Angela Conklin's Email Addresses & Phone Numbers

Senior Vice President Human Resources @ Vyve Broadband Greater New York City AreaHR Generalist, Director @ UBS Generalist for Equities, Sales, Trading and Operations From January 1998 to May 1999 (1 year 5 months) Human Resources Manager @ Duracell Generalist for New Products and Technology Division and HR Manager for Waterbury manufacturing plant. From February 1996 to...

Senior Vice President Human Resources @ Vyve Broadband Greater New York City AreaHR Generalist, Director @ UBS Generalist for Equities, Sales, Trading and Operations From January 1998 to May 1999 (1 year 5 months) Human Resources Manager @ Duracell Generalist for New Products and Technology Division and HR Manager for Waterbury manufacturing plant. From February 1996 to December 1997 (1 year 11 months) Vice President of Human Resources @ Melissa & Doug Report to Co-CEO’s and manage staff of 4 professionals responsible for 600 global employees. The company has experienced 26 years of double digit revenue growth. Partner directly with Berkshire Partners Investors on HR and Benefits topics. •Manage high volume global sourcing and recruiting function. Developed diversity recruiting program. Increased headcount including direct reports to CEO’s. Implemented a proactive talent recruiting plan by using a multi-source approach and social media. •Led recommendation to open NYC office. Managed opening and staffing of office with 20 bi-lingual sales professionals in 30 days. •Provide counsel and guidance as it relates to employee relations, performance management, and change management for multiple global sites. •Manage employee benefits programs. Reduced benefits costs for company and employees by 6%. Negotiated program and pricing with new provider. Added benefits offering to include life insurance, long term disability and employee wellness. •Led HR System RFP to reduce costs and improve productivity. System includes Payroll, Time & Attendance, and Applicant Tracking. Negotiated pricing and made vendor recommendation to CEO’s; currently leading rollout. From May 2012 to July 2014 (2 years 3 months) Wilton, CTVice President of Human Resources & Training @ Indeed.com Business partner to Co-CEO’s and Leadership team. Managed staff of 14 professionals responsible for 500 global employees in 6 global locations. Partnered with Union Square Ventures on HR related topics. Responsible for global employee relations. •Created and managed high volume global sourcing and recruiting function. Hired 150 people in one year. •Researched, launched, and staffed new European location in Dublin, Ireland. •Significantly reduced benefits costs for company and employees by moving to self funded benefits model. Improved employee offerings and experience by move to a new provider. Developed international employee benefits program for employees outside the US. Managed RFP and rollout of matched 401(k) program. •Led HR System RFP including Payroll, Time & Attendance, and Applicant Tracking for global employee population. Made vendor recommendation of Workday and led implementation team. •Managed training and development function. Launched the following programs: Sales On-boarding, New Employee On-boarding, Sales Fundamentals, Sales Leadership, Customer Service, and Supervisor Development. •Created monthly management dashboard and reporting to CEO’s.•Led in-depth compensation analysis for sales and operations functions globally. From 2011 to 2012 (1 year) Stamford, ConnecticutVice President, Human Resources Media Sales @ Time Warner Cable Business partner to President and Leadership team of Media Sales division. Managed 15 professionals responsible for 1600 employees in 98 locations. Focus on business transformation to achieve $1B in sales. •Responsible for employee relations, talent management, organization design, training, change management, compensation, sales compensation, and recruiting. •Improved business performance, increased employee engagement, and retention by creating a talent management strategy based on business goals. •Designed and implemented the following: talent review and succession planning process, goal setting process, skills assessment and development planning strategy, talent profiles, career paths, competency models and assessment tools, talent identification and retention strategy for key talent and key positions, one-on-one leadership coaching sessions as well as 360 degree leadership assessments and training. •Led high volume recruiting function focused on filling vacant roles and building a talent pipeline based on business needs and skills gaps identified in talent planning. Implemented sales selection and testing process. •Led training function and performed needs and learning assessment to determine skills gaps. Built regional training plans to improve individual and regional performance. Created the following programs: Leadership Development, Sales Skills, Sales On-boarding, Product, Operations and Marketing skills.