Focused on the critical need for developing and retaining top talent to meet Seventh Generation's ambitious short and long term strategic growth goals.• Defined and lead Seventh’s Talent Development Strategy to ensure retention and growth of top talent.• Established and managed company’s internal/external training programs to meet functional, leadership and general professional skill needs. • Designed and managed employee Performance Development Plan (PDP) program and process, with a significant focus on career planning.• Managed annual merit review and short term incentive payout processes, ensuring consistent messaging among performance, feedback and compensation.• Provided coaching and consultation to management and employees on performance, training and career development topics such as successfully navigating style differences, building high performing teams and finding the right development programs for skill growth. • Designed and facilitated dynamic team development processes and events for groups across the organization to promote self-awareness, build camaraderie and energize work teams.• Co-founded LEAD (Learn Engage Act Demonstrate), our employee engagement program, in collaboration with our Corporate Consciousness staff to help employees connect more deeply with our values, mission and all the good we’re doing in the world.• Established and managed company’s Diversity & Inclusivity committee and program, bringing education and training to staff and working with executive team to weave inclusive focus in all company programs and culture.

Designed HR programs and training in alignment with the company's strategic mission, values and goals. Led a dynamic crew of Human Resources, Administration and Facilities staff to provide excellent service to our internal community and high volume of guests!• With Senior Management team, identified and implemented Organizational Development initiatives which bolster values-based culture during period of high growth and change such as: - Monthly Employee Development Days to focus on practicing our values within our day- to-day operations, and - The cross-functional Change Leadership Team to address culture challenges that arose during times of high growth • Set corporate philosophy for benefit programs, compensation practices and company policies that embrace best practices of socially responsible companies.• Managed the Strategic Staffing Process, with an emphasis on sourcing top talent form across the country to ensure attainment of short and long term workforce planning goals.• Managed New Employee Orientation and ongoing training programs to ensure folks kept learning and growing once they joined our community.• Vetted potential consultants and coaches to ensure they fit with Seventh’s culture and employee profile to ensure biggest bang for the outsourcing buck.

Managed all of the company's compensation, benefits, payroll, performance management and recruiting programs.• Redesigned and led the Performance Management process to make it more meaningful by providing a richer performance management tool and education on better goal setting and feedback practices.• Coached managers and employees to resolve performance and other employee relations issues.• Served as part of select cross-departmental team trained to incorporate the principles of Systems Thinking into our culture and business model to ensure we’re thinking holistically about the impact we want to have on the world and downstream implications of our decisions.

Provided general human resources support to organization as member of two-person HR team.• Administered benefits to organization, including coordination of Open Enrollment activities.• Recruited talent for the organization based on open positions, establishing relationships with local recruiters and sourcing agencies for support.• Coordinated annual merit reviews, providing tools and updated salary ranges to managers.• Managed payroll function, including relationship with external vendor.• Served as HR representative on Workplace Community and Values & Operating Principles employee committees.

Provide consulting services to clients in the areas of Compensation, Program Development, Training, and Testing.• Edited client training and communication documents for both content and language on a variety of compensation-related topics.• Created summary tables for custom survey data.• Updated market data database based on recent survey data (in-house).• Tested web-based compensation tools for senior consultants, providing feedback from a user perspective.

Manage the Compensation, Benefits and HRIS functions.• Oversaw Benefits open enrollment.• Provided training to employees and managers as pertained to various HR programs (Performance Evaluations, Merit Increases, Benefits Enrollment, etc.).• Managed payroll function, including relationships with international payroll vendors.• Performed all aspects of stock administration, including Employee Stock Purchases, Stock Option grants, Proxy reporting, and internal reporting.• Coordinated external audits and reporting (Worker’s Compensation, 401k Compliance, EEO testing, etc.).• Defined and updated internal HR policies.

Responsible for the planning and administration of all corporate compensation and benefits programs, including annual merit increases, performance evaluations, stock administration, corporate bonus programs, and relocation program. • Consulted to management and employees on compensation, benefits, and general HR issues.• Supervised Benefits personnel.• Created internal job profiles and developed salary structure.• Responsible for corporate survey participation, including survey selection, data submission, and results analysis.• Created corporate recognition programs, including spot bonuses and executive-based awards.• Recruited for the Sales Organization.• Responsible for the creation and administration of Sales Compensation Plans.• Maintained Oracle HRIS and supported company-wide reporting needs.

Consulted to clients on compensation issues, including survey data requirements, collective bargaining models, and internal position benchmarking.• Conducted custom market surveys with responsibility for soliciting participation, creating the survey instrument, collecting and analyzing input data, and publishing sponsor and participant reports.• Co-chaired team responsible for mapping employees to benchmarked positions as part of total remuneration project for global company of 100,000 employees.• Performed proxy analysis for executive equity reports.• Updated salary structure for government agency. Performed market pricing and impact analysis.• Created costing models for collective bargaining agreements.

Provided compensation support in the areas of survey participation and merit and bonus program rollout. Played an active role in helping to merge HR systems and structures after being acquired by Nortel Networks. • Participated in Financial Rewards Integration Team, touching all aspects of compensation analysis for Nortel/Bay Networks merger (September 1998).• Supported the marketing and manufacturing organizations in all aspects of compensation.• Provided compensation training to managers, HR staff, and new compensation team members.• Traveled to field offices to provide compensation support.• Coordinated annual salary planning activities for over 4,000 employees.• Administered incentive program to 1,200 participants, including monthly updates and year-end bonus payouts.• Planned and facilitated the annual market pricing and leveling activities for over 1,500 positions globally.• Responsible for corporate survey participation, including survey selection, data submission, and results analysis.