Cindy Jordan Email and Phone Number

Engineered Materials Interconnects & Packaging (EMIP) is a leading manufacturer of electronic connectors and electrical packaging designed to protect sensitive electronic devices in demanding aerospace, industrial, petrochemical, subsea and telecommunications applications. It also specializes in custom cable assemblies and interconnects for medical devices and is a leader in specialty metal alloys, powdered and clad metals, strip and foils.

• Develop and implement a Division HR plan, supporting the Division’s strategic and annual operating plans • Translate organizational strategy into meaningful and relevant HR initiatives • Serve as a senior advisor, coach, and trusted resource to the GM and leadership team • Lead HR due diligence and integration activities for acquisitions targeted by the Division• Provide leadership and direction to the management team and business unit HR leaders to resolve HR problems, manage organizational change and drive success • Counsel managers on HR issues such as organization design, leadership development, succession management, change, performance management, training, human resource policy, talent retention strategies and compensation• Plan and manage the delivery of all HR support to employees including; recruitment, organizational development, training, compensation, benefits, communications, and talent management solutions• Evaluate Division opportunities to improve effectiveness in areas such as organizational structure, work processes, teamwork, and leadership • Collaborate with Corporate HR on AMETEK HR processes and policies to be deployed in the Division• Lead operational excellence initiatives to optimize HR performance• Administration of HR programs to ensure compliance with all employment related laws (EEO, OFCCP, FMLA, ADA, ADEA, NLRA, ERISA, etc.) in the US and around the world

-Develop and implement a division HR plan, supporting the Division’s strategic and annual operating plans -Translate organizational strategy into meaningful and relevant HR initiatives -Serve as a senior advisor, coach, and trusted resource to the GM and leadership team -Provide leadership and direction to the management team and business unit HR leaders to resolve HR problems, manage organizational change and drive success -Lead HR due diligence and integration activities for acquisitions targeted by the Division-Counsel managers on HR issues such as organization design, leadership development, succession management, change, performance management, training, human resource policy, talent retention strategies and compensation-Evaluate Division opportunities to improve effectiveness in areas such as organizational structure, work processes, teamwork, and leadership -Collaborate with Corporate HR on AMETEK HR processes and policies to be deployed in the Division-Identify (organizational/employee) weaknesses and providing the potential training resources.

Accountable to develop, implement and drive the effective administration and operation of all the Human Resources systems, programs, policies, practices and procedures. Is an active member of the Business Unit (BU) management team which is accountable for a positive/proactive work culture to drive the sustained profitable growth of the BU. Is accountable to ensure the BU operates in compliance with all applicable federal, state and local legislation and regulations which apply to employment and employee health and safety. Provides expert human resources leadership and counsel to the BU management.

-Created business development opportunities, marketing techniques and networking in order to attract business from client companies.-Developed a good understanding of client companies, their industry, what they do and their work culture and environment.-Advertised vacancies appropriately by drafting and placing adverts in a wide range of media.-Reviewed applications, managing interviews and short-listing candidates; checking references of applicants before submitting their details to the employer.

•Answered retiree questions regarding savings and pension plans as well as health benefits and Medicare.•Calculated the pensions of vested and retirement eligible employees and notified the employees of their options in writing as well as answered their questions over the phone.•Counseled retirement eligible employees of the benefit options including the various distribution options and assisted them with completing their paperwork.•Notified beneficiaries of deceased retirees/employees of their eligible death benefits in writing and answered any questions.•Assisted in the notification process of layoffs and answered employee questions concerning their benefits including their pension eligibility.

•Supervised and evaluated a staff of professional HR Generalist, HR Specialists and a Data Entry Clerk.•Assisted the Director of Employee Benefits in administering benefits to approximately 1,100 employees.•Verified the work of the HR Specialist to ensure they correctly entered benefit and payroll information into the system.•Coached managers on compliance with federal and state laws and University policies.•Aided managers and supervisors in the resolution of employee disputes resulting in a reduction of turnover.•Ensured that all employee data remained secure so that the University followed HIPPA guidelines and regulations.•Determined marketing/recruiting approach through recruitment planning for each departments open positions.•Directed the efforts of the HR Generalist to ensure we were using recruitment dollars effectively to source qualified candidates.•Introduced new interview process organization wide, resulting in a 22% increase in manager satisfaction in the interview and hiring process.•Consistently achieved high employee satisfaction, resulting in minimal employee attrition numbers.

•Coached clients on effective interviewing techniques and the new hire process.•Partnered with all levels of management to develop and implement staffing plans, conduct interviews, assist managers with candidate selection, and send offer letters.•Utilized best recruitment practices to source qualified candidates through career fairs, the internet and networking.•Ensured that the university properly administered COBRA benefits to employees leaving the university.•Developed and conducted new hire orientation and answered employee questions concerning their benefits. •Built performance management training program in conjunction with outside consulting firm to provide a new format for employee self-management and development to approximately 800 employees. •Effectively overcame employee resistance to quality improvements through fostering collaboration, training, and personal empowerment.

•Contacted companies from a database and educated them on the services of the consulting firm.•Generated $22,000 of business in one month.•Partnered with Sales Managers to develop strategies to obtain contracts on sourced leads.

•Maintained contacts at targeted colleges and universities to recruit students to the Finance Trainee program.•Directed finance and accounting managers to colleges and universities and managed their interview schedule.•Scheduled round robin interviews on site for 20 – 30 students and ensured their transportation and entertainment.•Developed innovative computer tracking and cost per hire analysis to asses the use of budgeted recruitment dollars and made recommendations to the CFO.

•Completed three Finance Trainee rotations in the Finance and Accounting departments, as Accounts Receivable Supervisor, Human Resource Supervisor, and Accounts Payable Supervisor.•Partnered with the Marketing Department to roll out weekly promotions into the stores computer system.•Managed the daily operations for a human resource office. Duties included: on the spot applicant interviews, applicant testing, staff supervision and on site drug screening facilities.•Supervised two Recruiters who were tasked with finding candidates for the call center operations of FNANB, Circuit City’s consumer credit arm.•Managed 7 Accounts Payable clerks, daily verifying batches of their work. •Followed up with store managers when necessary to ensure vendors were properly paid for parts.