Dedicated, focused and passionate Human Resources Generalist with over 10 years of diversified and progressive experience in leading numerous HR functions on a daily basis. Adept in implementing and administering annual programs including performance management, open enrollment for benefits, training and a series of additional HR initiatives. Creative yet highly analytical, with the ability to be highly effective in managing change in both independent contributor and team member capacities. Seeking HR Business Partner roles that will allow for strategic partnership with a business entity or Senior Executive Team; specifically targeting Senior HR Generalist and managerial opportunities that will foster career growth.

Absences Management | Benefits Administration | Business Unit Restructures | Change Management | Goal Setting

Compensation/Job Analyses | Competency Development | Critical Thinking | Development Planning | EEOC Compliance

Hiring | HR Administration | Mid-Year/Annual Reviews | Organizational Changes & Effectiveness | Performance Assessment

Personnel Relations | Policy Interpretation | Problem Solving | Recognition Programs | Recruitment | Regulatory Compliance

Retention | Succession Planning | Talent Acquisition | Training & Development | Workforce Planning & Adjustments

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MS Office, SharePoint, Visio | Monster.com | CareerBuilder | Zip Recruiter |ADP Workforce Now & Virtual Edge

People Soft | Kronos | Truscreen | Sterling Testing System | Certiphi | Taleo | ICIMS |eRecruit | ihire | HRIS | Success Factors

Performance Management Systems | Adobe Live | Wiki | SPSS 10.0 | Windows | Google Drive | Global Learning

Image & Records Management | Online Benefits Insurance Platforms | HR Dashboard & Scorecards

         Created and oversaw operations for a complete technical training lifecycle using SAP

         Improved HR function by training on and implementing a new HRIS system, SAP Success Factors; discussed related processes and value with all business units and addressed concerns with timeliness

         Boosted HR data management and reporting capabilities by successfully streamlining hierarchies within the SAP/HR module, yielding improved reporting and more consistent use of data within HR operations

         Designed and led change management training for staff at all levels; included development of related training materials

         Left role to pursue certification studies full-time in October of 2016

         Oversaw all HR operations within a high-pressure team setting; worked as the foremost contact point for corporate HR inquiries posed by JR Cigar retail stores

         Skillfully assessed HR needs and executed best practice efforts to drive the achievement of corporate objectives

         Guided others in liability management including performance reviews, employee counseling processes, policy administration and termination protocols

         Led benefits administration and HRIS reporting; also provided HR support to continuously improve functioning

         Introduced parent company and external vendor-led programs focused on enhanced productivity and reduced liability via improved communications and HR practices

         Developed related handbooks, job descriptions, performance appraisal systems, employee counseling processes, compensation structures, commission plans, hiring procedures, terminations and additional efforts

         Regularly maintained the ADP HR Benefits module, e.g. adding, modifying, reporting and other daily maintenance; submitted pay, position and other changes including staffing requests in a timely manner

         Headed business planning via the creation and execution of People Strategies that attracted, developed and retained high-caliber, multitalented staff members

         Introduced a competency-based interview process for clients that improved their respective retention rates

         Tenaciously negotiated health and wellness benefits, thus ensuring competitive and cost-effective plan offerings

         Supported functions across all areas of HR within the Corporate Legal Services HR Team; owned all HR administration, HRIS reporting and support, all intended to drive continuous process improvement

         Contributed to operations that affected more than 1.4K employees within the Technology and Sales divisions

         Offered guidance to the Senior Human Resources Business Partner team on a variety of initiatives

         Also worked intensively with shared service centers, e.g. Talent Management, Merit and Incentive, Performance Appraisals, Promotions and Salary Adjustments

         Authored due diligence and ad hoc reports for Mergers & Acquisition; drove the realignment and restructuring of departments to make operations more effective and slash costs

         Made certain that PeopleSoft HRIS and Virtual Edge applicant tracking data was precise and swiftly updated; also ensured that pay, position and other changes including staffing requests were submitted in a timely fashion

         Worked with staff over the course of a number of administrative processes; included handling initial employee inquiries and communications

         Supported the HR team in employee relations cases and led policy interpretation and maintenance

         Effectively coordinated enrollment processes for health, life and disability insurance plans

         Led the performance management process to ensure use of management tools to garner business results; coached managerial personnel on goal setting, coaching and feedback

