A executive strategic HR leader focused on delivering organizational impact through people systems. Develops and directs the company’s human resource goals and strategies to support organizational success and business operations. Provides leadership to advance the company’s culture, vision and strategic plan as a trusted adviser and business partner throughout the organization. Develops talent acquisition strategies with a focus on diversity, equity, and inclusion, and implementation plans to retain and attract internal and external talent. Provides leadership for the delivery and execution of strategic HR initiatives and processes including benefits, payroll, compensation, talent development, employee relations, organizational planning and development, and industry statutory compliance. Provides consultative and business focused support and services to drive a culture of high engagement, innovation, continuous improvement, and performance to enhance operational and financial results. Engage in collaborative coaching and counsel for all levels of leaders within the organization.

Global human resources responsibility for an engineering and manufacturing company with approximately 1600 employees in 12 countries. Responsibilities include: strategic planning, organizational development, acquisitions and divestitures, employment law, talent development, performance management, employee relations, compensation, training, and benefits.

• Manage a 5-person staff responsible for all HR functional aspects, to include change management, employee relations, talent management and strategic partnering for business unit effectiveness, and industrial relations.• Coach and mentor international team members on HR practices, employee relations and training and development.• Integral member of the product line executive committee as a business partner to ensure proper alignment between the business and Human Resources. • Co-Developed a succession planning and career progression strategy including key talent review and future development processes• Drive positive cultural change and management direction during global restructuring, merger, and divestment initiatives.• Coach senior level managers in improving plant, team, and individual performance• Direct the annual O&HR review process across business functions, a process to capture and analyze organizational challenges, future direction and how the human resources are aligned to ensure success. • Lead the organization & human resource assessment semi-annual and annual analytical review and annual “Talent Day” processes.• Co-developed the General Management and Frontline Management Skills Development Centers specifically designed as 3 day intense training sessions designed to assess and identify development strategies for future leaders. • Serve as certified “Change Agent” in efforts to influence and manage change throughout the organization.• Certified profiler from PDI Ninth House for 360-degree assessments.• Coach senior leaders in assessing individual career development opportunities and formalizing development plans to meet those objectives.

• Served as one of six strategic managers in conducting the forecasting, budgeting, measuring and achieving of overall goals and objectives of the plant.• Led the individual and group development process of the strategic team members.• Led multiple facility OD efforts implementing process and systems to achieve higher levels of performance.• Designed and implemented a merit based hourly employee performance review and compensation system.• Delivered organizational development and skills training in six facilities across the U.S.• Introduced forward thinking in technology enhancements, cultural growth, and organization effectiveness.• Managed a 2-person staff responsible for safety, benefits & compensation, payroll, and information systems.• Received over $200,000 to date in training funds from Workforce Investment grant, Training for Industries and Existing Industries state-aided funds.• Managed an on-site temporary workforce consisting of two coordinators and 120 temporary workers.• Developed and revise plant policies, operating procedures, and job descriptions.• Resolved employee worker’s compensation, disciplinary, EEOC, ADA, and FMLA, issues.

• Served as one of four strategic managers in conducting the forecasting, budgeting, measuring and achieving of overall goals and objectives of the plant• Negotiated 3-year contract between the bargaining unit and the company• Lead multiple organization development efforts implementing process and systems to achieve higher levels of performance• Led the Engineering department through reorganization strategies and work improvements using process mapping and values initiatives• Worked with Sales organization to develop strategies to enhance customer relations and continued business growth through repurchase• Managed a 1-person staff responsible for safety, benefits and compensation, payroll administration and information systems• Managed the grievance and negotiation process including early stage settlement through arbitration• Resolved grievances and arbitrations between the bargaining unit and the company