Human Resources Management

GIGI PARSA

*********@*****.*** Mobile: 347-***-**** 2619 Chivalry Court Silver Spring, MD 20902

EDUCATION

Master’s: Strategic Human Capital Management – Georgetown University – Washington, DC (2012)

Bachelor’s: Communication Sciences and Disorders – Pace University – New York, NY (2008)

HUMAN CAPITAL PROFESSIONAL

Detail oriented human capital professional with nearly five years experience. Recognized as a trusted advisor with an ability to gain

sponsorship at all functions and levels from C-level executives to front-line employees to achieve results. Demonstrates total mastery of

intricate link between HR process, human capital, and business strategy. Adding value to the bottom line by creating and executing

programs that allow employees and managers to work more efficiently and effectively. Possessing high degree of integrity and flawless

history of maintaining confidentiality. Trilingual proficiency in English, Farsi and French. Master’s in Strategic Human Capital Management.

Organizational Development Strategic Planning Talent Management Communications

Data Management Talent Acquisition Onboarding Training & Development Labor Compliance Benefits Administration

Conflict Management Team Leadership & Motivation Process Improvement & Redesign

PROFESSIONAL EXPERIENCE

HUMAN RESOURCES SPECIALIST

The Law Firm of Paley Rothman - Bethesda, MD

September 2011 to Present

Responsible for the execution of all HR initiatives of a nationally and locally recognized law firm with 75+ employees. Working directly with

the Director of Administration and Co-Presidents of the organization in the areas of performance and talent management, employee

relations, staffing, mentoring, employee development, employee engagement, compensation, benefits and open enrollment, labor

compliance and training.

Optimized organizational efficiency and productivity by implementing talent management rhythms and engagement strategies to

increase employee satisfaction and development, resulting in a decline in voluntary attrition and increasing morale.

Created HRIS tool to streamline data, modernize systems and increase efficiency by reducing time to access frequently used

information while containing data in a user friendly module.

Implemented formal onboarding initiatives for all new hires in order to promote retention and assimilation, thus increasing

retention rate by 3%.

Captured metrics systematically in order to gain strategic staffing insight and have benchmarks for future comparative reports

analyzing retention and time to fill rates.

Initiated cyclical business rhythms and provided organizational analysis and strategy development.

Boosted morale by establishing key communications for Talent Management Reviews, at 90-days post-hire, 6-months post-

promotions and annually for others.

Reengineered employee recognition programs to include achievement-based employee recognition in addition to tenure-based

recognition, thus increasing employee satisfaction and lowering voluntary turnover.

Led team of eight in frequent firm event planning for numerous occasions with budgets exceeding $10,000, often executed

under budget.

Redesigned recruitment processes to include increased interviews with more people in different phases in order to ensure

quality of hire; close to 90% of staff hired under this design remain with the firm today.

HUMAN RESOURCES COORDINATOR

Max International Broker-Dealer Corp. - New York, NY

July 2008 to September 2010

Promoted from receptionist to first person to formally manage and oversee the human resource needs of this 25 employee organization.

Managed and performed full life-cycle recruitment activities, to include sourcing, screening, interviewing, and evaluating

candidate for select positions. Maintained this information in Recruiting records.

Oversaw general personnel management, including but not limited to ensuring brokers and broker trainees met licensure

provisions and tracked employee leave and employee timesheets.

Represented the company in Employee Dispute Resolutions against former employees. Prepared the company’s case and all its

components in conjunction with the standards set forth by the industry’s regulating body, FINRA (the former NASD).

Proposed, got approval for, and taught a Series 7 License (required to become a stockbroker) course, creating a new source of

revenue in the midst of the recession.

PROFESSIONAL MEMBERSHIPS AND RECOGNITION

Society for Human Resource Management (SHRM) -- National Chapter Member 2011 to present

Paley Rothman Certificate of Excellence – Recognized for managing 2013 Open Enrollment

Paley Rothman Certificate of Excellence – Recognized for 2012 and 2013 event planning leadership skills

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