The Rosen Group New Placements

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The Rosen Group New Placements

m-hires-1-2The Rosen Group just placed an HR Manager at Essentra and 2 HR Generalists at DCIU and Accupac.  See how we can help you hire the best HR professional for your company.

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Congratulations to Chubb- Winner of the United Way Impact Award at the HR DOY Awards

Accepting the United Way Impact Award

Accepting the United Way Impact Award

The Rosen Group would like to congratulate Chubb, the winner of the United Way Impact Award at the 2016 HR Department of the Year Awards.

This award is for outstanding results in the areas of charitable giving and volunteerism.

To learn more about this award and others, visit

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Congratulations to Benson F. Smith, Recipient of the CEO of the Year Award!

Benson F. Smith, Chairman & CEO of Teleflex receiving the CEO of the Year Award

Benson F. Smith, Chairman & CEO of Teleflex receiving the CEO of the Year Award

The Rosen Group would like to congratulate Benson F. Smith, Chairman & Chief Executive Officer at Teleflex for receiving the CEO of the Year Award at the HR Department of the Year Awards.

The CEO Award recognizes a CEO of a company whose specific beliefs, views and the operational activities support the HR function and employees.  The recipient is a leader who has made an impact on his or her employees which created innovative change within the company.





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An Amazing Evening at the HR Department of the Year Awards


(Left to Right) Founding partner Scott Rosen, and partners John Forde and David Pinette pose for a fun pic in the photo booth at the HR Department of the Year Awards.

The HR Department of the Year Awards was held on Thursday November 17th at the Crystal Ballroom in Philadelphia.  It was a great evening that began with a lively cocktail hour and networking.  With upwards of 300 attendees, the HR Community came together to honor some great companies in the Philadelphia metro area.

In its 18th year, the HR Department of the Year honors area HR departments in sharing in their finest triumphs, learning from their exceptional efforts, and recognizing how they have shaped the accomplishments of their organizations.

The awards were presented in 13 different categories.  We would like to congratulate all the winners!   We look forward to seeing you all next year!

If you are interested in learning more about the HR Department of the Year, visit HR DOY Awards.

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A Powerful Team – How CEOs and their HR Leaders are Transforming Organizations  

We are excited to announce that Scott Rosen has taken on the challenge of co-authoring another book, the focus of which will be how effective CEO/CHRO partnerships drive organizations to higher levels of performance.
The book is co authored with David Pinette of Challenger Gray and Christmas and John Touey of Salveson Stetson.
It will consist of interviews with CEOs and their CHROs and will get to the heart of what makes an effective partnership between the CEO and CHRO, and what benefits the organization derives from that relationship.
With so much negativity surrounding the value of HR, we believe strongly in elevating the credibility of our function and feel this is a powerful way to do so.
Below is the list of companies and their HR Leaders that will be included in the book.
   COMPANY               HR LEADER                  CEO
Larry Costello
George Oliver
Nancy Stefanowicz
Sid Brown
Publicis Healthcare
Andrew Adams
Michelle Keefe
Margolit Hilsberg
Jeff March
Scott Cook
John Meyers
Dave Desch
Linda Schellinger
Anne Novak
Mark McNeil
Ricoh Americas
Donna Venable
Martin Brodigan
Kym Johnson
Mike Shannon
Rhonda Jordan
Richard Miller
Andy McGill
Vincent Donnelly
Tekni Plex
Rochelle Krombolz
Paul Young
Cam Hicks
Benson Smith
  • CEOs interviewed believe the HR leader should have a role in the organization equal to the COO, CFO, and other leaders on the business side of operations.
  • The HR leader’s and team’s understanding of the business has to be equal to or greater than their understanding of HR issues. The CEO needs to see the HR leader as an equal on the leadership team.
  • A major role played by HR is in finding out what employees truly think about the company and acting on that information to improve culture. A positive and engaged culture plays a critical role in driving results.

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Two Sides of the Story-Matching Clients with Contractors

The Rosen Group is one of very few firms in the NJ, NY, PA, and DE area that focuses on one, single area all day, every day – recruiting and assessing HR talent! We have a database of thousands of HR executives with a wide range of experience, expertise and talent at all levels all the way up to the VP HR level.

This article focuses on the experience of both the client and contractor, and how finding the right candidate to fit into your company’s culture is key.

Laura Pierce, HR Director from Houghton International for the Americas, started using the Rosen Group about 6 months ago to fill various HR positions.  Her experience has been excellent.  She described Scott Rosen, President of the Rosen Group, as extraordinarily knowledgeable.  The turnaround time in placing a contractor is very fast, and the quality of service is excellent.  Scott always provides a wide range of people to choose from.  She said the candidates presented “hit the nail on the head in terms of competencies”.

Recently Laura was looking to fill an HR Project role.  The position was filled with Margie McLaughlin, a long time client of the Rosen Group.  After being a client for 20 years, Margie now had the opportunity to become a contractor for the Rosen Group.

