Senior Human Resources Executive Advisor

Sema Lakhani

Chicago, IL

***********@*****.*** / 847-***-****

Seasoned human resources executive with a comprehensive understanding of operational and human resources strategy, including full- cycle recruitment, training and development, conflict resolution, change management, labor relations and compensation/benefits adminis- tration. Proven experience guiding an array of diverse business ecosystems through the process of increasing maturity, whilst consistently establishing a competitive advantage. Proficient in independently building well functioning, cost efficient and highly utilized human re- sources infrastructures from inception. Praised for developing and maintaining employment branding strategies, initiating cost contain- ment efforts, and ensuring an ongoing commitment to improving productivity and obtaining organizational objectives. PROFESSIONAL EXPERIENCE

QUAL & QUANT, LLC Chicago, IL

Senior Human Resources Executive Advisor July 2016 – Present With a focus on culture, employee value proposition, systems thinking, communication strategies, and change management; collaborate with senior management to develop an effective organizational structure that aligns with the corporate philosophy as well as the strategic and long-term goals of the organization, including, but not limited to: o Communication Management: Focus on both internal and external audiences and customer segments to create the necessary means, me- dia, and measurements to develop formal and informal communication strategies. Promote continuous feedback and ensure ample oppor- tunity for open dialogue.

o Transition/Change Management: Define areas of change, identify leverage points, and assess readiness for change. Identify key psycho- logical, interpersonal, cultural, and systemic change challenges, and recommend interventions to meet them. Conduct one-on-one inter- views, focus groups, and diagnostic tools analysis to determine which individual behaviors and attitudes need adjusting. Develop methods to measure and modify corporate rewards in order to achieve the respective changes. Implement transition plans to build alignment where rewards and consequences are mutually reinforcing of the behaviors desired. Identify reskilling options for employees, with a focus on integrity, self-esteem, and the organization’s value system. Monitor progress and assist with the implementation of modification actions as needed. Provide specific educational sessions on how to manage people in transition in order to obtain desired behaviors. o Risk & Opportunity Management: Assess potential threats and develop strategies to mitigate risk. Conduct one-on-one interviews with stakeholders and utilize diagnostic tools to help identify factors impacting organizational effectiveness and change-related risks and devel- op remedial strategies. Constantly monitor the environment during strategic implementation phases, identify unanticipated threats and opportunities, and recommend additional courses of action as necessary. BLINDERMAN CONSTRUCTION Chicago, IL

Lead Human Resources Consultant November 2015 – July 2016 Partnered with executive management to proactively address business issues related to workforce development, employee engagement, and productivity. Responsibilities included providing advice and counsel on corporate strategies, human resources initiatives, operational pro- grams and policies, and recommending solutions to complex employee relations and HR related issues. Worked with management within various departments to drive and leverage all HR programs, including performance management, compensation, executive and employee development, succession planning, workforce optimization, and staffing and benefits. Additional accomplishments: o Created and implemented performance, compensation, and career progression processes o Established job descriptions, compensation programs, employment classifications, and benchmarking strategies o Developed and administered new-hire onboarding procedures o Managed employee relations issues and counseling o Created policy and organizational records management processes o Updated and maintained company manual, employee policies, and corporate procedures for all personnel, including all on-site, off-site, union, non-union, exempt, and non-exempt employees o Governed summer internship program, including Curricular Practical Training (CPT)/Optional Practical Training (OPT) for all F-1 Visa students

o Established, implemented, and maintained an integrated HRIS platform o Managed and maintained affirmative action programs o Performed benefits administration, analyzed complex benefits information, forecasted trends, assisted with future benefits designs, and developed specific recommendations for review by management o Managed full spectrum of claims resolution processes, including OSHA compliance, workers' compensation claims, and union negotia- tions

PANGEA UNIVERSAL HOLDINGS Chicago, IL

Human Resources Director May 2015 – November 2015

Established human resources function from inception, provided operational and HR guidance for short and long term business objectives, conducted company-wide cultural analyses, provided strategic counsel, and implemented corporate policies and procedures. Served as the internal lead on all recruiting efforts as well as the go-to resource for all personnel matters, including career progression guidance, employee incentive program design and implementation, PTO analysis and administration, payroll management, and change management best prac- tices. Additional accomplishments:

o Managed full-cycle recruitment process - posted open positions, sourced and routed resumes, gathered interview feedback, planned re- cruitment related events, scheduled interviews, communicated across teams/candidates, conducted reference checks, and implemented and managed ATS

o Managed all open requisitions, candidate pipeline, redundancy development, and identified opportunities to improve candidate experience o Created and coordinated onboarding process for new hires o Drafted and improved company policies and processes and documented retention guidelines o Provided employment counseling and helped manage foreign worker documentation processes and procedures o Managed personnel files, benefits documentation, immigration, and Visa record keeping processes (Visa, H-1B Visa, etc.) o Championed company morale, promoted corporate vision, and revitalized corporate culture o Managed benefits enrollment, exit interviews, and COBRA administration THE WOLFF COMPANY SCOTTSDALE, AZ

