Senior HR Leader within Edward's Global Supply Chain and Quality organization. Lead the HR function for the Critical Care Network with over 3000 employees across domestic and international operations:2 manufacturing plants in Dominican Republic and Puerto Rico, Technical Service support centers in JAPAC and EMEA, and Corporate Functions in the USA.Acting as the HRBL for the Global Supply Chain Manufacturing Council Define HR strategy in support of business imperatives for the Critical Care Operations & Quality NetworkLead people initiatives strategy execution of star projects for global supply chain for the Critical Care Operations & Quality NetworkLead organizational changes and transformations for the Critical Care Network.

Advised organizations in talent acquisition strategy, providing resources and coaching to attract the best talent in West Africa.• Designed a talent management business model for 20 clients in West Africa and achieved 100% client satisfaction rate.• Facilitated training in Career planning and Leadership for 1000 leaders in 5 West African countries, achieving 98% participant satisfaction rate.

Manage succession planning for our critical roles in manufacturing.Provide operational talent initiatives designed to support productivity strategy of all manufacturing plants globally. Represent composites in the enterprise operational leadership program. Assist employees with personal development and career planning to increased mission readiness, timely promotions and better employee retention.

Negotiated Total Productive Maintenance (TPM) training & development strategy deployment for 350+ Unionized manufacturing plant employees on international assignment in France for one year• Designed and deployed training and development process, tools and resources to engage leaders in upskilling employees, concerning operation “0” loss strategy; controlled €500K training budget• Orchestrated Training and Development (T&D) efforts using TPM methodology; engaged all strategic pillars and influenced creation of pillar skills matrix; achieved 90% completion rate of the T&D pillar Masterplan.• Increased employee engagement by 70% by executing skills-based training, job rotations, and line managers' leadership development program.

AProvided strategic and operational support to a team of 5000+ employees across 17 European (EU) countries. Guided headcount reporting and workforce planning for EU on International Assignment in France. Supervised Manufacturing early career program for 40 engineers.• Developed social media recruitment, referrals, and in-house recruitment strategies reducing external recruitment contracting cost by €2 million.• Designed a master headcount file for Owens Corning businesses in the EU providing 100% accurate workforce planning solutions to business leaders.• Performed recruiting initiatives for high volume talent acquisition of engineer graduates; filled 100 high-profile positions in EU.• Led cost-effective compensation harmonization and facilitated discussions for recommended remuneration levels for 750 salaried employees with a salary and bonus of €30K - 500K per year in 17 European countries

Orchestrated all aspects of HR functions for the Global supply chain function to create a leading workforce of motivated and skilled and talented qualified personnel in the North America Region. Effectively managed separations and coordination talent acquisition and management activities. Improved employee experience by influencing change invention and implementing cutting–edge HR best practices.

Provided advice and support to HR Director in creating sustainable and efficient HR processes in areas of recruitment, succession planning, change management, organization design, and developed management training programs and onboarding; Developed policies update roadmap and participated in policies development activities. Led HR policies review to align with universities regulations and presented to Department Director and team recommendation for organizational structure and offer recommendations for the best approach based upon findings.• Created an employee engagement survey, analyzed the survey results and recommended changes. Successfully wrote a hiring guide, 10 highly effective HR standard operating procedures, life cycles, workflows and on-boarding procedures based on best practices. Contributed to HR’s outreach platforms, including intranet, internet and HR Bulletin.

Assessed and analyzed cost of the entire U.S. Education refund program of $82 million. Assessed overall cost savings of 2009 changes and made recommendationsAnalyzed trends and presented findings in Engineering resignations and Ed refund reimbursement distributions from ‘09-‘14.Developed concepts for a series of short, fun videos to convey key policies information. Scripted and produced one video for distribution to all new/current employees.

Processed Canadian salaried and hourly union payroll, including special one-time earnings, deductions, tax exceptions or any other functions that affect payroll. Ran tax exception reports using PeopleSoft or queries to catch errors and make any necessary employee adjustments. Held responsibility for running, reviewing and sending all interfaces and reports to third party vendors and other GATX departments.

Acted as trusted partner to C-Suite on HR policies and operations. Managed administration of compensation, benefits and other HR administrative matters relating to Federal and State employment compliance regulations. • Reduced turnover rate by 60% and shortened recruiting cycle by 75% (down to 2 weeks) by implementing standard recruitment processes.• Initiated efforts to implement automated PTO requests improving accuracy of employee accountability by 75%.• Oversaw hiring of 166 new employees; 70% were graduates from university partners.

Awarded Employee of the Year in 2008 for getting a perfect rating of 4/5 for overall customer satisfaction. Created and implemented a customer complaint tracking spreadsheet which helped quickly identify recurrent problems and take appropriate corrective action, resulting in a 50% increase in the department’s efficiency. Coached and trained 20 new customer representatives over the course of 2 years.