Experience

SUNY Downstate Medical Center

• United States
• Medical Practices
• 1 - 100 Employee

• Administrator

  • Aug 2018 - Present

• PERSONNEL ASSOCIATE - COMPENSATION ANALYST

  • Jun 2017 - Aug 2018

  compensation, salary comparison, personal transactions, union management, salary negotiations, posting approvals.



Catholic Charities of Brooklyn and Queens

• United States
• Real Estate
• 1 - 100 Employee

• Recruiter

  • Oct 2013 - May 2017

  • Create and implement strategies, recruitment plans, processes and support initiatives to build • an overall Talent Acquisition practice that attracts and retains top talent. • Design and implement candidate marketing and proactive recruiting programs. • Oversee the development of Talent Acquisition policies and maintain/update current policies in order to provide a consistent and documented resourcing approach. • Manage full cycle recruiting process to meet the various staffing goals across all levels within multiple business units. • Manage the recruiting process for non-exempt and exempt positions; partner with hiring managers to create job specifications, post open positions, interview and select candidates, conduct background and reference checks, and extend job offers.. • Implement and utilize effective recruitment strategies to attract highly qualified candidates, conduct in-depth screening of perspective applicants, establish and maintain a strong recruiting presence and create an effective service image. • Manage National advertising campaigns, job board management, reporting and other projects as defined. • Manage ad hoc projects and prepare presentations as needed in order to support the department. • Function as a key resource on HR systems implementation project teams. • Prepare departmental reports as needed and provide actionable analysis. • Work with hiring managers and interview teams to ensure job requirements and expectations are clearly understood and candidates are assessed against appropriate criteria. • Track and report key metrics designed to measure and predict staffing activity. • Actively participate in all staffing related activities and engage in cross functional projects. • Analyzed trends, selection strategies, and recruitment channels of an initial recruitment process and communicated results to the senior management. • Handles employee relations counseling, outplacement counseling and exit interviewing.



Pathways to Housing

• United States
• Mental Health Care
• 1 - 100 Employee

• HR Generalist

  • Apr 2006 - Oct 2013

  • Manages on boarding process for staff exempt and non-exempt, interns and independent contractors. • Manage the presentation, selection, offer negotiation, closing and administrative components involved in full-life cycle recruiting. • Builds applicant sources by researching and contacting colleges, community services, employment agencies, social medias, internet sites and internal database. • Determine applicant requirements by revising all applicants resumes, job descriptions and qualifications. • Communicate with hiring managers to gain knowledge about their staffing needs, develop a process to help achieve their goals and deadlines, and discuss current and potential staffer. • Complete necessary pre-employment processes including screening, performing reference checks, and processing background checks. • Extend employment offer and engage in salary negotiation. • Validate work eligibility and perform background checks. • Provide new employee orientation; complete new hire paperwork and set-up the on boarding process by gathering all necessary information such as forms of ID, W4, I9, policy and procedures, criminal history, educational history, and all other compliance documents necessary. • Process new hires, terminations, compensation changes and other staff changes in HRIS system. • Complete HR documentation required to facilitate staff promotion, termination, transfer and other status changes. • Timesheets collection & manual data entry of all staff time in HRIS biweekly. • Liaison between staff and Finance department in resolving money issues as it relates to paychecks, reimbursements. • Help employees, supervisors, and department heads to settle work-related conflicts through advice and recommendation in HR Directors absence