MAGNADA DORY

Valley Stream, New York ***** 917-***-****

adi69l@r.postjobfree.com https://www.linkedin.com/in/magnada-dory SUMMARY

Results-driven Human Resources executive, specializing in strategic planning, regulatory compliance, employee relations, performance improvement, program and project management. Proven track record of spearheading effective internal programs to increase productivity and communication, bolster employee morale and retention. Excels at relating comfortably and effectively to people at all levels, and developing partnerships based on trust. Driven and dynamic leader, who strategically aligns organizational and HR goals to deliver bottom-line results. CORE QUALIFICATIONS

Strategic Advisor Talent Management Relationship Management

Change Management Performance Management Employee Engagement

Performance Coach

Employment Law

Problem Solving & Analysis

EXPERIENCE

HEALTHFIRST, New York, New York, 2004 - 2019

Director, HR Compliance, 2016 - 2019

Identified and recommended improvement in business processes in HRIS, HR Operations, and Talent Acquisition aligning business goals supported compliance with legal/ regulatory requirements and reduce risk. Provided guidance and direction to leaders on training, EEO, HRIS and leaves of absence process and policy interpretation. Ensured Employee Manual was up to date and compliant with regulatory requirements. Strategic Advisor on complex employee relations and workplace investigations. Served on corporate committees that focused on ethics, discrimination and other workplace complaints, identified improvements in policies and procedures across the enterprise.

• Provided oversight of preparation of key government reports, such as Affirmative Action Plan, EEO-1, and VETS-100.

• Identified key insights that drove efficiencies within talent acquisition and other business processes.

• Developed initiatives that increased diversity and promoted inclusion within the enterprise by 10%.

• Created and led HR compliance programs improving corporate-wide understanding of absence management policies and processes that reduced absence abuse by 15%.

• Designed an internal HR audit strategy helping to streamline and improve the efficiency of HR business processes while mitigating legal and regulatory risk.

• Restructured on-boarding processes reducing process errors and improved compliance by 10%.

• Streamlined records management process, reducing workload by 20%. HRBP Director, Employee Relations, 2013 - 2016

Provided consultation and direction on complex employee relations matters, ensuring consistency across the enterprise and alignment with policies and procedures. Developed and implemented key corporate policies and procedures that created structure, reduced legal exposure, fostered fairness and increased employee retention and engagement.

• Led a team of HRBP Specialists on employee relations issues, drove consistency and mitigated legal risk.

Directed HR reporting and analytics which included the creation of an HR scorecard to measure grievances, performance concerns, diversity and succession planning progress.

Successfully partnered with legal team to investigate various complaints of unfair practices, grievance, discrimination, and sexual harassment.

• Led talent and succession planning efforts that focused on high potentials and increased diversity in leadership roles across the enterprise by 12%.

• Developed a diversity and inclusion strategy that focused on improving business results and engagement. Magnada Dory, Page 2

Director, Human Resources Business Partner, 2009 - 2013, Assistant Director, Human Resources Business Partner, 2008 - 2009 Strategic HR Business Partner who oversaw the human capital management of business groups with over 1,500 employees

(telecommuters from various states, field and corporate based) ensuring the delivery of business objectives and HR strategy. Direct oversight of HR professionals who partnered and managed the lifecycle activities of assigned business groups. Strategic advisor on all business restructuring, workforce planning, business realignments and people strategies; completed HR due diligence and implemented change management strategies. Utilized trend data, and relevant HR metrics to support business leaders in making informed business decisions. Partnered with Talent Acquisition on the recruitment and selection of senior leaders. Drove end-to-end HR processes such as annual performance review and compensation process, leveraged functional specialty areas to ensure resources are in place to deliver against HR and business group plans.

• Designed and implemented HR programs that supported business goals and conformance with Federal, Local and State law requirements.

• Assisted business in formulating and implementing action plans following Employee Opinion Survey, leading to an increase in employee engagement.

• Leader and architect of employee and leadership development processes building accountability into all levels of the Sales division.

• Created a culture of coaching that increased performance, employee engagement and retention.

• Drove performance culture to ensure that leaders received training in goal-setting, evaluation, leadership development and enhancement of performance management programs.

Senior Manager, HRBP 2007 - 2008, Human Resources Manager, HRBP 2004 - 2007. Influenced multi-level leadership decision paths by maintaining open communication with executives and managers to enhance understanding and gain support of new initiatives. Served as business partner to various business groups such as Sales, Medical, Marketing, Operations and Product Management to ensure business decisions take into account the people implications and minimize company exposure. Managed onboarding and off- boarding process. Successfully conducted investigations of unfair practices, discrimination, and sexual harassment. Strengthened the leadership team of each business group by providing coaching and leadership development to executives. Provided guidance and input on business unit restructures, workforce planning, HIPO identification/development, and succession planning. Partnered with management and staff on employee relations issues related to performance development and conflict resolution. Managed performance review and promotional cycles for associates in assigned business groups. Revamped and streamlined onboarding, FLSA and FMLA processes and managed all workers’ compensation reporting and ADA compliance. AMERICAN INTERNATIONAL GROUP, New York, New York, HR Specialist, 1999 - 2004. HR Administrator (Consultant), 1998-1999. Business partner to line managers and advocate for employees, supporting client population of 800+ employees in corporate and multi-state locations. Served as coach and advisor to the leadership team on issues related to human capital strategy, workforce planning and workforce development. Drove succession planning initiatives to boost retention and corporate performance. Provided guidance to employees regarding job relocation, elimination, and severance. Investigated and responded to discrimination, sexual harassment, and internal complaints, as well as EEOC charges. Provided managers with proactive approaches to solving performance and behavioral concerns. EDUCATION

BERNARD M. BARUCH COLLEGE, New York City, New York, B.B.A., Human Resource Management CERTIFICATION & EXECUTIVE LEADERSHIP

Strategic Human Resources Leadership Certification, Cornell University Executive Leadership Program

SHRM-SCP, July 2020

COMPUTER SKILLS

Microsoft Office Suite, Workday, Kronos HRIS system, UltiPro, HRIS System, PeopleSoft

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