Columbia University in the City of New York

Entrepreneur-in-Residence (NYSERDA Program)

Ally HR Partners, LLC

Ally HR Partners, LLC is a Buffalo-based HR consulting firm that helps businesses identify and implement custom solutions to their people problems and opportunities. Through an integrative partnership approach, Ally becomes your internal expert on all things HR including compliance assurance, performance management, and strategic HR initiatives designed to make the most out of your Human Capital.

CEO/HR Expert

EBC, Inc.

Independently led a team of HR Advisors and Generalists in the creation and implementation of HR services products and solutions for client businesses across all industries and sizes. Included legal compliance, strategic HR advisement, performance management, and talent acquisition strategy. 

- Partnered with business owners and leaders across all industries to implement Human Resource solutions and opportunities, including internal audits, practice/policy review and creation, handling employee relations and claims, and organizational strategy. Industries include municipalities, restaurants, manufacturing, medical practices, non-profits, construction, call centers, and more. 

- HR partnership experience with over 100 local businesses, including: Tappo/Thinman Restaurants, lloyd Products Inc, Buffalo Pediatrics, Town of West Seneca, Abbott Answering, Crisis Services Buffalo, Tim Hortons, Forbes Capretto Homes, Bristol Home & Village, Kenmore Development, Jack Hunt Coin Broker, Corto’s Spa, Great Lakes Transportation, MVP Network Consulting, Ted’s Hot Dogs, Retina Consultants, Foit-Albert Associates, and Queen City Foods.

Director Human Resources Services

HR Advisor

Strategic Financial Solutions NY

Responsible for leading HR initiatives through partnerships with leadership across the entire servicing sector of the business, 200+ employees across two locations (NYC and Buffalo), including employee relations, talent management, policy and benefit creation and administration, cultural matters, and strategic business initiatives and organizational development.

Human Resource Business Partner

Sumitomo Rubber USA

Providing strategic and cross functional HR leadership for a rapidly changing and expanding organization under new Japanese ownership. Includes leading all talent acquisition strategies, HR compliance efforts, policy creation, and organizational development specific to  the corporate/professional segment of the business. Also, involves extensive collaboration with foreign national Japanese management.

Human Resource Specialist

IIMAK

-	Managed and executed all internal and external recruiting efforts for the entire 360 employee Amherst headquarters including all manufacturing and office/professional functions. Positions recruited for include Director of Quality, Senior Systems Administrator, Maintenance Supervisor, Quality Manager, Sr. Benefits and Compensation Manager, and Accounting Manager. 
-	Managed all disability and FMLA leaves. 
-	Performed employee relations, performance and talent management functions.
-	Key Accomplishments: 
o	Identified and secured nine safety training courses through ECC and NYS grant funding. 
o	Developed a two year Maintenance apprenticeship program in partnership with a local trade school in order to address the increasing and impending skills/talent gap for this skillset in recruiting efforts.  
o	Implemented new ATS system including rebranding of the Companay's employment  website. 
o	Managed the implementation of a paradigm shift on leave practices and management including revised processes to curtail employee leave abuse.

Graphic Controls

Provided HR support for both domestic and international locations including manufacturing and professional positions totaling approximately 280 employees. Responsibilities included recruiting, talent management, employee relations, compliance management and other HR functions. 

- Transformed Company recruiting/talent acquisition initiatives and strategies by identifying new talent sources and recruiting methods, as well as shifting paradigms surrounding hiring decisions. This led to increased Management satisfaction, reduced turnover, and had an overall positive impact on the organization and its talent base and prospects.
  
- Was solely responsible for all Company recruiting needs, hiring over 30 employees within my first 6 months with the Company with great placement success. Positions included a European Sales Director based in the UK, Senior Financial Analyst, IT Director, Senior Programmer, Senior Engineer, and several other professional and entry level positions. 

-  Implemented an online application and applicant tracking system which previously did not exist.

- Developed a Company Internship Program which included travel to Boston University and Boston College to recruit potential candidates.

- Reviewed, reformatted, and improved Job Descriptions from both a compliance and quality and accuracy standpoint.

Byrne Dairy

Provided exclusive HR support to two 24/7 locations, including a 130 employee production facility and a 40 employee warehouse facility as well as a staff of 30 logistics support CDL Drivers. Included recruiting, compliance/risk management, performance management, management consulting, employee development, as well as other HR responsibilities

- Worked with Plant Management to create new job families and a new career ladder to promote employee engagement, development and retention. 

