EMPLOYMENT:


12/2008-present Confidential,  Parsippany, NJ

  Senior Director, Learning & Development 

Chief Architect and Head ofthe  Learning & Development team of 10 (3 remote employees) with a budget of  $1.7M and revenue target of $250K. Support domestic and international  operations.Most notable accomplishments (since being promoted in 11/2010):


        
Redesigned entire learning strategy to include mobile learning  products, social media platforms (C21Learning on Facebook, Twitter and  YouTube), and interactive self-paced learning modules. Exceeded like and  virtual marketing goals by 15% and two months ahead of schedule

        
Implemented Metrics that Matter (Knowledge Advisors) to track  production, instructor and efficacy metrics; to date, we exceed the Top 25% of  all corporate universities' Level 3, 4, and 5 scores by 10%; our learning  productivity is 20% greater than those RE professionals who do not participate  in our training programs

        
Our C21Learning site has increased revenues by 50% and saved training  costs by $600K

        
Accepted Member of ASTD Forum to participate in research, best practice  sharing in a consortium environment; host/planning lead of ASTD Forum  Semi-Annual meeting in 2012

        
Featured articles and news coverage in Inman News, Agent Genius, Training  Magazine, Monster.com and Mann Report Residential


Staff Development Director

Direct all Strategy, Design,  Organization Development, Training, and Preferred Alliances for the Century 21  brand(140 staff and management; 120,000 brokers and agents globally). Manage a  team of 4 (instructional designer, instructor, events manager and scheduling  manager) and a budget of $150,000. Most notable accomplishments:


        
Shaped the staff development and affiliate vision/objectives for the  Century 21 brand (including corporate, broker and agent training programs)

        
Designed competency models, survey instruments, assessments, and tools  for performance management, succession planning and new program promotional  purposes

        
Launched Preferred Alliances first customer and affiliate portals from  concept to web design

        
Partnered with the Corporate Executive Board's Learning Development  Roundtable to provide supplemental manager resources and 360° feedback  assessments

        
Created a corporate learning wiki and staff development university to  enhance and promote a learning community

        
Developed and launched Mastermind groups (post-learning intervention to  promote continued skill development)

        
Designed, developed and delivered a blended learning series for  business consultants and field Implemented coaching and intervention session  program for all staff members (including Flash media)

        
Managed vendor and subject matter expert contracts/negotiations (LDR,  getAbstract, various instructors/designers)

        
Upgraded all affiliate training (for brokers/agents) from  instructor/classroom-led training formats to self-paced, blended options (e.g.,  podcasts, games)

        
Responsible for Century 21 Real Estate's 2010 and 2011 Training  Magazine's Top 125 Award

        
Designed and launched learning-based web sites for Events, Marketing  and Learning departments


4/2007-2/2009 Confidential, Teaneck, NJ

  Director of North American Talent Management

Directedall HR strategy  development and deployment in the areas of Organizational Development,  Succession Planning, Performance Management, Compensation, Payroll, Benefits, Workforce  Management, Compliance,and Employee Relations for the North America(11,000  staff and management; 60,000 globally). Manage a team of 13 talent managers  based in North America and India (10 direct reports). Provide talent management  support directly to Sales, Marketing, Consulting Business Group, Finance,  Legal, IT and other corporate functions (including all C-level executives). Most  notable accomplishments:


        
Shaped the talent management vision for North America as being one of partnership  and strategic execution

        
Designed Sales career track and compensation model (for account  executives and management)

        
Co-partnered with Corporate Marketing on revamping career destination  web pages as well as Cognizant's values development

        
Restructured the NA Field Marketing Team and Manufacturing and  Logistics Sales team for increased coverage to business units and optimization  of performance

        
Developed North American-centric manager training (The Marathon Manager  Series) for all people managers to reduce ER case load by 75% as well as  enhance cultural integration 

