1. Abigail Forman
Professional in Human Resources
617-835-1263
abbie.forman@gmail.com
Industry Experience
• Utility
• Healthcare
• Manage Care Organizations
• Pharmaceutical
• Retail
Leadership
•Supervision of administrative support
team promoting more efficient project
staffing, cost saving, and overall job
satisfaction.
•Led employee committee focusing on
philanthropic and company sponsored
events.
Education
• B.S. – Purdue University
• Professional in Human Resources
• AchieveGlobal Facilitator
Certification
• Bryant University’s EDC – “Design
and Deliver Effective Training”
Strategic Projects
•Partnered with senior leadership to convey
employee core values survey, led focus
groups, collected data , and analyzed for
results.
•National implementation of new
operations.
Customer Focus
• Timely triage of employee inquiries
to provide solutions, or a path to
resolution.
• Training needs assessments.
• Partnered with leadership staff to
provide ad-hoc learning resources to
meet business goals.
Team Work
• Facilitated performance incentive teams
to promote quality systems, and ensured
that groups kept to fixed timelines.
• Member of corporate-wide training and
organizational development team to create
web-based training tools for leadership
staff.
Management Development
• Created and conducted supervisory
leadership training modules for new and
existing leadership staff.
• Trained management staff about
employment law, and how they can
manage within those confines.
Values
• Integrity, loyalty, caring
• Goal oriented
• Creative and energetic

2. Employee Relations
• Orientation for new employees, and
existing employees regarding basic
company operations and policies.
• Consistent practice of EEOC guidelines
to ensure all employees are treated
equally.
• Setting employee job expectations
with regular manager meetings within
introductory period regarding
department policies, additional
training opportunities, and employee
feedback.
• Performance management mini-
trainings given to encourage
management staff to work with their
employees without having the HR
staff intervene.
Staffing
• Recruitment activities to include job
fairs, online and paper advertising,
recruiting specialty experts at local
colleges, employment agencies, as
well as referral programs.
• Created pre-employment screening
policies, and conducted pre-
screenings.
• Implemented flex-time policy as
retention tool.
• Empowered management staff to
manage their recruitment by using
applicant tracking system, creating a
shorter window of hiring time.
• Conducted exit interviews with
employees to ensure their awareness
of policies, health and welfare
benefits, and to communicate about
their job experience.
HUMAN RESOURCE BODIES OF KNOWLEDGE

3. HUMAN RESOURCE BODIES OF KNOWLEDGE
Benefits
• Health, Welfare, and Retirement Program Administration, as well
as informing employees about healthcare reform.
• Testing and auditing HR Systems to reconcile data exchange.
• Ensuring equal opportunities for all benefit eligible employees to
understand and utilize company offerings.
• Data audits with payroll and benefit systems to ensure correct
premium payments and coverage are exact.
• Vendor relations to pay bills in a timely manner, as well as ensuring
excellent service to employees who utilize that vendor.
• Pension activities to include expediting information about early
retirement plans, loans, pension verifications.
• Conduct new hire workshops and open enrollment meeting to
inform employees of new or edited benefits.