- Created and improved plant and warehouse on-boarding programs with local Management.

- Project managed the review and improvement of all HR orientation and on-boarding programs. This involved working with and managing three teams to create and improve new and existing programs.

- Conducted several employee investigations including harassment claims.

- Conducted scheduled site visits to counsel Management on employee issues twice a week. 

- Utilized local HRIS system to develop and maintain metrics on turnover, success rate of agencies, etc.

- Implemented succession planning at both the Production Facility and the Warehouse facility.

- Recruited for positions across all departments including Engineering, Maintenance, Sales, Management, Quality Control, and General Production/Warehouse.

HR Representative

Assisted in recruiting, performance management, HRIS entry, separations and training. 
Improved the Education Assistance Program by developing and implementing a new program which established specific guidelines to determine assistance amounts.
Conducted and completed a 20+ page report, examining the strengths and weaknesses of the maintenance departments of two plant locations in order to investigate high turnover. 
Implemented and managed a new hiring initiative involving the onboarding of a 30+ temporary employee staff within a 2 month period. This included responsibilities of interviewing, bill approval, performance management, and agency communication. This lead to a temp-to-regular hiring program that has been maintained for all facilities. 
Created and implemented a new safety shoe purchasing program in order to stay in compliance with New York State payroll deduction law. Oversee and administer this program Company wide.

HR Support Specialist

Pathfinders CTS, Inc.

Researched the role that social media sites play in the employment process and used to findings to educate clients on how to augment their job search and professional lives.

Intern

Adecco Employment Services

Developed a survey to assess the satisfaction of the employees hired by Adecco. The survey measured the employees' satisfaction with their placement as well as with the placement process.

Strategically minded HR professional that believes in the effectiveness of a strong partnership between Human Resources and other business functions  to align people processes, procedures, and strategies with business objectives.

Small Habits = Big Results. 

Two conversations yesterday got me thinking. One with a friend about the significance that daily movement makes in their life, and the other with a client as we strategized an organizational shift that would start at the level of individual employee behavior changes. Everything starts small. Changes in how you react in moments, make decisions each day, or interact with others- they all add up to BIG change over time. And arguably big change over time is not actually achievable or sustainable without first and foremost changing on this more granular level. 

What are some small habits you prioritize every day in your business that make the biggest impact?

Emily Martin, MBA, SPHR

In honor of Taylor Swift's new album and cover (The Tortured Poet's Department), I present to you my own. 

Taylor Swift's new album apparently captures all the angst of her own journey over the past 2 years, but I can't think of a group of people with more angst in that time than those who's job it was to deal with people over that period.. 

P.S. I'm not a Taylor Swift fan.

#HR #HumanResoures #peopleops #peopleoperations

I'm not an HR consultant, I'm a courage coach. 

This is the unique work that Ally HR Partners does. If you're experiencing people issues, or perhaps it's just a case of untapped people potential, reach out, join our Masterclass, or follow our content today. 

Courage is contagious!

With stats like this, you can't afford NOT to attend this HR Masterclass. 

Share with a Small Business Owner, Operator, or HR hat wearer and be a hero today! 

This program is value-packed and instantly valuable. Just ask previous event alumni Madalyn Hallmark, Kimberly Festor Rachelle Keller, MBA Michael Pietak Morgan Kruchten Gwen Brown John Lichtenthal, Alexandra Robinson Sara Erb, MBA, SHRM-CP, SPHR Kelsey Schiappa Sorge

Employee benefits can seem like a bottomless money pit these days, with double-digit premium increases almost guaranteed from year to year.  BUT if you have the RIGHT partner looking out for you, there may be more opportunity than you think within your offerings.

What if I told you I have a client who: 
> Is going to see less than 5% increase in medical premiums this year?
> Is going to save 34% on the their Dental plan premiums?
> Is going to save 8.5% on their Vision plan premiums?

Mic Drop. 🎤 

These are just SOME of the savings and opportunities that my friend Jeremy Higgins CEBS, GBA, CMS, GBDS identified for this big Buffalo-based client, after they were being grossly underserved by their current provider (who will not be named but let's just say their negligence should be considered unLAWful). He is truly an advocate for his clients, which is why I refer so many his way, and why none are ever anything short of impressed by their experience with him.

