Maxwell Rosen

· Responsible for designing, consulting on, and selling one of Revelare’s kitchen remodeling solutions: ranging from re-conditioning full kitchen to replacements. Typical projects range between $15,000 and $40,000.

· #1 in Sales within three months at the company, averaging over $100,000 in sales per month

· Responsible for consulting/supporting managers and employees of all levels on all aspects of short and long-term relocations to the US and Canada, including cost planning, immigration and tax guidance, and conflict resolution.

· Consulted executives, managers, and employees on immigration, tax, and other compliance matters – in accordance with ever-changing regulations, laws, and norms.

· Proactively managed all aspects of international relocations, including complex immigration and tax related matters.

· Managed various escalations relating to immigration and tax issues, often very difficult conversations around loss of work authorizations, etc.

· Responsible for management of intensive reporting and compliance-related topics to mitigate risk for SAP.

· Interfaced with almost all areas of HR and the business on a day-to-day basis.

· Evaluated and maintained thresholds for tax related issues arising from international travel through reporting and subsequent consultations.

· Partnered with SAP Account Executives and HR Executives on large sales opportunities, including industry-leading Fortune 500 companies

· Developed strategy, presentation materials, and helped align HR Executives and Sales Account Executives on various best-practice HR thought leadership topics

· Increased rate of successful closes, and therefore revenue, through a coordinated approach of HR though-leadership and sales principles – as well as improving customer service as measured through feedback

One of only two US-based recent HR graduates identified as high-potential and selected for an Executive-Level rotational program in Human Resources; rotations in: HR for HCM Sales, Total Rewards, COO, and the HR Business Partner organizations:

· Total Rewards: Responsible for second phase of converting targeted Sales executives from short to long-term incentives; Analyzed Sales and Presales Academy graduates compensation and progression, identifying areas for improvement; created communications; Led benchmarking analysis of new hires/recent graduates against tech industry; Created compensation simulations to be presented to various executives.

· HR COO/Executive Communications: Developed topic briefings and future-focused thought leadership content to inform CHRO communications; Designed and implemented comprehensive social media communications plan for CHRO); Contributed to research, content creation, and scripting for externally-facing CHRO Video Blog series

· HR Business Partner (HRBP): Performed and/or shadowed various HRBP topics: compensation recommendations, span of control and gap analyses, employee relations topics, internal equity analyses, new leader assimilations, headcount forecasting; Facilitated team meetings; Provided thought leadership on best practice succession management and workforce planning/talent strategy; Facilitated/collected feedback on LEAP focus group sessions.

· Supported talent management with a focus on continuous performance management; Supported the topic of Succession Management including executive-level succession preparation, representing subject on team calls, researching trends; Represented the function in HRBP workgroup tasked with improving protocols for instances of poor performance; built and consulted on succession management tool in SuccessFactors; Developed and edited HR job aids; Represented talent management in competency management redesign in partnership with EY; reported on SuccessFactors User Adoption Survey results with accompanying improvement recommendations