Bob Clancy

20+ years experience as lead Human Resources person most recently at the Vice President level. Career began in a management position in a manufacturing environment and then moved into Human Resources.  Industry experience includes Software and Defense.  Substantial accomplishments in Mergers & Acquisitions (both sides of the equation), high growth situations, creating Human Resources departments, balancing cost containment and talent retention, measuring and rewarding employees based on performance, employee counseling, international Human Resources and Sarbanes Oxley.

Employee Benefits Manager with extensive experience in global financial services and medical device industries. Experience and knowledge covers all strategic and tactical aspects of financial, and health and welfare benefits management. 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.

Employee Benefits:
Compensation:
HR Operations:

• Plan Design & Implementation
• Qualified & Non-qualified Plans
• Insured & Self-funded Plans
• Vendor Management
• Compliance & Controls
• Plan Design & Administration
• Comp Committee Reporting
• HR Process Improvement
• HR Metrics & Analysis
• HRO

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.

Senior Human Resources professional with over 20 years of experience in providing executive and senior management support, strategic HR planning, employee relations, organizational effectiveness, and team and individually-based coaching and consulting services.   With an innate understanding of human dynamics as it relates to team systems, management processes, performance enhancement, and employee satisfaction, Shelley has designed and implemented effective business solutions which have directly and measurably improved business profitability and employee morale.  

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. 

George Goldberg

A collaborative, results oriented senior human capital executive with strong change management skills, known for delivering strategic and hands on organizational solutions that positively impact revenue and profit.

• Identify business challenges and deliver cost effective organizational solutions by partnering with the Chief Executive Officer and senior leaders.

• Develop performance management and retention programs, design competitive and cost effective benefit plans, and create human resource policies that are responsive to the needs of management and employees.

• Lead human capital integration strategies associated with mergers and acquisitions, ensuring that cultural differences are addressed and that key resources are retained.

Human resources professional with over 20 years of expertise in the areas of  employee and labor relations, training and development, performance management, compensation and benefits, workplace safety and security, recruitment, selection and beginning employment, policies and procedures, legal compliance, etc.  Committed to constructive cost containment and company wide quality improvement with a firm focus on organizational goals and Return on Net Assets (RONA).  Strong commitment to assisting other members of the management team in solving “people” problems and to the improvement of the quality of life within the workplace for all employees.  Proactive approach to HRM with a highly personable, tactful and diplomatic style.  Excellent communications and presentation skills.  Contributes to decision making affecting corporate strategy. Negotiates conflict and maintains constructive working relationships with people at all levels of an organization (both inside and outside the company). Passionate about human resources management.

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.

Human Resources professional with over 15 years experience and a broad background in compensation, performance management programs, benefits and HRIS systems.

• Recognized for results oriented abilities, organizational, problem-solving, communication and project management skills.

• Development, implementation and communication of competitive compensation and benefits programs that supports the attraction, retention and motivation of workforce.

• Demonstrated ability in driving and executing program communication and implementation.

• Hands on experience in rapidly changing environment including integration of programs due to mergers/acquisitions.

• Experienced operational and strategic leader who encourages and supports employee education and communication.

Patrick Kelly

Human Resources Executive with 20+ years of experience in biotechnology, energy, and computers & peripherals companies along with public and academic sector experience.  Collaborative leader with strong business acumen and proven capability to deliver results.  Exposure to all core functions within the HR discipline including performance measurement and rewards, team building and labor relations.  Has had a high level of interaction with line operations on a global scale.

• Additional areas of expertise:

• Organization Design and Development

• Talent Management

• Leadership Development

• Change Management

Senior human resource executive with broad corporate and operating unit experience who has demonstrated success in creating and implementing comprehensive human resource strategies that align with and support the priorities of the business. Has worked in manufacturing, technology and service organizations and led multi-site HR initiatives throughout the U.S., Europe and the Far East.

Previous responsibilities have included workforce planning and talent management, organizational change and effectiveness initiatives, and M&A due diligence and integration.  Has also worked closely with leadership teams and Board Committees on matters such as executive compensation, succession planning and Sarbanes-Oxley compliance.

Barbara S. Newton

A results-driven professional with over fifteen years of progressive experience in human resources management, with particular strengths in integrating human capital capability to business strategy, with a  record of delivering programs that attract and retain key talent, measure and reward performance and identify and develop the competencies for continued success

• Organizational Design & Development    
• Manpower Planning & Staffing

• Compensation – Pay for Performance
• Performance Management
• Culture & Change Management  
• Employee Relations
• Benefit Selection & Administration
• Acquisitions & Merger

Janet Perry

A highly energetic Human Resources professional with extensive experience in Employment, Employee Relations, Training, Benefits, and Compensation.  Strengths include:

• Demonstrated ability to drive all hiring initiatives including recruitment / interviewing / selection process to meet intensive staffing requirements in all areas and at all levels of business. 

• Exceptional skills in counseling employees, writing policies and procedures, screening applicants, and conflict resolution.

• Strong foundation in benefits analysis, design and administration. 

• Self-motivation and decisiveness with a keen sense of the bottom line and a clear record of profitability. 

• Productive alliances with management to provide meaningful and timely information and assistance in resolving employee issues. 

• Implementation of competitive compensation and benefits programs that reinforce the company’s ability to attract, retain, and motivate a quality workforce.

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.