Experience

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  Magna-Power Electronics

  • United States
  • Appliances, Electrical, and Electronics Manufacturing
  • 100 - 200 Employee

  • Benefits and Payroll Manager

    • Dec 2022 - Present

  • HR Coordinator & Receptionist

    • Sep 2016 - Dec 2022

    Partners with Operations and Finance leadership to manage staffing and employee relations in compliance with all local, state, and federal laws. • Conducts new hire onboarding and administers conversion process, including but not limited to: paperwork, I9 verification, background check processing and review• Ensures and maintains associate personnel files and HRIS data entry in compliance with government regulations and document retention guidelines• Monitors and administers employment practices to ensure compliance with FLSA, Wage & Hour, FMLA, ADAAA, ADEA, EEOC, ERISA, and applicable laws; responsible for overseeing all compliance matters related to all FMLA and Disability claims• Administers & manages all workers’ compensation claims; receive, track and investigate all Workers’ Compensation incident reports and files all claims with third-party administrator; records all appropriate incident reports with the on line claims tool and OSHA for recordkeeping• Represents organization at personnel related hearings and investigations; respond to unemployment compensation inquiries in a timely manner • Assists in creating and maintaining HR Standard Operating Procedures; develops and implements new policies, procedures and programs as directed• Supports recruiting in the areas of non-exempt and exempt selection• Partners with leadership to solve employee relations issues; administers recommendations for corrective action and associate separations • Partners with third-party provider to administer employee benefits; maintains employee benefit packages• Administers employee time card input/transmission for payroll processing

• 

  NJ Caregivers

  • Support Coordinator

    • Jan 2013 - Aug 2016

    • Develops client support plans with outcomes and action steps toward achievement• Prepares case notes, reports, statistical reports and other materials• Maintains accurate file documentation • Works collaboratively with other personnel, service providers and professionals to meet service goals• Manages confidential information appropriately• Manages effective self-directive work habits• Demonstrated proficiency of MS Word, Excel, Outlook, and the Internet

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  Hudson City Savings Bank

  • Supervisor / Head Teller / New Accounts Representative

    • Dec 2008 - Jan 2013

    Managed daily performance, work schedule, job duties and meetings for teller line. Highly efficient at cash management, processing windows-based computer transactions, building customer relationships and managing general bank operations. Utilized strong leadership and training skills to organize and develop inexperienced teller staff into an efficient team.

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  Avaya, Inc.

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

  • Business Process Manager

    • 2003 - 2008

    Managed yearly sales compensation planning and implementation cycle for a global sales force of 2,800 impacting $130M of incentive compensation expense and over $5.0B in revenue. • Successful deployment of 5 consecutive cycles enabling the sales force to focus on increasing revenue• Initiated business case, supported vendor selection and change management process for new enterprise incentive management (EIM) system to deliver high quality, strategically effective sales compensation; projected 5-year savings of $2.8M

  • HR Project Manager

    • 2000 - 2008

    Proven success as a project manager with a history of awarded recognition for meeting/exceeding project goals. Chosen as task force manager; concurrent achievement of task force and regular full-time position accountabilities. • Mergers & Acquisitions (2003/2007/2008) • Sales Compensation - Avaya Start-Up (2000) • Corporate Center Staffing - Lucent/Avaya Spin-off (2000)

  • Recruiting Manager

    • 2002 - 2003

    Developed and implemented strategic staffing plans. Sourced, interviewed and recommended candidates for director and management positions. Managed relationships with employment agencies, hiring managers and HR Business Partners. Supervised 5 recruiters.• Exceeded 20% college hire commitment against best-in-class recruitment strategy to attract and recruit high caliber talent• Built bench strength with Leadership Rotational Program MBA hires • Initiated talent upgrade to improve time-to-fill, new-hire quality and client satisfaction; exceeded 45-day benchmark measure and reduced headcount expense • Developed and implemented standardized global recruitment process and talent selection framework/tools to improve new hire quality and process efficiency

  • HR Field Manager, NE Region

    • 2000 - 2002

    Provided coaching and guidance to business leaders and line management of 9 product group divisions ($4B in revenue) on a broad range of HR policies, programs and practices including performance management, leadership and organization development, compensation, benefits, recruiting, retention, employee surveys, training, labor relations and EEO/affirmative action. • Led HR administration of 2 BU restructurings; reduced employee population through involuntary/voluntary separations while retaining highest performers, gaining market share in key segments, introducing new products, and reducing SG&A expense • Recognized for positively transforming the internal customer view of Human Resources through effective strategic counsel, problem solving and unwavering commitment to client needs • Influenced vice presidents and directors to align with business strategy to reduce expense and improve performance through shared services, employee self-service and performance-based culture

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  Lucent Technologies

  • Executive Assistant

    • 1998 - 2000

    Managed operational functions including budget, salary administration, communications, staffing and performance metrics analysis/reporting. Compiled and prepared highly confidential executive-level data for board of director meetings. Provided program management support for the Global Performance Platform, Employee Value Survey, 360 Degree Feedback, Leadership Development, and Officer/Executive Talent Review. • Developed administrative competency model, managed headcount reduction, created team-based objectives, developed measures against HR COE competencies, utilized/implemented simple tools and interventions to move organization to high performance • Initiated HR gate process for L&OD program development, introduction and life cycle management; established L&OD as a role model for using this disciplined approach to program development