• Partner closely with Sales leaders to comprehend business objectives and project and programinitiatives that align with the corporate core values, philosophy, and strategy, and providestrategic HR support.• Manage employee relations matters, address conflicts, and foster a positive work environmentthat enhances employee engagement and productivity.• Performance Management: Oversee performance management processes, offering guidance ongoal setting, feedback, and development plans for Sales team members.• Implement HR policies and procedures consistently, ensuring compliance with legal requirementsand company standards.• Utilize HR analytics to assess trends, turnover, and other key metrics within the SalesDepartment, providing insights to inform strategic decision-making.• Change Management: Support the Sales team through periods of change, providing guidance onorganizational restructuring, role realignment, and other change management initiatives.• Develop and implement initiatives to enhance employee engagement, morale, and satisfactionwithin the Sales Department.

• As part of the senior management team, I support all aspects of people and culture within the US and Canada by partnering with leaders, driving organizational change, and providing strategic HR support. • Lead organizational design, talent development, performance management and employee relations issues for the region. • Coordinates with HR Services and other HRBPs to meet the needs of the business and employees, ensuring seamless process implementation and communication.• Lead efforts on professional development, change management, performance management, compliance and talent acquisition. • With the regional President and other business leaders, develops strategic resourcing plans including, organizational development, talent development and succession.• Created and implemented the first DE&I program within the region and built-up participation via engaging content. • Updated performance management to move from a stagnant once-a-year form process to a fluid ongoing process based on growth-based mindset. • Provide coaching and development to managers to help them better support high-functioning teams. • Helped identify and create career paths within the organization to support succession planning and employee development.

• Developed organizational strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. • Created career mapping and pay structure for the organization. • Led organizational design planning for operations, finance and sales organizations to increase standardization of processes and overall efficiency.• Standardized titles, job descriptions, and pay scales across the organization.• Led employee development training and support on topics including performance management, employee development, and employee engagement. • Managed employee relations issues and coached managers on providing feedback to reduce ER risk. • Developed and implemented performance management system.

• Partner with senior executives and management to develop and drive plans that optimize talent, structure, process and culture• Partner with global HR leadership in creating a true global talent platform, including ensuring programs are successful and legally compliant within region and leading the execution of platform programs within region. • Execution and delivery of value-added HR services, including talent acquisition, performance management, talent reviews, compensation planning and project management• Act as single point of contact for HR-related processes, issues/questions for assigned clients• Develop strategic staffing plans and provide recruiting support to the client team • Partner with managers to effectively address performance gaps• Collaborate with management team to develop processes that engage and inspire employees at all levels• Work with managers to effectively diagnose organizational issues and partner to solve them• Ensure equity in compensation process• Create learning and development tools using Articulate Storyline software• Use knowledge of instructional design to make learning fun, impactful, and part of our culture. • Partner with account leadership to manage end-to-end learning projects that span large and/or multiple areas, and that support complex change initiatives.• Form strong partnerships with leaders and subject matter experts to assess needs that lead to performance and learning recommendations that enhance performance and improve productivity. • Analyze performance and learning needs, and partners with internal teams to develop learning strategies aligned to business goals.

AkzoNobel is the world's leading global paints and coatings company and is a leading producer of specialty chemicals. The HR Business Partner is responsible for solving complex organizational challenges through people-related solutions. This includes partnering with leaders to drive results in areas of• Organizational structure and design• Change management• Structured employee development aligned with business objectives and other leadership tools and programs• Employee development and coaching • Compensation and variable pay • Employee and manager engagement• Process mapping and improvement for shared service model• Training, development and coaching of leaders, management, and employees.• Drive performance management for client groups, ensuring consistency and appropriate rigor for performance rating calibration. • Drive leadership talent review process with specific focus on building succession and development strategies for leaders and their teams. • Providing proactive solutions that allow leaders and employees to focus on business results.

• Led the organization’s strategic HR functions.• Managed a team of HR professionals, oversaw 27 different locations, and provided HR assistance and management for over 400 staff. • Maintained and applied current knowledge of HR laws and Benefit Research to help keep the HR and staffing policies and practices in line with the organization’s mission. • Directly sourced, interviewed and hired BGCMA’s professional and executive staff. • Researched, created, and implemented a new Performance Appraisal system. Trained staff and managers on how to implement the appraisal and tied appraisal system into overall organization comp and benefits strategy. • Served with the Board of Directors HR committee.

Developed and defined organization's comp and benefits pay practice. .• Lead supervisors and leadership at 9 different locations in employee relations and performance management. • Participated in strategic HR planning for the organization• Created, promoted, and implemented a plan to retain organization's top-performing talent• Secured over $4,800 worth of free or reduced cost trainings for members of the Staff Development Plan, Senior Management, and other Clubs.• Organized and Implemented a Statewide Cluster Training.• Talent acquisition and onboarding.• Evaluate and select benefit plans annually. Act as liaison betweenemployees and benefits broker and providers.• Created new evaluation methods including exit interviews, workplace satisfaction surveys, one month orientation follow-up and three month follow-up.• Continuously evaluate policies and procedures and propose changes as necessary. Maintain open communication with staff and run monthly staff meetings.• Train Branch and Department Managers on employment laws and HR policies and practices.

•Prepare timesheets, enter payroll and transmit data, distribute checks, enter payroll into general ledger, monitor leave balances, and prepare tax reports for 90 people. •Explain and enroll eligible employees in benefit plan. Prepare semi-weekly deposits for cash receipts, post deposits in general ledger, and reconcile monthly with development and auto departments. •Prepare and distribute month-end budget reports.• Assist with audit and prepare, enter and distribute budget for new fiscal year.• Orient new volunteers and assign to clubs, process volunteer paperwork, plan volunteer presentations and orientations.