Janice E. DuFresne, SPHR, CCP


Managing Director, HR Services Group

DuFresne SPHR, CCP, Janice E.

Janice DuFresne is managing director and a founding principal of the WilmerHale HR Services practice. She brings over 20 years of broad human resources experience and leadership to WilmerHale. Ms. DuFresne has worked for and with companies in consumer products, manufacturing, healthcare, biotechnology and hospitality, working for such companies as General Mills, Tonka Corporation, Eyetech Pharmaceuticals, Hasbro, Inc. and Physicians Quality Care.

Ms. DuFresne’s key human resources accomplishments are in the areas of human resource systems development including leadership and executive development, organization development, performance management systems development, compensation systems development, affirmative action program development, labor relations including union decertification, employee relations, and workforce transition and retraining.

Ms. DuFresne received a B.A. in business management with a concentration in organizational development from Norwich University and has pursued graduate studies in human resource development at Harvard University. She holds the SPHR designation in human resources and the CCP in compensation, as well as Hay certifications in job analysis, design and evaluation. In the training and development area, she has her ZengerMiller training facilitation certification as well as Personnel Decisions, Inc. (PDI) certification in 360° degree feedback systems and leadership development.

Ms. DuFresne's professional affiliations include the Society of Human Resources Management, the Northeast Human Resources Association and WorldatWork (the American Compensation Association). From a community standpoint, she has been the chair of personnel committees for the Salem Boys and Girls Club and Big Sisters of Rhode Island and has held presidencies of several community boards.

Publications & News


August 31, 2017

UPDATE: EEO-1 New Pay Data Reporting Requirement - STAYED

The EEOC has announced a stay in the much-anticipated pay data reporting that was to be part of the new EEO-1 Report due by March 31, 2018 (previous reporting due by September 30 each year).

August 24, 2017

EEO-1 New Pay Data Reporting Requirement—Possible Delay or Suspension?

This is the time of year when employers with 100 or more employees (and federal contractors with 50 or more employees) would typically be gathering information to complete the EEO-1 reporting by September 30.

February 13, 2014

Federal Contractors and Subcontractors Must Implement New Equal Employment Opportunity and Affirmative Action Practices

Because of new regulations issued by the US Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) under the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act, covered federal contractors and subcontractors must implement significant changes in the implementation and management of their Equal Employment Opportunity (EEO) and Affirmative Action Programs (AAP).

June 17, 2010

New Department of Labor Rule Requires That Federal Contractors Provide Notice of Employees' Rights Under Federal Labor Laws

December 22, 2005

Update on Recent OFCCP Regulations

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