Directly supporting the COO, CMO, and CSO, responsible for all HR aspects outside of Israel, specifically the GTM team across Canada, US, UK, & Sweden for this privately held Series B startup organization. Notable accomplishments include:- Spearheaded post-pandemic employee engagement and development activities to increase morale and decrease the risk of departures in the context of the “Great Resignation”.- Managed benefits program, achieving cost avoidance by maintaining annual benefit cost increases below the national average of 10% through strategic market research and utilization and projection analysis.

Directly supported all executive leaders and all 250+ growing members of this originally boot-strapped, geographically dispersed startup across the US, Canada, and Germany. Brought in as the first HR hire to build all HR programs, policies, and operational functions and grow the organization. Notable accomplishments include:-Brought in as the first HR hire to ground business in HR fundamentals and support growth efforts, by introducing strategic HR programs, key policies, and scalable operations.-Drove large scale cost-savings for the company by successfully managing the exit from PEO and implementation of a complete end-to-end HR system, bringing all of HR in-house after doubling in size.

• Drove significant change management during Aetna acquisition, resulting in increased information sharing and supporting those leading blended teams of both legacy companies.• Launched change management initiative to integrate legacy marketing functions, increasing speed and agility to the marketing delivery process. Project paused for Aetna acquisition.• Led multiple projects resulting in programmatic improvements to processes and programs across the retail chain in collaboration with many other retail functions, such as price accuracy, FLSA compliance, and performance review management.

Responsible for managing global initiatives at the intersection of talent acquisition and talent management for the enterprise that strengthen the recruiting and candidate experience.Other positions held during tenure at EMC:Diversity ManagerHR Business PartnerNotable accomplishments and contributions during tenure:- Managed and launched successful Predictive Analytics pilot - “Moneyball for Recruiting”- Created and implemented Export License Control compliance solution for recruiting - Enabled redeployment of nearly 60 employees impacted by various restructures through the implementation of scalable processes, leveraging existing tools, and collaboration- Development and publication of EMC's first Gender Transition Guide- Expansion of EMC's Employee Resource Groups (ERGs) by 20%- Design, development, and implementation of reward program for non-exempt population supporting Sales.- Introduction of a tool to help predict turnover of on-shore Shared Services team.-Managed global projects as part of EMC’s HR Transformation to support the evolving HR Service Delivery Model. Outcomes led to improved end-user experiences.-Developed and executed HR strategies aimed at supporting the performance, development, engagement and retention of client groups of 1,000+ employees within Sales and Sales Support roles across the U.S.

The former 4th-largest Pharmacy Benefit Management company required multi-function HR support for its HQ in New England. Client organization included exempt and non-exempt employees, entry-level through management in Customer Service roles, Field Sales roles, IT, Account Management, and Financial and Business Analysis. Responsible for all HR activities in support of company initiatives, including Recruitment, On-boarding & Off-boarding, Compensation, and Employee Relations. Results and Contributions include:• Managed all aspects of HR support for PharmaCare’s multi-functional HQ. Client group 300+.• Designed and implemented new Onboarding program, driving consistent new hire experience.• Implemented efficiencies into annual compensation review program.• Provided strategic support to senior management during Caremark integration.

- Entering the growth phase in its lifecycle, Steppingstone needed an organized, innovative, and technically savvy resource to help build its staff and drive consistency in its staffing processes. Utilized variety of sourcing techniques and established relationships with multiple outlets. Increased administrative staff by 33% and delivered structured and consistent methods enabling the successful sourcing of temporary and seasonal staff.- Organizational needs required a resource to drive a variety of other projects to effectively meet business strategies. As a retention and development tool, established formal and comprehensive professional development library and reporting structure. Researched and implemented new database solution for clients and employees.