Silvija Jakubowski

• Identified and prospected potential clients in need of HR and compensation services, establishing and maintaining strong relationships.
• Conducted thorough needs assessments to understand client requirements, developing and presenting customized proposals.
• Effectively presented and demonstrated HR and compensation services to clients, negotiating and closing sales deals to achieve and exceed revenue targets.
• Worked closely with HR consulting team to develop and refine sales strategies, marketing materials, and pricing models.
• Stayed updated on industry trends, best practices, and competitors' offerings, attending conferences, trade shows, and networking events to generate leads and expand client base.
• Worked with marketing team to develop and execute campaigns and initiatives aimed at generating leads and increasing brand awareness.
• Continuously sought opportunities for upselling and cross-selling additional services to existing clients.
• Implemented data-driven decision-making processes to optimize resource allocation and maximize profitability
• Delivered consistent revenue growth by monitoring market trends and adjusting sales strategies accordingly
• Enhanced customer satisfaction with proactive communication and relationship-building initiatives
• Collaborated with cross-functional teams to identify new business opportunities and drive growth initiatives

• Led and managed Human Resource function of Easter Seals' national office, providing consultation and training to affiliates nationwide.
• Partnered with key employees to drive engagement, morale, and performance amid significant organizational change.
• Established and implemented corporate human capital plans, including employee relations, talent acquisition, succession planning, workforce planning, compensation, and benefits.
• Collaborated with department heads to execute restructuring plans, aligning human capital with long-term goals.
• Delivered over $600K in cost savings by leading pension plan subcommittee through vendor evaluation and RFP process.
• Coached senior leaders on leadership behaviors, communication, development, and performance management.
• Integrated diversity and inclusion strategies into business plans.
• Overhauled performance management system, linking outcomes to succession planning and development.
• Instituted formal performance management process, building accountability at all levels.
• Reduced benefit costs by 14% through plan and tier changes.
• Established efficient onboarding processes to acclimate new hires quickly and effectively into organization's culture
• Improved retention rates by implementing targeted employee engagement programs and benefits enhancements
• Developed custom reporting metrics to track progress against company-wide human capital goals
• Fostered strong partnerships between HR teams and department leaders, enhancing cross-functional collaboration
• Implemented talent management strategies to support succession planning and career development
• Optimized talent acquisition strategies through data-driven analysis of hiring trends and candidate profiles
• Led change management initiatives during periods of organizational restructuring or transformation
• Designed performance management systems for objective assessments and effective feedback delivery
• Enhanced employee engagement by implementing strategic initiatives and communication plans
• Conducted thorough compensation analyses to maintain market competitiveness and internal equity
• Spearheaded diversity and inclusion initiatives, fostering more inclusive workplace culture

• Maintained "open door" policy to encourage employee communications and resolution of issues.
• Managed onboarding process, providing new hires with necessary tools for success from day one.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
• Directed hiring and onboarding programs for new employees
• Collaborated with stakeholders across organization to maintain proper flow of communication and execution of planned initiatives and projects
• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission
• Conducted company-wide town hall meetings to convey updates

· Led improvement initiatives while managing day-to-day operations in a high-growth environment.

· Developed and implemented HR policies, programs, and services.

· Consulted with senior leaders to build workforce strategies.

· Improved benefit design strategies, resulting in cost savings and improved satisfaction.

· Integrated acquisitions into the company culture with minimal disruption.

· Led initiatives including engagement surveys, new compensation programs, and training assessments.

• Re-engineered HR department, creating stable and productive work environment.
• Managed team of four, supporting 350 employees across 60 locations.
• Improved processes in payroll, performance management, and benefit administration.
• Designed and administered employee benefit programs.
• Conducted HR due diligence for acquisitions and negotiated union contracts.
• Implemented automated performance management and compensation system.
• Organized company-sponsored events and activities.
• Maintained human resources regulatory compliance with local, state and federal laws
• Developed succession plans and promotion paths for staff