The College of New Jersey, BS, Business Administration – Management
An interest in innovation and leadership led Rachel to study business management and information systems and technology as an undergraduate at The College of New Jersey. This education provided a broad base of business knowledge to leverage throughout her academic career. During her time at TCNJ, she took courses in Organizational Behavior, Human Resources Management, and Cross Cultural Management where she developed her passion for HR. Following her May 2020 graduation, Rachel began her career with the Red Clover team where she is currently working her way through “Maslow’s Hierarchy of HR” to assist project consultants in preparing deliverables for clients to address a wide range of business needs.
Rachel is looking forward to continuing her career development with Red Clover by building strong relationships, supporting clients with their day-to-day HR needs, as well as assisting with the design and implementation of HR strategies for continuous improvement. She is most excited to dive into employee learning and development and workplace compliance.
In her spare time, Rachel can be found spending time with her family, reading, or studying for the SHRM-CP exam.
Selected Project Roles
Has earned herself the title of the team’s “Handbook Queen” for preparing customized employee handbooks to provide clients a detailed overview of key company policies and procedures. Conducted interviews with key stakeholders to integrate company culture and values into project deliverables. Researched local, state and internal policies to guarantee all handbooks meet compliance requirements and give an employee a glimpse into the company’s culture. They also define what an employee should expect from their employer, and what the employer should expect from its employees. Supported organization leadership in handbook roll out and communication planning.
Job Description Revisions:
Assisted in job description updates and revisions for a 60 headcount global trade association. Reviewed existing job description and integrated feedback from job experience questionnaires completed by the employees. Helped team members identify core competencies for their positions using the Korn Ferry Leadership Architect Conducted follow up interviews with employees to guarantee accuracy and relevance of updated job responsibilities. Presented completed materials to organization leadership for approval and facilitated distribution of updated materials to the organization as a whole through a specific and concerted communication plan.