Senior HR Business Partner - Arthur j. Gallagher / operations inc - Norwalk, CT
(2021-01)
Senior HR Advisor and Consultant to C-level executive clients in pharma, technology, cpg, healthcare, private equity, non profit sectors on complex employee relations matters, HR strategy implementation and execution, workforce planning, investigations, executive coaching, leadership development, HR assessment, compliance audits and full-cycle HR services
- Recipient of organizational excellence award in 2024
Maternity/ Family Leave
(2017-01 - 2020-12)
Human Resources Leader - Advantage Solutions - Norwalk, CT
(2015-01 - 2016-12)
Served as an HR Advisor to the President of the Marketing business with dual reporting into the Chief Human Resources Officer. Recognized as the "right hand" leader by the President of the Agency and presented with an opportunity to transition into a Head of Operations role for the Agency after one month of being in the HR role.
- Led HR Operations and facilitated the monthly and bi-weekly financial exercises with the Finance Controller and the Marketing President on workforce planning
- Led the HR strategy and goals execution for the entire Marketing business and provided leadership in the following HR areas: Talent Management and acquisition: developed and delivered a streamlined recruitment strategy to effectively hire top talent in the industry with quickest turnaround for hire; attracted Talent utilizing Social Media, employee referrals, internal recruiting and networking
- Leadership coaching on industry best practices in recruitment, development and retention of Talent
- Developed and owned the HR Operations road map with continued focus on streamlining HR processes to create a value added HR function to effectively support the business
- Managed the employee life cycle-new hire on-boarding through the exit process
- Workforce Planning through rigorous compensation analysis and right-sizing of all competitive positions to retain Talent and deliver strong results for key Clients
- Established best practices on HR processes such as performance management, merit planning, succession planning, training and development, on-boarding, off-boarding, 360 feedback coaching for the HR function/ business
- Advised leadership on Employee Relations, compensation, employee engagement and retention, training and development, change management, process improvement, and talent management
Vice President, COO Office - ROYAL BANK OF SCOTLAND - Stamford, CT
(2013-01 - 2015-12)
Recognized as High Potential, High Performer during entire tenure at RBS. Promoted to head up 1300 logistics support and front office sales functions reporting under the Chief Operating Officer of Investment Banking.
- Provided leadership to the following stakeholders COO, CAO, CFO, CIO, Heads of Operations, and Head of Business Unit Control and their teams through the implementation and delivery of a robust People strategy on: Corporate Social Responsibility: - spearheaded all community engagement (establishing and maintaining partnerships with local / regional charitable organizations) and employee volunteering programs for firm regionally
- Leadership & Talent - strategically developed plans and programs to develop and retain Talent from junior to top level staff through leadership training, mentoring, coaching, and succession planning
- Culture & Employee Engagement - developed employee engagement programs and initiatives, functional action plans based on the results of the annual employee opinion survey
- Change Management - through needs analysis with the C-level stakeholders, took the lead on change projects (change leader training, culture workshops) and provided line managers with the appropriate training and tools to manage their teams throughout change
- Diversity & Inclusion - developed and delivered diversity and inclusion programs and initiatives to align with the global D&I strategy
- Performance Management - in partnership with HR, I facilitated the Performance Management process; developed and delivered training on performance management
Vice President - ROYAL BANK OF SCOTLAND - Stamford, CT
(2010-01 - 2013-12)
In a dual capacity role of an Talent Management Leader and Business Manager to the regional CFO in the Investment Banking sector of the Financial Services industry. Recognized by the CFO as "best hire in Finance" for 2010 out of 80 hires made in 2010 within Finance. Recipient of the Global Finance Award in the category of "excellence" in the first year of employment.
- Led the People Strategy for over 300 Finance professionals in the largest Finance organization within the Global Financial Services industry
- Implemented and delivered the regional Finance "People Plan" targeted at mobilizing Talent across finance functions, promoted employee engagement and career development, built leadership and talent pipeline, led diversity and inclusion initiatives, developed training and development
- Developed the training and development agenda from ground up to provide training interventions (e-learning, external facilitator led, internal SME) to staff, targeted from junior to senior levels
- Engaged external training providers as well as internal subject matter experts to line up targeted soft-skills and technical training
- Managed the regional training budget for Finance and addressed all critical training needs
- Partnered with senior management to communicate the company vision, strategies and plans within the region
- Led the succession planning and annual talent review process and monitored its success
- Developed regional action plans through LEAN Work-outs as a result of the annual employee opinion survey process and facilitated strategic initiatives with senior management
- Established best practices within the business and Finance globally for managing Talent and created a positive and high-performing culture
- Spearheaded the regional Corporate Giving and the Corporate Social Responsibility programs to manage the firm's local community involvement as well as contributions in fundraising and employee volunteering
- Managed the KPIs of the Finance organization in the region to measure success
- Managed all Global Compliance and Regulatory requirements in the region as part of being in a Control environment
- Developed robust regional training and development program for the Markets & International Banking business targeted from junior through Managing Director levels
- Implemented new hire on-boarding program in the region to impact 80+ hires in 2010
- Developed and launched a formal Mentoring Program for high potentials in the region
Regional Human Resources Business Partner for Retail Sales Division - NESTLÉ WATERS NORTH AMERICA - Greenwich, CT
(2007-01 - 2009-12)
Recognized as a high potential HR leader within the function. Internal Advisor and HR Business Partner to the Marketing and Retail Sales Executives at Nestlé Waters (700+ employees).
- Developed and delivered the HR strategy to align with the business goals
- Streamlined the recruiting strategy using Kenexa for hiring top talent in the CPG industry
- Led the HR agenda at Marketing and Sales leadership meetings regularly to provide true HR business partner service to stakeholders and clients (branding, advertising, agency, and product launch teams)
- Improved talent retention by 25% through conducting a comprehensive market salary survey analysis for Marketing on competitive pay and implemented the new salary structure for Managers and Associates in line with the market pay
- Developed and led the HR strategy to drive volume in bottled water division through aligning business objectives with workforce planning, employee engagement, communication, performance development, leadership coaching, and talent retention
- Advised and coached VPs, Directors, GMs, and Senior level on HR processes and practices
- Led the Diversity & Inclusion strategy for the business through partnering with the senior leaders to develop and deliver D&I programs
- Managed Talent, performance management, 360 feedback coaching, career development, training, succession planning, and women's mentoring
- Developed a comprehensive sales training curriculum for levels 1-5
- Implemented new hire on-boarding and exit process (developed checklists and tools, developed effective employee assimilation process, created Manager's toolkit)
- Successfully led all efforts in reduction in force within Retail Sales Division in 2008
- Developed and launched a Mentor Program for Retail Sales as member of Women's Leadership Forum
