Top executive responsible for overseeing the overall human resources function for Nitto Avecia and subsidiary companies. Deliver long-range human resource strategies and practices for the organization to meet specific business objectives. Manage the planning, development, implementation and administration of the human resources strategies and programs, including succession planning, compensation and benefits, recruitment, training, leadership development, talent management, performance management, DEIB, and employee relations programs. Provide internal leadership coaching to members of the executive staff and interacts with executive-level management on a peer basis. Provide oversight to other Human Life Solutions businesses. Member of the Board of Directors.

Chief is the only private membership network focused on connecting and supporting women executive leaders. Chief is a private network designed for the most powerful women in executive leadership to strengthen their leadership, magnify their influence, and pave the way to bring others with them. Launched in 2019 by Carolyn Childers and Lindsay Kaplan, its mission is to drive more women to the top and keep them there.

The Objective of MHS Connections mentoring program is to provide the opportunity for select Milford High School students who otherwise would not have access to college opportunities, to better know themselves personally and academically, to develop their individual capabilities, and to provide assistance in their path to college readiness and college completion. The Mission is to match selected, qualified and motivated Milford High School students with accomplished Milford area mentors, to assist and encourage the students in realizing their full educational potential and personal growth. Partnering with the local United Way chapter, the Advisory Board is responsible for supporting the relationship of the organization with the greater Milford community.

The mission of RISE is to provide scholarships and mentoring to children of currently and formerly incarcerated parents in order to break the intergenerational cycle of poverty, crime and addiction that too often threatens them.

Recruited for this newly created position to design, implement and facilitate leadership development programs for the top global senior leaders. Partner with senior-level executives to develop strategies that align with business objectives and impact organizational effectiveness and talent optimization. Provide on-going executive coaching; advising leaders on such topics as employee relations, leadership development, retention strategies, career modeling and succession planning. Partnered with global business leaders to develop and introduce organizational design, which increased business efficiency, improved retention of high potential employees, upgraded talent and positioned the HR department as a credible and valued business partner. Designed and facilitated impactful communications training for 30 of the company’s top global leaders that improved communications from the business leaders to the President and CEO, increased cross-functional collaboration and enhanced executive decision making.

Served as a key member of the executive leadership team, charged with developing and executing the global HR strategy including organizational design, talent management, succession planning, executive coaching, employee relations and learning & development. Drove organizational and leadership development in support of strategic business objectives to facilitate growth, innovation, collaboration, change and employee engagement. Managed a team of five HR professionals and partnered with 11 global business leads across three continents. Played an integral role on the leadership team; managing due diligence for several global acquisitions ranging from $50-$100 million. Selected by senior executives to lead a global, multi-business reorganization that impacted 5,000 employees across seven countries; successfully creating a new division that broadened the customer base and drove incremental revenue growth. Successfully strengthened leadership capabilities to impact workforce productivity and engagement by coaching key leaders in such areas as management effectiveness, leadership development and succession planning. Enabled the company to identify and position top performers for critical roles and to upgrade talent for key jobs by designing HR analytics used in developing people strategies.

Promoted to assume additional responsibility as the HR Partner for the Controls Division with 1,000 employees while retaining oversight for the Sensors Division with 1,200 employees worldwide. Managed HR professionals in the United States, Netherlands, Belgium, Japan, Korea and China. Developed and executed HR strategies, initiatives and programs in support of global business plans and overall corporate objectives such as talent management, performance management, workforce planning, succession planning, new employee integration and the compensation review process. Led investigations of highly sensitive and complex employee relations issues, utilizing broad knowledge of international employment law. Applied vast knowledge of cultural and political nuances to manage the acquisition and integration of a $150 million business with sites in China, Bulgaria, Belgium and the US; successfully retaining key talent and ensuring continuous business operations. Experienced similar success with several other major acquisitions. Conceptualized, secured buy-in from the C-Suite and executed the company’s first leadership development program that established a bench for critical management roles. Introduced such organizational assessments as 9 Box Grid, succession planning, performance management and 360 Feedback to align organizational competencies to business needs. Instituted HR analytics to evaluate the organization, identify gaps and create programs that improved effectiveness and optimized talent. Global Business HR Director (2010-2012) Recruited to manage global HR talent strategy focused on developing senior leaders, including design and delivered global trainings on performance management, coaching & feedback, building high performing teams and succession planning.

Initially managed recruiting, training and employee relations and subsequently gained additional responsibility for compensation, payroll and benefits for 1,000 employees worldwide. Directed an HR team in the US, UK, China and Hong Kong.Enhanced organizational effectiveness, built the company’s bench strength and positioned the HR function as a sophisticated and relevant business partner by introducing such fundamental HR programs as succession planning, performance & talent management, HR analytics and training & development. Closed the Lincoln manufacturing facility and moved operations to China, preventing costly litigation and delivering significant cost savings. Effectively managed the ex-pat program.

Served as the human resources business partner reporting to the Senior Vice President for University Advancement (Development and Alumni Relations) responsible for human resources, finance, operations and administration for 180+ staff and a $20 million annual budget. Executed human resources policies and procedures, including recruiting, retention, compensation, organizational development, performance management, training & development and new employee orientation. Recruited for Capital Giving and held other positions of increasing responsibility in Development (1999-2003)