Set the vision, strategy and provide leadership for Thermon’s Global HR function. Engaged in a full-scale HR transformation to maximize enterprise profitability and performance while building a high performing team of the BEST HR Partners who deliver results to the business in the areas of Executive Compensation, Strategic Planning, Talent Development, Compensation & Benefits and Business Systems & Analytics. Develop management & executive incentive compensation programs in conjunction with the goals of the Board of Director Human Capital Management and Compensation Committee.

Strategic Business Partner to the Sr. Vice President, Global Sales & Operations responsible for designing and implementing people strategies aligned with the business 5 year plan. Leader of a multi-national team of HR Business Partners and Managers in a matrix environment and ensure results are recognized and goals achieved. Member of the Global Sales & Services Leadership Team and Senior HR Leadership Team. Designed and mobilized organization to implement and adopt a Talent Development Strategy aimed at building bench strength of talent at multiple levels of organization. Successfully recruited top C-Suite talent at the Global Director and Vice President levels of the organization.Led and facilitated complex organization change management and organizational redesign with multi-national leadership teams which led to the successful implementation and adoption of a global matrixed organization. Designed and implemented a Global Sales Commission framework rooted in best practices and guiding principles aimed at attracting and retaining high performing sales professionals while maintaining a y/y neutral cost of sales metric. Regarded as a trusted partner and coach to executives and senior leaders in the organization. Called upon in high stakes change management initiatives to inspire leaders to take bold and responsible actions on behalf of the company.

Led a diverse and talented multi-national human resources team in North and South America with approximately 1,200 employees. Manage 5 direct reports, 15 indirect reports, and a $1.5 million budget. Member of the Senior HR Leadership Team and Corporate High Potential Group. Direct the delivery of core management activities and change management related to corporate directives in Business Partnering, Compensation, Talent Management and Employee Relations.Outsourced recruiting and implemented a globally consistent recruiting model which led to a 15% decrease in the annual HR operating budget while increasing staff and improving Time to Fill and Quality of Hire metrics. Implemented an HR Scorecard which in turn drove a culture of accountability in the area of employee development for identified High Performers. Primary Business Partner and trusted advisor for US and Latin America senior leaders and managers. Mobility, relocation & expatriate oversight and responsibility.Merger and Acquisitions team member responsible for all HR due diligence.Developed, redeployed and in some cases topgraded HR team thereby ensuring a path to succession of key talents in team.

Scope of role expanded to include Canada and the full scope of the TDW portfolio of business (In Line Inspection; Hot Tapping & Plugging; Pipeline Services). Managed a staff of 2 and supported approximately 500 employees. Project Manager for the Corporate Global Re-Organization Project. Partnered with Executive Leadership and Chief Operating Officer in the design, roll out and implementation of the global organization wide restructure.Identified, delivered and in some cases developed classroom instructional training and materials that effectively targeted audiences at many levels in the organization including entry-level, supervisory and upper-management in needed areas i.e. performance management, managing conflict, coaching& delegating, compliance, policies etc. Together with Engineering Leadership created a formal Technical Engineering Career Path for the purpose of creating a competitive advantage in the areas of recruiting, development, engagement and retention. Conducted salary analysis using external market data coupled with internal data to determine compensation placement or changes.Managed all Employee Relation activities for Western USA and Canada.

Responsible for the support and development of five separate collective bargaining units utilizing HR Best Practices in recruiting, employee relations and compliance. Approximately 900 employees. FMLA/ADA management, oversight and administration and responsible for managing risk. Case load numbered anywhere between 15 to 40 open cases at a time. Case management ranged from routine pregnancy leave to complex FMLA/ADA accommodation issues.Assisted with Compensation Study, resulting in job description design and equitable salary schedules. Assisted with Labor Negotiations for five employee bargaining unitsLead HR liaison during implementation of new HRIS system.