Experience

Global Council for Science and the Environment (GCSE)

• United States
• Government Administration
• 1 - 100 Employee

• Director, Strategic Human Resources; Program Director, National Internship Programs

  • Jul 2007 - Present

  Director / Sr. Manager, Human Resources March 2006 – Present National Council for Science & the Environment (NCSE) – Washington, DC - 7/07 to Present Environmental Careers Organization (ECO) – Boston, MA - 3/06 to 7/07 • Human Resources management for multi-state, highly diverse, field-based work force. • Manage hiring programs on multiple levels – entry to experienced levels: 25 to 80 hires annually. • Implemented DOL, OFCCP, EEO, UGESP, and Title VII compliant recruiting and hiring initiatives. • Operate programs with strong diversity inclusion ranging from 34% to 75%. • Actively oversee and participate in employee investigations, behavioral and policy issues, and counseling. • Conduct Performance management, measurement and remediation. Provide motivational and transformational alignment to organizational goals. • Responsible for termination /separation documentation, communication, and counseling. • Participated in roll-out of Section 125 FSA and Section 132 Transit benefit programs • Set-up and oversight of multiple state medical, dental, and disability benefit programs • Manage multi-state compliance: employment, payroll, benefits and insurance (GL, WC, Medical, AD&D, COBRA) • Manage employee relations for field employees including preventative training (sexual harassment, hostile environment, substance abuse, remediation, etc). Show less



The Environmental Careers Organization

• Director, HR & Administration

  • Mar 2006 - Jul 2007

  • Daily management of 4 HR, benefits, and payroll employees providing sourcing/recruiting, hiring documentation, compliance, benefits administration, payroll, and travel reimbursement for a headquarters staff of up to 32 and a field employee base of up to 600 in 28 states • Created document verification and error checking mechanisms to ensure first-pass accuracy on payroll and reimbursements • Improved payroll error rate close to 20% on hourly employee payroll with remediation cost of $40,000 per year to less than one half of 1% (.005) using TOC and Six Sigma methods. • Implemented electronic personnel and payroll records. • Improved workers' compensation reporting and rate management and unemployment management • Updated and rewrote key parts of the Organization’s employee policy manual – separation/severance, e-Mail/Internet Access, Attendance/Flex Time, etc. • Designed structured compensation and salary administration program including performance-based job descriptions, competitive marketplace salary analysis, wage/salary budget. • Implemented semi-annual review program and personal development action plan for each employee. • Created new hiring policies and procedures in compliance with the Office of Federal Contract Compliance Programs (OFCCP), ADA and FLSA requirements. • Managed Equal Employment Opportunity reporting and VETS-100 reporting requirements • Maintained internal diversity at a 38.4% level • Manage J-1 training / student and H-1B specialty occupation visas • Personally responsible for senior hires including Director of Finance, Senior Staff Accountant, Contracts Attorney, West Coast Business Development Program Manager, and Federal Program managers. • Implemented new Workers’ Compensation reporting and audit systems resulting in favorable worker reclassification and accurate wage reporting, resulting in a refund adjustment of $158,000 for the year prior to my joining the organization, and $162,000 for the current year (March to March). Show less



Resource Strategies, Inc.

• Director - HR, Administration, Program Design

  • Apr 2001 - Mar 2006

  • Manage hiring, performance management, and employment development for a variable, seasonal workforce. • Oversee employee agreements, retention, payroll/benefit administration, and employee relations. • Implemented sexual harassment and hostile environment policies, training, investigation and enforcement • Manage all compliance issues including Workers’ Comp, Unemployment Claims, FMLA, claims and COBRA. • Developed the company’s employee and policy manuals for multiple profit centers. • Created personnel document control system for contract employees. • Responsible for facilities, computer / office equipment / and accounts payable. Show less



Virtusa

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

• Director, HR / Recruiting

  • Apr 2000 - Apr 2001

  • Implemented Recruiting, Compensation, Performance Management, and Applicant Tracking systems (HRIS components) to a software company expanding from software development into the e-Business consulting arena. • Developed hiring plans and recruiting systems for three facilities (MA, OH, NY), tasked with hiring 400+ employees for e-Business project consulting and staff augmentation. • Hired, trained, and managed a Corporate recruiting center (6 recruiters, 1 researcher) and a regional recruiting center (2 Recruiters, 1 researcher) in Columbus, OH to meet hiring requirements. • Designed a standard compensation system for consultants: base salary, bonus, commission, and stock options. • Developed detailed plan to create Equal Employment Opportunity (EEO) compliance. •Tied Compensation Systems into Performance Management and Review systems. Show less



Whittman-Hart / marchFIRST

• Information Technology & Services
• 1 - 100 Employee

• Regional Director, HR / Recruiting

  • Feb 1998 - Apr 2001

  • Strategic / tactical management of HR / Recruiting • Prepared, implemented regional recruiting plan/budget for hiring of 600+ employees (2000) • Compensation system design and maintenance for internal management and consulting positions. • Performance Management procedure implementation (individual Development Action Plans, Point Factor performance/compensation systems, and base / bonus / stock option plans). • Implemented EEO/ AA procedures and requirements in the hiring process, monitored compliance. Implemented computerized applicant tracking systems in 5 branches. • Heavily involved in consultant retention issues - maintained turnover rates almost 6 points lower than industry standard. • Prepared succession plans and target candidate lists for all senior level people in the region. • Created / implemented standard methodologies and reporting requirements/metrics across the region. Show less