Mar 09, 2020

Patricia Daley

  • HR Business Partner/Lead
  • New Jersey, USA
On Site or Remote Learning & Development HRIS Human Resources Employee Relations Talent Acquisition

Personal Summary (describe yourself)

Strategic Trusted Advisor, Corporate and Central Functions, Matrix Structure, Shared Services, NorthEast Regional HR responsibility, Global partnership, Workforce Planning, Leadership Development, Talent Bench Strength/Succession Planning, People Management, HR Service Delivery, Project Management, Organizational Design and Development, Change Management, Transitions Champion, Decommissioning/sunsetting activities, Redeployment, Offboarding, New Leader Assimilation, Talent Management Review and Retention Strategy , Policy development and implementation, Employee Relations, Manufacturing, Lean process/Green belt trained, Diversity & Inclusion, Affirmative Action Planning, Performance Management, Salary Planning, Compensation Market Analysis, EMPOWER Mentor, Coaching/Counseling, Recognition/Rewards Lead, Employee Engagement, Reductions-in-force, SAP, PeopleSoft, Success Factors, Metrics, Multi-state responsibility. Ability to travel. Recognition Awards recipient/multiple times. Establish and leverage best practices.

Work Experience

HR Business Partner/Lead
Sep 2016 - CBRE

Partner with leaders of specific lines of business, implementing change management, skills assessment, talent management, talent acquisition and organizational design and development, leadership development, mentoring programs, employee relations, compensation planning, performance management and succession planning. Project Lead for Employee Engagement Survey Action Plan. Developed and implemented People Support Plan linking HR initiatives to business goals. Evaluates status and productivity of HR programs and recommends changes to improve efficiency. Market analysis recommendations supporting the retention strategy. Partner with COE's in Compensation Planning, Learning and Development, Talent Acquisition. Work with leaders on Affirmative Action Plans and outreach activities for a diverse workforce. Conduct investigations and make recommendations. Partners with Legal and Ethics/Compliance when appropriate. Partner with Finance on workforce planning and employee movement. Lead the decommissioning of various sites and reduction-in-force activities. Transitions champion. Manage the Rewards and Recognition Bravo program. Presents at annual Roadshows with business leaders across enterprise-wide sites. Mentoring responsibility in EMPOWER program/initiative, Harvard Manage Mentor Certification. Workforce planning and skill gap analysis. Metrics/Scorecard. Lead, design/deliver Leadership Development training. Responsible for multi-site and multi-state locations (New England to Florida as well as Dallas and Phoenix), Employee Engagement Survey Action Planning. Recipient of Employee Recognition Awards.

Senior HR Consultant
Nov 2014 - Feb 2016 SIEMENS Healthcare/Medical Devices

Business Partner to various business units, sales organization (R&D Imaging and Medical products) regarding talent assessment, performance management, employee relations, employment law and compliance, organizational development, succession planning and change management and reductions in force. Onboarding new hires and offboarding employees. New Employee Orientation design and delivery, Coaching and consultation. Driving Employee Engagement survey analysis, workshops and action planning with leadership. Proactively created partnerships with Finance/Controllers to be aligned with financials and workforce planning. Partnership with Global HR. Multi-state oversight and responsibility.

Human Resources Business Partner Consultant
Oct 2013 - Nov 2014 QVC

Established relationships with client areas to support the people strategy to align to the business goals, supporting Legal, Finance, Communications and Global Real Estate and Workplace Services, HR Call Center. HR for Corporate and U.S. sites; HR for HR, Finance, Corporate Communications, Project Lead on HR Role Clarity initiative.
Coaching and mentoring leaders on performance, organizational development, change management and retention.
Change agent in restructure and reduction-in-force. Employee relations, progressive disciplinary process and PERT (Positive Employee Relations Training) HR Partner to Centers of Excellence in support of the business (Total Rewards, Talent Acquisition and Development, Training and Development, HR Service Center, Legal, Finance, Communications, Lead on HR Global People Strategy Action Planning Initiative. Drove New Leader Assimilation program. Partnered with Corporate Communications team to drive the consistent messaging to all regional sites. Workplace change management and outsourcing strategist - ADKAR Change Management model. Partner with HR, Legal, Global Business Development, Call Centers, Distribution Centers, Work with leaders on Organizational Effectiveness, Employee Engagement results and action planning as an integral part of their goals alignment, Corporate and site alignment strategies. Union avoidance strategies, QPerspectives/Employee Survey lead with client areas on implementation, analysis and action planning

