JEAN T. D’AGOSTINO, SHRM-SCP, MBA, CPA

Somers, New York

845-***-****; ad1903@r.postjobfree.com

Strategic Human Resources Executive with demonstrated success in delivering effective people strategies, best practices and processes to support business capability and profitability. Proven ability to impact change and maintain extraordinary collaborative relationships with business leaders. INDUSTRY EXPERIENCE

Public Accounting; Consumer Products; Financial Services; Telecommunications; Information Technology Services; Publishing/Media; Professional Staffing Services; Non-Profit; Construction. AREAS OF EXPERTISE

Recruitment, Staffing & On-boarding; Compensation & Benefits Administration and Strategy; HRIS & Payroll (ADP Workforce Now; Paychex; Paycom); Vendor Outsourcing Management; Coaching; HR Governance & Operations; Immigration/H1B1; Safety & EHS; Audit & Compliance; Succession & Development Planning; Performance Management; Employee Relations; Risk Management; HR Process Improvement; Organization Development & Strategy; Employee Communications; Strategic Management/Planning; Public Relations: Authoring/Writing. PROFESSIONAL EXPERIENCE

Prior to 2001: Public Accounting (Coopers & Lybrand); Internal Audit (PepsiCo, Inc.); Professional Staffing Services

(Robert Half International; Source Services Corporation); Financial Services (NationsCredit Commercial Corporation); Information Technology Services (Entex Information Services); Telecommunications (Nextel Communications). Mary Ann Liebert, Inc., publishers, New Rochelle, NY 4/2018 – Present Privately-held fully integrated media and medical publishing company with a focus in biotechnology, biomedical research/life sciences, clinical medicine and surgery, alternative and complimentary medicine. Chief Human Resources Officer (5/2022 – Present)

Director of Human Resources (5/2019 – 4/2022)

Human Resources Manager (4/2018 – 4/2019)

• Strategic Partner. Member of the executive leadership. Provide human resources consultation, guidance and mentoring to management and staff.

• Crisis Management. Led, planned, implemented and executed Covid-19 pandemic health and economic crisis initiatives, programs and best practices (i.e., virtual teams, remote teams, virtual hiring and onboarding, employee safety and risk management, vaccination policies and protocols).

• Employee Engagement. In conjunction with the organization’s strategic imperatives and values, proactively engage the organization’s vision, mission and values ensuring a collaborative workforce based on shared goals and accountability.

• Organization Development. Responsible for driving HR strategy for all aspects of the Human Resources function including Full-Cycle Talent Management, Benefits Administration, Compensation Administration, Employee Relations, Regulatory Compliance, Communications. Principal contact for all HR legal disputes. Provide guidance on the organizational direction and future requirements and lead changes in implementation of initiatives in a timely and accurate manner, in accordance with strategic imperatives.

• Change Management. Implement company policies, processes, procedures, and programs to influence organizational culture.

• Trusted Advisor. Collaboratively and proactively coach managers and associates on their effectiveness, performance, and other Human Resources initiatives and topics.

• Employee Relations. Primary point of contact for managers and associates in responding to and addressing all concerns. Conduct investigations, provide recommendations, and/or escalate issues accordingly. Provide formal and informal counseling and coaching to employees in work-related matters.

• Total Rewards. Facilitate the annual salary and bonus planning process with leadership, ensuring execution consistent with the organizations’ compensation philosophy. Maintain updated salary and compensation benchmark data. Provide compensation analyses and recommendations to ensure “attract, acquire and retain top talent”. Collaborate with external benefits partners to drive and ensure industry competitive benefits renewal packages. Jean T. D’Agostino, SHRM-SCP, MBA, CPA Page 2

• Succession Planning. In collaboration with management, identify and monitor the development of top talent and emerging leaders, including succession and development planning. Partner with leaders in preparing for performance review process. Determine performance gaps against key competencies to formulate career pathing/development plans. Recommend and implement retention strategies to minimize attrition.

• Workforce Planning. Create and revise strategy as needed to meet the needs of the business.

• Recruitment and Retention. Effectively execute a deliberate approach to attracting and retaining highly qualified and skilled talent. Implement best practices and processes including the following: selection and staffing, candidate sourcing, interviewing, development/negotiation of offer packages, new hire on- boarding and orientation, talent development, and off-boarding.

• Measurement/Analytics. Measure the effectiveness of best practices and programs by ensuring that key business and HR metrics are met or exceeded, such as turnover, time-to-fill, cost-to-fill, worker’s compensation data, effective succession planning, etc.

RESULTS:

• Led the start-up of the HR department as a separate function to enable HR to fulfill a strategic mission, gain efficiency, increase HR professionalism, value, presence and provide independent input. Demonstrated the value of HR to the organization through transparent processes, strategy alignment, improved controls, metrics, positive employee relations, and through the implementation of best practices.

• Redesigned and automated the performance management system focused on the achievement of goals, targeted performance, productivity, and results-orientation linked to overall department and organizational goals and strategy. Focus on career, skill and talent development was a parallel outcome of the program.

• Overhauled the benefits program from a manual enrollment process with few choices to an electronic/digital enrollment platform encompassing expanded lifestyle choices, employer subsidized component, and overall cost reduction to the organization of $50,000.

• Led and facilitated the 2020 COVID-19 Pandemic workforce navigation from in-office to remote work, while ensuring corporate compliance with relevant protocols, continued communication to the workforce to ensure morale, performance, productivity, safety, well-being and other wellness factors; lead the collaboration for the planning of re-entry to workplace.

• Increased 401k visibility and staff education, resulting in increased participation by 30%.

• Overhauled payroll from a manual-intensive process to a streamlined electronic process, thereby reducing processing time from 3 days to 1 day.

Independent HR Consultant, Somers, NY 8/2015 – 3/2018

• Provide human resources management, general business and financial services to clients. Schimenti Construction Company, Ridgefield, CT 3/2008 – 4/2015 Privately-held Retail construction management firm. Director of Human Resources

• Led the start-up of the HR function, and as a member of the senior leadership team, provided full life cycle human resources consultation to the organization.

IMA (Institute of Management Accountants), Montvale, NJ 2/2001 – 11/2007 Professional association of member accountants and financial professionals. Vice President, Human Resources & Administration (3/2003 – 11/2007) Director of Human Resources (2/2001 – 2/2003)

• Led the HR function; 5 direct reports; member of the Senior Leadership Team, report to the President; collaborate with Board of Directors; member of Board Committees. Jean T. D’Agostino, SHRM-SCP, MBA, CPA Page 3

EDUCATION

MBA Human Resources Management / Pace University: 2004 Graduate Commencement Speaker

BS Accounting / Fordham University: 1988

Cum Laude

CERTIFICATIONS AND PROFESSIONAL AFFILIATIONS

SHRM-SCP: July,2017

CPA, New York State (active): January,1991

Notary Public, New York State (expires 2025)

Society for Human Resource Management: 1997 – Present SHRM Volunteer SME (Subject Matter Expert)

TECHNICAL ACUMEN

Microsoft Office (Word, Excel, PowerPoint, Visio – advanced beginner/intermediate level); Solomon (SL) Accounting software; Payroll/HRIS (ADP; Paychex; Paycom) – implementation, processing, and reporting. COMMUNITY AFFILIATIONS

Condo Board Member/Secretary: 2014 – 2018

Newsletter Contributor: 2015 – 2016

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