Scott spoke with both Margie to see what her interest was in the HR Project role and then submitted her as a candidate to Laura.  After 2 phone interviews Margie was hired. Margie says this new role is amazing!  She enjoys working with Laura and using her creativity and applying her knowledge and best practices to her new company.

Margie would recommend the Rosen Group to both clients and contractors looking for positions in the HR field.  “I have used the Rosen group for 20 years and have never been disappointed.  Now, as a contractor, it was a very pleasant experience.  I couldn’t recommend the Rosen Group more highly!”

As you can see, this was a great placement!  Both the client and the contractor are very pleased with the overall experience using the Rosen Group.  In the end, Laura Pierce said, “I am always impressed and extremely happy.  I will go to the Rosen Group first for help filling HR roles.”

We want to thank both Laura and Margie for sharing their experience with Scott Rosen and the Rosen Group.  It’s always a pleasure to hear the great experiences of our clients and contractors.  If you are in need of filling an HR role, or looking for contract positions in any area of Human Resources, we would love to hear from you! Please email to connect with the Rosen Group.

If you have an experience you would like to share (as a contractor or client), please contact our Marketing Manager, Lynda Cusano.

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Building Strong Relationships- Meeting a Client’s Needs Across the Miles

The Rosen Group is one of very few firms in the NJ, NY, PA, and DE area that focuses on one, single area all day, every day – recruiting and assessing HR talent!  We have a database of thousands of HR executives with a wide range of experience, expertise and talent at all levels all the way up to the VP HR level.  So it was no surprise when a long time client who moved out of the tri-state area reached out to the Rosen Group when she needed to fill an HR position.  While our primary focus is the Delaware Valley, this is a story how strong relationships can expand business and continue to fulfill a client’s needs.
Alicia Brill, Director of Human Resources at Georgetown University Hospitals, first started working with the Rosen Group in 2002 while she was working for Lourdes Health System.
When Alicia initially made the move to Georgetown, she needed help filling an HR position.  She immediately thought of the Rosen Group, and Senior Recruiter Marlyn Bennett.  Marlyn found candidates in the area online with the help of social media, and she filled the position with a great candidate.
The relationship that Alicia and Marlyn built continues to thrive.  When a new pilot program was introduced to use contractors instead of hiring permanent employees, Marlyn came through again by providing contractors who had superior customer service skills and kept everything going even with the steep learning curve for the positions.
Alicia went on the say that the Rosen Group provides a specialty service in focusing on HR people which is a very valuable selling point.
In closing Alicia spoke about the Rosen Group overrall, and her primary contact Marlyn Bennett.  “Marlyn just gets it.  Especially when you’re in a pinch.  I would call the Rosen Group no matter who I’m with.  Marlyn does it all!”
We thank Alicia for taking the time to share her experience with us. If you have an experience you would like to share (as a contractor or client), please contact our Marketing Manager, Lynda Cusano.

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Contractor Placement Experiences with the Rosen Group

The Rosen Group is one of very few firms in the NJ, NY, PA, and DE area that focuses on one, single area all day, every day – recruiting and assessing HR talent!  We have a database of thousands of HR executives with a wide range of experience, expertise and talent at all levels all the way up to the VP HR level.  One of our recent placements discussed her experience with the Rosen Group in a brief interview with our Marketing Manager, and we wanted to share that with you.  Here is her story:

Donna Mims was placed as a Talent Acquisition Specialist at Thomas Jefferson University and Hospitals in October 2015.  This is not the first time she has used the Rosen Group services to find contract positions.  Her first experience was actually on the other side of the coin- as a client in need of hiring a contractor about 8 years ago.  Since then, she has worked with the Rosen Group to be placed in various contractor roles.

Donna says that she likes working with the Rosen Group because we are subject matter experts.  The positions in HR are easy to find and we match candidates with positions that fit their skillset,  The interview and placement process was “easy” according to Donna.

In her current position, she enjoys recruiting and sourcing candidates for patient registrars and certified medical assistants.

When asked if she will continue to use the services offered from the Rosen Group, her response was “Definitely!”

In closing, Donna said, “The Rosen Group is a very good company, they have been around a long time, and have some of the best client groups to work for. I would recommend to anyone!”

We thank Donna for taking the time to share her experience with us. If you have an experience you would like to share (as a contractor or client), please contact our Marketing Manager, Lynda Cusano.

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How The Rosen Group Began- Part II

In 1997, a few years into the business, I came up with an idea to create an awards program for HR departments.  I felt that HR got a lot of criticism but not a lot of kudos.  I started the HR Department of the Year Awards and we have been going strong for 18 years now.  Many companies have participated and its been a very successful program and continues to be so.

doylogoHR Awards

From 1995, when I started the business, to 2001 was a period of huge growth not only for us but for the economy in general .  This was the internet bubble.  I had hung a picture of the cover of the Inc. 500 in my office and made myself a commitment to get on the list.  I met the goal in the year 2000.  The award is based on 5 years of explosive revenue growth, we were number 146.  I had about 15 people working directly for me and close to 100 contractors.  I thought I was invincible.

