Summary Accomplished, respected and energetic Human Resources Professional with extensive Generalist and Talent Management experience in large corporations and start-up environments coupled with professional demeanor and flexible management style. Ability to successfully direct complex projects from concept to execution with integrity, fairness and results.

Competencies

• Talent Management
• Employee Relations
• Mergers and Acquisitions Compensation
• Benefits
• Project Management Training and Development
• Policy Development
• Performance Management

Experience

Confidential, Tinton Falls, NJ April 2009 - Present Recruiting Manager - Client Services As a Client Service Manager with a leading Recruitment Process Outsourcing organization, I partner with Hiring Managers to design and execute recruiting strategies to meet aggressive headcount targets within deadline. Ensure all recruiting processes are followed and coordinate and manage logistics for interviews, GIS events (General Information Session), job fairs and campus recruiting events. Additional responsibilities include assigning staff to all projects, ensuring sourcing is conducted to build a candidate pipeline and monitor and report all recruitment metrics.

• Recognized as a key team member in the successful recruiting initiative to staff 450 Direct Sales Representatives over seven territories in the Eastern Region of the U.S. in 2009.
• Managed interview schedules for six Directors during this initiative.
• Built strong relationships with hiring managers and leadership team which ultimately lead a better understanding of the skills and competencies required for each open position; improving interview to offer ratios and reducing time to fill.
• Partnered with Sales Directors to select appropriate candidates for Direct Sales Representative positions.
• Extended offers and worked with internal resources to ensure a smooth and successful on-boarding of new hires.

Confidential. Eatontown, NJ August 2000 - November 2008 Human Resources Manager Recruited into this start-up to develop an HR organization for this entrepreneurial group. Played integral role in developing culture and best practices that lead to $20M annual revenues and acquisition by Network Equipment Technologies (NET), a $116 million organization that designs, manufactures and sells voice and data telecommunications equipment. Managed the transition of acquired employees into parent company while maintaining high quality HR support to the organization as it strived to deliver against its business, product and people strategies. Served as a key Manager by providing counsel, advice, recommendations and actions relating to all HR matters.

• Managed recruiting campaign through Internet job posting, search firms, advertising agencies and a referral program that increased headcount over 50%, while reducing cost per hire.
• Improved overall Employee Group Health Benefit package resulting in increased retention and employee satisfaction while simultaneously providing significant cost savings to the company.
• Upgraded 401(k) plan by negotiating terms with industry leading provider offering world-class investment funds at low expense ratios; change drove increased employee participation while minimizing administrative tasks.
• Developed an Incentive Stock Option Grant guideline for management to use when determining new hire compensation packages and option grants for annual merit reviews.
• To achieve revenue goals, Partnered with CEO and Founders to restructure organization and decrease workforce by 20% resulting in a reduction of expenses by 25%.
• Maintained stock option vesting schedules and processed payout of 3.5 Million dollars of Stock Options.
• Immediately upon acquisition, collaborated with members of the HR team from parent organization to develop an integration strategy for most positive impact on business operations and employee morale.
• To obtain internal equity between companies; performed extensive job level matching exercises and market salary data comparisons resulting in salary adjustments to employees below minimum range, budget determination for merit increases and a 93% retention rate.
• Transitioned acquired employees to NET's payroll and 401(k) plan streamlining process and enhancing employer contribution portion of 401(k) plan.
• Trained managers on new performance evaluation process and how to identify core competencies that needed improvement resulting in 100% compliance of 2008 ISO 9000 audit requirements and enhanced business unit productivity.

Confidential, Eatontown, NJ HR Business Partner February 1997 - July 2000 Supported Wired Technology Line of Business with all HR functions including, but not limited to, Recruiting, Payroll, Benefits, HR Policies & Procedures, Employee Relations, Relocation, and day-to-day operations. Advised and counseled managers on performance and disciplinary issues.

• Sourced and hired 30 employees within 6 weeks to meet Manufacturing Organization's deadline to staff the second shift for new product line rollout.
• Managed conversion of 150 employees from Lucent's payroll system to Peoplesoft.
• Streamlined process by which status change documentation was submitted to data entry center, improving accuracy of HRIS data by 30%.
• HR Manager
• Confidential April 1996 - January 1997
• Managed a high volume, fast paced Business Performance Center that was accountable for accurate input of employee status change documentation into 2 HRIS systems to ensure Business Unit objectives were met.
• Managed 20 local and remote employees responsible for data entry of proprietary HR information.
• Trained 35 Administrative Assistants and HR Associates on newly implemented Employee Change Notice (ECN) process resulting in a 68% reduction in errors in 3 months.

Confidential, Parsippany, NJ June 1991 - March 1996 Human Resources Manager

• Managed team of 4 associates to input confidential and time sensitive data into HRIS and Payroll; single point of contact for benefit and payroll discrepancies for a Business Unit consisting of 3,000 employees.
• Supported Talent Management by conducting 25 phone interviews weekly and made hiring recommendations to Senior Management.
• Analyzed and approved compensation transactions for fewer paycheck errors.

Education/Certifications Human Resources Certification Institute Senior Professional in Human Resources (SPHR) Certificate Bachelor of Science in Business Administration

Professional Affiliations Society for Human Resources Management (SHRM) Jersey Shore Association of Human Resources (JSAHR)