DIANE EVANS

ADAPT Community Network, formerly United Cerebral Palsy of New York City, is the leading human service not-for-profit and a pioneer in providing innovative programs and services for people with disabilities.

• Provided leadership twenty person HR team to reorganize and streamline processes/procedures, policy development and all people operations.
• Participated in contract negotiations with all labor unions and ensure Agency compliance with Collective Bargaining Agreements (CBA) 1199, DC37 & LOC 888
• Provided HR guidance, leadership and partnership on human capital strategies, special projects, HR analytics & reporting, talent reviews, training, change management, and organizational design.
• Educated management on successful policy implementation and enforcement actions to prevent employee legal issues.
• Coordinated activities of human resources team, distributing resources and personnel effectively across organization to meet HR needs.
• Streamlined HR processes for increased efficiency by automating manual tasks and adopting advanced software solutions.
• Increased employee engagement with regular communication and feedback channels, promoting transparency and collaboration across departments.
• Managed complex labor relations issues by collaborating with legal counsel, mitigating risk and maintaining positive working relationships.
• Created wellness programs that addressed both physical and mental well-being, leading to healthier workforce overall.
• Collaborated with executive leadership to align human resources strategy with overall business objectives, driving improved organizational performance.
• Managed successful integration of acquired companies into existing HR structures, minimizing disruption during periods of rapid growth or change.
• Evaluated and selected HR technology solutions that improved efficiency, user experience, and data-driven decision making within department.
• Mentored and developed HR professionals on team, creating a pipeline of future leaders for organization.

• Responsible for developing HR strategies, processes and programs aligned with company's business plans and objectives, with strong focus on execution
• Hands-on leader involved in day-to-day execution
• Drove key HR initiatives in such areas as performance management, compensation planning, organizational development, employee resolution and policy design and implementation
• Reported to EVP, General Counsel, supporting employee population of over 600 employees
• Developed, interpreted and implemented HR policies, practices and procedures for managers, teams and individual employees that further strategic vision of business;
• Managed Company health and welfare plans, implementation and day to day management;
• Partnered with and coached senior leadership at various levels and advance strategy ensuring performance management initiatives are met, anticipated needs and proactively recommended solutions;
• Managed and delivered on all things related to onboarding and orientation, immigration matters, learning and development, and employee engagement initiatives;
• Managed sourcing team to meet hiring goals, while partnering with marketing team who was responsible for integrating recruitment messaging and advertising into Communications strategy (i.e. ERP, social media etc.);
• Responded to all levels of employee relations issues partnering with legal counsel to project manage and resolve issues;
• Analyzed data and metrics that account for staff turnover, tenure, hiring data and decision making;
• Helped identify training needs to build into training program for new hires and existing employees; and
• Managed HR team consisting of HR Manager, HR Coordinator, and three recruiters
• Identified opportunities to improve business process flows and overall departmental productivity
• Key results: developed Mentor Program for newly acquired employees, streamlined compensation plans for 75+ employees, FLSA audit to get company in compliance

• Responsible for planning and directing all aspects of JGO's human resources function, in collaboration with internal stakeholders, ensuring adherence to labor laws, regulations, and HR corporate policies and procedures
• Reported to COO and managing staff of two, executed comprehensive strategies, initiatives, action plans and processes to improve critical organizational performance in areas of employee engagement
• Manifested culture where employees trusted HR and proactively engaged HR to solve workplace issues
• Maintained and update human resources policies, procedures, processes, and guidelines; communicate and modeled organization's mission, vision and values in clear manner, and provided guidance in interpretations of such policies
• Served as trusted advisor to senior leadership, providing guidance, constructive feedback, and consulting on effective leadership and building teams in service of business
• Consulted on all aspects of talent management, organization design, role design, workforce planning, leadership development and employee engagement
• Created, developed, and implemented formal performance management/goal driven program and compensation review programs; ensured timeliness, consistency and distinction of performance ratings and standards
• Worked closely with division heads and hiring managers to establish and forecast people needs, establish staffing strategies and priorities, and manage related changes
• Met regularly with senior leadership to gain insights and review department strategies, goals and performance in order to provide recommendations and support
• Supported executive team to review compensation across organization to ensure equitable pay practices and manage annual salary reporting requirements in accordance with federal and state requirements Coach supervisors on appropriate management actions
• Management and development of employees/Leadership Development/Employee Relations
• Managed recruiting experience, including pre-employment screening and on-boarding
• Assisted in company reorganization efforts
• Conducted annual Harassment Training in 10 locations
• Managed integrated HRIS platform (ADP WorkForce Now)
• Benefits Administration/Plan Design health & welfare benefits/Managed company retirement plans
• Employment la compliance - US federal and state/Canadian national and provincial
• Identified opportunities to improve business process flows and overall departmental productivity
• Mitigated financial discrepancies by efficiently managing budget and payroll operations
• Key Results ; Developed HR function for growing organization that moved headquarters to NYC, On-boarded and assimilated staff from various acquisitions, Drove key HR Initiatives to assist COO with company culture development, Developed, implemented and delivered company-wide management & harassment training programs, Implemented multiple modules with HRIS system to automate & streamline HR procedures including recruitment, Time, Performance and Analytics

