Gigi Presti

HR and Business Development Guru @People Matter

💼 C-level Executive🗿 HRCPOHead HunterHR DirectorCOOHR GeneralistRecruiterHR consultantHR Business PartnerHR AnalystTraining&Development SpecialistAdministrative Specialist

People Matter, under the leadership of Gigi Presti, has made significant strides in human resource and business development. Presti's expertise in people management and strategic planning has helped the company to create a more efficient, productive, and satisfying workplace environment. Her innovative approaches have led to the implementation of effective HR policies and procedures, fostering a culture of continuous learning and improvement. She has also played a crucial role in identifying new business opportunities, leading to considerable growth for the company. Overall, Presti's contributions have been instrumental in driving People Matter's success.

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Work Background

ChiefMember

Feb. 2021Chief is a private network built to drive more women into positions of power and keep them there. Chief is the only organization specifically designed for senior women leaders to strengthen their leadership journey, cross-pollinate ideas across industries, and effect change from the top-down.

ConfidentialChief People Officer / Retail / Wholesale & Business Development

Feb. 2019 - Apr. 2024Greater New York City Area

GLM Consulting LLCPresident

Jan. 2018 - Dec. 2019Greater New York City AreaGlobal Head of HR - Maria Tash HR Consultant - Zachary Prell HR Consultant - European Wax Centers Working with companies to help them deliver results pertaining to people, development, talent, succession planning, policies, procedures, training and all Human Resources topics

YOOX NET-A-PORTER GROUPInternational Head Of Human Resources

Jan. 2017 - Dec. 2018Greater New York City Area• Function as a strategic business leader specializing in global human capital leadership. • Serve as US Subsidiary Chief HR Officer, trusted advisor and partner with global responsibilities and oversight for APAC and Dubai human resource capital. • Expand human capital capability to enable continuous double-digit growth which has allowed the US to be a top-tier performer with strong, effective HR and talent management practices. • Lead in active management to shape the Americas’ short and long-range vision and strategy as well as align goals of personnel and the organization. • Steer the planning and implementation of organizational development, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, and strategic development to enhance the growth of the region. • Drive continuous improvements within policies, procedures, training, benefits, payroll and overall corporate process.

HUGO BOSSSenior Vice President , Human Resources for the Americas

Jan. 2012 - Dec. 2017Greater New York City Area• Performed as the Americas Subsidiary Chief HR Officer and trusted advisor and partner to CEO / C-suite with significant Board-level interface. • Augmented human capital capability to enable continuous double-digit growth which allowed the Americas to be a top-tier performer with strong, effective HR and talent management practices. • Delivered as a strategic business leader with active management involvement in shaping the Americas’ short and long-range vision and strategy as well as aligning organizational and staff goals. • Assisted in planning and implementation of organizational development, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, and strategic development to enhance the growth of the region. • Planned and introduced talent assessment and leadership development programs utilized at the Board of Directors level and throughout the organization to unlock individual/team potential to a competitive advantage. • Initiated structure for strong talent pools, customer-centric leadership teams, and top-tier performance cultures. • Revamped and built new benefit designs to save money while enhancing benefit selection for employees. • Spearheaded continuous improvements within policies, procedures, training, benefits, payroll and overall corporate process.

Young & RubicamCHRO, VP of HR

Jan. 2011 - Dec. 2012New York, NY• Liaise with the President and agency leadership to determine organizational strategy. • Design and implement policies that provide maximum and mutual benefit to both the agency and talent. • Devise and guide execution of initiatives that enhanced day to day operation and ultimate client offering. • Supervised acquisition, development and retention of talent and guided the diversity initiative by fostering relationships with schools and organizations. • Ideated curriculum to help enhance employees’ development. • Initialized succession planning and forced ranking to right size agency. • Cooperated with HR partners in network to enhance Y & R NY office amongst WPP network. • Regulated office operations to ensure compliance with all laws and regulations.

Juicy CoutureDirector of Human Resources

Jan. 2008 - Dec. 2011• Drove positive results as a strategic HR Business partner. • Introduced human resources policies, programs and practices, including staffing, compensation, training and development, and performance management. • Informed employees of HR initiatives and project managing efforts, as well as ensured program alignment with culture of business unit. • Collaborated with the Business leaders to build a high performance, people-focused culture that drives business results. • Conferred with other HR Leadership in the oversight of talent management for critical business issues such as people development, retention, employee relations, compensation, and recruitment. • Oversaw talent assessment, selection, deployment, and capability development/retention. • Interfaced with business leaders in both Home Office and the Field to meet on strategic objectives (such as Talent Management, performance planning, OD/learning needs, business strategies and related support, etc.) • Pinpointed, developed and implemented new and creative initiatives and learning programs for client group as identified by both HR & Business Leaders.

Ann TaylorManagement Recruiter

Jan. 2006 - Dec. 2008• Searched extensively for candidates through cold calling, recruiting, referrals, web searches and advertisements for the New York Market. • Liaised with Zone Director of Talent Selection, Regional Vice Presidents and District Managers for recruitment priorities and assisted with filling management positions. • Articulated opportunities for diversity, synergy and integration cross-divisionally as well as developed talent pools for key positions. • Investigated new recruitment technologies and trends and delivered appropriate recommendations. • Communicated newsworthy business changes with department, Zone Director of Talent Selection, RVPs and DMs. • Catalyzed results on Time to fill, Fit to role, Succession Planning fills, and Diversity fills and reported accordingly. • Cultivated relationships with Regional Vice Presidents and District Managers to understand specific divisional and regional strategies, as well as partnered regularly with Human Resource Managers to align with succession and replacement candidates.

Saks Fifth AvenueHuman Resource Director

Jul. 2005 - Aug. 2006• Conferred proactively with managers on associate, managerial, organizational or business issues that impacted day-to-day performance and achievement of individual and store objectives. • Drove implementation of effective solutions to business issues. • Supported the development of performance metrics that drove the store’s business goals. • Delivered actionable feedback and recommendations to department managers to improve individual and team performance. • Lowered risk to the business by ensuring training for all managers in required legal subject areas including Compliance, Code of Conduct, Diversity & Sexual Harassment, Interviewing and selection skills, and employment law. • Formulated and implemented a local communication plan for local managers to ensure regular employee communications and to maximize employee engagement in the business. • Cooperated with the local management team to develop and implement a Diversity plan for the store. • Aided local management with the implementation and communication of any new human resource management programs. • Built and maintained a high-performance team and environment within the location. • Collaborated with the corporate training organization on development programs and on-boarding.