Countless studies on human longevity and happiness correlate a person's quality of life with the quality of their relationships within it. And I believe the same point can be made for business- the quality of your outcomes directly correlates with the quality of the people you surround yourself with in doing business- employees, vendors, and partners.  I am truly thankful to Jeremy and his team at Higgins Agency Group, Inc. for what they do for our mutual clients, but also our community- they are quality people. The good guys need more recognition, and they are amongst the best. 🌟 

I encourage you to reach out to Jeremy's Agency this plan year to explore what opportunities may be getting left on the table for you. 💓

Was thrilled to have THE Heather Giambra from SCHRODER JOSEPH & ASSOCIATES on "the pod" yesterday! 

Heather and I spend many a phone call and beverage commiserating on the trials and tribulations of assisting employers through difficult and often unbelievable situations, and bringing her knowledge and perspective to the masses in a greater way has been a goal of mine for far too long! Hopefully this is the start of a regular feature!? (this is me manifesting...)

Keep an eye out for this episode (which will drop soon) where we take a deep dive into Union Activities & Rights in 2024, discussing significant trends and changes in this area of employment protection, and what employers really need to know to be prepared! 

Thanks for joining Heather!

Heads-up NYS employers, although never advisable for many reasons, it's now also ILLEGAL for you to require employees to give you access to their personal social media accounts. This includes asking for login access, but also mandating that employees show you content on their or others' social accounts through their own access. 

This doesn't mean that you can't access public accounts on your own and view employees' posts, or those of their co-workers, etc. BUT even in this case, employers should do this sparingly and with caution. Any and all information you gather about employees through these means, although public info, should not be used to make employment-related decisions where claims could be made that the information is tied to a protected class, status, or activity. Think race, religion, gender status, protected use of marijuana, rights to unionize, etc. 

Sometimes knowing less is better. Save you from you.

www.lawandtheworkplace.com • 2 min read

New York Employers Be Aware – Social Media Access Law Takes Effect | Law and the Workplace

Thanks to recent updated rulings, if union organizing efforts enter your business these days, there is very little you can do, in very little time, to respond in any attempt to avoid recognition. 

Heather Giambra and I break down these significant changes, which ALL employers need to know- regardless of current union status. We cover measures employers can and should take now to prevent organizing efforts to begin with, as well as prepare the business to best deal with these measures should they find their way in. 

Listen today and share this very helpful information with another business owner or operator!

https://lnkd.in/ezPfGFEQ

Don't LEAVE yourself high and dry when it comes to administering employment leaves of absence (see what I did there?) 👀 

Leave administration is one of those areas of HR that seems like no big deal until it is. If managed improperly, mistakes and inconsistencies in this area of employment law can lead to BIG problems later, in claims of discrimination, harassment, or simple FMLA, PFL, or ADA compliance violations. 

Do you have a thorough understanding of that questions below?

>What leaves are you required to provide?
>What is the scope of an employee's protected rights related to leave?
>What rights does an employee have when administering leave to mitigate negative business impacts?
>What's your protocol when a leave need is identified?

If you're uncertain about the answer is to any of these questions, I encourage you to check out many of our resources on this topic at AllyHRPartners.com. We have several written guides and videos to help you learn and make decisions in this area of your People Operations. 🌟 

#employer #employers #hr #hrlaw #peopleoperations #businessowner #smallbusinessowner #peopleoperations

HR Boot Camp is back- but this time as a MASTERCLASS!

>Are you considering sitting for an HR certification exam?

>In need of HR recertification credits?

>A Non-HR person looking to increase your confidence and clarity when it comes to employment compliance and best practices?

> An HR person looking to become a TRUE HR Business Partner?

This is the opportunity for you!

Please join us, we can't wait to see you!
https://lnkd.in/eyYVzZxa

This week only we are offering $100 Masterclass registration! Discount code provided at checkout. 

Share with someone who you know should come, and join us!

Masterclass is on. Join us! www.AllyHRPartners.com

If today's job's report seemed unbelievable to you, like most living in the real world, there's good reason. As is no surprise to all employers, the number of employees in the workforce seeking to work full-time vs. part-time has dramatically changed. Which means higher headcounts (YAY!) BUT absent higher productivity, revenue, and VALUE.. which means if we are somehow using this "total jobs" number as some kind of health indicator of the economy, it's not accurate..

HR Professionals! Prepping for an HR Certification exam? Need LOTS of recertification credits fast?

This masterclass series is an easy way to learn core information to help you pass your exam OR get a whopping 18 credits toward your recertification. 

Sign up now!

Envision this scenario: 

You are a small business operation. Because you’re so small, every employee relationship is personal. You know everyone’s name, the names of their kids, and at least a handful of personal anecdotes about each person’s personal life- blessing and struggles. 

