--SENIOR GENERALIST--

CORE COMPETENCIES
Labor and Employee Relations
Recruiting / Staffing
Policy Interpretation
Performance Management
Human Resource Policies
Training and Development
Collective Bargaining
Public Speaking
EDUCATION
Notre Dame Executive Certificate in Leadership and Management
Bachelor of Science in Organizational Management, Concentration in Human Resourc
e
Minor in Training and Development - SAINT JOSEPHâ⠬⠢S COLLEGE - BROOKLYN, NY
AWARDS AND HONORS
Woman of the Year Recognition - ONE CITY CAFÃ â ° NOT-FOR-PROFIT ORGANIZATION
AFFILIATIONS
Society of Human Resources Management - Chapter President (1999) | Member (1997-
Present)
TRAININGS AND CERTIFICATIONS
Advance Negotiations
Strategies for Conflict Management
Executive Leadership Strategies
Leading Teams and Organizations
Disciplines of Business
ACTIVITIES
Conducted job readiness classes for Welfare-to-Work recipients
EARLIER CAREER
SPHERION STAFFING - NEW YORK, NY
Area Recruiter/ Administrative, Support Staffing
1997-1999
BROOKLYN PUBLIC LIBRARY - BROOKLYN
Workshop Facilitator (Underserved Community)
1999
CHURCH AVENUE MERCHANTS BLOCK ASSOCIATION - BROOKLYN, NY
Job Developer
(Empowerment Zone Recipients)
1996-1997
ONE CITY CAFÃ â ° - NEW YORK, NY
Program Instructor
Job Readiness /
Restaurant Management
1994-1996
QUALIFICATIONS SUMMARY
Self-motivated, dynamic management professional with diverse credentials which c
ombine solid, tactical leadership and human resources expertise with a strong bu
siness background, an ability to work collaboratively and a commitment to achiev
ing corporate goals. Results-driven with proven ability to motivate personnel to
reached desired individual and specific company objectives and dedicated to max
imizing profits and creating an atmosphere of exceptional employee morale. Super
ior ability to assemble talented teams and device effective recruiting strategie
s, coupled with strong negotiation and problem-solving skills. Possess a compreh
ensive commitment to employee satisfaction. Skilled in union avoidance campaigns
that prepares management to identify organizing trends and tactics. Strategic t
hinker with demonstrated track record of developing and implementing effective m
arketing plans, creating solid strategic alliances, and consistently meeting dea
dlines and objectives. Motivated self-starter and cooperative team player who is
on call for a 24-hour operations across the Northern Seaboard plus 60% travel.
Displays proficiency in using Microsoft Office Suite (Word, PowerPoint, Excel) D
roid, Internet, Blackberry, and VPN while traveling.
PROFESSIONAL EXPERIENCE
MAJOR TRANSPORTATION CORPORATION - VERMONT TO NORTH CAROLINA (MONTREAL, CANADA)
Regional Human Resources Manager 2008-PRESENT
An American iconic transportation provider of intercity and national bus servici
ng 2300 destinations with 13000 daily departures across North America with nearl
y 25 million passengers. A subsidiary of First Group America, a European transpo
rtation leader.
Articulate communicator and problem solver capable of promoting teamwork and dri
ven by the challenge to meet the demands of ambitious human resource objectives.
Ability to read and motivate front-line employees. Substantially challenge stat
us quo as a human resources leader and control infrastructure breakdown to intro
duce, encourage, or promote change. Recruit, retain and develop talent via needs
assessment, core principles and baseline objectives
- Meet with Operations to forecast managementâ⠬⠢s learning and developmental objec
es among salary and hourly and Collective Bargaining Agreement (CBA) workers.
- Immediately respond to a 24-hour call operation while providing hands-on
management to 2500 exempt and nonexempt employees and workers governed by a con
tract bargaining agreement amid Northeast and Montreal.
- Facilitate training for management and personnel alike concerning human
resources management and employment law to reduce employee litigation and arbitr
ation.
- Train exempt and non-exempt workers on ethics and integrity, harassment
prevention, anti-discrimination and diversity programs.
- Collaborate with internal counsel to resolve and answer complaints levie
d by Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC) a
nd similar human rights divisions.
- Save significant fines and defend against Office of Federal Contract Com
pliance Programs (OFCCP) claims of gender discrimination audit.
- Review existing management agreement and leadership approach; assess pro
fessional candidates using DISC Management and Personality Assessment tool, and
convey results to respective candidates and determine compatibility within team.
- Compose all management communications of Professional Improvement Plan (
PIP) or Letter of Reprimand and Goal Setting (GS).
- Form and led employee matrix for down and rightsizing over 2-years for 2
2 cities and providence.
- Conduct and carry out work procedures and projects across a round-the-cl
ock operation of multiple states and providences with 60% travel while based in
NYC and Washington DC.
- Support BOLT Bus curbside provider as a subsidiary of Greyhound when nee
ded across 6-states.
CENTRAL PARKING SYSTEM - NEW YORK, NY
Human Resources Leader (NY, NJ, and CT) 2001-2007
Global leader in professional parking management system with 18,000 employees. C
ompany operates more than 2,500 parking facilities containing 1.2 million spaces
.
Customer service extrovert who is readily available to operation serving 450 plu
s locations. Instrumental in developing fledgling management structure among loc
ation and area leaders. Well versed in standard operating procedure to relate to
and speak to the industries jargon and HR staff of nine.
- Designed blueprint for HR Department, which was completed and rolled out
in just six months of employment.
- Reorganized positioning campaign; customer and employee surveys, best pr
actices, corporate / field re-alignment branding, and innovated advertisements.
- Assured adequate staffing for Meadowlands Sports Multiplex and Yankee an
d Shea Stadium and Fushing Meadows Park for USTA annually.
- Analyzed collective bargaining agreement to develop interpretation of in
tent, spirit, and terms of contract. Arranged and chair meetings between grievin
g workers, supervisory and managerial personnel.
- Effectively minimized field turnover by 37% through revitalizing the cur
rent selection process that included behavioral-based interviews, standardized i
nterview questionnaires, drug and background criminal checks and reference check
s.
- Industriously saved more than $200k in company revenue by renegotiating
pre-employment drug test contract.
- Generated $150k in cash through negotiating governmental and non-profit
partnerships yearly by introducing wage subsidy program.
RESTAURANT ASSOCIATES - NEW YORK, NY
Director of Staffing 1999-2001
Premier restaurant group serving over 75,000 people daily and generating $20 mil
lion in catering sales annually.
- Identified and executed best practices related to processes, tools, syst
ems, training, and metrics to support and track the success of the staffing func
tion based on internal customer satisfaction.
- Provided strategic direction, staffing expertise, advice, and counsel to
senior management and all levels within the organization on a variety of staffi
ng issues.
- Supervised and guided workers on departmental opportunity and standard o
perating procedures.
- Significantly staffed world prominent venues, including but not limited
to United Nations, American Ballet Theater, Kennedy Center D.C., US Open, and Sa
lt Lake Winter Olympics in 2002.
- Substantially developed accuracy of database from 60% accuracy to 95% ac
curacy.