Experience

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  RF Leadership Coaching

  • NYC metropolitan area

  • Founder

    • Jan 2004 - Present
    • NYC metropolitan area

    - Leadership Coaching firm with a focus on executive and mid-level management coaching, organizational development and leadership development and training:- Retained by companies and individuals to conduct assessments and coach leaders to facilitate individual growth and/or team growth.- Work with clients to remove obstacles that prevent them from contributing at their maximum potential including the areas of: emotional intelligence, conflict management and resolution, performance management and burn-out. - Conduct assessments and coach senior leaders in one-on-one and group settings to facilitate succession planning and promotion. - Design and implementation of Leadership Development programs. - Achieve individual alignment with organizational needs with an emphasis on strategic outcomes, and results. - Utilize a variety of customized coaching tools and methodologies for success with diverse clients.- Extensive experience working with C-level executives across a variety of industries including: pharmaceutical, legal, investment, biotech, entertainment, and non-profit.

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  Nukk-Freeman & Cerra, PC Employment Attorneys

  • Chatham, NJ

  • Chief Talent Officer

    • Nov 2009 - Jan 2022
    • Chatham, NJ

    Responsible for establishing and managing the Human Resources function for growing law firm:• Support the growth of NFC through the on-going recruitment and development of its employees.• Provide Human Resources leadership and strategic development in the following areas: executive coaching, training and development, recruitment, compensation, performance management, talent management, employee morale, employee relations, benefits, on-boarding and policy management. • Provide executive coaching in the areas of leadership, communication, organizational development, and performance.• Active member of NFC Leadership Team.• Provide Human Resources consulting to clients.

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  Glaxo Smith Kline Pharmaceuticals

  • Parsippany, NJ

  • Director, Organizational Development

    • Jul 2003 - Oct 2004
    • Parsippany, NJ

    Responsible for providing organizational development support to transnational teams located in US and UK.• Designed, implemented and managed the Leadership Development Program for high potential mid-senior level managers/directors.• Developed a career development philosophy and supporting communications strategy for roll-out across the organization.• Created career development tools to support philosophy, these included: intranet resource site, training programs for staff, management and executive teams, and on-line testimonials of executive team.• Developed an assessment and training initiative to support the newly evolving innovation culture.• Managed talent management review processes for Senior Leadership Teams – including formal sessions, administration and development plans.• Managed the training curriculum which involved needs assessment for appropriate programs, customization of programs and vendor management.• Supported restructurings and reorganizations.

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  Pharmacia

  • Peapack, NJ

  • Director, Development Assignment Program

    • Feb 2001 - Jul 2003
    • Peapack, NJ

    Responsible for managing and enhancing a robust Management Development Program for high potential mid-level managers.• Developed, implemented and managed the formalized processes for the Program including: Selection Process for Candidates, Admissions of New Positions, Communications Strategy, and Compensation Plan. • Expanded the Program from a focus on field-based managers, to include all high potential managers. Developed and implemented Career Pathway Models for candidates coming into the Program from both field and non-field positions. • Managed the selection and recruitment of individuals for the Program.• Managed the career development of thirty high potential employees within the Program through coaching and the use of developmental assessments, formalized training, mentoring and performance feedback tools. • Created and implemented off-the-job development components to supplement the on-the-job training rotations within the Program. These ancillary components include the following: Development Assessment Center, Training Curriculum, Mentorship Program, Networking Program and Developmental Review Process.• Coordinated and managed both a Steering Committee and Operations Committee comprised of senior management, which collectively provide oversight and strategic guidance for the Program.

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  Prudential

  • Newark, NJ

  • Manager, Learning & Leadership Development

    • Mar 1999 - Jan 2001
    • Newark, NJ

    Responsible for developing, managing and marketing enterprise-wide management curriculum.• Designed, developed and sourced a three-pronged approach to training managers. After conducting a needs analysis, and working with key stakeholders, provided the organization with: a “For Managers” Intranet site (which provides resource information for managing people, career development and business literacy), an introductory class called “Supervising at Prudential,” (which became a mandatory class for all new supervisors) and a “Tool Kit for Managing People” (which is a hard-copy reference manual to assist all managers in handling daily managerial situations). • Developed a core management curriculum by sourcing and customizing programs targeted at varying levels of management ranging from first-line supervisor to first-line Vice President. • Facilitated and supported Prudential’s cornerstone leadership program for mid-level managers. This is a 7-day, 2-Part program that mid-level, high-performing managers are nominated to attend on a monthly basis.• Managed the forecasting, enrollment, and marketing of the curriculum.

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  Prudential Investments

  • Newark, NJ

  • Human Resources Generalist

    • Apr 1997 - Mar 1999
    • Newark, NJ

    Provided front line human resources support to a client group of 200 employees in the following areas:• Performance Management: Provided on-going counseling to managers and associates on the performance appraisal process, development planning, 360 degree feedback, and performance counseling guidelines. Created and implemented training modules on both performance management and the annual performance appraisal process.• Career Development: Researched and developed a “Professional Development Guide” which was distributed to 1,200 associates. Conducted job audits on intact work-teams to ensure proper staffing and career pathing. Coached associates on potential career paths and movement within Prudential.• Staffing: Sourced and interviewed senior level candidates. Facilitated hiring process and counseled clients on hiring procedures and internal job posting.• Training: Conducted training classes on market-based compensation plan and job posting system. Delivered an investment orientation to new associates. Designed and facilitated training modules on performance management and diversity.• Organizational Development: Researched, created a framework for, and facilitated team-building meetings for intact work-teams. Partnered with Prudential’s Corporate Organizational Effectiveness department to analyze Organizational Effectiveness Survey results addressing employee relations/climate issues. • Employee Relations: Advised and counseled management and staff on employee relations issues including, but not limited to: policy interpretation, interpersonal conflicts, compensation, maternity/disability leave, resignations/terminations, and violence in the workplace.• Compensation: Facilitated the annual compensation process.

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  Sanford C Bernstein Investment Research

  • New York, NY

  • Human Resources Generalist

    • Aug 1994 - Aug 1996
    • New York, NY

    • Sourced and interviewed candidates for exempt and non-exempt positions firm-wide in the following departments: MIS, Institutional Research, Portfolio Management, Fixed Income, Financial Advising, Accounting, and Finance.• Advised and counseled management on employee relations issues.• Participated in strategic planning in the areas of: training, recruiting (including employment testing and maintaining diversity), and compensation.• Conducted internal and external validity analyses of firm’s applicant screening tests, resulting in recommendations for change with regard to testing procedures and materials.• Coordinated, facilitated, and evaluated sexual harassment training for the firm nationwide.

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  American International Group

  • New York City

  • Recruiter

    • Jun 1993 - Aug 1994
    • New York City

    • Sourced and interviewed candidates for non-exempt positions throughout the New York region; responsible for an average of 20-25 requisitions• Coordinated and administrated on-campus recruiting and job fairs at 75 schools nationwide.• Interviewed college graduates and MBA candidates for entry-level positions and Management Associate Program.