However, what goes up must go down.  After September 11th, the economy went into a recession and my business crashed, along with the internet bubble and a lot of other businesses.  I had to take apart what I had built and lay off many of the core team.  It wasn’t pleasant.  But many of you in the HR profession understand the expansion and contractions of business, and the impact on people.  Just talk to our friends in the outplacement business.

In retrospect I took the contraction way too personal, and it affected me greatly.  We went through a very slow period for several years, but eventually the business started to come back again.  We had another explosive growth spurt from 2003 to 2008.  Around 2005, I decided that I was getting bored with the business and I wanted to start another business,  I started a holistic learning center called Transformations.  I left the core business and hired someone to run it while I tried to bring holistic health services to the area.

My idealism was admirable, but my business timing couldn’t be worse. The great recession was starting.   My core business crashed again, and I couldn’t get the holistic center on a path to  profitability.  I was burning cash in both businesses.  In 2009 I closed down the holistic center and went back to the core business.  I held on until the great recession ended, and we started to recover around 2010.

During this period I decided that I wanted to write a book .  I ended up writing a book called “Wisdom at the Top” where I interviewed 35 CEOs about leadership and wisdom.


One of the main themes from the book related to HR were that the most successful CEOS get the importance of HR and value what the function does for the business.  CEOs included Bill Mcdermott of SAP, Dave Yost from AmerisourceBergen, Howard Stoeckel of Wawa and Joe Frick from IBC .

From 2010 to today, I decided to keep my model simpler.  I made a commitment to just focus on HR staffing.  Many companies try to be everything to everyone, and I didn’t feel that was effective.   We have a small core team consisting of myself,  Marlyn Bennett my Recruiter, Sherri Meyer my Office Manager and Lynda Cusano my Marketing person.  I do sales, marketing, ops, finance.  I like the diversity.  We utilize contract recruiting support when we need it.

I am grateful to my family for their support, to my staff, to my strategic partners,  to my clients and candidates and placements and to the HR community .  At 56, I’m healthy and engaged in life and my business and I look forward to another 20 years (at least).  The logo will then look like this-

40 year logo


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How The Rosen Group Began

I cant believe that 20 years have gone by since I started The Rosen Group.  A lot has happened in the last 20 years. In 1995 the internet craze was just beginning. Braveheart with Mel Gibson was a popular movie.The Grateful Dead broke up. The Dow Jones closed above 5000 for the first time. OJ Simpson was found innocent.

I thought I would just share a bit of history about the business,  my business model, my keys to success, what I learned from my mistakes and some important influences on me. I will do this in several parts.

When I voluntarily left corporate America in 1995 to start The Rosen Group, I didn’t intend to create a staffing business focused on placing HR Professionals.  My original goal was to build a HR Consulting Practice. At the time, I also wanted to build something larger than just me. I wanted to provide services to as many companies as possible and I envisioned hiring staff eventually to assist me in doing that. I had that “vision” thing.

My father had his own business and so did many of my aunts and uncles so I also felt like I had the entrepreneurial gene. I got the itch while working for corporate America in HR and started to feel like I didn’t fit in anymore and that I didn’t want to continue to climb the corporate ladder.  When I was working at General Electric in HR as an HR exec I was approached about moving to California to take on another HR role.  I just didn’t feel excited about it. It was then I knew that it was time to plan my exit.

I started the business out of my spare bedroom in my home in Cherry Hill NJ.  I called it Suite 210.  I couldn’t afford office space at the time.  I took out a $25,000 credit line to fund the business. I will add that my wife Risa, wasn’t all that thrilled with the idea of me leaving a good HR position to start a business.  I convinced her that I would give it a try for 6 months and if it wasn’t working I would go back and get a “real” job. She reluctantly agreed.

I started calling on HR folks who I knew and they told me they didn’t need another consultant but they did need a pair of hands to help them with recruiting, generalist work, compensation and benefits admin, compliance etc.   I started to realize that if I could find high quality contractors to come in and do that work for these companies, I might have the beginning of a niche.  And that’s what I did.  Before too long, I had about 10 contractors working for me at various client sites in corporate hr departments doing HR work. I also was getting requests to do direct hire searches for HR Managers, Recruiters etc (they didn’t call them Talent Acquisition Specialists at that time).

My twins (who are now 17) were three at the time and we had a golden retriever named Katie. I was interviewing candidates for contract and direct hire positions at my house. Candidates were coming in to the house and stepping over my golden retriever and my twins. The candidates thought it was great.  My wife not so much. She gently suggested that I start to look for some office space which I agree was the right thing to do.

-Scott Rosen, President, The Rosen Group