Nazareth College

State University of New York College at Brockport

Strategic Human Resources Leader

Buffalo-Niagara Falls Area

A key partner on the leadership team responsible for building TCGplayer's core HR function by employing best practices, scalable solutions, and technology to do so. People Operations includes ownership of the areas of compensation, benefits, compliance, leave programs, policies, processes, and workflow.

TCGplayer

Senior Director, People Programs

Strategic Financial Solutions NY

Director of HR Business Partners

- Oversee, lead, and coach HR coordinator, HR generalist, and HR Business Partner teams.
- Support and drive the organization and business by promoting, communicating and implementing progressive human resources and people strategies and initiatives.
- Build and maintain influential relationships by being a strategic partner with leadership and partnering with employees to be an employee advocate.
- Provide guidance on employment law and compliance matters, develop and coordinate performance management initiatives, and investigate and resolve employee relations issues or complaints.
- Plan and develop progressive HR programs and people strategies that effectively reinforce and drive the company’s mission and strategic plans to support business and financial objectives.
- Continuously assess organizational structure and effectiveness to ensure it supports business objectives and the company’s mission, vision and values.  Partner with leadership to provide recommendations on strategies to address challenges and/or opportunities.
- Continuously evaluate policies and procedures to determine efficiencies and ensure compliance.
- Lead change initiatives and act as a change agent to drive organizational effectiveness and improvements.

Senior Human Resources Business Partner

- Led strategic initiatives in all areas of human resources including, but not limited to, compensation, benefits, culture, organizational development, talent acquisition, onboarding, performance management, training, development, employee relations, engagement, compliance, budgeting, legal matters and systems.
- Oversaw, led, and coached HR team members.
- Planned and developed HR programs and people strategies that effectively reinforced and drove the company’s mission and strategic plans to support business and financial objectives.
- Continuously assessed organizational structure and effectiveness to ensure it supported business objectives and the company’s mission, vision and values.  Partnered with leadership to provide recommendations on strategies to address challenges and/or opportunities.
- In collaboration with the executive and management teams, created and sustained a culture of innovation, engagement and empowerment for employees and managers.
- Ensured compliance with federal, state, and country laws and regulations related to employment practices, including but not limited to: EEOC, FLSA, ADA, ADAAA, FMLA, DOL, IRS, ACA, NYSPFL, ERISA, Canadian employment laws, etc.
- Partnered with department leadership to provide full support related to employee relations, organizational planning, organizational design, compensation and management coaching.
- Led change initiatives and acted as a change agent to drive organizational effectiveness and improvements.
- Supported and lead merger and acquisition initiatives from a human resource and people perspective.

Campus Labs

Director, People & Culture

- Supported the organization and business by promoting, communicating and implementing human resources and people strategies and initiatives.
- Built and maintained influential relationships by being a strategic partner with management and an employee advocate.
- Provided guidance on employment law, coordinated performance management, and resolved employee relations issues.
- Led change initiatives and acted as a change agent to drive organizational effectiveness and improvements.
- Supported merger and acquisition initiatives from a human resource and people perspective.

Synacor

Senior Strategic HR Business Partner

- Directed, managed, and supervised the implementation and ongoing maintenance of the company’s compensation and benefits programs.
- Developed compensation and benefits strategy and ensured compliance with regulatory requirements.
- Established compensation structure and programs to ensure competitiveness in the market and to attract and retain key talent and high performers.
- Optimized cost of benefits programs to meet organizational goals and ensure competitiveness.
- Worked with senior leadership to evaluate the success of compensation and benefits programs.

Compensation & Benefits Manager

- Provided salary recommendations to ensure internal equity and market competitiveness.
- Analyzed market trends and best practices; recommending changes when necessary.
- Designed and maintained costing models and forecasts.
- Partnered with HR Business Partners, Talent Acquisition, and Leaders on strategic HR and business efforts and planning.
- Trained colleagues and leaders to enhance the understanding of the organization’s compensation philosophy, standards, and practices.
- Provided ongoing project and testing support for the implementation of new HRIS application (Workday) and payroll system (ADP).

Rochester Regional Health

Senior Compensation Analyst

- Provided analytical capability and support to Corporate Compensation and Human Resources globally to assist the company in achieving its goals and strategy.
- Acted as a change agent to drive organizational effectiveness, improvement, and development.
- Program managed and provided project support to global compensation efforts; including, but not limited to, companywide variable pay and equity programs.
- Provided companywide project support and management in regard to market intelligence; including the implementation and ongoing support of applications, processes, and technologies.
- Partnered with HR Business Partners and Operation Managers to address compensation concerns globally; including, but not limited to, providing market data, completing job evaluations and reviewing job classifications (United States specific).

Xerox

Compensation Program Manager

- Provided guidance and recommendations to management at all levels on the administration and interpretation of salary administration policies.
- Conducted annual cost of labor and living analysis to determine if positions are competitive in labor markets.
- Partnered with HR Business Partners to assist in strategic planning and alignment.
- Assisted in development of annual salary programs, including fiscal year merit budget, salary structures and salary administration guidelines.
- Developed and conducted compensation training and communication programs for management and HR Business Partners (i.e. FLSA).
- Administered equity programs; including the preparation of board proposals, tracking eligible participants, and employee communications.

Paychex

- Initiated and monitored all incoming and outgoing file transmissions; including tax collections and payments, employee direct deposits, set up files, and billing files
-  Researched and responded to all outside inquires from operation divisions and banking partners
-  Analyzed and resolved any issues encountered in a timely manner to meet all banking, agency, and company deadlines
-  Reviewed programs, systems, and procedures regularly; initiated requests for enhancements, changes, and business cases when necessary
-  Provided second level approval and authorization for transactions

Support Specialist

- Researched and resolved tax collection and payment issues in a timely manner to meet all agency and company deadlines
-  Processed late payments and amended returns from the field
-  Provided the first level of Taxpay assistance to the field
-  Processed Quarter End and Year End agencies independently
-  Mentored other HRS III with their daily tasks and issues and assisted in the New Employee Training Sessions

Human Resource Services Specialist III

- Provided excellent customer service and technical support for Paychex Online products
-  Answered payroll and tax questions
-  Researched and resolved payroll and tax issues for clients
-  Organized and prioritized time sensitive tasks and materials
-  Provided outstanding support to a client base of 250 clients

Client Service Advisor

- Researched assigned material or issues dealing with the compensation department
-  Analyzed salary and position data
-  Assisted with cost of living assessments
-  Arranged and organized job descriptions in the department's database based on company criteria

Jill Weatherbee