Experience

Ross School

• United States
• Primary and Secondary Education
• 100 - 200 Employee

• Director of Human Resources

  • May 2022 - Present

  Participate in meetings with Executive Administration the Leadership Team and other members of the school to discuss recent incidents regarding workplace ethics. Strategize about how to enhance the schools work environment through the implementation of HR programs. Once back in the office - * Identify, evaluate and solve hiring challenges * Mediate and suggest solutions to employee disputes * Recruit top talent to executive positions * Interview potential candidates and make… Show more Participate in meetings with Executive Administration the Leadership Team and other members of the school to discuss recent incidents regarding workplace ethics. Strategize about how to enhance the schools work environment through the implementation of HR programs. Once back in the office - * Identify, evaluate and solve hiring challenges * Mediate and suggest solutions to employee disputes * Recruit top talent to executive positions * Interview potential candidates and make recommendations * Compile information about compensation and benefit packages based on market data Show less Participate in meetings with Executive Administration the Leadership Team and other members of the school to discuss recent incidents regarding workplace ethics. Strategize about how to enhance the schools work environment through the implementation of HR programs. Once back in the office - * Identify, evaluate and solve hiring challenges * Mediate and suggest solutions to employee disputes * Recruit top talent to executive positions * Interview potential candidates and make… Show more Participate in meetings with Executive Administration the Leadership Team and other members of the school to discuss recent incidents regarding workplace ethics. Strategize about how to enhance the schools work environment through the implementation of HR programs. Once back in the office - * Identify, evaluate and solve hiring challenges * Mediate and suggest solutions to employee disputes * Recruit top talent to executive positions * Interview potential candidates and make recommendations * Compile information about compensation and benefit packages based on market data Show less



Catholic Health

• United States
• Hospitals and Health Care
• 700 & Above Employee

• HRIS Supervisor

  • Aug 2021 - May 2022

  * Supervised the day-to-day planning and direction of a team of 7 HRIS Specialist. Ensured the required service levels for 7 hospitals were met and maintained. * Ensured appropriate training and/or coaching was provided to end users of the system Maintained data integrity in the system by regularly analyzing data * Ensured project/department milestones/goals were met and adhered to approved budgets * Supervised the day-to-day planning and direction of a team of 7 HRIS Specialist. Ensured the required service levels for 7 hospitals were met and maintained. * Ensured appropriate training and/or coaching was provided to end users of the system Maintained data integrity in the system by regularly analyzing data * Ensured project/department milestones/goals were met and adhered to approved budgets



Long Island Community Hospital

• Hospitals and Health Care
• 500 - 600 Employee

• HRIS Manager

  • 2016 - Aug 2021

  HRIS Manager / Compensation Manager | Oct 2016 – Present • Manage and oversee the department’s functions of the HRIS System – new hires, transfers, separations, salary changes and all onboarding. Train department managers and strengthen their leadership abilities by using the system. • Manage - License and Certifications – ensure all currently licensed healthcare professionals are compliant with the NYS Office of Professionals through primary source verification for all employed… Show more HRIS Manager / Compensation Manager | Oct 2016 – Present • Manage and oversee the department’s functions of the HRIS System – new hires, transfers, separations, salary changes and all onboarding. Train department managers and strengthen their leadership abilities by using the system. • Manage - License and Certifications – ensure all currently licensed healthcare professionals are compliant with the NYS Office of Professionals through primary source verification for all employed healthcare professionals • Statistics – provide accurate statistics that can be internally and externally trended and benchmarked, and provide a basis for Performance Improvement planning. Communicate and facilitate training to Management Team to ensure consistency • Develop and evolve the organizations pay scale and structure and determine competitive wage rates to attract new hires for top talent. • Provide input, document performance evaluation requirements, prepare communication and lead the design and delivery of training programs to the Management Team as well as all employees • Work with managers to help develop, promote and retain current employees by way of progression planning • HRIS Systems Management – Maintain position control, create and change positions as needed. Review with management budgeted positions and elimination of positions • Facilitate Training Programs, conflict management, sexual harassment, preparing employee evaluations and excel training • Implemented an applicant tracking system (iCIMS) for Recruitment. This increased the number of applicants applying for positions at the Hospital by 45%. Significantly increased the applicant pool of candidates • Review/change job descriptions by partnering with Executives, Department Heads, Managers and Supervisors Show less HRIS Manager / Compensation Manager | Oct 2016 – Present • Manage and oversee the department’s functions of the HRIS System – new hires, transfers, separations, salary changes and all onboarding. Train department managers and strengthen their leadership abilities by using the system. • Manage - License and Certifications – ensure all currently licensed healthcare professionals are compliant with the NYS Office of Professionals through primary source verification for all employed… Show more HRIS Manager / Compensation Manager | Oct 2016 – Present • Manage and oversee the department’s functions of the HRIS System – new hires, transfers, separations, salary changes and all onboarding. Train department managers and strengthen their leadership abilities by using the system. • Manage - License and Certifications – ensure all currently licensed healthcare professionals are compliant with the NYS Office of Professionals through primary source verification for all employed healthcare professionals • Statistics – provide accurate statistics that can be internally and externally trended and benchmarked, and provide a basis for Performance Improvement planning. Communicate and facilitate training to Management Team to ensure consistency • Develop and evolve the organizations pay scale and structure and determine competitive wage rates to attract new hires for top talent. • Provide input, document performance evaluation requirements, prepare communication and lead the design and delivery of training programs to the Management Team as well as all employees • Work with managers to help develop, promote and retain current employees by way of progression planning • HRIS Systems Management – Maintain position control, create and change positions as needed. Review with management budgeted positions and elimination of positions • Facilitate Training Programs, conflict management, sexual harassment, preparing employee evaluations and excel training • Implemented an applicant tracking system (iCIMS) for Recruitment. This increased the number of applicants applying for positions at the Hospital by 45%. Significantly increased the applicant pool of candidates • Review/change job descriptions by partnering with Executives, Department Heads, Managers and Supervisors Show less