        
Partnered with the Leadership Development program (e.g., Executive  Leadership and Career Compass) and led all Organizational Development  interventions (assessments, executive coaching for managers, research projects  with universities, design and implementation of internal survey instruments)

        
Created and implemented succession planning process for the anticipated  30-40% growth for FY08

        
Proposed enhancements and redesign to global performance management  philosophy and process; engaged and project managed the vendor bid for a  proposed multi-platform HR software/consulting engagement

        
Redesigned various HR policies including workforce management (bench)  and leave of absence

        
Created a format for talent managers (Project Reachout!) that brings HR  to the client sites to instill a Cognizant brand for our consultants that would  otherwise solely identify with their client's culture

        
Co-wrote the leave of absence policy to include the evolving needs of our  employees (based on our survey feedback) which resulted in a reduction of  benefit and salary costs that would otherwise go untracked (approximately $500K  in projected savings)

        
Managed rebadging and M&A efforts for Schering Plough and MarketRx


1/2007-4/2007 Confidential, Bridgewater, NJ(Contract  Position)

Change Management Consultant

Responsible for all project  management for the Institutional Business segment's Business Process Offshoring  (BPO) project in India. Support the senior executives in Human Resources and in  Institutional Business to ensure all aspects of the transformation (e.g. change  management, staffing, training, redeployment, and communications) are met in a  timely manner and executed flawlessly across the enterprise.

10/2005-11/2006 Confidential, New York, NY

  Director of Human Resources

Directedall HR strategy  development and deployment in the areas of Performance Management, Recruiting,  Compensation, Payroll, Benefits, Reduction in Force (RIF), Employee Relations  for the Northeast Region (New Jersey, New England, New York) and Northern  California for executives, management, and staff (900 staff and management)  including Sales, Marketing and Business Development. Managed one HR generalist.Most  notable accomplishments:


        
Redesigned and implemented the Corporate Performance Management  philosophy and appraisal process (change management efforts, management  training, designed new forms)

        
Developed a new Leadership Institute for current management and new  hires

        
Restructured New York Management team by eliminating extraneous cost  (redundant personnel, real estate expenditures) and putting retainment  strategies in place for most valuable managerial staff

        
Assisted in opening new markets in New Haven, CT; Rochester and  Buffalo, NY

        
Revamped teacher recruitment process that reduced 50% of recruiter's  hours and placed more onus on managers to follow through on their staffing  plans

        
Modernized recruitment system to include exclusively an on-line system  thereby eliminating legal risk and unbillable manager hours in the process

        
Managed reorganization efforts (such as New Hire Processing, position  eliminations) after Knowledge Learning Corporation acquired Education Station  (Catapult Learning)


1/2003-10/2005  Confidential, Basking Ridge, NJ

HR Business Partner

Directed HR strategy development, deployment (Performance Management,  Recruiting, Compensation, Leadership Talent Review, Reduction in Force (RIF)  programs, Employee Relations, Organizational Development, etc.) and executive  coaching for Sales, and Marketing divisions (Vice President and Director  populations) Research & Development, for the Product Management/Development  Group and Small and Medium Business Group focused on IP Telephony and  Enterprise Software in the US, North America, Europe (occasionally on-site in  U.K.), Asia and Latin America (1,500 staff and management). Managed one HR generalist.  Most notable accomplishments: 


        
Proposed a plan to Executive VP of Human Resources to define HR  Business Partner role and competency structure on a company-wide basis that was  used for performance assessment throughout the organization

        
Instituted a breakthrough and cost efficient Rewards & Recognitions  program that produced greater morale, organizational awareness for customer  centricity and future support for other HR programs

        
Developed organizational growth and recruitment strategy for a new  business unit (Service Provider Division) which rendered 7 service provider  distribution agreements signed and $10 million in revenue in less than one year

        
Aggressively drove college recruitment initiative to be 20% of total  hiring to infuse next generation skill sets and control labor costs with entry  level talent


        
Led HR business partner discussion group on evolving performance  management culture at Avaya

