|
|
|
|
|
|
|
|
|
|
|
|
John Brennan
|
-
Effective business partner, team player, and
approachable leader who focuses on strategic and
tactical human resource issues.
-
Strong business acumen, excellent judge of
talent, with understanding how to create strong
cultures and productive work environments.
-
Extensive experience in domestic and
international acquisition integration from the
perspective of the buyer, the seller, and the
acquired organization.
-
Managed all aspects of human resources including
recruiting, retention, training, compensation
and benefits, collective bargaining contracts,
corporate policies, and establishing
organizational values for both US and
international sites.
|
|
|
|
|
Sharon Brownfield
|
Business focused Organization Development
Professional with 15+ years of experience building
the internal capability of organizations, employees
and leaders to achieve the strategic goals of the
organization. Proven capability to
-
Build top
performing teams and provide staff with the
leadership, resources, and motivation to achieve
goals.
-
Create programs
and processes that meet regulatory and business
requirements to have qualified staff.
-
Build competency
models and performance management processes that
develop and retain high performing employees.
-
Build programs
and processes to develop leaders for the future
growth of the organization.
|
|
|
|
|
Jeanne Corey
Successful Human Resources Leader with extensive experience
in building winning human resources organizations from the
ground up. Proven track record in the development and
implementation of performance management, succession & HRIS
systems throughout distributed organizations. Supported
management teams and managed staff in US, Latin America,
Europe and Asia. Extensive background in large
multi-national mergers & acquisitions as well as small,
entrepreneurial start-up organizations. Breadth of HR
expertise including OD, Compensation/Benefits and Employee
Relations, with core competencies in:
| |
|
|
-
Talent Management and Development
|
|
|
|
|
|
|
|
|
-
Change Management and Communication
Strategies
|
|

|
|
|
|
Joe
DeCristafaro
Senior Benefits
Professional with extensive
experience in global financial services and medical device
industries. Demonstrated leadership, consultative and
analytical skills along with ability to execute strategic
initiatives have led to a succession of increased
responsibilities and targeted assignments.
Experience
and knowledge covers all strategic and tactical aspects of
financial, and health and welfare benefits programs.
Additionally, experienced with compensation plan design,
administration and reporting, as well as HR operational
management and analytics, acquisitions and divestitures, and
HRO. Hands-on, service minded, team oriented, and results
driven professional.
Specific expertise includes:
- Retire,
Savings, and H&W Plans
|
|
- Insured &
Self-funded Plans
|
|
|
|
|
|
|
|
|
- Qualified
& Non-qualified Plans
|
|
|
|
|
|

|
|
|
|
Bob Dorion
Senior Human
Resources executive with extensive experience leading Human
Resources teams for global companies experiencing rapid growth,
mergers & acquisitions and business restructuring. Directed the
development and delivery of Human Resources programs and
services that improved the recruitment, engagement and retention
of key employees for multiple site international and domestic
businesses. Implemented organizational assessment and planning
programs to ensure the development and availability of key
talent. Effectively managed high volume employment and targeted
executive search processes. Directed the development of
competitive compensation programs including the redesign of
sales incentive compensation plans and the implementation of
skill based pay programs.

|
|
|
|
Jim Fitzgerald
An
experienced operational, strategic and customer-centric
human resources leader/business partner, who lead Human
Resources efforts to align HR practices to create value by
delivering business results in efficient and effective
ways. Has lead change efforts to facilitate cultural
transformation to incentive and results-oriented
organization aligned to corporate goals. Expertise
includes:
-
Organizational Development/Performance
Management/Leadership Coaching
-
HR
Operations (HRIS, Compensation, Retirement, Welfare
Benefits planning and administration)
-
Talent
Acquisition and Talent Management
-
HR
Strategy and Human Capital Planning
-
Cultural Transformation/Change
-
Start-up and mergers

