Diane M. Evans

Phone:

917-710-6617

Email:

Diane7s65@gmail.com

Address:

Brooklyn, NY

A Bit About Me

Diane M. Evans is an accomplished HR leader with over two decades of experience driving organizational growth, enhancing employee experiences, and implementing strategic HR initiatives across diverse industries. A graduate of Pace University with a BBA in Business Management & Administration, Diane began her career in the B2B Publishing/Trade Show sector, quickly advancing to Director of HR for a multi-million-dollar media company. There, she played a key role in streamlining HR functions and shaping the employee culture. Following a business sale, she was promoted to VP of HR, where her contributions significantly boosted the company's growth and operational success.

Diane then made a dynamic shift to Live Entertainment, where she built the HR function from the ground up during a period of rapid expansion. Her efforts included establishing policies and implementing initiatives that supported the company's scaling efforts, while fostering a positive, engaging work environment.

In the Advertising and Marketing industry, Diane focused on compliance, immigration law, and cultivating a resilient company culture, navigating the complexities of a fast-paced environment and addressing emerging challenges head-on. The global pandemic brought unique hurdles, but her leadership and adaptability enabled the organization to stay compliant and connected.

Following the pandemic, Diane transitioned to the Non-Profit sector, where she took on the unique challenges of union negotiations and managing government-funded programs for an agency supporting individuals with disabilities. Her strategic leadership was instrumental during the integration of a newly acquired agency in the Hudson Valley, ensuring a smooth transition while aligning the combined workforce with organizational goals.

Throughout her career, Diane has provided HR consulting across various projects, leveraging her deep expertise in compliance, employee relations, talent acquisition, and development. She is known for being a true HR partner who combines strategic vision with a hands-on approach, driving HR excellence and creating workplaces where employees thrive.

Diane is passionate about aligning people strategies with business objectives, fostering a culture of growth, and empowering leaders to succeed.

Work Experience

November 2021 - June 2023

February 2019 - March 2020

June 2011 - August 2018

January 2010 - September 2010

April 2005 - April 2009

ADAPT Community Network is a not-for-profit organization that provides innovative programs and services for people with disabilities in New City and the Hudson Valley. As the leader the HR team, I reorganized and streamlined processes, developed policies, and managed all aspects of HR administration, including HRIS, background checks, compensation, and personnel changes. I also participated in contract negotiations with labor unions and ensured compliance with labor laws for our 3500 employees.

As the VP HR for TMP Worldwide global advertising and marketing company, I developed and executed HR strategies, processes, and programs aligned with business objectives. I was responsible for performance management, compensation planning, organizational development, employee resolution, and policy design and implementation. Additionally, I managed benefits administration and provided coaching to senior leadership strategy.

VP HR for John Gore Organization, I was responsible for building and developing the HR function post-acquisition and relocation of the company's headquarters to NYC. During my tenure, the company grew from 200 employees to 450. I managed the entire HR function, including coaching supervisors on appropriate management actions, managing and developing employees, leadership development, employee relations, managing the recruiting experience, reorganization, policy development, compliance, handbook development, annual harassment training, and managing the integrated HRIS platform (ADP WorkForce Now) and benefits administration.

RBI (part of Reed Elsevier) global B2B Publisher
CONTRACT POSITION-HIRED TO ASSIST WITH DIVESTITURE PROCESS - RBI was looking to get out of print business - sold 20+ titles, shut-down 20+ titles. HR lead for divestiture/shut-down process of multiple print titles including WARN notification for 450+ employees for multiple locations.
• Direct all HR activity for RBI-UK staff in the US
• Strong emphasis on Employee relations and legal compliance issues

Questex Media $125M global B2B media publisher/trade show producer – formerly 1/3 of Advanstar Communications. Selected by CEO to sit on executive team and head up the HR function of this newly created company
Partnered with executive team members and top management on all HR strategies & initiatives to include; organizational development, talent management, training & development, compensation planning & development, policy development, benefits administration, retention & recognition, performance management, employee relations and legal counsel. Responsible for the integration of all acquisition properties.

Areas of Expertise

Dedication. Expertise. Passion.

Seasoned HR professional with experience in building trusted relationships with senior business leaders, coaching and advising leaders on organizational issues and team challenges, problem solving and critical thinking, strong communication skills for influencing at all organizational levels, fostering a positive team environments, and utilizing data insights. Also have experience working in an entrepreneurial environment requiring strong multi-tasking abilities and knowledge in core people functions including strategic people planning, workforce planning, talent management and development, learning and development, engagement and retention, compensation, HR systems and employee relations.

Strategic Business Partener

develops and directs HR strategies to support an organization's goals. They work closely with senior leadership, including executives and board members, to align HR practices with business strategies and create a positive work environment

Organizational Effectiveness & Design

Work with Leaders to advise on new structures, roles and skills required to support the business priorities identifying areas in need of process improvement. Provide leadership and direction in innovation, planning, policy development, operations, governance and compliance aligning organization's structure with its goals to improve efficiency and effectiveness.

Leadership Development

Help train people to develop and improve their skills and abilities to perform in leadership roles within organizations by assisting employees develop skills in areas such as: Decision making, Project management, Strategy, Emotional intelligence, Strategic thinking, Conflict resolution, and Change management.

Employee/Labor Relations

Creating a positive work environment is crucial for any business. By fostering a positive relationship between employees and employers, businesses can improve employee retention and productivity. This can be achieved by promoting high levels of employee involvement, commitment, and engagement. A positive climate of employee relations can also contribute to the overall well-being of employees and encourage a sense of community within the workplace.

Employee Development/Career Pathing

To support career pathing and improve employee performance, create development programs that help managers learn to coach and give feedback. Provide just-in-time learning opportunities to ensure that employees have the skills they need to succeed creating a culture of continuous learning and development.

Talent Strategy

Crafting a talent strategy can be a daunting task, particularly with the growing competition for top-notch professionals. To tackle this challenge, it is crucial to establish a close partnership with Talent Acquisition to ensure the recruitment and selection of exceptional talent. Collaborating with leaders, a comprehensive plan can be developed to attract and retain the finest technical talent for the organization."

People Operations

People Ops is responsible for leading,, and overseeing the entire People team. They work closely with business leaders to develop and drive forward a people strategy across the company. Their focus is on ensuring all policies and processes support and improve the employee experience across the entire lifecycle. People Ops is vital for building your organization’s culture and setting clear boundaries and expectations to adhere to. It sets up a transparent process for the entire employee journey from hiring to onboarding, performance reviews, promotions, and rewards.

Culture Transformation

Workplace cultural transformation is a comprehensive initiative that aims to alter the fundamental values, beliefs, attitudes, and behaviors of an organization's members. The goals of a cultural transformation project vary depending on the company's current challenges and aspirations for the future. Common objectives include enhancing inclusivity and diversity, promoting employee satisfaction and well-being, improving productivity, and responding to new challenges.