        
Managed and implemented global reorganization of Product Management,  Research & Development and Sales groups to maximize resource allocation and  phase out end-of-lifecycle product lines

        
Member of Expanets, Spectel, RouteScience, and Tenovis acquisition  teams (HR transformation); result was giving Avaya a direct distribution  channel, entrée into new markets and a competitive edge in market share

        
Involved in recruitment of key director and vice president roles

        
Drove talent upgrade movement to turn over bottom-rated 10%; led to  greater productivity and atmosphere of a "performance-based culture"


11/2002-12/2002  Confidential, Little Falls, NJ (Contract Position)

HR  Trainer/Developer

Instructor for general and client-specific HR  curricula for Fortune 500 financial client; responsible for developing  materials for and training HR call center case specialists.Worked with  implementation and customer care team members to ensure smooth go-live  performance.

3/2000-9/2002  Confidential, Teaneck, NJ

Senior HR  Generalist, Northeast Region

Lead  HR management of the Sales, Marketing, Global Consulting Services, and General  Administration professionals in the Teaneck/Philadelphia/Boston offices with  regard to all HR functions including, but not limited to, Employee Relations,  Performance Management, Training & Development, Change Management, Compensation,  Benefits, HRIS Management and Integrity, and Employee Community and Welfare  (400 staff and management). Most notable accomplishments include:


        
Performance Management

        
Continuously managed  performance through coaching sessions with managers and executives and executed  career transition plans; responsible for eliminating 8% of underperforming  workforce in the Northeast for FY00 and 16% in FY01.

        
Established a performance  management culture through seminars and high-level communications to region and  corporate management. Developed capacity management strategy with VP and RVP  level.

        
Training & Development

        
National Team Lead for the  Global Consulting organization. Ensured all consultants received PeopleSoft 8  training for their project implementations

        
Developed and delivered  just-in-time training including Leadership Derailment and Rewards &  Recognition

        
Conducted Performance  Management, HRIS, Compensation, and Diversity programs

        
Wrote and delivered Career  Development/ER case studies for corporate management program

        
Northeast Team Lead for  development and deployment of Manager Orientation

        
Leadership Team member and  lead developer/trainer for Northeast Consulting Mentorship Program

        
Employee Relations

        
Conducted sexual harassment  and misconduct investigations and worked with corporate legal on all employee  correspondence

        
Participated in RIF  occurrences and negotiated separation packages with those select employees

        
Coached managers through  terminations

        
Responsible for 100% property  recovery from voluntary and involuntary terminations

        
Compensation

        
Balanced a $1.7 million  annual salary budget and options pool for Global Consulting Services and Sales  organizations and reserved 25% percent of that budget for future promotions and  adjustments

        
Administered quarterly bonus  program for Global Consulting Services and Sales

        
Examined pay equity issues  and resolved them on a regular basis


7/1999-3/2000  Confidential, Jersey City, NJ

Resource  Associate, Tri-State Region

Managed resource deployment and staffing opportunities for 500  consultants and partners. Counseled and placed consultants on assignments in US  and abroad based on their skill set and career development plan. Worked closely  with Partnership on business development and proposal management. Additional duties  included managing one coordinator, delivering staffing training sessions to new  hires, and liaison for sexual harassment training. Most notable accomplishments  were:


        
Reduced bench rate to 19%  from 35% (of total consultant population in Tri-State Area)

        
Worked with Managing Director  on policy development/communications with regards to utilization responsibility  for all incoming and tenured staff thereby cutting back on unbillable time

        
Advised Appraisal Committee  of performance issues and recommend poor performers to be placed on improvement  plans and/or managed out of the organization

        
Deployed non-staffed  consultants onto projects via regional/international deals to maximize  optimization

        
Liaison with campus and  industry recruiting units to forecast skill set and business needs 



5/1995-7/1999  Confidential,  New York, NY

    Staff Development Manager, Communications, Media and Technology Group  (CMT)