Rispoli Management Consulting

• Oakdale, New York

• Human Resources Consultant

  • Nov 2015 - Dec 2017

  CONSULTANT— Kedrion Biopharma, Melville | NAPA, Melville | National EAP, Hauppauge Positions Consulted: Project Manager | Benefits & Recruitment Manager | Training Facilitator WORKSHOPS FACILITATED ● Sexual Harassment ● Conflict Management ● Workplace Gossip ● Training New Department Managers ● Creating A Positive Work Environment ● Budgeting ● Writing Employee Evaluations ● New Hire Orientations ● Customer Service ● E-Mail Organization… Show more CONSULTANT— Kedrion Biopharma, Melville | NAPA, Melville | National EAP, Hauppauge Positions Consulted: Project Manager | Benefits & Recruitment Manager | Training Facilitator WORKSHOPS FACILITATED ● Sexual Harassment ● Conflict Management ● Workplace Gossip ● Training New Department Managers ● Creating A Positive Work Environment ● Budgeting ● Writing Employee Evaluations ● New Hire Orientations ● Customer Service ● E-Mail Organization ● Excel – Spreadsheets ● Word Show less CONSULTANT— Kedrion Biopharma, Melville | NAPA, Melville | National EAP, Hauppauge Positions Consulted: Project Manager | Benefits & Recruitment Manager | Training Facilitator WORKSHOPS FACILITATED ● Sexual Harassment ● Conflict Management ● Workplace Gossip ● Training New Department Managers ● Creating A Positive Work Environment ● Budgeting ● Writing Employee Evaluations ● New Hire Orientations ● Customer Service ● E-Mail Organization… Show more CONSULTANT— Kedrion Biopharma, Melville | NAPA, Melville | National EAP, Hauppauge Positions Consulted: Project Manager | Benefits & Recruitment Manager | Training Facilitator WORKSHOPS FACILITATED ● Sexual Harassment ● Conflict Management ● Workplace Gossip ● Training New Department Managers ● Creating A Positive Work Environment ● Budgeting ● Writing Employee Evaluations ● New Hire Orientations ● Customer Service ● E-Mail Organization ● Excel – Spreadsheets ● Word Show less