         Partook in surveys, increased salaries and made range movement suggestions based upon results

         Acted as an internal investigator to foster positive employee relations and support

o    Conducted and documented investigations surrounding policy interpretation

o    Duties included investigating performance management, termination and sexual harassment issues; consulted with Managers to develop and set forth action plans

         Organized administrative support for staffing needs to Citi s Hedge Fund and Private Equity client base

         Oversaw on-boarding, pre-employment and requisition management processes; organized high-volume calendar activity via Outlook to schedule meetings and interviews nationwide within ICG

         Served as an effective intermediary between client business areas, HR and Recruiters to coordinate intricate interview schedules in a prioritized manner

         Reduced the amount of time-to-fill recruitment using a through feedback process to hire for numerous staff accounting positions within Roseland Citi Hedge Fund Services

         Liaise with HR Generalists to address on-boarding matters including the coordination of orientation

         Supported Managers over the course of seasonal hiring processes

         Followed up with candidates using the content of their paperwork and an on-boarding process via ICIMS

         Filled all positions in a timely manner, by targeted dates and within budget for the market season

         Directed Talent Acquisition for an FMCG site; worked with Managers during staffing, retention and implementations of solutions to meet their diverse needs

         Reviewed and updated processes to streamline functions and fuel continuous improvement

         Developed minority resources to drive achievement of EEO goals

         Identified a talented, diverse pool of candidates to drive compliance with local, state, federal and EEO/AA regulations

         Delivered continual support during GSK obligations while working as a Government Contractor; sponsored GSK Affirmative Action, an equal opportunity initiatives led using community outreach and support

         Benchmarked compensation and prepared survey data to ensure competitive market position.

         Advised client areas on compensation matters specific to new hire and existing staff equity

         Offered employee survey metrics that centered on team leadership best practice; also prepared departmental metrics

         Fostered and sustained lasting relations with managers, headhunters and universities to build a diverse candidate pool

         Led creation of a College Recruitment Program; organized Career Fairs, campus recruiting efforts and Internship programs, which helped the company engage 25% more candidates within a shortened time period

         Benchmarked compensation and prepared survey data to ensure competitive market positioning for the company

         Advised clients on equity and compensation issues for new hires and existing personnel

         Developed key performance indicators (KPIs) for the HR and Executive teams in order to note trouble areas, as well as improve employee retention, attrition and efficacy

         Collaborated with the General Manager and Senior Leadership for the IT - Customer Service and Technology Solutions Delivery group that supported more than 1.2K employees across sites, with some located overseas

         Submitted ad hoc reports, i.e. staffing, sourcing, time-to-fill, attrition and headcount activity reports, with timeliness

         Trained and mentored staff at all levels on the Flexible Work Arrangements process. followed up after to resolve HR issues and respond to inquiries surrounding benefits and payroll

         Guided Associates using interim and annual assessments; led the conversion to a new performance management system.

         Managed the business unit Flexible Work Arrangement program aligned with business objectives and improved morale

         Determined future hiring needs via workforce planning and maintained staffing scorecards to keep each updated

         Collaborated with Hiring Managers and Recruiters using a cohesive, enhanced recruiting process, a Six Sigma efforts

         Founded and sustained positive relationships with Administrative Assistants by structuring and leading a company seating arrangement/work location set-up for new hires, contractors and internal transfers

         Shared ideas to encourage global staff in creating a knowledge sharing process for those traveling globally

         Introduced metrics to track talent and determine source quality of new hires

         Devised recruitment strategies using manpower planning, including garnering more technology applicants

         Established hiring timeframes, as well as developed new and enhanced related resources

         improved the Job Referral Program to meet hiring goals and secure 10% additional internal candidates

         Championed the Corporate ATS Taleo; founded and set forward a requisition process and related report writing modules

         The aforementioned reduced recruiting times and reduced advertising cost by approximately 30%

Human Resources Administrator, Fortunoff, 2007-2008

Human Resources Assistant, Ermenegildo Zegna, 2006-2007

Human Resources Generalist, Enviro Techniques, Inc., 2002-2005

Certification, SHRM CP Certified HR Professional, Fairleigh Dickinson University (ongoing)

Bachelor of Arts, Psychology, Ramapo College of Xxxxxx