Evaluate, develop and implement comprehensive compensation policies, programs and initiatives across the organization. Provide project leadership to other compensation SME staff, HRBPs and HR Service Center. Compensation regional lead for Americas and Europe and compensation partner to engineering and G&A functions. Process owner of global broad-based compensation programs. Lead the global annual compensation planning process and the implementation of SAP SucessFactors compensation system.

Provide day-to-day support to HRBPs, recruiters and leaders on compensation issues. Evaluate new positions, provide guidance on job offers and responses to compensation needs. Assist in the annual compensation planning process. Participate in total rewards projects to meet business needs.

Provided talent management leadership and support to 550 employees and managers in U.S., Canada, Mexico and Brazil. Supported all business functions including headquarters leadership team during double-digit business growth phase. Led the Americas talent acquisition team that filled 125 openings during an 8-month period and project managed the hiring of 500 positions in China during a 6-month period to meet business growth demand.

Project leader for absence policies and processes harmonization across 34 U.S. sites including policy change recommendations, technology and process enhancements, RFP, and stakeholder management. Championed employee engagement with promotion of employee wellness initiatives. Other projects including job architecture review, global assignment redesign, retention guidelines, and annual compensation planning.

Partnered with VP/GM (sales, marketing, R&D) and VP of Manufacturing to deliver integrated solutions to attract, retain, develop and motivate innovative talent. Orchestrated organizational re-alignments of sales & marketing groups with recent acquisitions and business growth as well as execute on low-cost manufacturing strategy with growth of green field investment in Costa Rica.

• Global Manufacture Operations: Provided HR leadership to global manufacturing organization supporting 8,000+ employees in China, Malaysia, Korea, Mexico and Dominican Republic. HR team consists of 5 direct reports and 40+ HR professionals.• Business Partner: HR advisor to CFO and CIO to supported 200+ employees in finance/IT/facilities world-wide.

• Annual Total Compensation Process: Three-month corporate compensation director role to develop and implement the annual total compensation process for the company-wide 30,000+ employee population delivering approximately $200 million in total rewards in the forms of merit increases, bonuses, and equity awards.• Manufacturing Footprint Consolidation: Full-time member of project team that reviewed and evaluated the global factory footprints with the goal of consolidating 50% of manufacturing capacity and achieving $25 million annual saving. Work included financial analysis to determine cost leverage opportunities, scenario development & analysis, talent and capability assessment, business case presentation to senior management team. Managed manpower migration involving the laid-off over 500 employees and staffing 260 new positions over nine months across 7 locations in Asia, Europe, and U.S.

Led the human resources activities covering over 1,700 employees worldwide with nine locations in five countries including U.S., Mexico, UK, Finland and Russia encompassing $300 million in sales, with a team of 10+ HR professionals.• Cultural Change Leadership: Cultivated the values of the new company by leveraging existing HR systems to roll out key initiatives and processes such as total compensation, career structure, talent reviews, performance management, and rewards & recognition programs. Led intercultural simulations and new leader assimilations to facilitate discussions and understanding for the newly formed teams.• Business Partnership: Consulted and drove organizational structure realignment of the marketing, sales, R&D, operations, finance and HR functions to support the new integrated and matrix business after the merger. Spearheaded talent acquisition and retention strategy to meet business strategic and operating plans. Maximized the high performance culture by introducing 360-degree coaching and Role of the Leader training for front-line supervisors.• Employee Engagement Systems: Created a comprehensive HR Excellence voice of the customer survey to monitor management feedback with the goal of upgrading HR capability and capacity. Led group rollout of the company’s annual Talent Allegiance Survey, and established overall process implementation, communication and action plan assessment tools for worldwide distribution. • International Change Management: Facilitated the transformation and growth of the Mexican operation, reducing annual employee attrition by 62% (from 133% to 50%) and growing the employee population by 30% (630 ees to 830 ees). Achieved results by a combination of building strong local leadership and HR teams, launching supervisory training & performance management, addressing work environment issues, as well as implementing market-based compensation and benefits.

Led employee communications and HR functional integration effort for Fisher acquisition to form the new Laboratory Products Group ($3B, 10,000 ees). Planned and implemented HR and organizational integration strategies.

Supported VP/GM of business unit ($350mm) in strategic staffing & organizational issues, and supported VP of Global Sales with re-organization, performance management, talent review and creation of annual total compensation reward system. Led global employee communication integration effort for the Kendro acquisition ($300mm, 1600 employees). Worked with the corporate office in the planning and implementation of HR integration strategies.

• Benefits and Compensation: Six Sigma project leader in improving benefit vendor eligibility data that resulted in $11.9m soft annual savings. Benchmarked, research and presented recommendations in benefits policies changes that resulted in company-wide implementation of domestic partner benefits.• Developed and implemented salary planning, performance management, organizational learning plan. Coordinated talent review process, compliance and diversity initiatives as well as new applicant tracking system & staffing initiatives.• Organizational Effectiveness: Employee Opinion Survey action planning coordination, leadership & career development. • HR Generalist: HR business partner for two engineering units