David Edwards Email & Phone Number

Easton, Maryland, United States

Lead human resources and administrative services processes and teams across twenty-two county departments. • Advancing employee compensation levels through pay benchmarking and structural design, improving performance management and evaluation processes, and creating customized total reward statements for employees.• Secured significant capital investment in technological infrastructure to effectively manage the employee life cycle through a comprehensive human resource information system.• Researched, selected, and implemented Talbot’s first eLearning employee training platform.• Developing a systemic diversity, equity, and inclusion process.

Hauppauge, New York, United States

World's leading independent provider of high voltage power supplies for medical, industrial, semiconductor, security, analytical, laboratory and undersea cable power-feed applications. Design, manufacturing, and service facilities in the US, Canada, Mexico, the UK, Germany, China, Japan, India, and South Korea. Headed all aspects of human resources strategy, infrastructure, governance, and employee support services for the company. Drove business results with a team of thirty-one professionals globally, shared best practices, and promoted communication strategies and cultural awareness within the team. Contributed to highest revenue in company history - $300M. • Built a strong employee engagement operating model that supported advancing human resources strategies for an organization that had previously outsourced the process.• Spearheaded a “first-five-year” global human resources strategy from early stage infrastructure building and digitization efforts (HRIS implementation, Lean/Six Sigma process improvement, compliance audits, standardization of global metrics); to program development and customer service acceleration; to structured global employee communication, employment brand focus, and pay/benefits market competitiveness; to integrated human resources practices, employer of choice designation, program ROI analysis, and business partner structure.• Implemented talent management programs and processes in the areas of onboarding, performance management, compensation, reward and recognition, coaching, mentoring, professional and leadership development, training, diversity/equity/inclusion, strategic staffing, workforce planning, and succession planning.• Systematically identified, developed, and retained global high potentials, top performers, employees in critical roles, and retention risks by effectively utilizing talent assessment/management methodologies through competency evaluation and skill development, global mobility, and retention incentives.

Englewood Cliffs, New Jersey, United States

Top Human Resources Leader for LG’s $13 billion North American Operation supporting five business divisions in the US, Canada, and Mexico. Reported directly to the Chief Human Resources Officer in Seoul with a dotted reporting line to the President of North America. • Navigated complex human resources strategic issues in the areas of organizational development, training, staffing, employee relations, executive compensation, performance management, compensation and benefits, cultural assimilation, leadership assessment and development, HRIS, and diversity and affirmative action planning (US), and human resources compliance/risk management. • Member of the Human Resources Executive Council. Primarily focused on creating strategic human resources synergies across the enterprise related to process improvement, cultural assimilation, employee engagement and branding, resource allocation, and technology advancement.• Directly supervised five Division Directors with overall organizational responsibility for fifty-one Human Resources professionals across the North American Region. • Led the effort to reduce overall turnover across North America from 21.4% in 2007 to 16.8% in 2009 through employee engagement survey assessment, talent management initiatives, human resources program design/enhancement, and cultural assimilation remediation. • Excelled as process owner for retaining top leadership talent in North America through talent management programs/processes like succession planning, internal coaching, and employee development through annual individual learning plans. • Developed relevant Human Resources metrics for the North American Region; designated as a best practice by Corporate Human Resources. • Partnered with new CHRO on Global Project: “Increasing Business Effectiveness: Enhancing Integration between Expatriates and Locals.” • In partnership with Mercer Consulting, acted as Chairperson of the Global Total Rewards Strategy Project Team.

Ridgefield Park, New Jersey, United States

Championed the US Human Resources Operation for one of the fastest growing brands in the world.• Provided Human Resources leadership and strategies contributing to Samsung Electronics America’s financial success — annual revenue of $6.7 billion.• Directed all aspects of Human Resources including organizational development, employee relations, change management, talent acquisition, training, executive compensation, compensation and benefits, workforce planning, performance management, reward and recognition, leadership development and coaching, HRIS, and continuous process improvement.• Managed a team of eighteen Human Resources professionals located in New Jersey and California. • Effectively designed then implemented Global Human Resources Standards for Samsung: Organization Talent Vitality Review, Job Evaluation and Benchmarking, Promotion and Performance Management. Received the “Gold Award” presented annually by Vice Chairman Lee for outstanding achievement. • Helped build a world-class, results-driven culture at Samsung through the development and communication of shared values (competencies), cultural awareness/assimilation/diversity training, and “Great Workplace” survey action planning.• Quickly implemented a Human Resources client service model to drive customer service more effectively to ten broad functions. • Effectively constructed a Workforce Capability Index. Identified high potential hires (35% annually) and correlated quantitative/qualitative achievement. Results measured by strategic job placements. • Reduced average time to fill for open positions from 72 to 38 days and reduced the average cost per hire from $6,800 to $3,300. Total turnover decreased steadily from 29% to 16% during tenure. • Judiciously applied Six Sigma DMAIC principles to improve HR processes resulting in a higher overall customer satisfaction rating for the department (from 2.1 to 3.9 in 18 months).

Stamford, Connecticut, United States

Directed global Human Resources function for GE Capital’s Private Equity Division. Client groups included Investment, Legal, Quality, IT, Finance, Risk, and Asset Management.• Provided Human Resources leadership and strategies contributing to GE Equity’s financial success — annual net income of $530 million. • Managed all aspects of the Human Resources function: Session C (organizational development including employee career development/counseling, executive assessment and coaching, diversity pipeline review and top talent retention plans), employee relations (Alternative Dispute Resolution Program), compensation and benefits, selection and talent acquisition, affirmative action planning, and training.• Provided Human Resources consultation for management and staff in US, Europe, Latin America, and Asia.• Managed complex employee relations and organizational effectiveness issues associated with the Investment Banking industry. • Responded quickly to market-driven turnover levels (as high as 32%) by staffing the workforce and maintaining human capital levels through a retention strategy. Retained 89% of “core” global talent.• Pushed the envelope in relation to employee compensation challenges of the business by implementing an investment cash program, “Excellence in Culture” award program, and secured approval for Restricted Stock Units from GE Capital Corporate for key staff.• Participated on a cross-functional team that created “Equity University” for new hires (GE Capital Human Resources Best Practice).

Princeton, New Jersey, United States

Directed the Human Resources function for GE American Communications (Americom), the world’s leading provider of satellite communications solutions. Key customers included ABC Radio Networks, British Telecom, Discovery, Disney, NBC, The New York Times, Viacom, and Time Warner.• Provided Human Resources leadership and strategies contributing to Americom’s financial success — net income of $200 million, 23% controllable cost productivity, and voluntary employee turnover at less than 6%. • Managed Human Resources Six Sigma initiative resulting in $700,000 net income benefits.• Part of team that consolidated two sales organizations into one “Engage the Customer” process, increasing sales by 14% and new customers by 11%. • Managed Americom’s Session C process (known as industry best).• Won the prestigious GE Capital Best Practice Quality Award for developing a Compensation web page that was shared across GE Capital Divisions. • Represented Americom in matters related to Teamster Locals 9 and 111.• Developed, negotiated, and executed labor relations strategy that resulted in an unprecedented five-year labor agreement, including a pay for performance compensation structure.• Directed HR integration and employee assimilation strategies for two major acquisitions. • Increased front-end staffing by 32% (Sales, Marketing, and Business Development).• Reduced overall cost per hire by 10%; increased fill rate 60-day metric from 40% to 86%.• Designated a GE Code 1 (Top 20%) performer and placed on Human Resources fast career track.

Bachelor Of Arts - Ba, Psychology/Industrial Relations

Master Of Science - Ms, Industrial/Organizational Psychology