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Experienced Human Resources executive with fifteen years of HR management experience. Ability to work independently managing multiple priorities and deadlines. Possess excellent communication skills and the capability to negotiate resolutions and influence others. Skilled in:

- management and leadership development

- organizational change

- organizational development

- HR needs analysis

- employee/labor relations

- employee development and retention

- recruiting/staffing and talent management

- HR metrics development

Work experience

Apr 2007Present

Human Resources Client Manager

Established and developed strategic business relationships with assigned client schools and departments including Columbia University Information Technology, Fu Foundation School of Engineering and Applied Science, and the University Library System. Advised and consulted to Senior Management as a business partner on strategic and tactical HR related business issues in a complex, decentralized environment.

·Participated in the development of vision and values for CUIT, the largest non-academic department within ColumbiaUniversity.

·Led team which designed offer letter templates for all administrative positions within the University.

·Member of team which conducted review and rewrite of several key policies including personal leave, part-time employee benefits and internal application process.

·Directed change management efforts, including training and communications, for enhanced performance management process and annual merit increase.

·Developed job family guides which enabled consistent classification and compensation across organizations.

·Created interview guides and forms for key job areas, which ensured accurate and consistent assessment of candidates leading to qualified hires and reduced turnover.

·Delivered multiple training sessions including leadership, harassment and behavior based interview techniques.

·Directed comprehensive compensation assessment which benchmarked Information Technology salaries across the University.

·Conducted investigations for EEO complaints, policy violations, labor relations including grievances and arbitrations.

·Managed labor relations issues with unions including SEIU 1199, UAW 2110 and SSA.

Jun 2003Feb 2007

Regional HR Manager

Ricoh Company Ltd.

Directed strategic and tactical HR management of six state region with 18 work locations and 2100 employees.Total regional operation includes 10 sales offices, 3 distribution centers and 2 research facilities.Employee population includes sales, field technical service, software engineers and administration.Directly supervised 6 HR generalists.

·Directed the change management efforts of HR team as Project Manager of a multi-million dollar branch acquisition including assimilation of all employees and three business locations.Delivered first payroll with 100% accuracy, complete benefits transition with zero errors, managed ownership transfer of company cars to assigned employees and mentored newly acquired senior leadership team on corporate culture, practices and policies.

·HR Project Manager for integration of two major sales offices. This integration involved complete HR changeover including HRIS, benefits and payroll.

·Managed the roll out and implementation of key training initiatives including rewards and recognition, corporate safety, harassment and diversity awareness, and manager development.Manager development included modules of effective communication skills, coaching and counseling and managing performance.

·Selected as one of four trainers to roll out Targeted Selection, behavior based interview training, company-wide. This interview process reduced time to hire by 40% and reduced sales representative turnover by 8%.

·Managed employee relations issues including:

- Resolution of EEO/AA claims

-Benefits administration including workers compensation and disability claims

-Administered performance management process utilizing customized application within PeopleSoft.

-Developed and delivered management training on legal hiring practices and compliance.

·Assistant Chief Negotiator on management team which successfully bargained cost neutral labor agreement with Teamsters.Provided key financial analysis and strategy on the compensation plan which led to an agreement while achieving all desired company goals.

·Authored management response to union organizing campaign that resulted in defeat of vote to allow additional members into the union.Developed written communications, advised line managers on the process, met directly with non-union employees and was the point of contact for all communications.

·Delivered corporate safety training, designed and implemented on-line training for all employees, created company communications for safety and compliance which were utilized throughout the country and served as lead inspector for annual safety audits.These efforts reduced reportable accidents by over 30% reducing time lost and workers compensation costs.

·Conducted investigations for EEO complaints, policy violations and employee and labor relations issues including grievances and arbitrations.


Branch Manager

Management and oversight of $15M direct recruitment and placement office including client sales and development, profit and loss and community relations.

·Developed sales plan and local territory of approximately 140 clients.

·Prospected and qualified new clients, established relationships and achieved greater account penetration with existing customers.

·Weekly payroll of approximately 80 employees working at 25-30 client locations.

·Managed national account which utilized online employee systems for streamlined operations and increased profitability.This account generated over $1.0M revenue annually.

·Sponsored client golf tournament which generated over $1500 in donations for 9/11 efforts.

·Renegotiated office lease which led to increased profitability.

·       Developed and implemented customer care plan which increased revenue by 24% in 2002.

Jun 1998Mar 2001

Regional Staffing and Development Manager

Xerox Corporation

Directed all HR functions for $35M operation with over 1300 employees across forty corporate and client office locations in Oregon, Washington and Alaska.The employee groups included sales, service and IT professionals. Directly supervised 4 HR generalists.

·Responsible for communication and oversight of Xerox Human Resource Plan for Pacific North operation. This included annual performance appraisal, salary and compensation, training and development, rewards and recognition, compliance.

·Participated on national labor task force to prepare RFP for contract labor vendors. Developed job descriptions and classifications used company wide.

·Directed staffing plan utilizing direct hire and contract labor resulting in 50% reduction in time to fill open positions.

·Implemented and trained managers on corporate performance management process.

·Led response to federal EEO audit conducted by the OFCCP.Results of the audit were excellent with no infractions and 4 minor process changes recommended.

·Analyzed performance to balanced work force initiatives and recommended courses of action to senior leadership.

·Project manager on ISO 9000 certification project creating a quality manual, documenting work processes and developing a closed loop feedback process. Received an achievement award for this effort.

·Created Access database to track headcount and contract labor rates. This database enabled senior managers’ instant access to critical labor data, improving margins and reducing employee expense.

·Pioneered team mentoring program for employee groups, which allowed individuals to define and create development opportunities increasing retention and clarifying career tracks.

·Developed strategic learning plan with business managers, which focused on key business needs.These needs included performance management, goal setting and alignment, cross functional communication, change management and employee retention.

Jun 1993Jun 1998

Human Resources Manager

May Company Department Stores

Managed all HR functions for retail department store with over 500 employees and annual sales of approximately $60M, including $17M annual payroll, staffing, training, employee relations, EEO, FMLA, ADA, and employment issues.Directly supervised one HR generalist and one payroll manager.

·Developed processes to track employee relations’ issues and resolution. This tracking allowed senior managers to view trends within their teams and provide guidance which reduced ER issues by 25%.

·Created standardized business practices to insure corporate and compliance standards were met throughout all HR functions. Result was 100% on internal audit and several processes adopted throughout the company.

·Based on analysis of daily service reports, led company team which redesigned operating schedules.This redesign improved customer service, as measured by secret shoppers, while improving retention.

·Increased frequency of orientation training and on-boarding sessions.This increase in frequency enabled new employees to be on the sales floor up to a week sooner than with the previous process increasing productivity and improving service.

·Designed spreadsheet to track customer service performance, which was adopted corporately. The spreadsheet allowed trend analysis, instant feedback on customer service performance in the store, and the ability to proactively address issues which could negatively impact service.

·Implemented two-step behavior based interview process, which resulted in open positions being quickly filled with the right person. Result was lowest turnover for large volume stores and thirteenth best out of 413 May Company stores.






Talent Management
Performance Management
Labor Relations
Employee Relations
Organizational Development
Change Management