Provide comprehensive financial needs analysis to a diverse population of clients through a network of experienced professionals with expertise in retirement investigation and programs, employee benefit, retention services, and insurance needs.• Equipped individuals, young families, and small businesses with a sound financial strategy and custom-tailored solutions for succession planning, insurance protection, employee benefits, retirement planning, and other personal or business needs. • Utilized strategic communication and client relationship building skills and initiatives to build and maintain a business portfolio that meets quality, service delivery, and revenue goals.

Served as a trusted advisor and business partner, focused on providing HR support for Operations and Engineering business units. Instrumental in diagnosing organizational challenges while collaborating with leaders to create and implement solutions for optimal organizational outcomes.• Collaborated with Talent Acquisition and Finance on headcount planning and monitoring to drive workforce planning efforts for the client group.• Supported the performance management cycle by leading calibration sessions, facilitating coaching sessions on effective performance review writing, development planning, and effective employee retention strategies. • Assist in the development of communications to inform and educate prospective and current employees about HR policies and procedures.

Consultatively supported and advised 1,800 mid to higher-level employees on labor and employee relations issues, reviewed regional employment policies and practices to ensure compliance with applicable federal, state, and local labor and anti-discrimination laws. Employee & Labor Relations• Managed policy implementation projects to ensure tasks, milestones, and goals met defined timelines and satisfying organizational and end-user requirements.• Conducted compliance and EEOC investigations while accurately preparing and disseminating EEOC charge response documentation.• Prepared grievance responses promptly, collaborated with internal counsel, and utilized industry best practices to prepare the organization for arbitration.• Facilitated an Issue Resolution/Corrective Action Training initiative to increase the competence and confidence of leaders regarding the interpretation and implementation of labor law.

• Served as a strategic business partner and advocate supporting executive Regional IT Operations leaders on the development of functional business plans, vision, mission, and business objectives. • Provided employee relations support and guidance to managers and employees, conducted formal and informal investigations effectively resolving issues of diverse and complex scope. • Managed performance-related activities, including goal setting, appraisal review, corrective actions, merit, and incentive rewards, facilitated performance review and talent calibration sessions to gauge and document productivity. • Oversaw projects requiring the analysis of job and compensation data, ensuring consistency and equity throughout the organization.

Drove organizational effectiveness through accurate workforce analysis to drive business decisions in an IT and Operations based enterprise. Collaborated with change management and process development teams to create and implement essential training, communication, work processes, and post-project monitoring for stakeholders to ensure top tier service delivery. Implement Equal Employment Opportunity (EEO) and diversity standards. Strategic Leadership• Supported clients in several U.S. cities and international locations by executing HR strategies, initiatives, and solutions to enable optimal organizational success.• Consulted leadership team by providing guidance and creating solutions to address talent management, compensation, conflict resolution, employee engagement, diversity and inclusion, and employee relations issues and initiatives. • Ensured and maintained the alignment of all corporate HR initiatives and programs; implemented and delivered HR programs within the business.• Applies knowledge of evaluative methods and techniques used to measure the effectiveness of work programs; knowledge of special entities involved in programming, planning, and execution of operations and evaluations; knowledge of the application of comprehensive or organization, operational capabilities, training, and support requirement.People Operations/ HR Operations• Provided policy guidance that helped shape the organization's workforce, morale, recruitment, readiness, talent management, and performance. • Developed and administered human resources activities that fostered mission accomplishment through the fair, effective, and economical use of personnel, optimizing a streamlined hiring process, oversight of profits & loss and training • Maintain staffing plans and personnel actions. Provide input to performance evaluations. Recommend training to enhance skills.

Provided proactive, practical, and valued HR thought partnership to business leadership while ensuring alignment with the organization’s corporate culture and business initiatives. Effectively drove programs and processes that facilitated change and optimized employee contributions and engagement. Skillfully diagnosed, translated, and defined current and future business needs into a strategic HR plan. Assessed organizational capabilities to identify competency and talent gaps and ensure employee development, supported talent assessment, and succession planning.HR Leadership• Worked closely with senior leadership to develop and implement the “Managing Employee Performance” document focused on effectively communicating the role and responsibility scope of line managers, to significantly reduce incidences of employee-relations issues and attrition.• Formed strategic relationships with employee-relations advisors and leaders from compensation, benefits, talent management, legal, and compliance departments to create and implement organizational policies and procedures. • Consulted with senior executives and compensation team to conduct a compensation review of senior-level positions within the company, implemented the outsourcing business plan with senior executives to align with the long-term business goals of the organization. HR Operations• Consulted with senior business executives to implement all HR initiatives and efforts, including annual review process, mid-year review, mid-year performance process, talent review, key contributor, and employee engagement survey. • Guided and supported business partners through the brokerage service, client service, and operations job family review to ensure accuracy and compliance.• Managed and resolved complex employee relations issues, conducted HR investigations, and provided coaching and guidance to managers and senior leaders.