Courtney Curigliano

• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Organized and led staff orientation programs and training to promote collaboration.
• Motivated employees through special events, incentive programs, and constructive feedback.
• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
• Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management.
• Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset.
• Processed employee claims involving performance issues and harassment.
• Motivated employees through special events and incentive programs.
• Implemented performance reviews and motivational strategies to elevate HR team results.
• Maintained payroll and benefits for employees in various locations, minimizing financial discrepancies through detailed program management.
• Used technologically relevant digital systems to manage payroll and benefits programs.
• Evaluated employee onboarding programs and presented strategic improvement recommendations to upper management.
• Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Devised hiring and recruitment policies for [Number]-employee company.
• Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
• Instructed senior leaders on appropriate employee corrective steps.
• Structured compensation and benefits according to market conditions and budget demands.
• Distributed employee engagement surveys to identify areas of improvement.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Reduced process gaps while supervising employees to achieve optimal productivity.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
• Fostered positive work environment through comprehensive employee relations program.
• Identified and implemented appropriate strategies to increase employee satisfaction and retention.
• Created and implemented forward-thinking initiatives to improve employee engagement.
• Recruited top talent to maximize profitability.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.

Create, implement, and manage HR strategies, services, and programs to support the organization.

HR Leadership & Transformation: Built and a team of HR professionals in talent acquisition, benefits, payroll, compensation, training, HRIS, equity awards, and regulatory compliance. Heavy emphasis on leading Rice Energy through rapid HR technology transformation in order to improve processes and procedures to support the organization.

HRIS Technology: Successfully developed and implemented Workday, a fully integrated HRIS platform, with a 95% adoption rate in under one year. Instantly improved analysis and reporting, while streamlining daily HR functions including converting all paper processes to electronic.

HR Compliance: Responsible for assessing the HR function for a rapidly growing public company to identify all applicable regulatory requirements at the federal, state, and local levels. Subsequently, collaborated with executive management and business units to design policies, procedures, and processes to satisfy regulatory requirements as a proactive approach to complying with laws. Led the development and implementation of action plans for compliance with new standards and regulations.

Employee Relations: Introduced proactive employee relations practices throughout the organization to increase performance. Collaborated with other internal compliance functions to investigate misconduct complaints, interviewing, data review, and designing appropriate action plans in a disciplined approach that balances the employee needs as well as the company goals.

M&A Integration: Ensured strategic alignment of HR with new business objectives and minimized business interruptions through execution of workforce integration plans. Enabled business growth by assessing HR cultural compatibility and talent impacts.

Workforce Growth: Managed organizational growth of 420 new employees in under 3 years. Reduced recruitment agency spend by 75%.

Worked in partnership with HR Manager to fulfill a broad range of HR functions, including processing payroll, recruiting and training employees, overseeing benefits and disciplinary action, and managing electronic HR records for multiple locations.

HRIS Technology: Managed HR conversion from ADP to Paychex. System Administrator for HRIS. Created data analytics through report writing for the organization. Designed electronic performance and progressive disciplinary action system through IT Synergy.

Employee Relations: Introduced proactive employee relations and communications programs to resolve previous labor and management issues and restore the credibility and employee-centric focus of the HR organization.

Payroll & Benefits: Processed multi-state US payroll, including processing proper local, state, and federal tax. Worked with benefit vendors and employees to resolve benefit claims including medical, dental, vision, disability, and FMLA. Converted from fully-insured medical plan to self-insured medical plan.

Workforce Growth: Recruited for Territory Sales Managers throughout the United States and Canada as well as ramped up manufacturing positions in Pittsburgh, California, and Arizona. Growth rate included 153 full-time positions in 3 years as well as over 150+ temp positions during seasonal work. Responsibilities also included coordinating and facilitating new employee orientation.

International HR: Managed HR for global locations including India, Dubai, and Canada. Responsibilities included international payroll, benefits, and employee relations.

Promoted to manage HR & Inventory functions including recruitment, training & development, performance management, employment records, compliance audits, profit & loss statements, inventory control, employee and customer viewpoint, community involvement, coordinating and facilitating new employee training, innovation, and store budgeting/scheduling. Managed direct staff of 25 and location of 150. Designated HR & Inventory Manager trainer for tri-state area.