Meghan Steinberg, Phr, Shrm-Cp Email & Phone Number

Norwell Ma

Website: www.steinbergHR.comTelephone: 781-561-0270E-Mail: meghan@steinberghr.comIndustry Engagements: Technology, Legal, Early Education, Professional Service, Biotech, Non-Profit, Private Club, Hospitality, General Contracting, Retail Examples of Service Options:• Temporary/interim replacement of executive and senior-level positions, management and/or staff • Process improvement projects (any aspect of human resources to optimize value and productivity, through full /HR audits or specific areas of focus)• Conducting and implementing full life cycle recruiting and talent management• Coaching, development, training design and learning• Employee engagement and performance management projects/programs• Investigation (sexual harassment, other harassment, employee complaint)• Recognition, on-boarding and mentoring program• Compliance and audit reports related to all phases of HR• Professional development plans for key employees and leadersSkill and Expertise:• Full Life Cycle of Recruiting• On-Boarding• Employment and Labor Relations• Talent Management• Performance Management• Team Building• Coaching• Succession Planning• Business/Process Improvement• Leave and RIF Process• Mergers/Acquisitions/Reorgs• Organizational Development & Learning• Change Management• Total Rewards• Manager and Leader• System Implementation• HR Legal Compliance• Policy, Process and Procedure Development

Guided and managed overall human resources functions for a blend of over 2000 represented and non-represented employees in diverse departments and schools across both campuses.What I am most proud of is related to the university-wide process improvement processes or procedures resulting in:•Legal requirements being adhered to•Improved compliance•Enhanced education and knowledge of managers and leaders •Employee engagementThis was done through the talent acquisition, performance management, organizational development and training and of course through a collaborative and direct approach.

Established, executed and managed HR initiatives and systems for an $83M district made up of 33 diverse locations on and off campus, comprised of retail food establishments, convenience stores, residential dining, catering run by non-represented employees: 85 managers, over 660 hourly employees and approximately 800 student employees.My accomplishments where rich and different throughout my time. I loved being part of a growing business and district. Some highlights were:• Planning and executing the centralization of 22 decentralized HR functions locations across campus and streamlined standards, communication, personnel data, and compliance; resulting in a savings of 73K and a reduction of 2 FTEs.•Building a successful and productive team consisting of an HR Assistant and Payroll Coordinator. •Being a key contributor through mergers and acquisitions. •Creating and conducting training modules that enhanced the organizational development, engagement, education and compliance for all company employees.

Boston University, Brandeis University And New England Conservatory.

This was my first Human Resources position! I switched from hospitality operator to HR professional! I am thankful and grateful for the opportunity. This was simply the beginning of the best career move I could have made.I managed all human resources functions at 2 non-union universities and 1 union university with a combined sales of $78M being run by 80 managers, over 500 non-union employees, 140 union employees and approximately 1000 student employees.Outside of the typical human resource responsibilities, I was able to accomplish some great things, to name a few:•Staffing strategies were created resulting in a 5% decreased in hourly turnover. This was achieved by building partnerships with local organizations and campus School of Hospitality, in addition to enhancing job descriptions and creating campus wide interview questions for specific positions resulting in consistency.•In collaboration with the BU English Department, I was able to create and implement an ESL Program which resulted in a total of 35 hourly employees at the end of the program showing significant improvement in either speaking, writing and/or comprehension through assessments and testing.•Due to transparent and pro-active leadership, have had zero employment related law suits and no MCAD charges.

Greater Boston Area

School of Hospitality at Boston University, Taught Food Service Contract Management