Stacy Brusa

Leading HR function for approximately 2000 employees in US, Canada, and Mexico; Created/hired new positions including Benefits Manager, Operations Manager, and 4 HR Business Partner Generalists. Implementing enhanced service delivery capabilities, including providing strategic advisory and coaching support to leaders regarding performance, talent, compliance and client culture presentations. Global lead for enterprise Performance Management and talent initiatives including job architecture redesign for HR, leadership training and graduate training program design using internal AI capabilities and tech industry best practices/tools.

Built the HR Business partner model and led recruitment and employee engagement for rapidly growing reinsurance start up funded by private equity firm The Carlyle Group. Reengineered processes including enhanced onboarding, recruitment, and manager self-service. Created a business partner engagement model to assist and coach leaders in organizational design, talent development, and performance coaching. Partnered with HR CoE’s to simplify and upgrade outdated policies including parental leave, short-term disability and company holiday schedules.

Strategic HRBP for Enterprise Operations and Services group, including the Enterprise Contact Center and other key operational units, with 700+ employees. Led HR activities for new target operating model including competency model work and change management. Implemented contact center retention and engagement strategies. Developed and implemented Team Leader Essentials training for all front-line leaders and created pipeline program for HiPo individual contributors for future Team Leader roles.

Lead HR business partner providing employee relations, performance management, and leadership development guidance to numerous business clients throughout the organization. Primary HR partner for IT and IoT implementing talent strategies, third-party managed services, target operating model organizational structures and roles, training and development, and engagement plans. Prior to global assignment, was Talent Acquisition Lead for HSB with focus on diversity and inclusion recruiting, social media strategies, university and college relations, and employee value proposition. Also serve as regional strategy lead for various cross-company initiatives. Certified in Korn Ferry VOICES 360 Leadership Architect

Global assignment with parent company of Hartford Steam Boiler. Responsible for developing and implementing Global Talent Management strategies and programs including talent/leadership development, performance management, and succession planning. Program lead and co-creator of Continuous Conversations, Munich Re's global, innovative approach to continuous feedback and development for 12,000 employees worldwide.

MassMutual Retirement Services Systems Implemented a Resource Management model within Portfolio Delivery for 80+ Program/Project Managers and Project Technicians. Developed and introduced recruitment and management tools that created consistent, industry-standard best practices including interview guides, scorecards, and new job descriptions. Managed a team of 22 Project Technicians responsible for the administrative support of multi-million dollar projects/programs, including a fluctuating staff of contractors. Responsible for tactical resource planning based on the portfolio decisions from the strategy and planning function within the organization.

Talent/performance management and development oversight for Aetna Information Services (AIS) Application Development organization of 600+ full-time employees. Managed team of Professional Development Managers responsible for providing career development, performance management, training, compensation, resource deployment, staffing, and employee retention. Coordinated organizational change management activities, skills development strategies, and succession planning. Partnered with Sr. IT leadership to deliver resource capabilities to meet IT demands.

Managed 60+ employees' performance, talent, development, training, and succession for large IT application organization.

Program Director for IT Emerging Leadership Development Program (ELDP) and Regional Leadership Forum (RLF). Member of IT Strategic Workforce Management group.

Responsible for early career talent management programs, MBA recruiting, global talent brokering, and organizational change management activities

Projects include business process redesign, product development, image and workflow, HR strategies

Managed high-volume Defined Contribution Plan Administration group