L3 Technologies (Formerly, L-3 Communications, Defense Contractor)

HR Business Partner



May 2016 - Present


  • Partnering with business leaders, managers and employees to align HR strategy and business objectives

  • Liaison between management and staff regarding HR policies and best practices for division office; operating in a shared services model for human resources

  • Providing HR support and leadership to employees working onsite and remotely; including employees in business development, engineering, quality assurance, and operations (manufacturing)

  • Independently managing the full-cycle recruitment process for a variety of employee types; posted and filled twenty-five position in calendar year 2017 with reduction in time-to-fill and time-to-hire metrics

  • Strong working knowledge of OFCCP compliance, including EEO and AAP reporting requirements

  • Solely responsible for administering the New Hire Orientation, Onboarding, and Ethics training for the division; using continuous improvement techniques to increase effectiveness and participation

  • Designed, developed and implemented the exit survey process for the division

  • Completed nine HR policy reviews (2017); updates reflect process improvements and compliance with state, federal and international laws

  • Experience conducting employee relation investigations, climate reviews, and the progressive disciplinary process for union/nonunion populations

  • Building, managing and leveraging relationships with clients, vendors, and community organizations  

  • Managing internal and third-party vendor relationships and relevant contracts

  • Documented successes include an increased client portfolio (from 1 business area to 4 business areas)

  • Created (from concept to design) a change management module and a performance management training module for managers

  • Familiarity with Continuous Improvement models applied in Manufacturing and Quality Assurance environments (Lean, Six Sigma, and Kaizen)




Princeton University

HR Generalist



January 2011 - May 2016


  • Strategic HR business partner, change agent, and primary contact for managers and employees to address actual and potential HR issues primarily in the areas of performance management and employee relations

  • Performed generalist duties including processing leaves of absence, ongoing employee engagement, facilitating trainings and retreats, compensation reviews, promotions, terminations, entry and exit surveys

  • Relationship building among various client groups through day-to-day consultation and guidance on policies and best practices (including unionized populations)

  • Managed and coordinated a spectrum of human resources programs, services and functions with organizational-wide impact and measurable success, in a cross-collaborative environment

  • Sole administrator of the annual Summer Transfer Program (job program for unionized populations); increased employee and employer participation; enhanced program by integrating career coaching

  • Utilized project management principles as the sole administrative support for the University’s Fairness Review Process (alternative dispute resolution process for non-union employees)

  • Supported the creation of HR’s Diversity and Inclusion team, resulting from the President’s charge to increase D&I for the entire Princeton University community, including student and staff populations

  • Applied ADDIE model to enhance/classify existing resources, integrate D&I principles into existing processes, and the creation of departmental diversity committees

  • Responsible for onboarding and supervising HR assistants and mentoring summer interns as part of the corporate responsibility and partnership with HomeFront, Inc.

  • Created campus-wide summer internship opportunities for the local youth participating in the non-profit organization, HomeFront

  • Responsible for managing all phases of the full-cycle recruitment process at the Princeton Plasma Physics Laboratory; created and implemented sourcing strategies and directed the social media strategy

  • Supported the pilot and implementation of a new applicant tracking system (from PeopleAdmin to iCIMS); leveraging technology to improve both the user and candidate experience related to the hiring process

  • Coordinated and monitored compliance with Title VII and applicable EEOC/AA provisions (including Title IX) in collaboration with the Provost’s office and other academic cabinet members/offices as required

  • Worked closely with the AVP for Client Services and senior leadership on critical institutional goals and objectives, and annual performance reviews for members of the Client Services Team

  • Managed and coordinated HR communication

  • Promoted from HR Coordinator to HR Specialist, and again to the position of HR Generalist

  • Created and implemented sourcing strategies and directed the LinkedIn social media strategy for the Plasma Physics Laboratory

  • Supported the pilot and implementation of the applicant tracking system iCMS



UnitedHealth Group & New Jersey Dept. of Human Services

Public/Government Relations Specialist

NJ Dept. of Human Services: Worked closely with PR firm to build awareness of the state’s publically funded health insurance programs (NJ Medicaid and NJ FamilyCare/SCHIP). Developed and implemented communications materials, marketing and web campaigns featured across the tri-state area to support awareness and retention of eligible clients across the state of New Jersey. Responsible for direct assistance to families applying for publically funded health insurance programs, this included oversight of the vendors and investigations of customer fraud.  

UnitedHealth Group (AmeriChoice): Managed commission-based Medicaid and Medicare sales representatives across the state of New Jersey. Coordinated management of the AmeriChoice budget line to maintain expense reports and reimbursements. Engaged the community and all levels of government to influence public policy, and secure funding in support of the organization’s mission. Coordinated community events and meetings as part of the ever-changing outreach strategy, which included managing communications and support from regional partners and advocates.


UnitedHealth Group
June 2009 - July 2010

NJ Dept. of Human Services
June 2004 - June 2009