Dowling College

• United States
• Higher Education
• 200 - 300 Employee

• Associate Director/Senior Pension Plan Administrator

  • Oct 2003 - Nov 2015

  Associate Director/Senior Pension Plan Administrator/HR Specialist | Oct 2003 – Nov 2015 • Managed and administered the employee Pension and Benefits Plans for the College totaling 1,800 employees. This included new/separated employees, managed loans in the plan and assembled and processed all information for filing of 5500’s for both Pensions and Benefits Plan. o Prepared all information for yearly audit on the 403(b)-plan resulting in violation free audits o… Show more Associate Director/Senior Pension Plan Administrator/HR Specialist | Oct 2003 – Nov 2015 • Managed and administered the employee Pension and Benefits Plans for the College totaling 1,800 employees. This included new/separated employees, managed loans in the plan and assembled and processed all information for filing of 5500’s for both Pensions and Benefits Plan. o Prepared all information for yearly audit on the 403(b)-plan resulting in violation free audits o Created and maintained Summary Plan Documents for the Pension and Benefits Plans • Appointed to the academic committee - reviewed, researched and suggested new programs • Investigated employee complaints & answered union grievances working through the legal department • Supervised the daily workflow for the Human Resources Department. Responsibilities included supervision of and training for Department Managers, Benefits Administrator, Receptionist, and Work-Study Students. • Implemented and maintained the institutions staff by establishing a recruiting, testing, and interviewing program; counseled managers on candidate selection through an organized search committee team; conducted and analyzed exit interviews; recommended changes. • Managed and maintained the Human Resources Department budget (12M); verified recommended and monitored expenditures, and provided various reports to the Executive Director of Human Resources. • Directed and supervised the application process for students. This included scheduling interviews, verification of education credentials of admitted candidates, inquiry responses and application reviews. • Recruit potential graduate students and advise them on all aspects of enrolling in college. Extensive contact with the public, students and college faculty and staff. Plan and implement student retention activities to encourage progress toward career, academic and social goals, including attendance at college events. Show less Associate Director/Senior Pension Plan Administrator/HR Specialist | Oct 2003 – Nov 2015 • Managed and administered the employee Pension and Benefits Plans for the College totaling 1,800 employees. This included new/separated employees, managed loans in the plan and assembled and processed all information for filing of 5500’s for both Pensions and Benefits Plan. o Prepared all information for yearly audit on the 403(b)-plan resulting in violation free audits o… Show more Associate Director/Senior Pension Plan Administrator/HR Specialist | Oct 2003 – Nov 2015 • Managed and administered the employee Pension and Benefits Plans for the College totaling 1,800 employees. This included new/separated employees, managed loans in the plan and assembled and processed all information for filing of 5500’s for both Pensions and Benefits Plan. o Prepared all information for yearly audit on the 403(b)-plan resulting in violation free audits o Created and maintained Summary Plan Documents for the Pension and Benefits Plans • Appointed to the academic committee - reviewed, researched and suggested new programs • Investigated employee complaints & answered union grievances working through the legal department • Supervised the daily workflow for the Human Resources Department. Responsibilities included supervision of and training for Department Managers, Benefits Administrator, Receptionist, and Work-Study Students. • Implemented and maintained the institutions staff by establishing a recruiting, testing, and interviewing program; counseled managers on candidate selection through an organized search committee team; conducted and analyzed exit interviews; recommended changes. • Managed and maintained the Human Resources Department budget (12M); verified recommended and monitored expenditures, and provided various reports to the Executive Director of Human Resources. • Directed and supervised the application process for students. This included scheduling interviews, verification of education credentials of admitted candidates, inquiry responses and application reviews. • Recruit potential graduate students and advise them on all aspects of enrolling in college. Extensive contact with the public, students and college faculty and staff. Plan and implement student retention activities to encourage progress toward career, academic and social goals, including attendance at college events. Show less



Tangram Company

• Holtsville, NY

• Senior Human Resources Generalist

  • Sep 2002 - Oct 2003

  Recruited, trained and developed employees for manufacturing positions. Processed Company Payroll with ADP. Processed Accounts Payable/Accounts Receivable. Monitored/maintained communications w/Navy regard to chemical shipments. Recruited, trained and developed employees for manufacturing positions. Processed Company Payroll with ADP. Processed Accounts Payable/Accounts Receivable. Monitored/maintained communications w/Navy regard to chemical shipments.



The Home Depot

• Patchogue, New York, United States

• Associate Development Supervisor

  • 1995 - 2001

  Previous Experience: Retail & Manufacturing The Home Depot, Patchogue, N.Y.; Began as a Training Coordinator in Patchogue, advanced to District Assistant in Elmont and promoted to Associate Development Supervisor in Patchogue. Trained high level personnel in loss prevention; organized a five-day orientation class for all new hires and developed employees for future advancement. Monitored the Kronos time and attendance system for employees. Generated various reports for management. Previous Experience: Retail & Manufacturing The Home Depot, Patchogue, N.Y.; Began as a Training Coordinator in Patchogue, advanced to District Assistant in Elmont and promoted to Associate Development Supervisor in Patchogue. Trained high level personnel in loss prevention; organized a five-day orientation class for all new hires and developed employees for future advancement. Monitored the Kronos time and attendance system for employees. Generated various reports for management.