University:
- Seton Hall University, BS, Communication
- Monmouth University, MSEd, Counseling
Certifications:
- Society of Human Resources Management – Senior Certified Professional (SHRM-SCP)
- TTI Success Insights – DISC, Driving Forces, and EQ Certified
Eric has served as a member of the Red Clover team for over 5 years, taking on progressive responsibility, moving quickly through the ranks from Consultant to Senior Consultant, now serving as Director of Operations. As Director of Operations, Eric uses his 15+ years of people management experience to guide the team in effectively leveraging their communication styles and unique skill sets to best serve their assigned clients. Eric’s natural process orientation and preference for data-driven decision making is a natural fit in helping our clients scale their businesses while also driving the growth of Red Clover.
Before pivoting into HR consulting, Eric served as a University housing professional along the East Coast since 2005. He flexed his change management muscles throughout his career, often taking on projects that required critical thinking to turn failure into success. His ability to approach problems from all angles is how he helps CEOs, COOs and founders scale their businesses and overcome the obstacles that come with rapid scale. During his tenure in higher education, Eric supervised teams of all sizes and skill levels, which has equipped him with the ability to serve as an empathetic but decisive people leader. He holds teams accountable while also motivating and encouraging them in their ongoing professional growth.
Eric achieved his SHRM-SCP designation in 2019 and is certified through TTI Success Insights to complete DISC, Driving Forces, and EQ debriefs for the firm’s internal team and for Red Clover’s small business clients.
When Eric isn’t serving as the senior HR advisor to CEOs, COOs and founders, he can be found with his nose in a book or training for his next Disney race.
Selected Project Roles
Interim HR Management:
Interim HR Manager for a 60 headcount commercial roofing contractor. Served as member of the senior leadership team in company growth initiatives, policy development and employee learning and development programs. Revised performance development process and created communication plan for managers. Built compensation structure and formalized rate increase decision-making criteria. Developed recruitment process for field and office positions. Grew employee headcount and established promotion opportunities through the strategic creation of mid-level management positions. Initiated employer branding project based on culture and value alignment. Edited and deployed new employee handbook.
Culture Alignment:
Completed initial culture assessment of a 75 headcount pharmaceutical IT company in partnership with their junior-level HR Manager, who we had sourced. Developed learning outcomes and program structure for culture, core values and communication presentation. Delivered session to the entire workforce, including the executive leadership team. Based on feedback, integrated the presentation into new employee onboarding and trained HR head in delivery and presentation to complete a knowledge transfer. Created and deployed 10-week “Pulse Check” to reinforce organizational learning; sourcing key articles, filming and editing educational videos, and developing assessments. Completed executive reports and presented to the executive leadership team through each step of the process.
HR Transformation:
Worked with a small tech consulting firm in hyper growth mode to build out their entire HR foundation. Served as strategic counsel to CEO and COO regarding all aspects of the employee lifecycle. Developed and implemented hiring, onboarding, employee relations, training/development, and employee exit processes. Sat on the leadership team, providing HR subject matter expertise in all aspects of navigating employee experience while the company underwent rapid growth and change. Served as the senior-level HR resource for all employees and external partners. Contributed to the scaling of the workforce from 12 to 40+ headcount while building and maintaining people processes to support team expansion.
Leadership and People Management:
Manages the internal team of 5 Consultants and Senior Consultants. Supports the team in goal setting and maintains regular check ins to measure progress towards client and internal goals. Leverages DISC and Driving Forces assessments to meet the specific needs of the team while cultivating an environment where they can show up as themselves, uniquely, every day. Leads strategic initiatives to support firm growth. Consistently reviews and revises policies and processes to enhance employer brand, remain competitive in the job market, and ensure the firm is on the cutting edge of HR practice.
