Amanda Daniel Email & Phone Number

Saint Paul, Mn, Us

Bloomington, Mn, Us

Bloomington, Mn, Us

• Led Human Resources team comprised of 12 employees. Mentored, developed and empowered the team to utilize their skill sets to achieve the company’s business goals and objectives.• Restructured, developed and mentored the HR Centers of Excellence team, Talent Acquisition team, Organizational Development, and HR Business Partner team.• Advisor to CEO and Executive Peer Group. CEO and Peers were new to Executive level positions. Mentored and coached on leading effective teams, organizational development strategies, retention, and culture transformation efforts. Ensured the team was aligned on company values, decision making strategies, and internal communications. • Partnered with the Board Compensation Committee Chair to prepare and seek approval on executive compensation, compensation policies, and compensation programs.• Developed annual and 5-year human resources strategic plan to support the overall business strategy. • Managed business relationships with Universities, Department of Defense partners, and semi-conductor consortiums around workforce development. • Re-Implemented Dayforce Human Resource Management System to include performance management, compensation planning, benefits enrollment, goal and development planning, talent management, and succession planning modules.• Developed and implemented first formalized programs to include succession planning, performance management, development planning, and leadership development.• Transformed company culture to reduce turnover from over 50% to under 15% by embedding our core values into decision making processes, communications, business strategy, recruitment, environment, and corporate programs.

Eden Prairie, Mn, Us

• Led Global Human Resource team comprised of 26 employees: China, Germany, Amsterdam, and US. This was a matrixed organization and worked closely with the GMs in each location to ensure they had all the HR support needed from the team. • Advisor to the CEO and Executive Peer Group. Mentored and coached on leading teams and business strategy around organizational development strategies, retention, and culture enhancements.• Partnered with the Board Compensation Committee Chair to prepare and seek approval on executive compensation, compensation policies, and compensation programs.• Created annual, and 5-year human resources strategic plan to support the overall business strategy. • Created programs to enhance the culture and embed core values.• Implemented employee engagement survey, communications, and action planning.• Executive sponsor for Women’s Employee Resource Group focused on recruiting, retaining, developing, and empowering women at MTS. • Led Human Resource integration initiatives with PCB Piezotronics – a division of MTS Systems.• Enhanced Human Resource programs, policies, and processes related to succession planning, employee and leadership development, coaching and mentoring, compensation planning, performance management, and talent management.• Created annual workforce plan to support the organizational strategy. • Created a hybrid work structure, processes, and policies during COVID-19 to maintain productivity levels. • Led Human Resource workstreams to sell the company.

Plymouth, Mn, Us

• Led Human Resources team comprised of 22 employees. Managed, developed, and mentored Centers of Excellence, Organizational Development, and HR Business Partners.• Re-organized the HR team to create Centers of Excellence and HR Business Partnership moving from an administrative function to an organizational function to strategically support the business.• Re-structured the Executive and Senior Management team with newly appointed CEO – 3rd generation family owned and operated company.• Implemented UltiPro Human Resource Management System. This was the first automated system for performance management, compensation planning, benefits enrollment, goal setting and development planning. Managed payroll department and transitioned payroll management to UltiPro.• Designed and implemented 3-year a Strategic Plan, 12–18-month strategic initiatives, and annual department goals.• Created and launched core values. It was the first time defining the company’s core values and embedding them into the organization (e.g. hiring, reviews, employee relations, training, promotions).• Enhanced Human Resource processes, policies, and programs (e.g. employee handbook, HR systems, compensation structure, bonus and incentive structures, pre-employment testing). A focus on internal communications, education, development, involvement, and mentorship were all strategies used to make the changes successful.• Transformed the culture from one of “do what I say and not what I do” to a culture of empowerment. Over an 18-month transformation, worked with the leadership team to embed this mentality into the organization through planned change initiatives.

Golden Valley, Minnesota, Us

• Led Human Resources team comprised of 7 employees. Managed, developed, and mentored Centers of Excellence and HR Business Partners within Equus businesses.• Conducted Human Resources Strategic Planning and Budgeting aligned to the overall business objectives.• Identified and implemented workforce development plans for key hires needed for business growth and reductions in force to right size the business.• Hired key Executive to include the President of Equus, CFO, VP of Operations, VP of Product Development, VP of Marketing, and VP/CTO.• Led Human Resources Post-Merger Integration activities for Rimage Corporation – a division of Equus.• Conducted transactional activities for the sale of Razor Sync – a division of Equus.• Managed several re-organizations within business units under Equus Holdings.• Implemented first Human Resource Management System to include performance management, goal setting, compensation planning, employee central, recruitment, and onboarding modules.• Created organizational and job specific competencies used in hiring, employee relations, performance, and compensation to create a high-performance culture.• Automated and established Human Resource processes to include annual performance reviews, compensation planning, and goal setting.• Conducted Leadership Development sessions around performance management, goal setting, compensation planning, and hiring.• Member of the ESOP Committee. Instilling the core values of the owner mindset (thinking, acting, and behaving like owners) into everything we do.• Conducted market analysis and created compensation structure for all positions in the organization to standardize a formal compensation program.• Managed employee relations, employment compliance, and legal claims.• Led Human Resources due diligence for Wayzata Home Products – a division of Equus.

