Shauna Stuppia
Head of People at The Grommet- Claim this Profile
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Bio
Allison Khurana
Shauna is a brilliant, engaging and delightful People leader who I was lucky enough to work with at the Grommet. Her skills are uniquely suited to a small and growing company; she works so effectively in ambiguity and is willing to invent; at the same time she "knows what she doesn't know" and brings in appropriate and best-in-class expertise in new areas. Shauna is highly trusted for her excellent personal and business judgement; her well-honed judgement makes her consistently sought out for guidance from all levels of the organization on challenges and opportunities big and small. Shauna has the ability to take in a difficult and emotionally-fraught situation, analyze it with absolute calm and with nuance from all perspectives, and devise a path forward that cuts quickly to clarity. This allows her to not only make excellent decisions in the context of ambiguity and conflict, but also model excellent interpersonal management and decision-making for others. Shauna is phenomenally resourceful, able to quickly invent from scratch with excellent discernment. Shauna knows what she knows and resourcefully fills in the gaps with best-in-class resources she has accumulated through her vast professional network and deep experience leading People functions in growing businesses.She has found Grommet everything from affordable and great looking office furniture, movers, and painters to outstanding training programs to specialized functional recruitment to legal support on cross-state human resource policies. Shauna has the ability to invent the playbook and also fill it in - she doesn't need a playbook handed to her. Shauna's ability to create clarity from ambiguity, to bring in resources with incredible creativity and effectiveness, and to be a positive and calming culture leader allow her to add substantially to every context.
Allison Khurana
Shauna is a brilliant, engaging and delightful People leader who I was lucky enough to work with at the Grommet. Her skills are uniquely suited to a small and growing company; she works so effectively in ambiguity and is willing to invent; at the same time she "knows what she doesn't know" and brings in appropriate and best-in-class expertise in new areas. Shauna is highly trusted for her excellent personal and business judgement; her well-honed judgement makes her consistently sought out for guidance from all levels of the organization on challenges and opportunities big and small. Shauna has the ability to take in a difficult and emotionally-fraught situation, analyze it with absolute calm and with nuance from all perspectives, and devise a path forward that cuts quickly to clarity. This allows her to not only make excellent decisions in the context of ambiguity and conflict, but also model excellent interpersonal management and decision-making for others. Shauna is phenomenally resourceful, able to quickly invent from scratch with excellent discernment. Shauna knows what she knows and resourcefully fills in the gaps with best-in-class resources she has accumulated through her vast professional network and deep experience leading People functions in growing businesses.She has found Grommet everything from affordable and great looking office furniture, movers, and painters to outstanding training programs to specialized functional recruitment to legal support on cross-state human resource policies. Shauna has the ability to invent the playbook and also fill it in - she doesn't need a playbook handed to her. Shauna's ability to create clarity from ambiguity, to bring in resources with incredible creativity and effectiveness, and to be a positive and calming culture leader allow her to add substantially to every context.
Allison Khurana
Shauna is a brilliant, engaging and delightful People leader who I was lucky enough to work with at the Grommet. Her skills are uniquely suited to a small and growing company; she works so effectively in ambiguity and is willing to invent; at the same time she "knows what she doesn't know" and brings in appropriate and best-in-class expertise in new areas. Shauna is highly trusted for her excellent personal and business judgement; her well-honed judgement makes her consistently sought out for guidance from all levels of the organization on challenges and opportunities big and small. Shauna has the ability to take in a difficult and emotionally-fraught situation, analyze it with absolute calm and with nuance from all perspectives, and devise a path forward that cuts quickly to clarity. This allows her to not only make excellent decisions in the context of ambiguity and conflict, but also model excellent interpersonal management and decision-making for others. Shauna is phenomenally resourceful, able to quickly invent from scratch with excellent discernment. Shauna knows what she knows and resourcefully fills in the gaps with best-in-class resources she has accumulated through her vast professional network and deep experience leading People functions in growing businesses.She has found Grommet everything from affordable and great looking office furniture, movers, and painters to outstanding training programs to specialized functional recruitment to legal support on cross-state human resource policies. Shauna has the ability to invent the playbook and also fill it in - she doesn't need a playbook handed to her. Shauna's ability to create clarity from ambiguity, to bring in resources with incredible creativity and effectiveness, and to be a positive and calming culture leader allow her to add substantially to every context.