Managed  all staff development programs (for 80 consultants and partners) such as soft  skills training, mentorship, appraisals, engagement staffing, recruiting,  employee relations and HR generalist issues for the U.S. practice and liaison  for European practice (occasionally on-site in Germany). Senior liaison between  the Partnership, Group Director of Operations and Corporate Human  Resources.Managed one HR administrator.  Most notable accomplishments were:


        
Organizational/Training and  Development

        
Provided employee relations  services such as counseling and mentorship to staff

        
Developed, analyzed, and  delivered new technical and soft-skills courses based on appraisal  recommendations

        
Composed staff appraisals  with input to promotions, etc.; Appraisal Committee leader

        
Matched individual  development needs/skill sets with new client engagement opportunities

        
Recruiting

        
Outlined, developed, and  implemented sell team and capacity strategy with the Officer-In-Charge

        
Screened, interviewed, and  conducted sell campaign for potential candidates at the BA and MBA level

        
Managed a team of 17 school  captains

        
HRIS Development Team

        
Completed a 3-month due  diligence on firm's new hire process and engagement management system; aided in  the integration of new HRIS (PeopleSoft) system; conducted beta test; wrote new  training scripts

        
Developed training course  materials for corporate new hire process


 Training/Operations Coordinator, Marketing Intensive Group (MIG)

Placed staff into courses based on appraisal recommendations/job  assessment needs and managed enrollment/logistics for course participants;  tracked staffing requirements for assignments, analyzed job reviews for staff  development purposes, and coordinated the biannual staff appraisal process.

 Assistant Program Manager, Training & Development

Developed course materials, managed meetings, and handled logistics for  all Training & Development programs for client and administrative staff  from New Hire Orientation to continuing development programs for middle- and  senior-level staff; Corporate Advisory Committee member, Children's Aid Society  of New York, developed and taught Career Readiness Program for high school  students.

5/1993-5/1995  Confidential, Englewood Cliffs, NJ 

    Course Book Editor

Created and managed all production for seminar course books such as  soliciting for written outlines and bids for books, obtaining permission to  reprint articles, writing biographies and table of contents, and editing all  materials submitted.

 Seminar and Computer Network Administrator

Continuing Legal Education and Audiotape Coordinator, invoiced  registrations/collections, assisted Course Book Editor with computer and manual  layout of manuscripts, acquired reprint permissions from various legal and mass  market publishers, filed copyright certificates (Library of Congress),  processed evaluations from seminars, coordinated seminars on location, trained  support staff with software and managed the department's LAN and UNISYS  mainframe.

ACADEMIC  EXPERIENCE:


5/2009-present Confidential,  New York, NY

   Adjunct Professor (part-time, MBA/MS in HR)

Instructor of various courses including but not limited to Leadership,  Human Resource Management, Human Capital, Organizational Development, Ethics,  Franchising, etc.

8/2001-12/2010  Confidential, Teaneck, NJ

Adjunct Professor (part-time, Saturday program)

Instructor for the SHRM/University program. Responsible for teaching 2  courses: Fundamentals of Human Resources and the SHRM Certification course for  HR professionals which include subject areas such as Employment Law, Talent  Management, Total Rewards, Risk Management, Strategic Management and Workplace  Planning 

2008-present  Confidential, New York, NY

Featured Speaker/Panelist

EDUCATION:


Degree: Doctor of Education;  Program: Executive Leadership 

Degree: Master of Science;  Program: Human Resources
Degree: Bachelor of Arts; Major: American Studies,  concentrations in American Literature and Political Science

MEMBERSHIPS,  CERTIFICATIONS& AWARDS:


2011 Most  Influential Women List,Irish Voice

2006-present Myers-Briggs Type Indicator® Certified  Professional (by examination, 2006)

FIRO-B,  Strong Inventory
1998-2010 Society  for Human Resource Management

PHR  Certified (by examination, 12/2000)
1998-present  Hofstra  Alumni Recruitment Team
2001-present American  Society for Training & Development