Rehovot, Il

• Business Planning: Create short-term and long-term strategy for all North America human resource programs linking them to global human resource philosophies and methodologies to align with current and future business needs. • Post-Merger Integration: Conduct due diligence for all prospects globally; evaluate risk of acquisition; create the HR Post-Merger Integration (PMI) Plan; lead HR integration between Stratasys and acquiring company; implement integration plan including all programs, policies, processes and systems.• Business Partnership: Partnered with all executives in North America to meet the needs of their business through the people in their organization.• Talent Acquisition: Manages efforts of Director of Talent Acquisition to assess current and future talent needs; manages efforts create recruitment strategy including sourcing and succession.• Employee Retention: Create retention strategies to retain top talent including development, succession, communications and total compensation programs. • Compensation and Benefits: Manage efforts of the Compensation and Benefits Manager to design and implement compensation and benefit programs.• Employee Relations: Create employment policies and manage federal and state requirements for compliance to minimize risk.• Human Resource Management Systems: Manage efforts of Human Resource Information Systems Analyst to implement all HR systems. Previously implemented an employee performance management system including succession and 360 feedbacks, a human resource management system, a learning management system and a recruitment management system.• Leading Human Resource Team: Mentor, engage and empower my human resource team to succeed in their current roles and develop them for future roles. Guide continuous improvements efforts of the team to make processes and programs more efficient and effective year over year. Currently have a direct and matrixed team of 20+ in North America.

Rehovot, Il

• Business Planning: Develop, implement and recommend new organizational development processes, practices, tools aligned with the business needs. • Mergers and Acquisitions: Elected by executive management team as the Integration Manager to conduct merger of equals strategy, planning and implementation along with my counterpart at Objet Inc. in Israel. Included extensive project management; dual role of HR and Integration Management; executive level presentations; holistic view of the organization.• Performance Management: Created a leadership and organizational competency model to support the business culture and behaviors consistent with the overall strategy. Focused on creating a high performance culture by linking performance to compensation.• Talent Management: Implement performance vs. potential assessment tools and methodology, identify organizational gaps, create development plans to support growth and identify successors to retain top talent and reduce organizational risk. • Change Management: lead and motivate others, setting strategy, vision and targets to implement the change, evaluating the need and readiness for change, getting people involved in the process, communicating and using best practice methods and tools.• Employee Engagement: Evaluating employee engagement through surveying employees on key drivers of employee engagement. Developing action plans to enhance engagement. Monitoring progress and results year over year. • Learning and Development: Create learning and development programs by creating challenging work assignments, mentoring and coaching, individual development plans, ongoing feedback and training sessions.• Coaching and Mentoring: Partnering with leaders in the organization to align values, performance and behaviors to create a high performance culture.• Global Travel: Israel, Germany, Hong Kong, UK, Multiple states in the US

Mendota Heights, Mn, Us

• Developed, managed, motivated and engaged human resource team – 6 team members.• Developed and implemented an onboarding program for all new hires - corporate and remote.• Develop and implemented corporate leadership and employee training programs; traveled 30% throughout the US.• Handled all employee relations matters nationwide – sexual/other harassment claims, co-worker and manager work/personal issues, performance and behavioral issues, disciplinary actions, terminations.• Developed and implemented a base and variable compensation plan for all positions in the company.• Analyzed, developed, and maintained the companies benefit suite.• Coordinated safety trainings, created awareness programs, completed audits, and maintained safety records as co-chair of safety committee.• Supported all talent acquisition and retention efforts for positions in the company.• Utilized succession planning models to develop employee career paths.• Developed top talent through succession planning and talent management initiatives.• Implemented and maintained the company’s human resource management system (HRMS).• Assigned to special project teams to represent human resources –ISO, committees and process improvement teams.

• Human resource team of one – completed all human resource management programs.• Managed the front desk personnel and payroll administrator.• Developed onboarding program and orientated all new hires.• Created and implemented employee training programs.• Handled all employee relations.• Developed and implemented a base compensation plan.• Analyzed, developed and maintained the full suite of benefits.• Recruited and retained top talent including senior leaders, engineers, professionals, and manufacturing staff.• Coordinated and implemented all safety trainings, inspections, awareness and incentive programs as safety chair.

Masters (Ma), Human Resource And Change Leadership

Phr Certificate - Professional In Human Resources

Bachelor Of Science (Bs), Psychology