Allison Khurana
Shauna is a brilliant, engaging and delightful People leader who I was lucky enough to work with at the Grommet. Her skills are uniquely suited to a small and growing company; she works so effectively in ambiguity and is willing to invent; at the same time she "knows what she doesn't know" and brings in appropriate and best-in-class expertise in new areas. Shauna is highly trusted for her excellent personal and business judgement; her well-honed judgement makes her consistently sought out for guidance from all levels of the organization on challenges and opportunities big and small. Shauna has the ability to take in a difficult and emotionally-fraught situation, analyze it with absolute calm and with nuance from all perspectives, and devise a path forward that cuts quickly to clarity. This allows her to not only make excellent decisions in the context of ambiguity and conflict, but also model excellent interpersonal management and decision-making for others. Shauna is phenomenally resourceful, able to quickly invent from scratch with excellent discernment. Shauna knows what she knows and resourcefully fills in the gaps with best-in-class resources she has accumulated through her vast professional network and deep experience leading People functions in growing businesses.She has found Grommet everything from affordable and great looking office furniture, movers, and painters to outstanding training programs to specialized functional recruitment to legal support on cross-state human resource policies. Shauna has the ability to invent the playbook and also fill it in - she doesn't need a playbook handed to her. Shauna's ability to create clarity from ambiguity, to bring in resources with incredible creativity and effectiveness, and to be a positive and calming culture leader allow her to add substantially to every context.
Experience
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The Grommet
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United Kingdom
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Head of People
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Aug 2019 - Present
Partnered with the executive team to identify business priorities and ensure alignment with overall People strategy. Collaborated with business leaders to develop talent management processes and programs, highlight talent needs, promotional criteria and talent risks as well as to provide insights and results based on data analysis. Developed overall Talent Acquisition strategy, focusing on reducing cost per hire (Y/Y savings, $75k) and time to fill (>30days)… Show more Partnered with the executive team to identify business priorities and ensure alignment with overall People strategy. Collaborated with business leaders to develop talent management processes and programs, highlight talent needs, promotional criteria and talent risks as well as to provide insights and results based on data analysis. Developed overall Talent Acquisition strategy, focusing on reducing cost per hire (Y/Y savings, $75k) and time to fill (>30days). Identified and implemented organizational adoption of HRIS & Payroll Systems; Clear Company & Workday. Managed multi-state health and welfare benefits as well as payroll processing. Chair of DEI Group as well as identified hiring initiatives by networking and activity related efforts. Increased overall team diversity by 10% Y/Y. Instituted Talent Review Process, increasing performance conversations from 1 x per year to 4 x per year, resulting in increased engagement results (satisfaction rate from 72% to 86%). Show less Partnered with the executive team to identify business priorities and ensure alignment with overall People strategy. Collaborated with business leaders to develop talent management processes and programs, highlight talent needs, promotional criteria and talent risks as well as to provide insights and results based on data analysis. Developed overall Talent Acquisition strategy, focusing on reducing cost per hire (Y/Y savings, $75k) and time to fill (>30days)… Show more Partnered with the executive team to identify business priorities and ensure alignment with overall People strategy. Collaborated with business leaders to develop talent management processes and programs, highlight talent needs, promotional criteria and talent risks as well as to provide insights and results based on data analysis. Developed overall Talent Acquisition strategy, focusing on reducing cost per hire (Y/Y savings, $75k) and time to fill (>30days). Identified and implemented organizational adoption of HRIS & Payroll Systems; Clear Company & Workday. Managed multi-state health and welfare benefits as well as payroll processing. Chair of DEI Group as well as identified hiring initiatives by networking and activity related efforts. Increased overall team diversity by 10% Y/Y. Instituted Talent Review Process, increasing performance conversations from 1 x per year to 4 x per year, resulting in increased engagement results (satisfaction rate from 72% to 86%). Show less
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Cerevel Therapeutics
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United States
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Pharmaceutical Manufacturing
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200 - 300 Employee
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Human Resources Information System Administrator
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Apr 2020 - Jul 2020
Transition from Namely to Ceridian HRIS Systems. Transition from Namely to Ceridian HRIS Systems.
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2020 On-site
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United States
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Hospitals and Health Care
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1 - 100 Employee
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Human Resources Director
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Oct 2019 - Mar 2020
Successfully executed a multi-state payroll, benefits and applicant tracking system transition from Gusto to ADP TotalSource in 6 weeks. Implemented Lattice performance management software, including producing training materials, employee education and manager support programs. Conducted full cycle recruiting activities, which included hiring of 7 new team members in 12 weeks. Introduced Parental Leave Policy, Education Reimbursement & Orientation Program. Successfully executed a multi-state payroll, benefits and applicant tracking system transition from Gusto to ADP TotalSource in 6 weeks. Implemented Lattice performance management software, including producing training materials, employee education and manager support programs. Conducted full cycle recruiting activities, which included hiring of 7 new team members in 12 weeks. Introduced Parental Leave Policy, Education Reimbursement & Orientation Program.
