Working with owner on people operations and client service.

Spring Adjunct UC Organizational BehaviorGuest Lecturer undergrad HRD & HR trackGuest Lecturer Masters of Human Resource Program

Incredible opportunity to work for a premier public accounting firm in Ohio, Kentucky, and Indiana. VonLehman's firm values and vision is not just idle words, it is reflected in how they truly treat their employees and clients. I am honored to be part of a "top class" leadership team in this community.

I provided hands-on assessment, creation, and development in all areas of Talent Management and Human Resource Development for all plant and yard locations in the Tri-State area. (22 locations overall). I work directly for the Cohen family in helping to establish HR and HRD guidelines, that support state and federal labor requirements in our three-state area (Ohio, Kentucky, Indiana). I also provide direction and oversight for payroll, recruitment, performance management, learning & development, employee retention, and succession. Cohen is a key national leader in the ferrous and non-ferrous metal industry. Cohen is a 500+-million-dollar family-owned company with 22 locations in three states, and has over 400 employees.

As Clark Schaefer Hackett’s Chief Talent Officer, I provide strategic direction and oversight for all areas of Talent Management within the firm, including talent acquisition, learning and development, performance management, organizational change management, succession planning, and the startup of the new Strategic Talent Management Services Group. I also also played a lead role in the implementation of CSH’s strategic plan, specifically in the areas of firm culture and maximizing career opportunities for all employees.At CSH, I use my passion for creating employee development plans and strategies to drive firm-wide employee engagement. By offering tools and resources that support career success, I galvanize the CSH workforce to be involved in, enthusiastic about and committed to their work.

I lead the firm’s overall talent management strategy and execution including recruiting, onboarding, performance management, employee rewards and recognition, leadership development, succession planning, and learning and development. In addition, I am responsible for organization “line of sight” consulting including partnering with senior leaders to introduce and effectively manage organizational change effectiveness and to ensure that leadership and culture are aligned with the firm’s growth strategy. I also partner with the CHRO and senior business leadership in order to build strategies and approaches to ensure the firm is focused on developing talent for current and future business requirements. I am accountable for the design, development and delivery of firm-wide talent processes, programs and tools that will engage develop and retain top talent to have maximum impact and effectiveness in the business at the individual, team and firm level. I bring forth innovative approaches to talent management that will increase overall organizational bench strength and foster a talent mindset across the firm.

I create and lead the firm’s overall talent management strategy and execution including leadership development, succession planning, learning and development, performance management and talent planning. In addition, I am responsible for organization “line of sight” consulting including partnering with senior leaders to introduce and effectively manage organizational change effectiveness and to ensure that leadership and culture are aligned with the firm’s growth strategy. I also partner with the CHRO and senior business leadership in order to build strategies and approaches to ensure the firm is focused on developing talent for current and future business requirements. I am accountable for the design, development and delivery of firm-wide talent processes, programs and tools that will engage develop and retain top talent to have maximum impact and effectiveness in the business at the individual, team and firm level. I bring forth innovative approaches to talent management that will increase overall organizational bench strength and foster a talent mindset across the firm.

HRD Leader and Business partner for WILD Flavors global business opportunities. WILD creates turnkey and flavor solutions for the food and beverage industry. Current role covers North America 4 sites: Erlanger Kentucky, Canada, Beloit WI, and Kalamazoo Michigan. Internationally current role covers 2500 employees and 8 international locations.• Lead and oversee: training and development, payroll, benefits, compensation, recruitment, safety, administration, and employee relations for all North American Facilities.• Lead domestic and international corporate leadership initiatives, human resource development programs, and organizational development functions servicing over 2500 employees at 12 domestic and international locations. Designed and introduced the first global leadership program which included a companywide mentoring program. • Serve as the HRD point person for new mergers and acquisitions: led the HR integration for 3 new M&A’s this past year. Key contributor on the WILD leadership team that lead and managed the company’s business growth to 1 billion euros in 2013. • Served as the HRD point of contact for a newly acquired OEM manufacturing site in Beloit WI, and Kalamazoo MI, providing guidance to new Leadership team members and HR integration support to HR group.• Developed and implemented a Global Integrated Competency Model for WILD that includes: Employee Recruitment, Employee Selection, Performance Management, Professional Development, Employee Retention, and Succession Planning.• Provide counsel and coaching to general management and other members of Leadership on various people issues. Earned reputation as confidante and “go to person” regarding sensitive issues involving people and organization changes.• Designed and implemented annual People Review and Succession Planning process, output drives development actions for High Potentials, fills key Leadership roles, and addresses performance concerns.

