Baldwin Richardson Foods

Manages health and wellness programs including annual contract renewal and pricing negotiations, annual enrollment, and continued education to employees of BRF’s rich health and wellness programs.  

Manages all compensation programs and processes including salary surveys, wage grade structure, adjustments, and promotions, annual merit, bonus, and incentive plans.  

Directs engagement with employees and vendors for administration of STD, LTD, FMLA, PFLA and Worker’s Compensation. 

Manages BRF’s retirement program and vendor relationship, to include ensuring competitive offerings to our employees.  

Ensures organization adheres to federal, state, and local employment laws. Act as internal counsel to leaders for legal advisement.  

Manage and act as primary point of contact for data requests concerning HR data.

Successfully manages all compliance activities such EE0-1, 5500, AAP.

Manages HR Policies including periodic review to ensure alignment with labor laws, company culture and values. Updates as needed and manage updating employee access to policies on intranet.

Leads HR Audits.

Acts as primary point of contact for HRIS vendor including contract negotiation.

Provides timely response to inquiries from employees and managers (our customers).

Proactively engages at all levels in the organization to support 24/7, multi-plant operation 

Leads HR special projects as assigned.

Collaborates within HR to achieve best results as a team

HR Programs Manager

Served as a strategic business partner and contributing member of the extended leadership & management team(s) of designated business unit(s).  

Contributed to the development and execution of the overall business strategy by partnering with leaders to identify, prioritize, and build organizational capabilities.

Counseled and advised leadership and employees on HR matters including but not limited to: Employee Relations, Legal Compliance, Workforce Planning, HR benefits administration, 401(k) administration, Compensation, Performance Management, Talent Acquisition and Retention, and Leadership Development.

Proactively engaged all levels in the organization to support a 24/7, multi-plant operation.

Applied professional human resources expertise to identify organizational needs, determine strategy, and assist in workforce planning and performance. 

Provided coaching, management and oversight of employee performance counseling and discipline process, including termination of employment.

Investigated and responding to all employee relation concerns including harassment, discrimination, drug/alcohol, safety, and recommending the appropriate corrective action as warranted. 

Acts as a trusted employee advocate in order to drive employee engagement.

Responsible for all oversight of benefits administration at the company.

Ensured compliance with all EEO data requests such was AAP, and EEO reporting.

Consulted and assisted organizational leaders on HR decisions to ensure compliance with the organization’s policies, values and culture.

Provided HR functional expertise and lead HR administration.

Directly managed and developed the HR Coordinator . 

Responsible for oversight of the onboarding process for the organization. 

Responsible for maintaining an effective level of business literacy about the company’s financial position, strategy, culture and competition.

Senior HR Business Partner

Rochester Regional Health

Responsible for all HR functions for an onboarding team of nine, including but not limited to: hiring, conducting performance reviews, employee relations, performance management, employee development, retention and engagement, coaching, timecard management, PTO management, corrective action, and termination of employment as appropriate.

Responsible for team metric reporting and comparison to nationwide data to ensure the best possible experience for new hires.

Managed the full life cycle of onboarding for all physicians, advanced practice providers and all of ACM Global Laboratories.  

Direct oversight of onboarding team who obtained professional, employment, criminal and education background checks, driver license checks, fingerprint reports, C.N.A. registry verifications, professional license verifications, pre-employment physical results, and drug testing and reported back to the recruiter if new hire does not meet all validation criteria

Direct oversight/responsibility for onboarding for 6 residency programs into the system of care. 

Partnered with the HR Compliance Manager to manage audits and personnel files on a regular basis for any document deficiencies.

Built maintained, and leveraged proactive partnerships with all client groups to better understand their business and staffing needs to offer ideas, solutions, and tools to help drive onboarding efforts.

Provided onboarding counsel and guidance to hiring managers and the HR onboarding team with hiring and employment data.

Responsible for ensuring accurate administration of candidate and requisition status reports, hiring metrics, compliance with EEOC regulations, Advanced Practice Provider reporting, and company onboarding policies.

Facilitated compliance with regulatory agencies including but not limited to: The Joint Commission, The Department of Health, and The Department of Labor.

 Provided salary quotes and processing requisitions for system-wide contract staff.

HR Onboarding Manager

Hillside Family of Agencies

Served as a strategic business partner and contributing member of the extended leadership & management team(s) of designated business unit(s).

Responsibilities spanned all aspects of HR including: workforce planning, performance management, employee relations, organizational development, employee development, retention and engagement, and succession planning.

Contributed to the development and execution of the overall business strategy by partnering with leaders to identify, prioritize, and build organizational capabilities.

Processed and recommended updates for the employee handbook to ensure legal compliance with state and federal employment laws.

Responsible for projects to include policy and procedure development, an employee recognition standardization process, and employee retention initiatives.

Conducted in-person exit interviews with resigning employees in order to improve employee retention.

