1. Kimberly Altieri
27 Westwood Lane, Middletown, CT 06457 * 860-490-4407 (C) * Kimberly.altieri@us.mcd.com
SUMMARY OF QUALIFICATIONS
Multi-unit, Experienced HR professional with strong business acumen successfully developing and
executing HR and talent strategies in a variety of industries including restaurant, retail and medical.
Enforces and executes HR policies, practices, procedures, and objectives that stimulates and galvanizes
an employee oriented culture that encourages empowerment, excellence, efficiency, productivity,
standardization, achievement of goals, and the recruitment and development of an advanced and
industry leading workforce. Core Competencies include:
• Strategic Planning • Hospitality • Compliance
• Employee Relations • Talent Management • Total Rewards
• Training & Development • Diversity & Inclusion • Hiring & Retention
PROFESSIONAL EXPERIENCE
McDonalds Corporation July 14, 2014 to
present
HR Consultant
Supporting multiple Profit Centers, assigned to Boston, Syracuse, NY Metro, & Raleigh Markets
• Boston Market & Divestitures July 8, 2014- December 31,
2015
• New York Metro Market April 5, 2015- July 2, 2015
• Raleigh Market August 16, 2015- October 8,
2015
• Syracuse Market January, 1, 2016- current
• NY Metro Market Divestitures March 27, 2016- August 31,
2016
• Raleigh Market- Asheville & Charlotte August 28, 2016- October 5,
2016
• South Philadelphia October 16, 2016-current
• Impacting the restaurants with a strong employee engagement, communication the broad range
of programs, activities and supporting tools that builds positive Employee Relations. The
business is a reflection of employees being engaged is to having our customers engaged. Within
these markets the message is the same though there are different Priorities in the Profit Centers.
Ranging from Divestitures, showing empathy & care during a difficult time for employees to
Staffing, developing the routine of weekly calls, sharing best bets, tools, obstacles and
successes. Facilitating monthly Manager Orientations, Succession planning identifying future
leaders for the Profit Center, facilitating Calibration and Talent Round Table discussions with
Operation Partners. Developing the TEAM culture, with clear and concise goals. Our success
can be measured by staffed restaurants, higher guest counts, sales, and lower employee and
management turnover.
• Acting as a change agent, deploying initiatives through education and training for Operation Staff
and restaurant management. Active role in monthly Profit Center meetings, delivering
information, training to the Restaurant General Managers. Marketing recognition in the

2. restaurants and operations team that adds value. Facilitated an Interview for development with
Syracuse market’s top three candidates for the position of Operation Supervisor and provided
constructive feedback.
• New York Metro during third party activities, Third Party Activity for 30 days laying the ground
work towards positive outcome. Developing the relationships with the Restaurant managers and
employees help me the following year with selling of the restaurants to owner/operator.
Relationships had been built on developing relationships within the restaurant made for an easy
transition. Enhanced Employee Relations opening lines of communication, recognition, uniforms,
and crew rooms. Utilized the tools provided by McDonalds, partnering up with Labor Relations to
reach our goals. Returning to one restaurant when the need is supporting on Days of Action.
• Raleigh market developed the relationships with Operations Team and Region putting in place
weekly staffing calls, new POP in the restaurants, established four model crew rooms. Facilitated
three training sessions in three restaurants following up after Business Integrity Reports.
Investigated over forty calls form HRC, within one Path. Developing and instituting systems,
routines and best practices with people enabled me to return the following year.
• Syracuse, partnered with Operations Manager and Supervisors in Best People Practices
currently rising the Profit Center top of the Scorecard. Facilitating weekly Staffing calls, open
dialogue with the team, Crew Room refreshers, consistent hiring POP, identifying future leaders,
reminders, recognition, and adding value for McDonalds. Provided a broadening role for
developing a High Potential General Manager in Human Resources for the future.
Selected Accomplishments
Transitions and HRDS 100 in Chicago●
Bootcamp in Florida●
Facilitated Crew Trainer and People Manager’s Summits●
Divested twenty eight restaurants●
Labor Relations Training●
Diversity and Inclusion Training●
Facilitated Talent Round Table and Calibration●
Wakefern Food/PriceRite Supermarkets Wethersfield,
CT Regional Human Resources Generalist
May 2009 to June 2014
Represented the human resources function for 6 stores in Western Mass and Connecticut for approximately
800 employees. Mentored the district manager to help him better accomplish his strategic objectives
through improved organizational, team, and individual performances. Achieved consistency in the
proper application and interpretation of established policies throughout the organization. Advocated
employee relations to help avoid any potential unionization. Represented employees as an advocate to
resolve conflicts between employees and managers. Evaluated and resolved human relations issues, labor
relations, and work-related problems, and met with management and legal team to determine appropriate
actions. Conducts monthly orientations. Rolled out initiatives to the field and conduct presentations.
Selected Accomplishments
Aggressive campaigned against unions which resulted in a successfully union avoidance●
On behalf of the company, collected all information pertaining to Unfair Labor Practices charges●
that resulted in the dismissal of charges in the Connecticut stores.
Launched two brand new store openings which included forecasting, hiring, and training of 100●
people
Constructed a recognition program to engage and train cashiers on effective customer service●
Project manager for the quarterly corporate newsletter

3. Hospital for Special Care New Britain, CT
Human Resources Consultant September 2007 to
September 2009
Consulted the policies and procedure of a non-union medical hospital comprised of 200 employees.
Managed the recruiting and orientation processes. Monitored affirmative action plan and equal
employment opportunity. Conducted all employee relations cases and brought them to resolution.
Maintained and promote a caring employee environment to avoid unionization.
Selected Accomplishments
Hospital remained union free during my tenure●
Project Manager for annual recognitio● n program for all hospital employees
Updated job descriptions to reflect the current functions of the organization’s employees●
● Saved $40,000 by re-purposing and allocating existing funds to anniversary awards
Big Y Supermarkets Springfield, MA
Training Development Coordinator September
1996 to April 2007
Training Development Manager
Employee Service Representative
Executed the store operations of 113 employees approximately. Managed employees’ benefits and
compensation including payroll. Administered performance reviews and wage scales. Orchestrated the
Little Y Program. Coordinated community events.
Selected Accomplishments
● Member of the Scholarship Committee
● Member of the Annual Recognition Dinner
● Developed & Presented to the Executive Leadership Team the first succession plan for Big Y
● Co-instructor for Management Training on Progressive Discipline, Effective Communications,
One Minute Manager, Give Them The Pickle, Fish, Writing Effective Performance Evaluations
and Having Crucial Conversations.
EDUCATION
HR Certification Course West
Hartford, CT Saint Joseph
Dec 2012
PC SKILLS
PWP 2.0 MS Word Lawson
Microsoft Excel MS Power Point MS
Outlook
AWARD & RECOGNITION
Big Y Above and Beyond Award
October 2006

4. ASSOCIATIONS & VOLUNTERING
Society of Human Resources Management Member
since 2011
Food Share Council
Since 2010
Feed the Children
2010-2014