Jenn Capezzuto

Provide coaching and leadership support to management on topics such as performance management, succession planning, workforce planning and people management. Support the design and implementation of talent management initiatives including succession planning, talent identification and organizational effectiveness including organizational restructuring when needed. Assist management with having difficult performance discussions and support performance improvement plans and subsequent disciplinary actions as needed. Support management to ensure that the right people are in the right roles in order to support the company’s strategic business plan and mission. Partner closely with the management team to analyze employee engagement metrics and obtain the pulse of the work environment. Provide consultative support to the management team on engagement initiatives and appropriate communicates. Conduct new manager assimilations and upward feedback sessions for managers to ensure solid employee engagement and leadership development. Facilitate performance management calibration sessions with client groups to ensure appropriate placement and development of high potential talent and identification of low performing employees. Work closely with the client group business to ensure understanding of all people initiatives and to drive the business forward. Partner with Total Rewards to conduct compensation comparisons and job evaluations. Consult with management teams with regards to recommendations for promotions and salary adjustments. Partner with management team and employee relations to conduct fair and thorough employee investigations and work through the disciplinary process when needed.

Support approximately 400 exempt and non-exempt employees including senior management. Serve as HR Business Partner to the Rail Control Solutions Management Team. Consult with management in the areas of turnover reduction, staff promotions and retention, compensation, performance management and staffing. Consistently challenge the status quo by serving as a positive change agent and holding open and transparent communications. Assist management with talent and performance management cycles including counseling managers on organizational development and effectiveness of their teams. Implemented and facilitated “lunch and learn sessions” for people managers in order to continuously develop their skills. Successfully led several HR projects from beginning to end including blue collar pay for performance, creation and implementation of an employee handbook and pre-employment behavioral testing for blue collars. Assist management with identifying and addressing performance and behavioral issues. Facilitate regular performance “roundtables” to ensure high potential candidates are identified and properly developed and challenged. Act as a counselor and coach in employee relations issues to both managers and employees to ensure issues are resolved. Conduct internal investigations and make recommendations to executive team as appropriate. Conduct exit interviews and track feedback and trends to provide continuous feedback to leadership regarding emerging trends or patterns with the functional groups. Assist management with manpower planning and staffing including recruitment, behavioral interview, compensation recommendations and new hire development.

Designed and implemented curriculum and training manual for a ten-week, blended learning, management development program. Coordinated and evaluated on-boarding plans for over 40 new managers in training. Mentored, coached and supported store general managers on employee relations issues, new hire training and staff development. Partnered with operations to design and implement regional training locations; successfully opened GetGo’s first two regional training centers. Partnered with colleagues to design and implement a two-week management training academy. Contributed with design, facilitation and evaluation of an internal train the trainer course for hourly team members. Facilitated training classes, obtained and tracked feedback from training sessions and utilized feedback to make recommendations for change. Supported operations with creating and implementing developmental action plans based on talent assessment results for management and hourly team members in stores.

Collected and analyzed HR focused data including employee headcount, turnover and employee activity using ADP’s Reportsmith to report metrics. Coordinated benefits and leave administration for corporate employees. Handled recruiting activity for exempt area managers including placement and creation of ads. Completed new hire paperwork, including background checks, for hourly staff members. Processed payroll for full-time staff.

Facilitated leadership and retail training programs to exempt and non-exempt store employees. Assisted in design and development of specialized departmental training programs. Coordinated retail orientation and training sessions for 20 corporate stores, observed sessions to ensure consistency and coached store level facilitators to improve skills. Managed recruiting activity for corporate stores including design of ads, collaborating with employment agencies and coordinating job fairs with local community colleges, high schools and unemployment agencies. Assisted with the supervision of nine store level human resource coordinators by directing workflow and serving as main point of contact.

Shop n’ Save (retail supermarkets; Successfully performed the following functions for over 400 employees in three corporately owned supermarkets: Acted as a liaison between corporate human resources and store employees to ensure understanding and compliance of policies and procedures. Handled all recruiting, on-boarding and developmental planning for three corporately owned supermarkets. Served as employee relations representative by conducting progressive discipline when appropriate, performing confidential investigations and terminating employees when needed. Coordinated benefits administration, including Family Medical Leave, for non-exempt employees . Maintained Kronos time and attendance system. Facilitated orientation and team-building training to non-exempt employees. Assisted with designing and implementing specialized training programs for corporate stores.