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Professional SummaryAccomplished innovative Human Resources Leader backed by proventrack record in managing variety of human resources, organizational development, best practices and strategic planning activities for multi- million-dollar worldwide media, live entertainment, advertising marketing companies as well as non-profit organizations across multiple sites. Multi-talented Human Resources Executive consistently rewarded for success in planning and operational improvements. Experience in policy development and staff management procedures positively impacting overall morale and productivity.Work HistoryADAPT Community Network - Vice President of Human Resources New York, NY11/2021 - 06/2023ADAPT Community Network, formerly United Cerebral Palsy of New York City, is the leading human service not-for-profit and a pioneer in providing innovative programs (residences, schools and Dayhabs) and services for people with disabilities throughout NYC and Hudson Valley. 3000 employees Provided leadership to reorganize and streamline HR processes, policy development, and all people operations in a 23 person HR team. Participated in contract negotiations and ensured compliance with Collective Bargaining Agreements 1199, DC37 & LOC 888 Provided HR guidance and partnership on human capital strategies, special projects, HR analytics, training, change management, and organizational design. Educated management on successful policy implementation and enforcement actions to prevent employee legal issues. Streamlined HR processes for increased efficiency by automating manual tasks and adopting advanced software solutions. Collaborated with executive leadership to align human resources strategy with overall business objectives, driving improved organizational performance. In conjunction with TA, Develop and implement a talent strategy that supports the short- and long-term corporate business strategies, enterprise initiatives, and achievement of overall business objectives. EMAIL AVAILABLEPHONE NUMBER AVAILABLEBrooklyn, United States 11229Bold ProfileSkills Employee Relations/LaborRelations Staff Management/TalentManagement Performance Management HR Budgeting Organizational Development Succession Planning Strategic businesspartner/StrategicPlanning/Strategy Development Change Management M&Aintegration/Startups/Divestiture Immigration Law Policy Development&Interpretation Talent Management/Training &Development/Recruiting andHiring Oversight Culture Development Relationship building andretention RegulatoryCompliance/FLSA/ADA/EEO HRIS Systems & HR Operations Human Resources TeamLeadership Leadership Training Contract Negotiation & GrievanceResolution Compensation and BenefitsAdministrationTMP WORLDWIDE (now RADANCY) - Vice President of Human Resources New York, NY02/2019 - 03/2020leading cloud-based talent acquisition software provider intelligently solving the most critical challenges for enterprises globally and delivering cost-efficient outcomes that strengthen their organizations. The Radancy Talent Acquisition Cloud, powered by rich data and deep industry insights, optimizes the entire candidate journey, enabling enterprises to hire the most qualified talent faster, while reducing costs and driving higher ROI, recruiter efficiency and an improved candidate experience. 1000 employees Developed HR strategies aligned with business plans. Drove key HR initiatives in performance management, compensation planning, organizational development, and policy design. Managed employee relations issues analyzed data and metrics, and managed HR team.JOHN GORE Organization - Vice President of Human Resources New York, NY06/2011 - 08/2018leading presenter, distributor and marketer of Broadway theatre worldwide. Under the leadership of theater producer and owner John Gore, its family of companies includes Broadway Across America, Broadway.com, Broadway Brands, The Broadway Channel, BroadwayBox.com and Group Sales Box Office. Its productions span Broadway, Off Broadway, London's West End, Japan, Canada and 48 markets in North America. It has won Tonys in every producing category as well as numerous other Drama League, Drama Desk and Olivier awards. 450 regular employees/2000 seasonal union employees Drove key HR Initiatives to assist COO with company culture development. Planned and directed all aspects of HR function. Maintained HR policies and procedures, served as trusted advisor to senior leadership, and managed performance management and employee development processes. Supported executive team in aligning HR strategy with business objectives.REED BUSINESS INFORMATION (division of REED ELSEVIER 10,000f employees) - Director of Human ResourcesNew York, NY01/2010 - 09/2010provider of business-related communication and information channels. The Company offers products and services such as magazines, exhibitions, directories, online media, and marketing services. Reed Business serves industries including information technology, aerospace, electronics, manufacturing, and hospitality. Managed HR activity for divestiture process and served as HR lead for RBI-UK staff in US Emphasis on employee relations and legal compliance. Policy Development &Improvement Payroll Management Diversity and Inclusion Global HR Experience HR Data & Analytics Employee HandbookDevelopment HRIS: ADP Workforce Now,Epicor, Ultipro-Ultimate SoftwareUKG, Peoplesoft, Oracle HR Performance Management:Success Factors, ADP WorkforceNow/Performance MetricsAnalysis ATS (applicant tracking system):iCIMS ATS, CLEAR Company,UKG XPertHR & Compliance HRNavigator Suite - Navigator IC &Navigator OTEducationPace UniversityNew York, NYBBA: Accounting And BusinessManagementAccomplishments Managed the acquisition and totalintegration of a 600-employeeagency into UKG Developed and implanted mentorprogram for newly acquiredemployees Developed, implemented anddelivered company-widemanagement & harassmenttraining programs Implemented multiple moduleswith HRIS system to automate &streamline HR proceduresincluding recruitment, Time,Performance and Analytics Played a key role in ensuring thesuccessful launch of Questex afterQUESTEX MEDIA - Vice President of Human ResourcesNew York, NY05/2005 - 04/2009Leading information and events company focused on the experience economy. Spun off from Advanstar Communications in May 2005 $100 million B2B media, Based in NYC location with HR 5 key locations. Partnered with executive team on HR strategies and initiatives. Managed HR functions, directed benefit programs, and fostered teamwork and open communication. Implemented performance management and succession planning initiatives.Roles And Responsibilities Manage teams of HR Business Partners (HRBPs) to deliver HR services across the Organization. Collaborate with the Executive HRBPs of the Foundational Business and Strategic Businesses to connect the dots and provide holistic support across the company. Facilitate the handling of ER matters, including issues such as policy violations, performance issues, accommodations, job eliminations, etc. Guide leaders and managers on policies, procedures, and communications. Identify themes to proactively address/curb the volume of ER issues. Provide HR subject matter expertise on organizational design or other key organizational impacting initiatives such as engagement/operating model changes, mergers, acquisitions, and business relocations. Work with business leadership to discern the current and future business needs to evaluate bench strength in key positions via established HR activities (e.g., Talent & Organization Planning). Facilitate talent development discussions amongst business leadership(e.g., talent review discussions, targeted individual development planning, nominations for development programs). Work with business leadership to define workforce planning, strategies, and plans. Partner with the HRIS & and the Benefits Team in gaining knowledge of reward reference points and market practices. Devise strategies to retain individuals. Counsel senior leadership and assist managers through best practice initiatives designed to retain and motivate employees. Partner with senior leaders to define and execute the multi-year strategy to attract and advance underrepresented talent and drive an inclusive culture. Leverage internal and external data, trends, analytics, and insights to assess talent gaps, forecast resource needs, and model future scenarios to accurately identify and prioritize talent risks and opportunities. splitting from AdvanstarCommunications. Transitioned400+ employees to the newlycreated organization Introduced company's first formalweb-based performance reviewprogram, creating a flexible andwell-received tool that was part ofa corporate set of initiatives put inplace to drive performance Implemented a successionplanning initiative to cultivateand develop key talentAffiliations Society for Human ResourceManagement (SHRM) American ManagementAssociation (AMA) Society for Independent TradeShow Organizers (SISO). |
