Led and drove alignment with company strategy for UGI Utilities, Mountaineer Gas Company (natural gas and electric utilities), and UGI Energy Services (supplier and marketer of natural gas, liquid fuels, electricity), business units (with revenue of $3.78B) of UGI Corporation, a publicly held $8.9B Fortune 500 company that distributes and markets energy products / services. Drove high performance with 2,650 employees, with 18 CBAs, labor and employee relations, HR team 18-34, reduced with centralization of key functions. Presented formal annual HR updates to board of directors and town hall meetings. • Led strategic business partner function, employee relations and labor relations, M&A activity, organization design, and change management• Integrated benefits and key policies within Mountaineer Gas Company (MGC), saving $1M while improving benefits offerings overall• Directed natural gas HR team in finalizing mapping roles for global compensation grading

Oversaw and led human resources for UGI Utilities (natural gas and electric utility company with revenue $768.5M), a subsidiary of UGI Corporation (revenue $5.7B). Led benefits and payroll for all domestic UGI-branded entities (UGI Utilities, UGI Energy Services, UGI Corporation) as well as compensation, HR compliance, talent management, change management, M&A due diligence, and HRIS. Supported 1,600 employees with 12 CBAs with team of 36.• Guided development and execution of career framework (partner: Towers Watson), career ladders, competencies, pay grades, ranges, tools and communications for employees and leaders, providing flexibility, pay transparency and clear protocol for position mapping to grade level• Transformed benefits offerings, communications, wellness platform, and incentives to drive employee engagement with benefits• Spearheaded development of globally aligned behavioral performance management competencies, performance ratings and descriptions

Led North American benefits, payroll, and business partner function, directly supporting C-suites in global logistics and supply chain consulting organization. Led HR activities for North America, then gained responsibility for LAM for global logistics and supply chain consulting organization, leading team of 11 U.S. employees and HR management oversight in LAM, with $16M budget. Supported 3,000 employees, with revenue of $450M.• Partnered with learning and development team to launch company's first global engagement survey. Analyzed results and worked with each C-suite member to develop robust actions plans.

Led human resources for business verticals, UK, and CH sites. Led integration activities of policy alignment, benefits transitions, compensation plan design, recruitment, and organization design through closing. Prior to integration, worked as head of human resources for privately held (Mars sold to Bain Capital & Advantage Partners in 2006, who sold to Crane, Co. in 2013.) global payment and solutions technology company, with manufacturing in Mexico, UK, and Switzerland. Supported 800 globally dispersed associates in 21 countries (80% outside U.S.), with revenue of $400M.• Led MEI Values creation post divestiture from Mars, Inc.; established global recruitment and talent management strategies, compensation philosophy (total rewards, global pay grade structure for 21 countries), induction, performance management, succession planning, and HR metrics.

Supported 800 globally dispersed associates in 21 countries (80% outside U.S.), with revenue of $400M. Managed cross-cultural, globally dispersed HR team (England, Switzerland, Mexico, China, U.S.) of 15 (67% outside U.S.).

Established successful foundational practices/programs: regional talent acquisition and talent management strategies, compensation philosophy, induction, performance management, succession planning, high potential development and identified relevant HR metrics.

Served as HR leader for merchandising, planning, programming with international televised retailer. Consulted with President, EVP, SVPs, and VPs regarding organizational structure, succession planning, policy, compensation, organizational / individual development, and budgets.

Various HR roles and assignments with this national physical rehabilitation provider primarily to skilled nursing facilities (also in state-of-the-art rehabilitation hospitals and outpatient facilities).