|
|
|
|
Sandy Etskovitz, SPHR
Highly-qualified, hands-on Senior Human Resources Manager and
business partner with outstanding global experience in all
functional areas of human resources gained through a career
progression of diverse and challenging assignments.
Proven ability to deliver strategic
leadership and expertise to align Human Resources with business
strategy. Equally effective working in emerging environments and
large multinational companies. Strengths include:
-
A leader and implementer of
organizational culture change and process to improve
organizational effectiveness.
-
Effective collaborator and
problem solver in high-growth, demanding environments with
solid background in employee assimilation / on boarding in
global organizations.
-
Confirmed aptitude for
implementing competitive compensation and benefits programs
that reinforce the company’s ability to attract, retain and
motivate a quality workforce.
-
A persuasive manager with a
clear business focus, strong relationship-building skills
and experience achieving first-rate results in
performance-driven, customer-driven, and market-driven
organizations.
-
SHRM Certified: Senior
Professional in Human Resources (SPHR).
|
|
|
|
Frederick
A. George
Senior
Human Resources professional with over 20 years experience as a
“hands-on” leader in start up and established companies.
Specific experience in staffing, executive coaching,
career counseling, employee relations, HR policy and program
development, diversity awareness and working collaboratively
within senior teams to optimize their human capital.
Strong communication skills and a style that is effective
at all levels of the organization.
|
|
|
Donna
Heuchling
Innovative, hands-on Human
Resources Business Partner with proven success delivering
results and organizational effectiveness strategies as a
partner on Senior Management teams. Experienced in
Organizational Development, Communications, Change
Management, Talent Acquisition, Employee and Leadership
Development, Employee Engagement, Reward Systems, and
Payroll strategies to meet business objectives.
-
Recognized for a
collaborative leadership style, creative problem solving
ability and strong mentoring and facilitation skills to
successfully resolve business and human resources
challenges. Demonstrated ability to work effectively at
all levels from line employees to top executives.
-
Delivered right-sizing,
down-sizing, and merger and acquisition strategies for
21 organizations to drive business results.
-
Scaled large company
strategy to smaller organizations to maximize
efficiency, productivity and ROI. Experience spans
starts-ups to globally enterprises.
-
Adapted skills to varied
industries including: Energy, Integrated Facilities
Management, Telecommunications, Financial Services,
Publishing, Higher Education and Business Services.

|
|
|
|
Richard Hunter
Richard
Hunter is a 20-year veteran of the Boston business and HR
communities, where he has distinguished himself as a seasoned
generalist with a balance of technical expertise, an OE
orientation to human capital management and development, and
legal acuity. He has particular strengths in helping companies
acquire and retain key talent, shift costs, and develop leaders
for the future by measuring and rewarding performance, in
conjunction with succession planning and individual development
initiatives. Richard has held senior-management, executive, and
in-house HR counsel roles in high technology,
telecommunications, biotech, healthcare, and professional
services companies including Atex Media Solutions, Comcast,
Whitehead Institute for Biomedical Research, and Harvard
Community Health Plan. He has also consulted to such companies
as Genzyme Transgenics, Primedica Pharmaceuticals, The American
Red Cross, and McKinsey & Company.
|
|
|
|
Patrick Kelly
Human Resources senior leader with
global experience in biotechnology, manufacturing, and high
technology companies. Collaborative style with strong business
acumen, skilled in delivery of results, consultation and
partnership, and team building. Demonstrated expertise in a
matrix environment and in an HR environment with a shared
services model. Exposure to all core functions within the HR
discipline and a high level of interaction with line operations
on a global scale:
Areas of
Expertise:
-
Organization Design
and Development
|
|
|
|
|
-
Compensation and
Incentive Rewards
|
|
|
|
|

