LMS (LC Vista) platform; developed instructor feedback surveys and upward evaluations to increase the feedback loop.

Hempstead, NY

• Manage relationships with employers throughout entire recruitment cycle; provide customized consultant services on hiring needs that meet or exceed targets identified by employers within Graduate Business Career.
• Manage one union employee and up to 4 graduate assistants, responsible for managing work schedules and e-time approvals utilizing ADP systems
• Serve as system administrator for GBCR's career management systems (Hofstra Connect/EAB, and Handshake); troubleshoot issues and implement new strategies to increase effectiveness of systems
• Advise the New York State Society of CPA’s Nassau Cooperation with Education Committee on virtual student engagement techniques as well as marketing and social media tools to build engagement for CPA Fest Nov 2017, 2018
• Direct assessment processes by developing key performance indicators (KPIs) using Handshake, Baseline, EAB, Blackboard, and Qualtrics to measure employer engagement, on-campus recruitment efforts, as well as student.
• Act as a liaison for up to 10 Zarb graduate student organizations, coordinating with Office of Student Leadership and Engagement to assist students in hosting successful events throughout the semester

Greater New York City Area

• Build and maintain productive relations at the Wasserman Center for Career Development with team members, the Veteran Resource Center, 5 NYU student clubs, and 4 SPS departments; relationships resulted in 8 employer.
• Spearhead department reporting efforts, managing surveys in accordance with NACE, and provided data to improve and reflect on program efficiency; utilized pre- and post- survey techniques to implement departmental.
• Executed programs with 160+ students per event using various mediums to address all type of learners; developed 16+ events, including the first NYU Analytics Career Conference which yielded 41 employers and over 200.
• Prepared up to 20 students weekly on career assessments such as MBTI, Strong Interest Inventory, and PRINT, as well as advisement on job search strategies, graduate school, and career planning

San Diego, CA

• Delivered professional development training and coaching virtually and in-person to military veterans, covering topics to include career strategies, resume writing, and financial planning
• Instructed 24, two-day workshops throughout the United States with upwards of 40 personnel on strategic planning, interviewing, building their online presence, and LinkedIn
• Developed, implemented, and subsequently managed a Quality Assurance Program and Mentor Program for 16 personnel across 5 regional offices to enhance the skills and abilities of team members

• Managed 2 team members, responsible for ordering and receiving supply parts to support the mission readiness of 30+ aircrafts in a training squadron
• Issued over 100 tools daily to 7 departments and 200 personnel; maintained accountability for all assigned tools as well as all supply line items for aircraft maintenance procedures
• Developed and maintained a tool calibration program, accurately recording all shelf-life requirements and procedures; ensured all tools are maintained, rotated, and calibrated as necessary
• Ordered, shipped, and received over 600 high priority requisitions for aircraft parts; communicated with 12 maintenance departments to relay supply item statuses and ensure all materials needed are obtained

Master Of Science (Ms), Human Resources Management, Gpa 3.9

Activities and Societies: Zarb Leadership and Consulting Association, Director of EventsFrank G. Zarb School of Business Relevant Courses.

Bachelor Of Arts (B.A.), Anthropology, Magna Cum Laude

Activities and Societies: President of the USD Anthropology Club; Lambda Alpha Anthropology Honors SocietyStudent curator and assistant to.

Archaeological Field School Certificate, Archaeology

Practiced excavation techniques including site survey, preliminary processing of finds, and environmental sampling on multi-period late.