Experience

AMP COMMUNICATIONS, LLC

• United States
• Business Consulting and Services
• 1 - 100 Employee

• HR Manager

  • Mar 2022 - Present

  -Drive business results through recommendation and delivery of HR solutions -Act as a trusted consultant/advisor to company managers and leaders. -Continue to foster and define company culture and help ownership permeate its values throughout the organization. -Cultivate continuous process/program improvement while encouraging strategic growth in both People and Business initiatives. -Maintain corporate compliance with all federal, state, and local employment law. -Contribute… Show more -Drive business results through recommendation and delivery of HR solutions -Act as a trusted consultant/advisor to company managers and leaders. -Continue to foster and define company culture and help ownership permeate its values throughout the organization. -Cultivate continuous process/program improvement while encouraging strategic growth in both People and Business initiatives. -Maintain corporate compliance with all federal, state, and local employment law. -Contribute leadership across all HR disciplines including Performance, Compensation, Recruiting, Employee Relations, Benefits, Payroll, and Training. Show less -Drive business results through recommendation and delivery of HR solutions -Act as a trusted consultant/advisor to company managers and leaders. -Continue to foster and define company culture and help ownership permeate its values throughout the organization. -Cultivate continuous process/program improvement while encouraging strategic growth in both People and Business initiatives. -Maintain corporate compliance with all federal, state, and local employment law. -Contribute… Show more -Drive business results through recommendation and delivery of HR solutions -Act as a trusted consultant/advisor to company managers and leaders. -Continue to foster and define company culture and help ownership permeate its values throughout the organization. -Cultivate continuous process/program improvement while encouraging strategic growth in both People and Business initiatives. -Maintain corporate compliance with all federal, state, and local employment law. -Contribute leadership across all HR disciplines including Performance, Compensation, Recruiting, Employee Relations, Benefits, Payroll, and Training. Show less



MTF Biologics

• United States
• Medical Equipment Manufacturing
• 700 & Above Employee

• Human Resources Business Partner

  • Dec 2015 - Mar 2022

  • Partnered with the management team for assigned business units on all HR related issues. Coaches employees on change initiatives and supports the impact of change in their businesses. Used management tools to improve work relationships, build morale and productivity; • Ensured that all annual HR processes cycles are implemented; • Assisted management in hiring and developing staff; • Diligently contact traced Covid-19 activity within business units and safeguarded the population from… Show more • Partnered with the management team for assigned business units on all HR related issues. Coaches employees on change initiatives and supports the impact of change in their businesses. Used management tools to improve work relationships, build morale and productivity; • Ensured that all annual HR processes cycles are implemented; • Assisted management in hiring and developing staff; • Diligently contact traced Covid-19 activity within business units and safeguarded the population from possible exposure; • Worked with managers to develop, write and evaluate job descriptions. Reviewed descriptions and revises as necessary; • Investigated, managed and resolved complex employee relations issues; • Ensured accuracy of all employee transactions and regularly audits data for accuracy; and • Coached and counseled management on addressing performance issues and work with business unit management to develop appropriate action plans. Show less • Partnered with the management team for assigned business units on all HR related issues. Coaches employees on change initiatives and supports the impact of change in their businesses. Used management tools to improve work relationships, build morale and productivity; • Ensured that all annual HR processes cycles are implemented; • Assisted management in hiring and developing staff; • Diligently contact traced Covid-19 activity within business units and safeguarded the population from… Show more • Partnered with the management team for assigned business units on all HR related issues. Coaches employees on change initiatives and supports the impact of change in their businesses. Used management tools to improve work relationships, build morale and productivity; • Ensured that all annual HR processes cycles are implemented; • Assisted management in hiring and developing staff; • Diligently contact traced Covid-19 activity within business units and safeguarded the population from possible exposure; • Worked with managers to develop, write and evaluate job descriptions. Reviewed descriptions and revises as necessary; • Investigated, managed and resolved complex employee relations issues; • Ensured accuracy of all employee transactions and regularly audits data for accuracy; and • Coached and counseled management on addressing performance issues and work with business unit management to develop appropriate action plans. Show less



