I founded ALT HR Partners to help small and medium size companies mitigate their risk and increase their employee morale. We specialize in four key areas: Employee Lifecycle Management, Employee Relations and Difficult Conversations, Policy Development, and Strategic Planning. We pride ourselves on personalized attention to each of our clients' culture and needs. We do not believe in cookie-cutter templates, processes, or forms; everything we do is designed specifically for your company. Our service offerings include: On-Call HR Executives, Project Based Work, Support and Risk Mitigation for Difficult Conversation, Employee Handbook Creation, Cultural Development, and Strategic Planning. We draw on over 20 years of HR expertise to help your business manage its most valuable asset: people.

Oversaw all aspects of Human Resources for 13,000 field based employees, including recruitment, employee relations, and compliance. Was responsible for creating new policies, procedures and guidelines across the organization for all field based employees, ensuring that all policies are practical, pragmatic and legally compliant.Served as primary liaison between the Senior Leadership Team and Field Leadership in all employment matters. Created a Union avoidance campaign that was rolled out companywide, in partnership with the Senior Leadership team. Created an HR Service Center from the ground up, developing and managing the project plan, creating job families and presenting a comprehensive strategic service proposition to support all aspect of the business and provide all field employees with a point of contact for all HR matters.Created a comprehensive and lasting community pipeline of candidates for hard to fill positions, as well as introduced unique partnerships into the recruitment process that decreased time to fill and increased quality of hire. Managed the implementation and deployment of a high level Customer Service Training program across the organization from RFP to launch to companywide training and sustainability.Led Kaizan events and implemented LEAN based initiatives across the Field HR department, including Blitz events in recruitment and employee relations.

Provided employee relations support and guidance to all levels of the organization.Provided direction and oversight across the organization to all HR managers and directors, to ensure compliance and minimize legal risk.Responsible for creating new policies, procedures and guidelines across the organization for all levels and all employees, ensuring that all policies are practical, pragmatic and legally compliant.Partnered with managers and directors to transform workgroups into fully functioning teams of high performing individuals who place high value on performance, customer service, and team support. Partnered with Executive Leadership on a Union avoidance strategy that mirrored our company values.Created an HR Service Center from the ground up, developing and managing the project plan, creating job families and presenting a comprehensive strategic service proposition to support all aspect of the business and provide all employees with a point of contact for all HR matters.Managed the implementation and deployment of an Applicant Tracking System with both a front end design and robust back end system from RFP to launch.Partnered with community agencies to provide job growth and support, as well as opportunities for community members with disabilities, through Clarks innovative internship programs. Worked with the Senior Leadership Team in the US and the UK to successfully build an integrated global organization.Trained UK managers on US employment law and practice. Partnered with UK Senior Leadership to ensure legal compliance and consistency in management style and techniques.

Worked with all levels of the organization as a strategic and proactive business partner to develop future goals and business plans for individual work units that align with the overall goals of the organization. Worked diligently with Senior Leadership to successfully transform the culture of the organization and redirect our workforces’ negative view of the company into one of support and commitment. Built a formal mentoring program which impacted 20% of all company employees. Increased retention and job satisfaction of members of the programs by over 10% in a 1 year period. Transformed the succession planning and performance monitoring process to create an interactive partnership with managers and directors, so staff are constantly monitored and coached on both their success and areas for opportunity; thereby increasing staff satisfaction and retention. Transformed and streamlined the recruitment process through the LEAN initiative to obtain outstanding recruitment results. - Increased the interview-to-hire rate to 3:1 by tangible and creative incentives for candidates, as well as an increased quality of candidates in our pipelineWorked to build a pipeline of candidates by partnering with medical schools and professional organizations, built a college recruitment program, Army recruitment program and internal referral program, as well as developing a robust succession planning process.

Counseled and advised managers on employee relations issues, policies and procedures. Investigated all harassment and discrimination allegations. Worked with staffing specialists to monitor staffing patterns and advise sites on efficient and improved staffing methods.Assisted field HR representatives with benefits administration and implementation. Provided guidance and direction to Human Resources Representatives and managers regarding all unemployment matters in Massachusetts, Connecticut, Florida, Georgia, and Maine.Assisted with the design and implementation of diversity strategies.