Director of Human Resources April 2014 – May 2015

Implemented strategic HRM procedures and provided direction on how to build a competitive business advantage by creating an effective organizational structure that supported the company's overall corporate vision. Served as primary counsel for all HR-related matters and provided guidance on the organization's full scope of HR functions, including talent acquisition, career development, succession planning, retention, corporate training, leadership development, compensation, and benefits. Additional accomplishments: o Independently created the infrastructure for the company’s first human resources department and developed it into a well-functioning, cost efficient and highly utilized entity focused on aligning HRM and tactical planning with the strategic and long term goals of the orga- nization

o Decreased operating and salary expenses by conducting thorough and extensive job description and salary analysis, resulting in company- wide salary grade structure adjustments and a reclassification of all employees o Dramatically improved efficiencies of HR functions by integrating and maximizing the utilization of a new HRIS database o Reduced requisition budget by sharing applicant databases and leveraging recruiting activities for multiple positions – slashed recruit- ment/temp agency fees by $150,000 by revamping recruitment strategies and bringing function in-house o Increased employee retention and satisfaction by creating internal opportunities for advancement and introducing an Employee Referral Program

o Streamlined and redefined workflow roles and responsibilities and compensation/pay practices o Created and implemented new performance evaluation protocols, including short and long term MBO incentive plans o Recouped over $20,000 in benefit contribution overpayments by conducting an array of benefit and compensation audits o Redesigned and renegotiated benefits program to realign with market conditions resulting in an average of $25,000 in savings EDELSON PC Chicago, IL

Human Resources Director January 2012 – April 2014 Provided leadership and guidance to the management team in support of the overall business plan and strategic direction of the firm. En- hanced organizational capabilities through the development of high performing, sustainable SOP’s created to meet specifically defined strategic and organizational goals. Worked closely with senior leadership to foster a corporate culture that reflected the organization’s unique values and positioned the firm as a leading Employer of Choice. Ensured all HR functions exceeded the operational demands of the organization’s short and long term business plans. Additional accomplishments: o Identified training needs/issues; designed and conducted training and development programs; and supported the development, implemen- tation, and assessment of all on-going training programs o Assumed local and national responsibility for the entire requisition process for all prospective administrative and legal candidates; en- sured advertising and job placements were appropriately marketed in order to generate valuable candidate pools; conducted all initial candidate screenings and made recommendations to managers; and provided recruiting and interviewing skills coaching as needed o Developed orientation programs to facilitate a seamless integration for new employees; analyzed workforce metrics (e.g., retention, attri- tion, etc.); led industry and local market benchmarking efforts; and set goals for improvement and designed programs to meet them o Developed and implemented competitive and cost effective comprehensive compensation and benefit plan and acted as the lead resource for all health and welfare benefit programs provided to firm partners, associates and administrative personnel o Led semi-annual performance review process; provided training and support to managers, supervisors and staff regarding effective review writing skills; assessed all performance reviews for quality and appropriateness; and provided recommendations for annual raises and bonus allocations for all staff members

o Counseled underproductive staff; worked with the appropriate managers to create plans for improvement; made recommendations with respect to employee terminations; coordinated exit procedures and conducted exit interviews; and tracked and maintained employee turnover and retention reports

o Managed, coordinated, and conducted nationwide Law School "On Campus Interview" recruitment process and Summer Associate Pro- gram

o Facilitated the effective management of the firm’s Operating and Client Trust/IOLTA accounts and ensured compliance with the fiduciary standards set forth by the Lawyers Trust Fund of Illinois, the Illinois Attorney and Disciplinary Commission (ARDC), and its Client Trust Account Handbook

o Created and managed firm's career webpage and social media presence o Slashed payroll/benefits administration costs by 30% by negotiating pricing and fees, while ensuring the continuation and enhancement of services