You’ve always recognized that the quality of your outcomes is directly related to the work your team does- and appreciate and value them for this reason. Over time you’ve been generous with flexibility in schedules, time off, benefit contributions, and even job structures. This has allowed things that need to get done to get done, while affording your dedicated staff freedoms and means to live good lives in and outside of work. 

But you’ve noticed a gradual change. All of the sudden, many members of staff are arriving 5, 10, and now even 45 minutes after their scheduled start time, and sometimes even closing the office early if the there are no more customers scheduled.  This means not as much is getting done- admin work on the backend is piling up despite staffing levels remaining the same. So a few other people are picking up OT to get work done, and you hire another part-time person to help out, thinking that’s what’s needed. 

Margins have begun to slip and profits are taking a slide. As a result, this year you have to make the difficult decision to forego pay increases and the usual Christmas bonus because you simply don’t have the funds. Eventually you also realize some more “luxury” benefits have to be taken off the menu as another cost-savings opportunity to preserve your financial viability. 

You’re transparent in your communication with staff about why you’re making these unfortunate decisions. These changes aren’t easy or even permanent, but the sacrifice in some luxuries now is what the business needs to become healthy again later. You explain that everyone needs to refocus and buckle-down- making sure they are working efficiently and productively in their individual jobs- which means you begin more closely managing attendance and performance, because you need to.

But all of the sudden you realize the dedicated, loyal, and friendly faces are angry and insistent. This is not fair. They’ve earned these benefits. They deserve these freedoms and luxuries. Who are you to take them away? And the problems almost unbelievably get worse as the needed change is resisted. Now things seem darker than ever. 

Now what? Read about what we did with this client, as we do with so many others, and how there is real hope for change, regardless of how bleak things seem to be. 

https://lnkd.in/emhSBFrH

New Episode Alert! Union organizing efforts are becoming more prevalent and also look different than ever before. 

Did you know:
>In 2023 union representation petitions are up 53%
>In 2023 there were 273,000 new union members added YOY – the biggest rise since 2017
>The large majority of petitions filed over the last three years included no more than 50 employees- a change in the trend of the average size of bargaining units and employers who undergo campaigns.
>Unions are winning elections at 80% plus rate- the highest in decades.

This episode updates listeners on the many changes to union-related rules and protections over the last year, and provides ideas and suggestions for how to prevent the feeling of need for outside representation to begin with, as well as how to respond if organizing activity enters your workplace. Whether you have union representation in your organization now or not, all employers NEED to educate themselves on these latest updates and tips!

Thank you to Heather Giambra and SCHRODER JOSEPH & ASSOCIATES for their generous donation of time and expertise to this episode!

Find this episode at AllyHRPartners.com under "Unfiltered HR".

The latest episode of UFHR, as well as all future episodes, are now eligible for HR Recertification credits!

Listen to the newest episode today and stay tuned for more!

www.AllyHRPartners.com

Protected class wars are here. Which is no surprise. The inevitable, proverbial chickens of overregulation have come home to roost. How do you all think this all will end?

"The employee, a cisgender male, asserted that the employer impermissibly favored employee’s similarly situated transgender coworkers in violation of Title VII of the Civil Rights Act of 1964 and the Pennsylvania Human Relations Act (PHRA)."

goldbergsegalla.com • 4 min read

Pennsylvania Federal Court Allows Claims of Sex Discrimination by Cisgender Male to Move Forward - Goldberg Segalla

"The new union representation process installed by the National Labor Relations Board unsurprisingly led to an astronomical increase in election petitions filed in the first half of FY 2024...In fact, 35% more were filed in the first half of Fiscal Year 2024 than the same period in 2023 (October 1 – March 31.)"

Need another reason to attend the upcoming HR Masterclass (where we spend an entire module on union avoidance and response)? Here's one. At the very least, this is a reason to check out the latest #unfilteredHR episode which breaks down the aforementioned change in union organizing rules, and avoidance and response tips.. 

Heather Giambra

fisherphillips.com • 3 min read

Labor Board Sees Major Uptick in Activity During First Half of Fiscal Year: 3 Takeaways for Employers

The Talent Acquisition space has certainly contracted since its peak in the COVID days of talent scarcity. If you're one of many in this field who is looking to pivot out of this specific people ops function, and into a Generalist, Business Partner, or other HR role, I can't think of a quicker, or more valuable way to instantly upgrade your qualification for one of those roles than this HR Masterclass!

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