KPMG US

• United States
• Financial Services
• 700 & Above Employee

• Human Resources Business Partner

  • Jul 2014 - Nov 2015

  • Served as the primary business partner to client facing and support groups in Roseland, NJ and New York, NY office locations; • Provided guidance in a variety of HR areas including employee relations, performance management, workforce planning, career development, internal promotions, new hire compensation, market/equity adjustments, retention programs and annual salary review administration; • Performed background checks including review of background check report results… Show more • Served as the primary business partner to client facing and support groups in Roseland, NJ and New York, NY office locations; • Provided guidance in a variety of HR areas including employee relations, performance management, workforce planning, career development, internal promotions, new hire compensation, market/equity adjustments, retention programs and annual salary review administration; • Performed background checks including review of background check report results, identification of risk items in need of follow up, investigate findings with candidate as needed, and recommend clearance or rescission of employment offer as necessary; • Handled employee relations investigations and reporting, conduct exit interviews; • Participated in HR projects including talent management and succession planning, performance management training, engagement management enhancement, and workplace survey action planning Show less • Served as the primary business partner to client facing and support groups in Roseland, NJ and New York, NY office locations; • Provided guidance in a variety of HR areas including employee relations, performance management, workforce planning, career development, internal promotions, new hire compensation, market/equity adjustments, retention programs and annual salary review administration; • Performed background checks including review of background check report results… Show more • Served as the primary business partner to client facing and support groups in Roseland, NJ and New York, NY office locations; • Provided guidance in a variety of HR areas including employee relations, performance management, workforce planning, career development, internal promotions, new hire compensation, market/equity adjustments, retention programs and annual salary review administration; • Performed background checks including review of background check report results, identification of risk items in need of follow up, investigate findings with candidate as needed, and recommend clearance or rescission of employment offer as necessary; • Handled employee relations investigations and reporting, conduct exit interviews; • Participated in HR projects including talent management and succession planning, performance management training, engagement management enhancement, and workplace survey action planning Show less



Rothstein Kass

• Accounting
• 1 - 100 Employee

• Human Resources Representative

  • Apr 2012 - Jun 2014

  *Note, RK was acquired by KPMG HR Generalist Responsibilities include: • Provided consultation and coaching to managers on employee relations issues such as performance improvement plans and involuntary terminations; • Conducted weekly new hire and benefits orientation along with facilitating new hire on-boarding; • Responsible for the day-to-day administration, updates, communication, development, implementation and adherence of HR policies and programs; • Performed exit… Show more *Note, RK was acquired by KPMG HR Generalist Responsibilities include: • Provided consultation and coaching to managers on employee relations issues such as performance improvement plans and involuntary terminations; • Conducted weekly new hire and benefits orientation along with facilitating new hire on-boarding; • Responsible for the day-to-day administration, updates, communication, development, implementation and adherence of HR policies and programs; • Performed exit interviews, process terminations, and act as a resource to former employees; • Maintained and reviewed integrity of information in HR database and provide HRIS systems support to end-users; • Produced, maintained and supported a variety of reports utilizing appropriate reporting tools including ad hoc requests; • Manages HRIS custom interfaces with payroll and insurance/benefit providers; and • Evaluated current HR practices and providing recommendations to improve procedures. Show less *Note, RK was acquired by KPMG HR Generalist Responsibilities include: • Provided consultation and coaching to managers on employee relations issues such as performance improvement plans and involuntary terminations; • Conducted weekly new hire and benefits orientation along with facilitating new hire on-boarding; • Responsible for the day-to-day administration, updates, communication, development, implementation and adherence of HR policies and programs; • Performed exit… Show more *Note, RK was acquired by KPMG HR Generalist Responsibilities include: • Provided consultation and coaching to managers on employee relations issues such as performance improvement plans and involuntary terminations; • Conducted weekly new hire and benefits orientation along with facilitating new hire on-boarding; • Responsible for the day-to-day administration, updates, communication, development, implementation and adherence of HR policies and programs; • Performed exit interviews, process terminations, and act as a resource to former employees; • Maintained and reviewed integrity of information in HR database and provide HRIS systems support to end-users; • Produced, maintained and supported a variety of reports utilizing appropriate reporting tools including ad hoc requests; • Manages HRIS custom interfaces with payroll and insurance/benefit providers; and • Evaluated current HR practices and providing recommendations to improve procedures. Show less



