Jan 2020 – May 2022 · 2 yrs 4 mos

Sep 2014 – Jan 2020 · 5 yrs 4 mos

• Provide support to Johnson & Johnson Chief Information Officer and the broader Information Techology organization which consists of over 5000 IT colleagues worldwide. As a member of the Global IT Leadership team, I provide strategic human resources business partnership for JNJ global IT organization including Business facing IT organizations, Infrastructure and Application Services, Technology and Enterprise Business Service organizations. Also responsible for leading a group of HR professionals in creating and implementing HR strategies to support short and long term strategies for these respecitve client groups globally.

Mar 2010 – Sep 2014 · 4 yrs 6 mos

• Currently Support 30 Senior/Executive Business Leaders including 1 Board Member. Global client groups are Quality, Direct Procurement, Indirect Procurement, Strategic Operations and Finance. (Approx 2500 employees worldwide)
• Provide full Human Resources Business Partner support to large client group
• Ensure appropriate strategies / plans are developed and executed to address any HR related gaps in the organization (i.e. performance, skills / capabilities, talent (diverse pipeline), process, etc.)
• Deploy key HR processes in close partnership with the Corporate Specialist Groups: i.e. Compensation Planning, Credo Survey and Talent Management.
• Coach Senior Executives
• Leading the transformation/restructuring project in Global Procurement and Global Plan for Consumer business
• Leading restructuring efforts for J&J Enterprise Global Procurement function
• Representing Change Management on behalf of Consumer Supply Chain HR at the Enterprise Supply Chain Change Management Council
• Where needed ensure HR processes are aligned with Region, Global and J&J Supply Chain direction.
• Currently operate in a heavily matrix environment

Feb 2009 – Feb 2010 · 1 yr

• Provided support for 32 Senior/Executive Business Leaders, including 8 Board Members. Global client groups are Business Development, Clinical Innovations, Global Marketing, Therakos Inc., Veridex LLC., Finance, Communications, and Legal. (Approx 700 employees worldwide)
• Provided full Human Resources Business Partner support to large client group
• Coached Senior Executives (Board level)
• Led organizational redesigns to better align to strategic objectives (Grow core business and Invest in new growth platforms) directly with Company Group Chairman
• Directed and executed organizational design and change initiatives in our Therakos Inc., and Veridex, LLC. Business’ resulting in positive business results, increased employee engagement and internal talent opportunities.
• Active member of NA BBHR Advisory Council. Selected as an HR thought leader representing the MD&D sector
• Coached and managed several HR Directors and Managers within J&J -HR organization
• Created and led on-boarding and assimilation activities for new Board Members and Company Group Chairs
• Lead annual talent management processes including succession planning, compensation planning and performance management
• Successfully executed multiple workforces reductions, including legal review, agreement preparation, impact analysis, change management communications development and actual separation discussions

Jan 2007 – Feb 2009 · 2 yrs 1 mo

• Human Resources Director responsible for developing and leading the overall strategy and execution of the Worldwide OCD Franchise HR Talent Management Process (Approx 3500 employees worldwide)
• Worked in a matrix business model
• Actively contributed to shaping the MD&D Talent organization which led to the creation of Johnson & Johnson Talent Management organization under Peter Fasolo
• Developed and implemented core processes related to executive succession management, high potential management, identification and development of emerging talent and executive assessment
• Integrated into a global talent plan the actions and activities of the HR Business Partners who managed the Talent Management processes in the regions and functions
• Created and had oversight for cross-functional rotation programs for internal emerging talent and Commercial Leadership Development Program for MBAs globally, designed to develop future general managers
• Provided HR Business Partners and/or line management with education and consultation pertaining to existing and newly developed talent management processes and practices.
• Provided counsel and expertise in the areas of talent sharing, succession planning, and executive coaching on a global level to OCD Global Management Board
• Defined talent management metrics and develops practical tracking and reporting methods
• Co-Chaired worldwide OCD Franchise Diversity Council with Board Member
• Created, implemented and led management of new Employee Relations outsourcing model – the first one of its kind for Johnson & Johnson

