AnnMarie Goldsman

• Provides ongoing coaching and guidance to the Zuckerman Institute’s Wellness Center and the Institute of Comparative Medicine (ICM) and serve as their client manager. Proactively conducts job analysis to sustain and retain a viable workforce within ICM to prevent turnover.
• Skilled in coaching managers on salary transparency and recruitment best practices to recommend grade levels and titles consistent with organizational standards.
• Created and execute a comprehensive recruitment cycle to tailor the needs of departments and labs.
• Successfully developed and implemented a New Employee Orientation framework and presentation materials for the following employment categories: Non-Union Support Staff, Officer of Administration and Officer of Researcher.
• Provides mentorship and feedback to one Officer of Administration staff.
• Confidentiality conducts intake for leave of absence for employees. Established ongoing trust and and guidance while relaying communication between employees and their managers during leave.

• Build and maintain strong relationships with key stakeholders to carryout vision and goals of the organization.
• Implemented successful continuous feedback process with a 30-60-90 day check in and touch points through the first year. Provides coaching and guidance throughout the employees onboarding journey.
• Launched the payroll time and attendance system, Time Labor and Absence Management (TLAM). Serves as the Department Time Administrator for the Zuckerman Institute and provides training to all employment categories. Adept at overseeing compliance and regulations.
• Manages year end eComp process and create compensation metrics to ensure compliance of Fair Labor Standards Act (FLSA).
• Leverages data to identify issues or areas for improvement in compensation, diversity, employee engagement, training and development and turnover.
• Manages HR business office operations such as expense reimbursements, supplies, overseeing the procurement process and hiring vendor and coaches.
• Effectively create a standard operating procedure for Casual hiring to ensure smooth timely hiring transaction.
• Manages HR operations to maintain and update organization charts and job descriptions in alignment with labor laws and university guidelines.

• Successfully developed a strong relationship with the Senior Director(s) of the organization and assists in hiring administrative staff; oversee operational activities.
• Instrumental in supporting the faculty recruitment process by organizing a complex, interdisciplinary schedule of meetings and presentations for faculty recruits.
• Scheduled employee and staff meetings; maintain calendars, including HR general calendar of events. Create agendas, present current HR information for training purposes.
• Oversees office business operations for the HR department. Creates a partnership with facilities and IT to make recommendations to enhance employee experience.
• Coordinate with internal communications to create announcements for HR events.
• Coordinate Salesforce ticket management triage system.

• Conducted onboarding meetings, initiate new hires in PeopleSoft HRIS system and maintaining data integrity.
• Effectively interpreted University policies and procedures to managers and employees with a strong understanding of the 2110 collective bargaining agreement.
• Accurately prepares and issues salary planning rosters and organizational charts to over 40 department heads in preparation for upgrades, bonuses, promotions, merit increases and departmental reorganization.
• Streamlined HR processes by implementing DocuSign to distribute new employee documents.
• Served as the Departmental Administrator for Time and Labor Absence Management module.
• Administered weekly, off-cycle and semi-monthly payroll and distribution of live checks.

Formerly Known as Episcopal Social Services
• Conduct full cycle recruitment, utilized HRIS system (HRB) to investigate former employees applying for open positions.
• Accurately composed new hire paperwork, offer letters, and rejection letters to potential candidates.
• Ensured applicants complete documents accurately.
• Proudly represented the company at job fairs providing information about vacancies.

• Worked closely with 2 Assistant Directors and 5 HR Generalists in a fast paced environment.
• Utilized their HRIS system (ADP) to enter new hire information and other status change forms.
• Supported the HR Generalist with facilitating the hiring process by conducting reference checks and background checks while adhering to OMH and OPWDD guidelines.
• Composed offer letters and rejection letters when necessary.
• Prepared orientation and supervisory training packets, as well as materials for job fairs and special projects.
• Used the LENS system to monitor the license status of current employees.
• Reconciled Benefits bills when needed and assisted with the preparation for benefits open enrollment.