Experience

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  Aurora Cares d/b/a Tara Cares

  • Orchard Park, NY

  • Vice President of Human Resources

    • Feb 2017 - Feb 2020
    • Orchard Park, NY

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  Greenwich Associates

  • Cheektowaga, NY

  • HR Business Partner

    • Aug 2014 - Feb 2017
    • Cheektowaga, NY

    Provide human resource support to a contact center focused on market research. Ensure compliance with laws; initiate retention activities, create hiring opportunities, represent company in employee/former employee legal responses, negotiate benefit contracts, facilitate management training, create/implement policies, engages employees to reduce attrition, and partners with management to create a sustainable workforce and work environment.• Reduced attrition by 50%• Partnered with multiple organizations to create applicant pool• Created new benefit plan, reducing costs while increasing benefits for employees• Negotiated public transportation to support employee work schedules

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  HSBC

  • Buffalo/Niagara, New York Area

  • Human Resources

    • 2006 - Feb 2013
    • Buffalo/Niagara, New York Area

    Employee Relations (2009 - 2013)Vice President, Human Resources (2006 - 2008)Responded to management and employee concerns, corrective actions, policy violations, terminations, investigations and legal questions. Business Partner for 7 major departments (Marketing, e-business, Project Management, Global Marketing, Product Management, Customer Service and Customer Analytics), provided human resource support and strategic planning for executives on staffing, workplace alternatives, employer of choice initiatives and leveraging knowledge/skills across continents.• Created a policy to offer opportunities to skilled employees from HSBC’s entity in India. • Introduced a tool to support employee development, succession planning, positive morale, reduce attrition, identify top performers, and utilization of talent across businesses.• Developed professional relationships with local organizations as a means of providing a candidate pool.• Trained Marketing executives on the value of understanding their customers’ communication styles using Myers-Briggs as a foundation.

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  Federal Reserve Bank of New York

  • Buffalo/Niagara, New York Area

  • Staff Director, Human Resources and Office Services

    • 2000 - 2005
    • Buffalo/Niagara, New York Area

    Directed HR, Training, Medical Services, Purchasing, Facilities and Cafeteria Services Departments. Through a management team of 5 and a staff of 25, supported a 200-person organization. Assisted executive team in creating/implementing short and long-term business strategies. Translated corporate goals into tangible departmental objectives, established plans to meet or exceed metrics. Recommended and implemented programs to reduce cost structure, improve productivity, increase employee satisfaction, ensure regulatory compliance, and develop management talent. Created and tracked staffing, operations, and capital budgets. • Transitioned quasi-governmental organization into more flexible and dynamic business by implementing several new approaches to Human Resources.• Introduced a major business within the organization to a quality performance program. Created efficiencies and realized significant savings.• Introduced a new approach to utilizing a performance appraisal process. Reduced employee dissatisfaction while increasing understanding and effectiveness.• Introduced a new interviewing process that increased new hire success rate.• Initiated a succession planning process that reduced transition issues in senior management.

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  ClientLogic

  • Buffalo/Niagara, New York Area

  • Director of Corporate Human Resources

    • 1995 - 2000
    • Buffalo/Niagara, New York Area

    Director, Corporate Human Resources (1998 - 2000)Director of Training (1996 - 1998)Managed North American Corporate HR functions and advised European subsidiaries (15,000 employees in 9 countries) for a global call center/logistics firm. Developed policies/procedures, handled employee relations, coached managers, collected and analyzed human resource data, identified training needs and designed training programs. Represented HR training function at decision-making sessions for customer accounts and government hearings for training grants. • Recognized by management for landing Dell as an annual $20 million customer by presenting and marketing innovative human resource and training initiatives.• Co-created the corporate human resource function in response to international growth. • Provided best practices and strategic planning solutions for the United Kingdom HR counterparts.• Successfully managed the organization during a period of 1400% growth.• Established a metrics group that defined and reported measurements and created a closed-loop employee satisfaction process.• Implemented an aggressive absenteeism policy that reduced unscheduled absences by 25%.• Increased training certification by 80%; allowing organization to become COPC quality certified.

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  AT&T (formerly Cellular One)

  • Buffalo/Niagara, New York Area

  • Human Resource Manager

    • 1992 - 1996
    • Buffalo/Niagara, New York Area

    Regional Compliance Manager (1996) Regional Human Resources Manager (1994 - 1996)Regional Training Manager (1992 - 1994) Directed HR initiatives impacting 450 employees across NY. Ensured compliance with HR and OSHA laws. • Member of six-person task force that developed policies and procedures for 6,000 employees worldwide.• Managed integration of Cellular One into Southwestern Bell. Documented existing organizational structures, identified best practices, and defined/implemented new structure.• Created an internal training department; reduced cost of outsourced training by $150,000.

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  KeyBank

  • Buffalo/Niagara, New York Area

  • Assistant Vice President, Human Resources

    • 1982 - 1989
    • Buffalo/Niagara, New York Area

    Oversaw the Management Training Program, the Training Department, and human resource activities.• Assisted with successful integration of two acquisitions in a three-month period. • Created Training Department to save money and increase knowledge transfer, while reducing transfer time.