Senior Human Resources Manager
Dec 2011 - Oct 2013 HEALTHNOW Blue Cross/Blue Shield of NY

Manage team of HR professionals. Drive team objectives aligned to strategic business objectives. Lead Employee Survey Initiative, results analysis, working with leaders on action planning. Member of senior leadership team and trusted advisor. Supports IT, Sales, Account Management, Implementation, Customer Service, Finance, Call Center. Partner/consult with SVP's in organizational alignment, integrating People Plan in support of business goals. Partner in Compensation Project implementation, communication and roll-out and maintenance of Job Description Database Conduct investigations and provide training on respectful workplace initiatives. Shepherd the Performance Improvement process. Coach leaders on reviews, merits and navigating Success Factors. Established and implemented progressive discipline process (verbal, written warnings). Implement and direct recruitment strategy, overseeing Talent Acquisition for BU
full-cycle recruitment, (sourcing, interviewing, selecting and onboarding new hires for multiple sites, including Pennsylvania and California. Policy creation and interpretation. Develop and deliver training modules for leadership development, as well as employee development. Utilize LMS (Learning Management System) to further develop staff. Develop and organize employee focus groups to improve business performance and support employee engagement initiatives. Drive Wellness initiatives for each site for preventative health maintenance. Designed Professional Development Series for clients. Conducted Skill Gap analysis with senior leadership team to identify gaps in competencies. Employee relations
versed in Employment law (NJ, PA and CA)
Consultation with Legal on specific issues. Design and implementation of rewards and recognition initiatives.

Human Resources Manager/ Business Partner
Jun 2009 - Sep 2011 COMCAST

Manage staff of Generalists and Recruiters. Project Lead for the Jobs Standardization Project to align all positions and establish salary structure, job evaluation, position descriptions across organization. Talent Acquisition for Engineering, IT, Project Management, Program Management, Finance and Senior Leadership. Change management for various business areas
reductions-in-force Drive Talent Management, succession planning to identify talent and bench strength. Human Resources leadership, partnering with Network Engineering and Product and Implementation Senior Leadership Teams (SLT's), driving business strategy, aligning with HR initiatives. Conduct investigations. Coach/Consultant to managers regarding employee relations issues and conflict resolution, utilizing progressive discipline process. Drive Performance Management through goal setting, calibration, mid-year review and year-end ratings. Co-facilitate with Succession Planning/Talent Management for Directors and above, identifying competencies and development areas targeting bench strength in the organization. Partner with recruitment team to advise on new hires, transfers and salary recommendations. Approve all salary offers, ensuring peer equity and minimum requirements are met. Manage multi-site/state employee population and partner with business leaders. Design and deliver training relative to compensation, performance management, conflict management, employee advocacy, employee survey action interpretation and action planning. Employee relations involvement in corrective actions, both verbal and written, utilizing progressive discipline process and ADR (Alternate Dispute Resolution). Work with union representatives.

Senior HR Business Partner
Nov 2006 - Mar 2009 BOEING

HR Lead for V22/Osprey Program Leadership Team, providing coaching, counseling, assistance to enhance leadership skills in the performance management, staffing requirements, organizational alignment and employee engagement and employee relations in manufacturing and central functions. Oversee/Manage an HR team to provide business partner support to the Program in areas of recruitment, organizational development, salary planning and employee relations.
Coach managers to lead teams and facilitate the application of the Leadership Attributes. Mentoring focal for Philadelphia and Phoenix sites. Team lead for Project Integration Team. Participant in Accelerated Hiring Events in local area to recruit, interview and offer jobs to qualified candidates. Project Manager/Lead on Recruitment Strategy Team. Interview candidates for various positions; member of structured interview panel /Selection Review Board
Assist managers in compilation of behavioral interview questions/model and consistent practice in hiring. Conduct Investigations. Design, develop and deliver training to achieve optimum behavioral results and mitigate employee relations issue. Assist in the interpretation of compensation methodologies and staffing initiatives.
Design and deliver training relative to compensation, performance management, conflict management, employee advocacy, employee survey action interpretation and action planning. Employee relations involvement in corrective actions, both verbal and written, utilizing progressive discipline process and ADR (Alternate Dispute Resolution). Work with union representatives.

Education

B.A. - Education
KEAN UNIVERSITY

Hire Me For

Remote HR Professional