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Promoboxx
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United States
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Advertising Services
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1 - 100 Employee
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Human Resources Director
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Jan 2018 - May 2019
Provided leadership and human resources guidance to executive leadership team to develop an employee-focused culture to align with the organization’s strategic vision and goals. Spearheaded a variety of programs and initiatives such as performance assessments & 360 feedback and employee engagement surveys. Established organizational recruitment function, developing job descriptions, interview standardization and compensation ranges in collaboration with leadership team… Show more Provided leadership and human resources guidance to executive leadership team to develop an employee-focused culture to align with the organization’s strategic vision and goals. Spearheaded a variety of programs and initiatives such as performance assessments & 360 feedback and employee engagement surveys. Established organizational recruitment function, developing job descriptions, interview standardization and compensation ranges in collaboration with leadership team. Created Onboarding & Orientation Program, increasing new hire engagement & education. Instrumental in growing the company by 40% through full cycle recruiting efforts (filling roles at all levels, ranging from sales to engineering) and reducing agency costs by $240k in 12 months. Partnered with Finance to facilitate compensation adjustments, bonus calculations, commissions & payroll filings. Responsible for organization-wide health and welfare benefits, resulting in introduction of Life, STD/LTD & Paternity Leave Programs, with reduction of overall cost by 15% Y/Y. Created all formal policies, procedures and employee handbook maintaining legal compliance. Show less Provided leadership and human resources guidance to executive leadership team to develop an employee-focused culture to align with the organization’s strategic vision and goals. Spearheaded a variety of programs and initiatives such as performance assessments & 360 feedback and employee engagement surveys. Established organizational recruitment function, developing job descriptions, interview standardization and compensation ranges in collaboration with leadership team… Show more Provided leadership and human resources guidance to executive leadership team to develop an employee-focused culture to align with the organization’s strategic vision and goals. Spearheaded a variety of programs and initiatives such as performance assessments & 360 feedback and employee engagement surveys. Established organizational recruitment function, developing job descriptions, interview standardization and compensation ranges in collaboration with leadership team. Created Onboarding & Orientation Program, increasing new hire engagement & education. Instrumental in growing the company by 40% through full cycle recruiting efforts (filling roles at all levels, ranging from sales to engineering) and reducing agency costs by $240k in 12 months. Partnered with Finance to facilitate compensation adjustments, bonus calculations, commissions & payroll filings. Responsible for organization-wide health and welfare benefits, resulting in introduction of Life, STD/LTD & Paternity Leave Programs, with reduction of overall cost by 15% Y/Y. Created all formal policies, procedures and employee handbook maintaining legal compliance. Show less
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Rue La La
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Retail
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100 - 200 Employee
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HR Business Partner
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Apr 2015 - Dec 2016
Partnered with executive level leadership of Technology, Marketing, Creative & Production teams. Proactively aligned organizational strategy and vision with business partner goals and objectives. Managed all Talent Review activities, including budget analysis, HiPo identification & promotion criteria. Creation of core competencies matrix for business partner teams, including leadership tracks, learning and development focus and skill/gap analysis. Partnered with Talent Team to… Show more Partnered with executive level leadership of Technology, Marketing, Creative & Production teams. Proactively aligned organizational strategy and vision with business partner goals and objectives. Managed all Talent Review activities, including budget analysis, HiPo identification & promotion criteria. Creation of core competencies matrix for business partner teams, including leadership tracks, learning and development focus and skill/gap analysis. Partnered with Talent Team to deliver organizational speaking series, learning and development sessions, internal and external recruiting events as well as employee engagement programs. Identification and implementation of employee engagement software; Namely, Greenhouse, JobVite, ADP & PeopleSoft.
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Talent Generalist
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Jun 2011 - Apr 2015
Managed all orientation and on-boarding activities for new hires, interns, contractors and co-ops. Responsible for health and welfare benefits administration at all locations, including open enrollment activities, education sessions and renewal negotiations. Administered, analyzed and identified themes for quarterly Employee Opinion Survey. Organized employee engagement events including holiday celebrations. Partnered with Recruiting team to facilitate Employee Referral & Internal… Show more Managed all orientation and on-boarding activities for new hires, interns, contractors and co-ops. Responsible for health and welfare benefits administration at all locations, including open enrollment activities, education sessions and renewal negotiations. Administered, analyzed and identified themes for quarterly Employee Opinion Survey. Organized employee engagement events including holiday celebrations. Partnered with Recruiting team to facilitate Employee Referral & Internal Mobility Programs Assisted in the creation of the first Employee Handbook.
