Thought leader, advisor, project manager and change agent to the CHRO. Lead a mixed team of over 80 permanent employees and independent contractors in various subdepartments including full life cycle talent acquisition, workforce planning/data analytics and the new development of a centralized contingent workforce program.

Led a Human Resources team of over 140 mixed employees (permanent and contracted).Served as interim Chief Human Resources Officer (CHRO) to the nation's third largest transportation system with over 12,000 employees. Directing the development of policies and workforce redesign in managing operational and strategic challenges that impact NJ TRANSIT's overall growth potential.

Performed as Chief of Staff to the Chief HR, planned and directed the administrative, financial and operational activities within the HR Department. - Functioned as special projects manager for NJ Transit's strategic diversity initiatives, forming relationships with external vendors to assist with the organization's 10-year strategic plan.

Reporting to the Chief HR, while working alongside the SVP-GM Rail, served as strategic managing business partner and transformation change agent to the Rail Operations Division representing approximately 4,500 employees. Advised and influenced all levels of management within the Transportation Operations Department in the strategic capacities of Project Management, Performance & Change Management, Recruiting, Employee Relations, and overall Organizational Development. Highlights:-Played a key role in the development of Positive Train Control (PTC) department's structure; and transitioned applicable employees from Corporate Division’s Capital Programs Department to Rail Operations, working directly with the SVP-GM Rail, Compensation and Finance Departments to initiate position shifts for major industry project.-Managed the restructuring of the Rail Training Department, partnering with members of the Executive Management Team in redesign initiatives for constructing a training school for the organization.-Oversaw the revamping of the most vital, yet challenging position within the organization- Locomotive Engineer Training Program (LETP). Reorganized Transportation’s strategic workforce planning initiatives to aide in increased engineer totals leading to increased rail service, which is NJ Transit’s top priority.

Functioned as interim HR Director for organization from August 2016 to June 2017. Orchestrated daily HR operations supporting over 900 employees, managing two (2) HR Coordinators to ensure the comprehensive administration of human resource policies and procedures.Partnered with Regional Director Human Resources, CEO, CFO and legal counsel to develop and execute HR strategies and activities that foster growth, innovation, and organizational effectiveness.Assessed human capital needs and performed high-level professional duties in a variety of core areas including- interviewing, selecting applicants, onboarding/new-employee orientation, training staff, promotions, compensation analyses and other employer/employee relationships for all union and non-union employees. Counseled employees as necessary and took appropriate disciplinary action for infractions of policy.Ensured compliance with pay practices and compensation guidelines and reported outstanding findings to leadership.Supervised and maintained job evaluation program and conducted audits in accordance to accreditation standards.    Created and monitored position control system and quarterly notified changes to leadership team.Consulted with Hospital employees on a regular basis to keep lines of communication open to maintain positive staff morale and a professional and productive atmosphere within the institution.

-HR Generalist for a corporate health system that serve three large hospital facilities in Jersey City, Bayonne and Hoboken, NJ. -Served as the lead resource (senior) specialist supervising a team of 4 corporate recruiters and 2 assistants to guide with questions and strategies relative to HR processes. -Administered various human resources plans and procedures for all company personnel; assisted in the development and implementation of personnel policies and procedures; prepared and maintained employee handbook and policies and procedures manual. -Managed the development and implementation of the compensation program. -Conducted exit interviews identifying problems with in departments to avoid future concerns of current employees.-Facilitated several transfers from hospitals to corporate location- managed changes in benefits, revised/created job descriptions, obtained new offer letters and ensured employee data is accurate during transition in ADP system. -Posted job openings in newspaper advertisements, with professional organizations, and in other position appropriate venues (i.e. CareerBuilder, Indeed.com, LinkedIn Recruiter) to assist with organization's human capital initiatives. -Participated in recruiting activities and conducted professional seminars such as Christ Hospital Graduate Nurse information session.

-Served as the sole hospital recruiter for all positions. Included (Clinical) Allied Health professions, Nursing, and Non-Clinical Professional/Management positions-Lead in the creation of a recruiting and interviewing plan for each vacant position-Sourced, recruited and on boarded new employees to hospital-Worked with hiring managers on recruiting strategies for "hard-to-fill" positions; and performed applicant tracking system trainings when needed-Conducted regular follow-up meetings with managers to determine the effectiveness of recruiting plans and implementation-Ran monthly ad-hoc reports; and weekly recruitment updates on Open Positions, Time to Fill, and New Hires with bi-weekly pay period endings-Developed a pool of qualified candidates in advance of need-Researched and recommended new sources for active and passive candidate recruiting-Built networks to find qualified passive candidates-Posted openings in newspaper advertisements, with professional organizations, and in other position appropriate venues

-Functioned as the lead full cycle recruiter for Nursing and Allied Health professionals.-Planned and executed the sourcing, recruiting, selection, and hiring process to ensure a diverse pool of top talent for the hospital. -Actively participated in departmental activities including performance and process improvement initiatives. -Partnered with hiring managers to review staffing needs and job responsibilities. Discussed appropriate recruitment strategies with hiring managers and offered suggestions for improvement when needed.-Creatively and proactively sourced candidates by developing relationships with colleges as well as internal and external professional contacts in order to maintain a pool of qualified candidates.

Lead my team in the reporting and reviewing of top-to-bottom applicant data - including resumes, background inquiries & interview checklists. Also, maintained professional communications with prospective employees by assisting with their on-board training and development.

Involved in event planning and organizing employee training. Responsible for developing strategies and practices for department’s project management. Produced and distributed departmental course catalogue with available events and training sessions.