Devon Browne Email & Phone Number

Greater Minneapolis-St. Paul Area

Vice President HR Sales

Las Vegas, Nevada Area

• Designs and leads the HR agenda for over 600 employees in support of the Product, Technology, and Supply Chain functions. Manages four HRBP’s in Australia, India, and North America. Provides direct support for the Chief Product Officer and the Chief Technology Officer. Aligns strategies with Aristocrat’s business and human resources commitments. Identifies and closes organizational capability and competency gaps by utilyzing internal and external best practices.• Designs and implements processes that support corporate objectives including: Talent and Performance Management, Leadership Development, Succession planning, Total Rewards, Change Management, Talent Acquisition, and Employee Engagement.• Coordinate talent review and succession management processes in partnership with Executive Leadership• Support the functions by providing common tools and systems, thought leadership, coordination and change management support.• Consults with leaders in assessing and addressing organizational/people implications of strategic business objectives. Manage significant change management initiatives associated with business transformation. Viewed as a strategic executive and owner of business results.

Boulder, Colorado

• Human Resources Director for over 12,000 employees in global manufacturing and Quality. Manage nine (9) HR Managers in the HR function in Asia, Europe, North America, and South America. This role is a key partner supporting two VP’s of Operations and three VP’s of Quality with global responsibilities.• Implemented talent management and workforce planning strategies to build a high performance accountable culture. Drove organization and individual performance through succession planning, career development, career paths, and employee development based on short and long-range organizational strategy and goals. • Led integration efforts associated with the $325M Barrx acquisition: OD and change management; talent leadership review and succession planning; new leader assimilation; executive level hiring and terminations; HRIS and applicant tracking systems; benefits; and workforce planning.

Boulder, Colorado

Lexington, North Carolina

• Human Resource Manager for two manufacturing facilities 45 minutes apart that employed 379 employees, including 52 salaried employees. Responsible for five direct reports in the HR, Safety, and Training functions. • Reduced the recordable injuries from two (2) per month to an average of .5 per month through the use of behavioral safety techniques and ergonomic strategies.• Implemented an HR process that eliminated payroll errors by 98 percent during FY 08.• Created and implemented a new job bidding process and attendance policy.• Selected by the VP of Global Manufacturing to teach succession planning and HR strategy to all of the plant managers and manufacturing directors at the global manufacturing conference.

Augusta, Georgia Area/Camden, South Carolina

• Human Resource Manager for a 420 employee plant that included 58 salaried employees. Responsible for three direct reports in the HR function.• Actively supported the facility’s Operational Excellence (OPEX) initiatives by engaging in Six Sigma and Lean Manufacturing reviews.• Served as the Human Resource Manager of two facilities 160 miles apart for sixty days.• Selected by the Human Resource Director to manage a training project due to superior technical knowledge.• Trained the staff in the use of the Voices 360 development tool.• Restructured the plant’s training system to ensure corporate and ISO: 13485 compliance.• Provided strategic and tactical planning to ensure employee retention and development. • Established administrative directives, standards and guidelines to ensure adherence.• Advised management staff on training, staffing, performance management, legal compliance, employee relations, and the administration of company policies and programs. • Monitors the morale of the organization to proactively address issues before they developed into problems. • Partnered with managers to implement the diversity program and promote positive employee relations.