Applied HR expertise to identify organizational needs, determine strategy, and assist in workforce planning and performance.

Ensured compliance with various HR policies, procedures, laws, and government regulations for all assigned personnel.

Planned, developed, and executed people practice strategies to minimize or eliminate organizational risk.

Built and maintained effective working relations with management and employees by providing expert counsel on employee-related and organizational matters.

Provided performance management guidance to leaders to build morale, improve work relationships, and increase productivity and retention.

Investigated and responded to all employee relation concerns including: harassment, discrimination, drug/alcohol, safety, and corporate compliance matters, recommending the appropriate corrective action as warranted.

Collaborated with legal counsel in response to all NYS Division of Human Rights and EEOC lawsuits as evidenced by a 100% claims success rate.

HR Business Partner

Paychex

Acted as an outsourced HR generalist to a nation-wide client base of approximately 200. 

Maintained knowledge of trends and changes in employment law legislation.

Utilized advanced employment law and human resources knowledge obtained through course of study, continuing education, and experience to answer high impact client questions. 

Worked under limited supervision to convey state and federal labor laws to internal partners and clients. 

Answered and identified human resource and employment law questions utilizing appropriate resources. 

Established and maintained clear and accurate written and verbal communication with clients. 

Conducted client interviews to gather all relevant information and begin the handbook creation process. 

Coached clients on human resources matters, best practices, employee relations, and employee handbook options. 

Input client information into computer system accurately to ensure that the end product meets client specifications. 

Proofread handbook approval copies for their review within designated time frame. 

Completed custom job descriptions in a timely and accurate manner in order to provide client with a high quality product.

Acted as a reviewer for job descriptions completed by other team members to correct errors in accuracy, spelling, punctuation, grammar, and syntax. 

Acted as a mentor to newer department members providing direction and assistance to build knowledge regarding proper client conversations, e-mail responses, and resources available. 

Identified and addressed training, documentation, and system enhancements to improve departmental processes. 

Participated in special assignments to represent the department special interests or to improve processes or create efficiencies.

Human Resources Consultant

Acted as a dedicated unemployment specialist for assigned client base. 

Processed all necessary employee separation paperwork to maintain accurate records for clients. 

Provided client support by processing unemployment claims in an accurate and timely manner. 

Responded to internal and external calls to provide accurate information to meet state deadlines. 
     
Researched and resolved discrepancies regarding charges to client unemployment accounts. 

Provided feedback on related problems to alleviate future issues and offer solutions to clients. 

Responded to state requests for wage verifications and employment status. 

Handled all appeals processing to avoid fees and maintain client’s right to appeal. 

Provided training and mentoring for new members of the department. 

Acted as a lead for testing and training team members on the rollout of an electronic paperless system, Imagenow.

SUI Claims Specialist

Luxe Salon, Spa & Laser Center

Recruited new employees to manage front desk responsibilities. 

Conducted interviews, checked candidates’ references, and ultimately hired new staff members. 

Processed I-9 authorization documentation and payroll and tax documents. 

Updated the employee handbook and ensured that new employees received appropriate training. 

Created employee personnel files and oversaw the completion of all necessary payroll documents. 

Evaluated the performance of service providers by reviewing monthly numbers for retail and service sales and preparing a report for salon owner. 

Addressed performance issues with employees, including providing formal and informal warnings, probationary periods, and terminating employment as appropriate. 

Responsible for maintaining and creating spa coordination staff schedules. 

Coordinated all large-scale special events and wedding packages

Manager, Bridal/Special Events Coordinator

Scott Miller

Front Desk Coordinator

Thrillz Salon and Z-Spa

Company ultimately went out of business. 

Recruited, interviewed, hired, and trained all new front desk staff members.

Addressed performance issues with employees, including providing formal and informal warnings, beginning probation periods, and terminating employment as appropriate. 

Responsible for the creation and maintenance of all spa coordination staff schedules. 

Managed inventory, making appropriate notations in computer system to ensure that vendors were paid and to provide an accurate record of the products in stock. 

Coordinated all large-scale special events and wedding packages

As a certified HR professional with over 13 years of experience, I have developed a passion for employee relations, compliance, and benefits administration. I have worked with various organizations in the food and beverage, healthcare, and non-profit sectors, providing strategic and operational HR support and solutions.

Currently, I am the HR Programs Manager at Baldwin Richardson Foods, a leading manufacturer of custom food and beverage solutions. I manage health and wellness programs, compensation programs and processes, and our retirement program and vendor relationship for over 400 employees across multiple locations. I also ensure the organization adheres to federal, state, and local employment laws, and direct engagement with employees and vendors for administration of STD, LTD, FMLA, PFLA and Worker’s Compensation. My mission is to enhance employee health, wellness, and performance, and to foster a culture of collaboration, diversity, and excellence.

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