|
|
|
|
Elizabeth Lang-Holmes
|
Dynamic and talented hands on senior level
generalist with extensive experience in all facets
of Human Resources including: global HR, change
management, training and organizational development
leadership development/coaching, recruiting,
retaining key talent, strategic staffing and
retention planning, HR legal and Labor Relations.
Also adept at measuring and rewarding performance
and developing leaders for future growth. Extremely
proficient in resolving complex and difficult
employee relations issues. Adept at analysis,
development and implementation of strategic business
processes that lead to bottom-line results.
Creative, resourceful, energetic and value driven
individual with the utmost integrity, loyalty and
dedication. Strategic and tactical leader/role
model respected by staff at all levels. Industry
experience in healthcare, biotechnology, software,
hardware, high tech, high tech manufacturing,
non-profits, human services, etc. |
|
|
|
|
Lanning Levine
|
|
Lanning has worked in emerging technology company
environments in a variety of senior HR roles, during
times of explosive headcount, revenue growth and
turn-around scenarios.
Demonstrated skill set areas include:
-
Leadership of
full service HR Organizations
-
Experienced
member of Senior Management cross global
functional teams representing HR
-
Talent
Acquisition in high growth environments.
-
Special
CyberSpace Mining tools available for use on
assignments.
-
Driving
Strategic Change Management
Initiatives
-
International
Human Resources (APAC, Asia, Europe)
-
Executive Team
Leadership Development
-
Succession
Planning
-
Mergers &
Acquisitions
-
Sarbanes – Oxley
Compliance
-
Data Privacy
Compliance
-
Compensation and
Benefits (Executive and employee)
-
International
Human Resource Operation
A hands-on senior
level Human Resources leader who has demonstrated
success applying a broad knowledge base of business
and human resources experiences to establish
effective processes, programs, and systems that
contribute to the overall success of the business.
Lanning received his
business degree from Boston University with advanced
international and HR studies at Babson College and
UNH.
http://www.linkedin.com/pub/7/92/269
www.cyberspacemining.com
|

|
|
|
|
Beth Marshall
Engaging senior human resources
professional with extensive experience in higher education
providing translatable skills for the healthcare and biotech
industries. Experience in all HR services. Outstanding
relationship building skills with all levels of management and
staff. Creative thinker with experience in the change
management necessitated by the current fiscal climate.
Extensive experience in translating business goals into
organization initiatives. Well honed labor relations skills as
well as the ability to help organizations stay attuned to
employee needs and concerns obviating the need for unionization.

|
|
|
|
Thomas Patterson
Business-oriented Human Resources professional with over two
decades of experience in multiple industries. Accomplished
manager with strong understanding of talent management,
compensation, benefits and global human resources
practices. Creative problem-solver with strong analytical
skills and practical approach to solving organizational
challenges. Demonstrated ability to work effectively with
all levels of an organization.
Areas of
expertise include:
|
Talent
Management |
Employee
Relations |
|
Benefits Cost
Containment |
Compensation
Systems |
|
Improving
Organizational Effectiveness |
Succession
Planning |
|
Performance
Management |
Training and
Development |
|
Employee
Engagement |
Mergers and
Acquisitions |

|
|
|
|
Donald Purnell
Senior Human Resources executive with significant and successful experience in developing, integrating, and/or restructuring human resources organizations and general company business processes. A proven leader with refined expertise in organizational development, initiating and managing change, restructuring, and integration, through acquisition, merger, divestiture, IPO, and significant growth. Very solid strength and hands-on acumen in the core human resource functions are including; talent acquisition and retention, performance management and leadership development/succession planning. I excel at managing change and integration, coaching and counseling. I am a revolutionary thinker with intensity for analytical application and implementation.
|
|
|
|
Bob Rivers
Bob brings hands-on extensive
experience and understanding of human resources to companies he
supports. He has worked in a variety of environments in the
greater Boston area including professional services, marketing,
manufacturing, and technology. He has ability to operate as a
sole contributor or as a manager of HR departments ranging from
3 to 20 people. Strengths include dealing with all levels of
employees and management, strong written and verbal
communication skills, and a good sense of humor.
Proven capabilities in:
http://www.linkedin.com/in/riversbob

|
|
|
|
Alicia
Villavicencio
Highly
experienced operational Human Resources Executive
with proven track record based on the achievement of strategic
business goals through practical hands-on execution. Bi-lingual
and with an in depth professional knowledge gained from small to
large size union, non-union, domestic and international
pharmaceutical, biopharmaceutical, and specialty chemicals
operations. Key competencies:
|
|
|
- Organizational
Development
|
|
|
|
|
|
|
|
|
|
|
|
|
|
- HRIS, HR Policies
& Compliance
|
|

|
|
|
|
|
|
|
| |
|
|