Citi

• United States
• Financial Services
• 700 & Above Employee

• HR Specialist

  • May 2010 - Apr 2012

  • Provided counsel to managers and staff on policy, ensuring correct application of Citigroup guidelines; • Facilitated dialogue between managers and staff on employee relations issues, counseled parties involved to solutions based on principals of employment law and risk mitigation; • Partnered with Senior HR generalist and business managers in all aspects of performance management, compensation planning, and terminations; • Maintained and reviewed data integrity of the HR Information… Show more • Provided counsel to managers and staff on policy, ensuring correct application of Citigroup guidelines; • Facilitated dialogue between managers and staff on employee relations issues, counseled parties involved to solutions based on principals of employment law and risk mitigation; • Partnered with Senior HR generalist and business managers in all aspects of performance management, compensation planning, and terminations; • Maintained and reviewed data integrity of the HR Information System (PeopleSoft); • Enhanced on-boarding process within a change culture, assisted compliance checklist development; and • Analyzed data in Fair Labor Standards Act (FLSA) project leading to the reclassification of over 120 employees from exempt to non-exempt status. Show less • Provided counsel to managers and staff on policy, ensuring correct application of Citigroup guidelines; • Facilitated dialogue between managers and staff on employee relations issues, counseled parties involved to solutions based on principals of employment law and risk mitigation; • Partnered with Senior HR generalist and business managers in all aspects of performance management, compensation planning, and terminations; • Maintained and reviewed data integrity of the HR Information… Show more • Provided counsel to managers and staff on policy, ensuring correct application of Citigroup guidelines; • Facilitated dialogue between managers and staff on employee relations issues, counseled parties involved to solutions based on principals of employment law and risk mitigation; • Partnered with Senior HR generalist and business managers in all aspects of performance management, compensation planning, and terminations; • Maintained and reviewed data integrity of the HR Information System (PeopleSoft); • Enhanced on-boarding process within a change culture, assisted compliance checklist development; and • Analyzed data in Fair Labor Standards Act (FLSA) project leading to the reclassification of over 120 employees from exempt to non-exempt status. Show less



EY

• United Kingdom
• IT Services and IT Consulting
• 700 & Above Employee

• Assistant HR Generalist

  • Nov 2006 - Apr 2010

  • Managed transfers of inbound and outbound US expatriates; • Oversaw the compliance process of continuing professional education credits for expatriates; • Led Human Resource portion of orientations, with a strong focus on successful transition to a new culture; • Researched and documented the process involved in voting abroad via absentee ballot for the 2008 Federal Election, which included developing a communication plan to inform expatriates; • Analyzed specialized projects as… Show more • Managed transfers of inbound and outbound US expatriates; • Oversaw the compliance process of continuing professional education credits for expatriates; • Led Human Resource portion of orientations, with a strong focus on successful transition to a new culture; • Researched and documented the process involved in voting abroad via absentee ballot for the 2008 Federal Election, which included developing a communication plan to inform expatriates; • Analyzed specialized projects as needed involving global HR business issues; • Researched and analyzed benefits issues that impacted expatriates and their families; and • Selected by firm leadership for a two week assignment to Hong Kong for the Far East Area’s benefits integration project. Created a survey that was distributed to 12 countries, collected and organized data for comparison purposes, and documented findings to vendor to obtain price quote.

• HR Analyst

  • Dec 2005 - Nov 2006

  • Processed expatriate compliance requirements of the continuing professional educational program; • Responsible for maintaining expatriate assignment details within PeopleSoft; and • Developed process of reconciling vacation hours for expatriates.