The Learning & Development position manages and directs all aspects of employee on-boarding and training, employee performance management, and professional development. The L&D Director/Manager effectively supports the organizational strategy and is the change agent for the Company.• Provide knowledge and skills in applying a wide range of human resources management practices, principles, applicable personnel laws, policies and regulations. (example: Communication Effectiveness, FMLA, Sensitivity in the Workplace)• Direct a highly effective orientation program that emphasizes the critical importance of welcoming and integrating new employees into WILD’s culture; working in conjunction with senior management, ensure orientation of new hires furthers the understanding of WILD’s mission and values as well as clarifies procedures and processes. (NEO)• Ensure the health and vibrancy of the US and Global teams through leadership and professional mentoring. Team Development• Ensure managers are provided with the training and support needed to effectively implement talent management processes. • Ensure mechanisms are in place to assist WILD staff access to coaching and counseling, and mentoring opportunities.• Ensure safety policies, procedures and programs are developed and monitor their communication and implementation. (OSHA Safety Programs, GMP Programs, HACCP Programs)• Ensure the design and application of programs and systems that assist managers to foster a workplace environment consistent with WILD’s mission and core values.• Ensure management is provided with the training and support needed to effectively implement talent management processes.• Partner with functional units including Product Development, Engineering, Sales and Marketing to deliver business solutions that improve organizational performance.

As a L&D Manager I direct the design, planning, and implementation of corporate training programs, policies, and procedures, including all OSHA and ISO regulated requirements. I also develop and approve new training techniques and suggests enhancements to existing training programs. • Identify training and development needs within the organization as well as identify compliance training and on the job training needs for all WILD employees.• Direct the design, planning, and implementation of corporate training programs, policies and procedures.• Approve new training techniques and suggests enhancements to existing programs and procedures• Provide performance development coaching, mentoring and Leadership Development for WILD Employees.• Assess and manages the training program for WILD Affiliated Holdings to meet the needs of compliance and on the job and allow for development of “best in industry” opportunities and investment in employee development to include material preparation, media selection, vendor management and coordination with internal customers.• Review vendor proposals, monitoring quality of material, managing cost and assessing effectiveness.• Ensure compliance with laws and assures legality of procedures and policies in the human relations area.• Managing to budget

This position coordinates the development, implementation, and tracking of automation training courses, curricula, and technical procedures or work instructions for the K103 and K107 manufacturing facilities as they relate directly to the industrial automation needs of these facilities.Senior Field Instructor/Instructional Design: (Lilly: Automation Instructional Designer/Performance Improvement Project Manager) Contract assignment for Eli Lilly as a Performance Improvement Instructional Designer for automation engineering specific curriculum needs. This position coordinates the development, implementation, and tracking of automation training courses, curricula, and technical procedures or work instructions for the K103 and K107 manufacturing facilities as they relate directly to the industrial automation needs of these facilities.I acted as a liaison between the Performance Improvement (PI) group and the Automation Engineering teams developing the automated control systems for K103 and K107. Summary of Specific Duties and Tasks: Team Management• Provide ongoing coaching to Automation ID team to ensure performance and objectives are achieved. Project Management• Scope and implement projects and services to meet the needs of the automation deliverables.Training Development and Coordination• Consult with Automation and PI personnel regarding potential training development projects on full range of instructional systems design (analysis, design, development, implementation, and evaluation). Performance Consulting• Consult with Automation and Quality Management teams to identify and prioritize performance interventions based on business strategies, objectives, performance, and skill gaps.