SUMMARY

●A human resources executive with ** years of experience and a proven track record of profitably growing businesses, successfully completed several M&A’s, improving employee engagement, leading HR technology implementations, and hiring ROI-driven talent.

●Managed a team comprised of 55 employees, 52 were located throughout the United States, Canada, and Ireland, which were responsible for all talent acquisition and executive search projects. The team worked together to centralize the annual hiring of 6000 employees, saving the company more than $3M in recruitment-related expenses.

●Teamed up with operation executives in the realignment of human capital impacting 3,500 employees resulting in a 30% annual cost reduction or $55 million.

●Effectively created career development, succession planning, and coaching programs that increased levels of employee satisfaction from 83% to 95%.

●Shortened recruitment cycle by over 66 days to meet demands of accelerated growth by launching social media campaigns, selecting and implementing assessment tools to evaluate new candidates, and achieving a 3:1 interview-to-hire ratio.

●Reduced annual new hire call center training cost by over $400,000 by increasing the first-year retention of at-risk high performers by over 35% utilizing Six Sigma tools.

●Integrated 4 acquired companies into the culture, business, and performance processes in various locations.

EXPERIENCE

THE CLAREMONT GROUP LLC, Montclair, NJ 2013 – Present

Human Resources Consultant and Executive Search

Solutions including coaching, organization leadership, organization transformation, employee relations, talent acquisition, and retention, benefits communication, workforce planning, and regulatory compliance.

●Managed public sector client project to research, design, and implement a supervisory training course and job-related simulations for 3,000+ supervisors.

●Redesigned and implemented a standardized sales compensation plan that achieved business development team’s buy-in with 100% retention and 10% annual revenue increase.

●Created career development, succession planning and coaching programs that increased levels of employee satisfaction from 83% to 95%.

●Designed and implement a performance appraisal system for employees helping the client to identify and retain high performers while detecting client service shortcoming resulting in a 7% increase in operating margins.

●Reduced time-to-fill metric for a medical practice client company by over 35% by aligning the corporate mission with targeted social media campaigns, designing effective selection, interviewing, and focused candidate experience against critical competencies.

Quest Diagnostics, Inc., Madison, NJ 2009 – 2013

Director – Human Resources (2011-2013)

Promoted to provide strategic human resources guidance to Laboratory Operations, Scientific and Technology clients on leadership and coaching, workforce planning, employee retention, compensation, retirement plan communications, organizational design, diversity strategies, succession planning, and training.

●Collaborated with operation leaders in the realignment of human capital during the Dallas and Houston laboratories consolidation impacting 3,500 employees resulting in a 30% annual cost reduction or $55 million with no adverse impact to business relations, revenues, or employee engagement.

●Developed Six Sigma best practices “New Manager” training program for operation supervisors with less than 18 months tenure to include in-depth training in lab safety, diversity recruitment, harassment and workplace violence, disability awareness, FMLA, and termination practices.

●Developed “Monthly Manager Check-in Program” between hiring managers and direct reports driving positive employee relations scores with hiring managers 22 points to 9.05 out of a perfect score of 10.

●Integrated 3 acquired companies into the culture, business, and processes impacting over 4,500 new employees.

Senior Human Resources Consultant (2009-2011)

Recruited to reposition company’s talent acquisition that was decentralized and filled with numerous redundancies. Designed a best–in–class talent acquisition model. Led team of 35 supporting the annual hiring of 6,000 employees and independent contractors.

●Partnered with 60+ regional operations and human resources leaders to consolidate 90% of the company’s talent acquisition activities under one organizational leadership resulting in $3 million savings.

●Shortened recruitment cycle to meet demands of accelerated growth with positions open an average of 30 days; selected and implemented assessment tools to evaluate new candidates, achieving a 3:1 interview-to-hire rate.

●Ramped up flailing campus recruiting program and attained a 93% offer acceptance rate for co-ops, internships, and full-time positions by creating and implementing sourcing strategies to acquire top talent at targeted colleges and universities.

GfK Custom Research 2008 – 2009

Director, Human Resources and Talent Acquisition

●Coached supervisors and increased one-one employee meetings resulting in 20% improvement in employee satisfaction scores.

●Worked closely with business leaders to implement a pre-hire job-shadowing program that resulted in improved first year retention by 50%.

●Reduced third- party recruitment fees from a previous two-year, $2M average to under $300K.

●Decreased Time-to-Fill by 45%, from 98 days to 45 days.

●Partnered with Six Sigma Black Belt to reduced performance review cycle time by over 45 min/person and improved quality of one-on-one reviews by applying Lean principles to streamline HR processes including integrating performance, career planning, and compensation reviews for consistent global application and roll-up to enhanced talent review.

Genpact, LLC 2006 – 2008

Senior Director, Human Resources and Talent Acquisition

●Collaborated with Six Sigma and Operation leaders to improve first year retention by over 35% for high turnover call center employees by introducing talent management tools such as 30-60-90-day manager/employee evaluations as well as identification of at-risk high performers.

Assimilated 1 acquired company into the culture, business, and processes impacting over 600 new employees.

●Decreased first 90-day call center turnover by over 30% by implementing behavioral interviewing and pre-hire assessments tools.

●Co-Authored with VP Sales and HR leader a redesign of performance-based compensation plan for sales team, growing annual sales 20% per sales professional.

●Reduced third-party recruitment fees from previous two-year, $5M average to under $2M.

●Key member of corporate strategic training team resulting in enterprise-wide process standardization in all call centers resulting in reducing training time by 25%.

FCP Search Partners 2001 – 2006

Managing Partner, Executive Search

●Developed and managed cost-effective, multi-channel talent acquisition and diversity outreach programs.

●Implemented new business model in response to business impact of 9/11; grew revenues by over 400%.

●Provided strategic direction, holding P&L oversight and crafting growth plans to expand the firm’s operations.

●Hired and trained team of ten recruiters charged with sourcing entry-, mid- and executive-level candidates and performing searches (40% retained/60% contingency) across diverse industries.

●Partnered with clients to develop and sell competitive compensation packages to new hires.

EDUCATION

MBA, Finance, New York University - Leonard N. Stern School of Business

BA, Political Science and Spanish Literature, Columbia University in the City of New York

●Awarded three semester scholarship to study at the University of Madrid

CERTIFICATIONS

SPHR, Society of Human Resource Management

Certified Diversity Recruiter, AIRS

Green Belt, Six Sigma

ORGANIZATIONS

SHRM (Society of Human Resource Management)

NAAHR (National Association of African Americans in Human Resources)

Founder, Black & Latino Alumni Association of Columbia University

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