Providing business development and Human Resources expertise for small and mid-size businesses with a desire to grow sales, improve profitability, enhance performance of people, build a high performing leadership team, improve accountability, and institute cost effective Human Resources practices.

As a GLG Network Member, I bring 25+ years’ of experience in Human Resources business leadership roles to help clients solve some of their toughest challenges related to growth strategies, profitability, organization alignment, operational improvement, as well as broad and deep Human Resources knowledge and experience in employee relations, talent acquisition & management, executive team building, leadership coaching & development, employee engagement, compensation systems, benefit strategy, organization structure, performance management, HR Information Systems & data analytics, and compliance.GLG is the world’s insight network. It connects decision makers to the right experts so they can act with the confidence that comes from true clarity and have what it takes to get ahead. Its network of experts is the world’s largest and most varied source of first-hand expertise.

Manufacturer of silicone sealants, lubricants and PVC foam with 140 employees. Leader of Human Resources and key member of the executive leadership team reporting to CEO.• Led upgrade of organization talent and capabilities for Marketing, Sales, R&D, Finance, Customer Operations, and Manufacturing.• Implemented strategy to leverage HRIS to reduce time to hire by 20%, increase candidates for open positions, on-line benefits enrollment, on-line onboarding, and initiating LMS system.• Provided guidance and direction for reorganizing the Operations function to better align talent, resources, capabilities and staffing with needs of the business.• Initiated a talent review and development process.• Reduced turnover rate from 50%+ to 25%, negotiated benefit renewal resulting in reduced premiums for 18 months, upgraded performance management process.

Direct marketing retail catalog business with 400-700 employees. Responsible for Human Resources, Health, Safety and Facilities including talent management, performance management, compensation and benefits strategy, talent acquisition and recruiting, employee relations, legal compliance, 401(k) plan, employee engagement and culture, change management, HRIS, OSHA, facilities maintenance. Reported to the CEO. • Facilitated talent upgrade in key leadership roles, reduce G&A payroll by 25%, add talent in professional ranks, and reorganize functions to enable sales and profit improvement of 20%+.• Integral leader to reducing call center turnover rate from 49% to 24% in less than a year. • Provided leadership for selection and implementation of Kronos Workforce Ready/Central Time, Payroll, and HR enterprise system. Increased efficiencies and reduced costs by more than 25% for timekeeping, payroll, benefits enrollment, recruiting, performance appraisals, and compensation management.• Designed and implemented strategy that reduced medical claims by 25%+. • Instituted a structured program for supervisory and management skills training designed to improve communication, performance management, and compliance with employment law.• Designed a framework for a market-based compensation structure where none existed to increase competitiveness to attract and retain talent.• Introduced & implemented a talent management process to upgrade talent, development and organization performance.• Led the design, development, and implementation of first ever employee engagement survey. Experienced 10-15% satisfaction improvement in communication, performance management, and supervision.• Provide leadership for upgrading the performance management process to focus on aligning strategy and goals and drive to a performance-based culture.

Start up business in health, wellness, nutrition industry. Responsible for all HR activities along with involvment in business development initiatives reporting to the CEO. • Established compensation and benefits design, devised criteria for recruiting and selecting coaches, established basic HR policies, identified third party training resources, provided funding and resources for advertising and publicity purposes.• Implemented strategies for selection, compensation, organization culture, training, and team development to ensure client satisfaction and goal achievement. Experienced 95% client retention.• Member of a team that worked with hospital systems, network marketing businesses, health care brokers and health & nutrition experts for purposes of generating clients.

Sterile injectable pharmaceutical manufacturer and wholly-owned subsidiary of Boehringer Ingelheim with 1,200 employees. Provided leadership to 18 Human Resources, Training, Communications and Occupational Health professionals including talent management, performance management, compensation and benefits design, talent acquisition and recruiting, successsion planning, employee relations, legal compliance, 401(k) plan, employee engagement and culture, change management, training and development, communications, occupational health. Reported to the President/COO.• Spearheaded efforts to develop and implement human resource strategy key to organizations ability to grow revenue from less than $200 million to over $600 million and headcount from 500 to nearly 1,200.• Designed and implemented market-based compensation structure to compete for leadership and technical talent across the U.S. • Generated annual savings of over $2.0 million through comprehensive healthcare design and implementation strategy • Guided the HR team through redesign of selection process, wage structure, and career development process. Aided in reducing turnover over 50% and annual recruiting costs by over $500,000.• Redesigned the performance management process to a goal, competency-based, coaching and feedback structure. Process was a key factor in driving improved sales per employee of 144% over 7 years.• Facilitated initiative to upgrade succession planning process. Collaborated with Corporate and U.S. operating units in devising consistent process. Internal candidates promoted to 5 of the 10 senior leader roles over a 5 year period.• Led diversity and inclusion initiative designed to improve teamwork, respect for others, inclusion, and communication. Positive employee satisfaction levels for each area ranged from 81-91%.• Spearheaded HR initiatives that led to recognition multiple times for “Best Places to Work” in northeast Ohio and having best “Compensation & Benefits”.

Infection prevention healthcare equipment, supplies and service business with 1,600+ employees working in international field service operations, customer service, and 18 distribution and contract sterilization sites. Newly created role responsible for employee relations, performance management, compensation administration, training, recruiting. Reported to the VP, Health Care Division.• Designed, organized and hired new Human Resources team to support Associates worldwide. • Established key measures and initiatives to significantly improve delivery of HR services. Experienced significant improvements in reducing time to hire by 30%, on-time performance reviews by 75%, reduction of retroactive changes by 40%.

Leader in the pressure sensitive adhesive industry. Provided consultation and leadership in the areas of organization design, change management, performance management, leadership and employee development to an organization with $800 million in sales and 1,800 employees. Reported to VP, Human Resources.• Facilitated change from 3 autonomous, product-focused divisions to six customer-focused marketing and sales divisions with centralized manufacturing, technical, finance and HR. Successfully implemented with structural cost reductions of 20%.• Managed process to decentralize and restructure the product management function to improve customer service and effectively manage product line profitability.

Director, Human ResourcesManager, Human Resources