FIRSTSERVICE RESIDENTIAL Chicago, IL

Director of Human Resources and Administration December 2009 – January 2012 Developed and implemented human resources strategies, specifically in the areas of succession planning, talent management, change man- agement, organizational and performance management, training and development, and compensation. Assisted with the resolution of per- sonnel related matters and employee relations issues/conflicts and ensured consistency with employment policies and legal compliance. Additional accomplishments:

o Partnered with senior leadership as needed to determine risk and liability on employee relations issues and ensured company and staff compliance with labor laws and government relations o Provided day-to-day performance management guidance to supervisors (coaching, counseling, career development, disciplinary actions); and served as a consultant on Human Resources related issues, with a focus on employee relations, personnel administration, risk man- agement, compliance, recruiting, training, payroll, and benefits o Investigated problems, including complaints, applicant appeals, working conditions, disciplinary actions, employee appeals and/or gener- al grievances; and provided guidance and recommendations for problem resolution to department leaders and individuals o Managed the Annual, Mid-Year, and 3-Month assessment process, including communication, training, reminders, and follow-up; identi- fied training opportunities for business units and individual coaching and mentorship needs; and developed, implemented, and adminis- tered supervisory training classes

o Managed and/or coordinated performance assessments and disciplinary actions for all associates; tracked performance assessment scoring and worked with supervisory team members to create specific improvement plans for underproductive employees o Worked closely with management and associates to improve working relationships, build morale, increase productivity and retention; and provided counsel regarding promotions, coaching needs, employment of disciplinary actions, and/or terminations Provided timely investigations and responses to all FirstLine Ethics Hotline Complaints and served as company representative for all un- employment claims

o Administered various HR plans and procedures for all company personnel; assisted in the development and implementation of personnel policies and procedures; maintained and recommended updated employee handbook, policies, and procedures; and developed, imple- mented, and administered labor relations management in an effort to improve labor relations o Responsible for corporate recruiting efforts, processing payroll, and benefits administration; coordinated the new hire process to ensure assimilation of the new staff was seamless; followed up with newly acquired staff to respond to questions, and when necessary handled job eliminations for takeover accounts

SECURITAS SECURITY SERVICES USA, INC. Downers Grove, IL Human Resources Manager April 2008 – December 2009 Managed key human resources responsibilities for all south suburban branches located in the state of Illinois. Implemented HR policies and initiatives and ensured compliance with both regional as well as corporate HR policies, as they pertained to recruitment and hiring, staff retention, payroll and benefits administration, competitive incentive offerings, employee satisfaction, and employee relation’s man- agement/conflict resolution, including the research and administration of initial investigative efforts. Maintained up-to-date knowledge of all relevant state and federal HR regulations and served as the primary compliance and governance regulator for all regional labor and em- ployment issues. Additional accomplishments:

o Tasked with the responsibility of ensuring that all local staffing needs were met and in compliance with applicable employment law statutes and regulations, including FLSA, EEO, Affirmative Action, OFCCP audits, etc. o Assisted with the preparation, continuous review, progress reporting, and ongoing compliance of Affirmative Action Plans and Goals. o Monitored applicant logs for all open positions and certified the appropriate establishment of the respective selection criteria had been established appropriately; utilized a broad range of recruitment sources to effectively recruit and hire the appropriate candidates for open positions within the assigned locations; conducted initial new hire orientations; and administered follow-up onboarding efforts for all new local staff members

o Analyzed personnel matters, and advised management on how to effectively manage employee work problems, conflict resolution mea- sures, employee retention, development efforts, corrective action methodologies (including, counseling, disciplinary interventions, and terminations), succession planning efforts, interviewing skills, and performance management strategies o Conducted quarterly managerial and corporate training sessions regarding new regulations, company procedures related to HR practices, and corporate policy adherence; formulated and implemented employee relations management guidelines and communication strategies to ensure high employee morale, performance, and retention; advised management on how to interpret particular HR policies, programs, procedures and how to implement new people strategies that aligned with local strategies, desired outcomes, and agreed upon objectives o Administered payroll and local benefit plans based on eligibility as defined by company programs and client contracts, and managed local unemployment disputes/hearings, wage/hour claims, and EEOC hearings EDUCATION

INDIANA UNIVERSITY Bloomington, IN

Bachelor of Science in Business Management & Human Resources August 2003 – May 2007 AFFILIATIONS

SHRM Local & National Chapter

Member 2007 – Present

SKILLS & EXPERIENCE

*Skilled administrator of Vista by Viewpoint, Zenefits, Gusto, BambooHR, Paychex Preview, Paychex Flex, Paychex SmartTime (time and labor tracking), LinkedIn Recruiter, LinkedIn Corporate, Recruiting.com CRM, QuickBooks, Microsoft Office Suite, and G Suite.

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