•Enhanced organizational performance through organizational design, alignment, accountability and process improvement. Implemented change management programs. Designed and implemented the following: Media Vision, Mission and Values, Sales Force Transformation, and Pay for Performance compensation plans. •Optimized organization structure, job functions and roles to support business needs. Created a talent pool and career path to increase pipeline of ready now talent with critical skills. From May 2009 to September 2011 (2 years 5 months) New York, NYPartner @ HR Consulting Provide HR solutions for HR professionals, business leaders and individuals in career and job transition. Projects include: career transition coaching, workforce planning, leadership development, performance management diversity training & mentor program, employee relations, payroll/benefits cost analysis and outsourcing, policy handbook revision, performance management process, talent management, outplacement counseling, and senior executive meeting facilitation. From August 2008 to May 2009 (10 months) Director Human Resources @ BlackRock Business partner to Vice Chairman. Managed staff of nine professionals responsible for 2400 global employees. Employees located in 7 countries and 6 US locations. •Created and managed Relationship Manager Team to support global, multi-site, BlackRock Solutions (BRS) client. Managed employee relations globally. •Increased candidate flow, reduced time to hire and created annual projected hiring plans by developing a global recruitment strategy to support substantial business growth which led to improving the acceptance and retention rate of candidates by addressing compensation, title and on-boarding issues. Managed key executive searches as well as high volume staffing for division Analyst and Intern programs. •Mitigated business risk and lowered turnover by improving employee engagement and productivity through the development of a business aligned Talent Management strategy. •Clarified organization structure, upgraded talent in key positions and lowered headcount costs by developing and implementing an integration plan for post global merger needs. •Improved pay for performance compensation differentiation by creating performance and compensation metrics leading to rewarding and better communication to high performers. Developed monthly management report to advise managers on recruiting, retention, and HR costs. From April 2007 to August 2008 (1 year 5 months) Greater New York City AreaVice President, Human Resources @ AXA Equitable Direct business partner to Global Vice Chairman and 12 Executive Management Committee Members. Managed staff of six professionals responsible for up to 3200 employees. Responsible for employee relations. •Designed and managed a Relationship Management (RM) function to support multi-site clients. Supported a high growth, $31B gross revenue, life and annuity sales organization, and a $2.5B gross revenue, asset manager. •Reduced time to hire, improved acceptance and retention of new hires by addressing compensation, and on-boarding issues. Successfully managed high volume recruiting for staff and executive level positions.•Identified and addressed talent and skills gaps by designing an organization wide Succession Management, Talent Review process. Facilitated monthly Talent discussion for Executive Committee. •Achieved goal of retaining critical talent for a 10,000 employee global merger by developing an assessment and integration process including organization design, change management and culture integration. •Improved employee retention and engagement, time to hire, and resolved organization design challenges by performing organizational assessment for business divisions. •Participated as key team member in the development and implementation of a performance management process, performance competencies and goals setting process. •Improved sales performance and ability to assess talent by developing a customer-focused commissioned compensation plan as well as an accelerated performance improvement standards plan. •Ensured executives were compensated based on market and performance by managing an annual executive compensation process for client groups. From October 2002 to April 2007 (4 years 7 months) Greater New York City AreaDirector Human Resources @ Reader's Digest Director of Human Resources (2001-2002)Responsible for staff of fifteen (15) professionals. Developed strategy, structure, and launched an HR service center. Identified and implemented costs savings of $750,000 in benefits and HR administration. Associate Director, Human Resources (1999-2001) (450 employees located globally)Reported to VP Human Resources and CIO. Performed all HR duties for multi-site, Global Technology & Facilities client. As a key team member, assisted in creating corporate culture change strategy and tools, including: Leadership Development, Talent Review, Succession Planning, Employee Survey and Employee Recognition. From November 1999 to October 2002 (3 years) Greater New York City Area