• Report to CEO & SVP General Counsel in NY, Global HR Director in UK
• HR lead for divestiture/shut-down process of multiple print titles including WARN notification for multiple locations
• Direct all HR activity for RBI-UK staff in US
• Strong emphasis on Employee relations and legal compliance issues
• Key results : Managed WARN notification for 500+ employees to include separation agreement preparation and delivery, managed FLSA audit in conjunction with parent company outside legal for 1000+ positions

• Spun off from Advanstar Communications in May 2005 $100 million B2B media, Based in NYC location with HR 5 key locations, partnered with executive team members and top management on all HR strategies & initiatives to include; organizational development, talent management, training & development, compensation planning & development, policy development, benefits administration, retention & recognition, performance management, employee relations and legal counsel
• Selected by CEO to sit on executive team and head up HR function of this newly created company Partner with executive team members and top management on all HR strategies & initiatives to include; organizational development, talent management, training & development, compensation planning & development, policy development, benefits administration, retention & recognition, performance management, employee relations and legal counsel
• Responsible for integration of all acquisition properties
• Directed and controlled various benefit programs, including 401K, medical, dental and vision packages
• Managed multi-office HR & facilities related staff
• Responsible for office relocations at all sites - space selection, lease negotiations, vendor selection for constructing new space
• Fostered teamwork/open-door environment conducive to positive dialogue across organization
• Developed, implemented and delivered company-wide management training program
• Introduced company's first formal web-based performance review program, creating flexible and well-received tool that was part of corporate set of initiatives put in place to drive performance
• Implemented succession planning initiative to cultivate and develop key talent
• Helped transform sales talent toward digital implementing sales training to sell across multiple platforms
• Devised hiring and recruitment policies for 400-employee company
• Key Results ; Played key role in ensuring successful launch of Questex after splitting from Advanstar Communications, Transitioned 400+ employees to newly created organization mirroring Advanstar's existing systems, benefits plans, payroll and procedures then one by one replacing with new ones, Structured and implemented programs and policies in areas of training, compensation structures, benefits packages, incentives and talent management

• Hired to develop and grow HR function and drive HR initiatives in expanding NY headquarters office, which housed most of corporate management team, as well as outlying east coast satellite offices
• Partnered with senior management in organization development, acquisition research and integration, organizational development, talent management, training & development, compensation planning & development, policy development, retention & recognition, performance management, employee relations and legal counsel reported to VP-Human Resources and then EVP- Corporate Counsel Key Results:
• During first two years in position, helped company grow from $188 million to close to $400 million in revenue through acquisition activity and integration
• Recruited for and hired EVP for Advanstar Healthcare Medical Economics division, largest business within Advanstar, over $100 million in annual revenue - via networking and personal contacts effectively saving company large recruitment costs
• Directed build-out project for NY corporate headquarters office - complete project management, contracted vendors and hired a corporate Facilities Director to be lead post-construction
• Grew HR & Administration staff to 15 at peak of organizations success
• Implemented Manager's Roundtable monthly discussions to foster communication among teams and share ideas for revenue generation