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Talent & Leadership Development Specialist
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Jun 2008 - Jun 2011
• Ensure departmental KPIs are met and/or exceeded, with particular focus on turnover and time to fill metrics • Modeled CP&A’s Core Values by actively seeking opportunities to provide human resources support throughout the organization. • Work with Director of Human Resources on full cycle recruiting efforts according to the staffing need and conduct all employee referral screens. • Conduct, manage and improve the new hire orientation. • Reconcile and monitor all bi-weekly payroll… Show more • Ensure departmental KPIs are met and/or exceeded, with particular focus on turnover and time to fill metrics • Modeled CP&A’s Core Values by actively seeking opportunities to provide human resources support throughout the organization. • Work with Director of Human Resources on full cycle recruiting efforts according to the staffing need and conduct all employee referral screens. • Conduct, manage and improve the new hire orientation. • Reconcile and monitor all bi-weekly payroll administration ensuring accuracy and filing necessary paperwork. • Responsible for all health and welfare benefits reconciliations ensuring accurate enrollment and terminations with all vendors, • Recommend, develop and maintain human resources databases and manual filing systems according to employment laws and practices. • Work with Director and Executive Vice President of HR & Administration to create and maintain employee recognition programs. • Provide advice, assistance & follow up on company policies, procedures & documentation. Coordinate the resolution of specific policy-related and procedural problems and inquiries. • Actively seek opportunities to contribute to HR department’s process and efficiencies. • Other project orientated duties as requested/needed. Show less • Ensure departmental KPIs are met and/or exceeded, with particular focus on turnover and time to fill metrics • Modeled CP&A’s Core Values by actively seeking opportunities to provide human resources support throughout the organization. • Work with Director of Human Resources on full cycle recruiting efforts according to the staffing need and conduct all employee referral screens. • Conduct, manage and improve the new hire orientation. • Reconcile and monitor all bi-weekly payroll… Show more • Ensure departmental KPIs are met and/or exceeded, with particular focus on turnover and time to fill metrics • Modeled CP&A’s Core Values by actively seeking opportunities to provide human resources support throughout the organization. • Work with Director of Human Resources on full cycle recruiting efforts according to the staffing need and conduct all employee referral screens. • Conduct, manage and improve the new hire orientation. • Reconcile and monitor all bi-weekly payroll administration ensuring accuracy and filing necessary paperwork. • Responsible for all health and welfare benefits reconciliations ensuring accurate enrollment and terminations with all vendors, • Recommend, develop and maintain human resources databases and manual filing systems according to employment laws and practices. • Work with Director and Executive Vice President of HR & Administration to create and maintain employee recognition programs. • Provide advice, assistance & follow up on company policies, procedures & documentation. Coordinate the resolution of specific policy-related and procedural problems and inquiries. • Actively seek opportunities to contribute to HR department’s process and efficiencies. • Other project orientated duties as requested/needed. Show less
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Cambridge Health Alliance
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United States
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Hospitals and Health Care
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700 & Above Employee
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Milieu Therapist
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Jan 2005 - Sep 2008
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PDS Tech, Inc.
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United States
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Staffing and Recruiting
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400 - 500 Employee
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Recruiter
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Mar 2006 - Jun 2008
· Perform full lifecycle recruiting to include sourcing, pre-screening, face-to-face/phone interviews, compensation/benefits negotiations, reference checks, and on-boarding activities. · Utilize traditional and inventive recruiting sourcing strategies such as Internet/eRecruiting, advanced Boolean searches, networking, cold calling, and active/passive candidate sourcing to discover candidates while simultaneously building candidate pipeline. · Responsible for tracking and reporting… Show more · Perform full lifecycle recruiting to include sourcing, pre-screening, face-to-face/phone interviews, compensation/benefits negotiations, reference checks, and on-boarding activities. · Utilize traditional and inventive recruiting sourcing strategies such as Internet/eRecruiting, advanced Boolean searches, networking, cold calling, and active/passive candidate sourcing to discover candidates while simultaneously building candidate pipeline. · Responsible for tracking and reporting individual and Branch recruiting metrics · Manage day-to-day requisition queue and performance metrics through Taleo Analytics. · Coordinate and facilitate daily Branch meetings and presentations. Show less · Perform full lifecycle recruiting to include sourcing, pre-screening, face-to-face/phone interviews, compensation/benefits negotiations, reference checks, and on-boarding activities. · Utilize traditional and inventive recruiting sourcing strategies such as Internet/eRecruiting, advanced Boolean searches, networking, cold calling, and active/passive candidate sourcing to discover candidates while simultaneously building candidate pipeline. · Responsible for tracking and reporting… Show more · Perform full lifecycle recruiting to include sourcing, pre-screening, face-to-face/phone interviews, compensation/benefits negotiations, reference checks, and on-boarding activities. · Utilize traditional and inventive recruiting sourcing strategies such as Internet/eRecruiting, advanced Boolean searches, networking, cold calling, and active/passive candidate sourcing to discover candidates while simultaneously building candidate pipeline. · Responsible for tracking and reporting individual and Branch recruiting metrics · Manage day-to-day requisition queue and performance metrics through Taleo Analytics. · Coordinate and facilitate daily Branch meetings and presentations. Show less
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Education
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2010 - 2012
Suffolk University
MA, Human Resources -
2001 - 2005
Suffolk University
Bachelors, Psychology
Community
