Abbracci Group is a boutique consulting firm dedicated to empowering organizations, leaders, teams, and individuals to unlock their full potential for transformative and sustainable growth. They offer a range of services, including:

HR Consulting: Collaborating with clients and HR professionals to create custom HR strategies.

Coaching: Guiding individuals and teams to enhance their self-awareness and achieve their highest potential.

Leadership and Organizational Development: Partnering with clients to design impactful leadership and organizational programs that enhance team engagement.

For the third consecutive year, Inc. Magazine has named EcoSense Lighting fastest growing private company.
• First VP HR at EcoSense with responsibility to lead the function and drive practices impacting the growing employee base
• Established an efficient hiring practice, doubling the number of employees in less than one year while maintaining our strong cultural attributes
• Created a plan to address the lack of foundational elements of the HR function by establishing consistent practices and decreasing risks surrounding company policies
• Initiated RFP's to select new benefits consultants, compensation analysis and provide a new 401k that will enhance total rewards for all employees
• Led the move to a new office location that included new construction and tripled the size from the previous location
• Fostered strong relationships with the leadership team to drive engagement across the organization

Quad has 25,000 employees working from more than 70 print-production facilities throughout North America, Latin America and Europe with $5 billion in revenue.In a newly created role leading talent management for all employees.
• Inherited a team focused mainly on US training. In 6 months, re-organized the team and changed the training roles to OD roles that were more focused on needs analysis and consulting. Additionally, presented the newly evolved team (from Quad Education to Global Talent Management) to all plants and departments (over 80 presentations).
• Began the redesign of the performance management system to focus on career development and goal conversations and remove performance ratings.
• Created the strategy for the new basic management courses linked to Quad's values (8 total classes-16 total hours).
• Implemented a New Hire Coach program for production employees. Program helped to reduce turnover in the first 60 days from 40% to 15%.

Director, Human Resources for Manpower 6/11 to 8/12 Director, Talent and Organization Development 10/08 to 6/11 Mgr, Talent Development 2/07 to 10/08
● ManpowerGroup Highlights: Led Human Resources and Change Leadership in Manpower ($1.8 billion) that consisted of 1800 employees at 400 branches across the country. Increasing responsibility from 2 direct reports to managing a team of 20 employees with a $4.5 million budget for 3,800 employees.
● • Led the change management for the transformation of Manpower, which included: creating the strategy, training HR, developing training and communication resources, partnering and training executive sponsors, creating employee engagement tools to help manage change, spearheading the change theme to carry the transformation through 18 months and designing the selection process for 1800 employees.
• Client lead for the ManpowerGroup Talent Acquisition team that was responsible for hiring over 1000 full time employees per year.

Led succession planning for all functions at Miller Brewing in the United States (2,000 employees). The majority of the work was focused on the breweries and sales offices. Direct coaching for the VPs and Directors during talent calibrations and during career planning.
• Created the manager development strategy and curriculum that included one week of instructor led training with courses on hiring, succession, development and retention.
• Identified, evaluated and implemented best practice programs around career development (e.g., employee and manager instructor-led courses, high potential development, human capital metrics and analyzing generational shifts in the workplace).
• Facilitated career discussions and utilized psychometric assessments to coach employees (from entry level to top management) focusing on aspirations,
motivations and abilities. These conversations led to retention plans for key employees.

Exxceed was a boutique-consulting firm that focused on competency management, succession management, as well as performance management and selection.
• Clients included a Fortune 200 ($40 billion revenue) corporation that required career management for over 2000 employees worldwide in the IT group. Responsibilities included creation of a communication/change management plan; facilitation of focus groups; co-developed a competency strategy; and, partnered with Core Team and Executive sponsors.
• Served as the change management and communication Subject Matter Expert for consulting assignments. Clients included coaching a multi-national company in the Middle East launching its career development program.

RR Donnelley is a Fortune 500, global printing company with over 30,000 employees.
● Manager, Performance Leadership and Competency Development 7/02-3/04 Learning Manager, 6/01-7/02 Management Associate Program, 2 year program to develop high-potential employees for leadership roles. 7/99-6/01 (rotations included: Division HR, Corporate HR, Strategy, Learning Consultant)
RR Donnelley Highlights:
• Managed the redesign of the company's performance management system for 6,500 domestic and international salaried employees. Responsible for project management with external consulting firm, stakeholder analysis and buy-in, training, change management, and communication. The Performance Leadership Program was an integral component in setting and aligning company goals and creating a culture shift within the organization to increased importance on "how" things get done to improve performance and overall working environment.