Jan 2001 – Jan 2007 · 6 yrs

• Provided support for 15 Business Leaders, including 1 Board Member. Client groups included North American Sales Organization at OCD and Veridex, LLC. (Approx. 600 employees).
• Member of Global Management Board at Veridex, LLC.
• Led Veridex organizational re-design and restructure transitioning the business from an R&D focus to a commercial organization
• Internal consultant on organizational design, implementation and change management
• Partnered with Business Partners to identify and implement both individual and team development
• Provided counsel and expertise in the areas of organization effectiveness, succession planning, compensation management, talent management, performance management, training/development, competency development, strategic planning, etc.
• Co-Chaired OCD Franchise Diversity Council
• Provided system-wide change interventions focusing on business process improvements, talent management, leadership development, organizational alignments, employee relations, team building and other internal business partnering

Jan 2001 – Jan 2004 · 3 yrs

• Provided support for 25 Business Leaders, including 2 Board Members. Global client groups included North American Sales Organization, WW Customer Technical Services Organization and WW Finance organization (Approx. 800 employees)
• Provided counsel and expertise in the areas of organization effectiveness, succession planning, compensation management, talent management, performance management, training / development, competency development, strategic planning, etc
• Talent Navigator Champion for OCD
• Co-lead on OCD Learning & Development Strategy for 2005
• Designed and implemented new organizational structure for Finance Organization
• Led reorganization efforts for new Global Marketing Organization
• Worked closely with all levels of management to manage downsizing and restructuring
• Responsible for entire rollout of Succession Planning and Development Process for OCDI (including International)
• Facilitated Talent Scope/Talent Quest sessions for Business Partners
• Designed and implemented of the new hire hiring profile for the N American Sales Organization
• Responsible for generalist support, which included facilitating performance appraisal system, succession planning, and compensation planning
• Provided employee relations, policy interpretation, career counseling, and organizational development support to the client group
• Recruited diverse, well-qualified individuals in a timely and cost effective manner

Jan 1999 – Jan 2000 · 1 yr

• Regional HR Manager for newly formed Managed Services Organization within GE Capital IT Solutions - Boston and NY Districts (Approx. 400 employees).
• Led country in Compliance for RESOLVE rollout 2000
• Assisted in Creating Retention Best Practices for Managed Services Organization
• Provided Internet Leads for Sales Team to help close the Gap (Q3)
• Utilized SAMETIME Application to introduce Virtual Training to Field Workforce (“Positive Work Environment”)
• Chairperson for Communication Committee (Managed Services)
• Webmaster for newly created Communication Monthly Review for Managed Services Organization
• Rolled out first Employee Satisfaction Survey for Managed Services (NY District)
• Planned, Organized “Staff Rotations” & “Bubble Assignments” (Retention Programs in the NY District)
• Integrated and Transitioned new Inacom Accounts into GE Culture (BMW, GE CR&D, GE Aircraft)
• Provided advice and counseling to all employees including senior and executive level management.
• Responsible for implementation and training new orientation programs to Atlantic Region.
• Coordinated, Organized and Presented all training programs to Districts (Sexual Harassment Prevention, Diversity, Leadership, Effective Interviewing Skills)
• Counseled employees concerning work related issues including the development of career paths within the organization

Jan 1997 – Jan 1999 · 2 yrs

• Regional HR Generalist for a sixteen state region that generated over $1 billion in annual revenue by providing information technology and services. Served as Strategic Partner for Northeast Services and Sales organization (Approx. 800 employees).
• Provided advice and counsel to all employees including senior and executive management.
• Responsible for implementation and training new orientation programs to Atlantic Region.
• Administered Salary Planning and Performance Review/Management Programs.
• Processed all new hire and payroll changes in the areas of salary increases, overtime, tuition reimbursement, employee referrals etc.
• Coordinated overseas assignments with GE International.
• Responded to all EEOC charges and investigations.
• Counseled employees concerning work related issues including the development of career paths within the organization
• Completed an in-depth consulting study on regional attrition
• Processed all workers compensation paperwork timely.

Jan 1994 – Jan 1997 · 3 yrs

• Screened, Interviewed, tested and evaluated candidates for entry level, and experienced professional/technical positions, including middle and upper management.
• Recommended and offered counsel to management in the selection of proper candidates.
• Conducted and developed recruitment programs through company referrals, colleges, technical job fairs, associations, and established relationships within the industry in order to minimize recruitment costs.
• Tracked, organized, and negotiated with outside consulting services throughout the country to ensure the best rates and service for GE Capital, IT Solutions nationwide.
• Negotiated financial packages to accommodate both GE Capital, IT Solutions and the candidate and to officially present the applicant with an offer of employment