Richard R. Bahner Email & Phone Number

Manage and Grow the Company

Change Business helping Individuals and Organizations manage change using an HR ROI Measurement System to improve organization capacity to drive results and invest in change.Richard.Bahner@success-dna.com P- 973 479 6288 US ESTSkype ID- richard.r.bahner

Practice focused on driving business success through Global Talent Management, HR Strategy Alignment, Leadership Coaching, Corporate Communications, and implementing HR ROI Measurement Systems to manage investment in change. Ayers Group – Facilitating Career Transitions for executives affected by reorganization plans in multiple states. (2007 – 2009)Endurance Services – Global Insurance / Reinsurance Business with annual Income of $500M (2006 – 2007)Contract Vice President Human Resources New York, NY / Hamilton, Bermuda for Global Reinsurance Business generating 70% of corporate income. Responsible for upgrading HR processes, improving organization talent, and driving business unit results.Change Management Initiatives for medium size organizations in US, Europe, and Latin America

Change Management Practice focused on using HR ROI to help drive business results; Practice focused on driving business success through Global Talent Management, HR Strategy Alignment, Leadership Coaching,Corporate Communications, and implementing HR ROI Measurement Systems to manage investment in change.Leader SuccessDNA launching CareerDNA support processes and ePEO System in North America. (2010 ­ 2011)Ayers Group ­ Facilitating Career Transitions for executives affected by reorganization plans in multiple states. (2007 ­ 2009)Endurance Services ­ Global Insurance / Reinsurance Business with annual Income of $500M (2006 ­ 2007); generating 70%of corporate income. Responsible for upgrading HR processes, improving organization talent, and driving business unit results.Change Management Initiatives for medium size organizations in US, Europe, and Latin America

Frankfurt Am Main, Hessen, De

Largest Bank in Europe with Net Annual Income of 4; Full HR generalist responsibility for 2500 employee Global Asset Based Lending Unit. $10B managed assets.* Improved unit performance from 73% to 105% in 14 months. Facilitated business model change from product focused platform to an industry focus, reducing headcount 25% and improving sales performance 160%.* Designed, led change, compensation, and communications plan to imbed new performance culture into business.* Saved $14M by hiring key management team from technology leasing company instead of buying the business.

Total HR responsibility for all of Human Resources for 5 Country, 3500 employee region of the Commercial Bank. * Facilitated implementation of Region Business Plan, HR Support Strategies, and building management team. * Saved $125K by implementing Strategic Staffing Process integrating external search consultants into HRP process. Reduced average staffing time from six months to two months saving the business $6M in year one.* Reduced turnover by 11% ($4.2M) through proactive employee communication plan and new rewards system.

Key Human Resources member of a multi-discipline task force developing and presenting innovation strategies and solutions to AT&T Corporate Board based on changing global communications market and industry technology needs.* Developed HR ROI Change Investment Process to implement HR Strategy and drive / impriove global business results. * Saved $14M by devising and implementing Global HR Integration Plan which reorganized AT&T, NCR, and Lucent HR into one unified support organization structure. HR Project team received AT&T Diamond Line Recognition Award(AT&T Spun off Lucent, NCR, Bell Labs business equaling 70% of international business in 1996

Key Human Resources member of a multi-discipline task force developing and presenting innovation strategies and solutions toAT&T Corporate Board based on changing global communications market and industry technology needs.· Developed HR ROI Change Investment Process to implement HR Strategy and drive / impriove global business results.· Saved $14M by devising and implementing Global HR Integration Plan which reorganized AT&T, NCR, and Lucent HR into one unified support organization structure. HR Project team received AT&T Diamond Line Recognition Award (AT&T Spun off Lucent, NCR, Bell Labs business equaling 70% of international business in 1996

Total responsibility for International HR Strategy, Talent, OD, HR Planning, IA's, and Labor Relations for 23 SBU's.Annual budget of $12M and Headquarters staff of 60. Total of 23,000 International Employees, 1150 US and 235 GlobalAssignees located in 55 Countries and managed on a regional basis through a global network of 23 Strategic Business Units.· Regionalized HR organization into 3 field offices reducing HQ 70% and aligning field with business needs.· Revised Expat Policy to focus on assignment career development and employee retention. First year savings of $4.3M. Created and implemented Human Resources ROI Measurement System to manage in country strategic plans and budget, HR Global Compliance Standards, and STARS© to manage AT&T wide business unit talent development process.

Total responsibility for International HR Strategy, Talent, OD, HR Planning, IA's, and Labor Relations for 23 SBU's.Annual budget of $12M and Headquarters staff of 60. Total of 23,000 International Employees, 1150 US and 235 Global Assignees located in 55 Countries and managed on a regional basis through a global network of 23 Strategic Business Units.* Regionalized HR organization into 3 field offices reducing HQ 70% and aligning field with business needs.* Revised Expat Policy to focus on assignment career development and employee retention. First year savings of $4.3M.* Created and implemented Human Resources ROI Measurement System to manage in country strategic plans and budget, HR Global Compliance Standards, and STARS© to manage AT&T wide business unit talent development process.

Purchase, New York, Us

HR Head Northeast US Frito Lay - USHR Head Mexico Bottling Company - MexicoHR Head Asia- Pacific Pepsi - SingaporeHR Head Latin America Pepsi - Mexico

Total HR Responsibility for franchise business covering 12 countries, generating 38% of Pepsi's Global Revenue.· Improved sales efficiency by 12 % ($15M) - by redesigning LA Region HR / Operations business support platform.· Reduced full year turnover costs by 11% ($2.3M) with new Latin America Management Regional Sourcing Program.

Total HR Responsibility for franchise business covering 12 countries, generating 38% of Pepsi's Global Revenue.· Improved sales efficiency by 12 % ($15M) - by redesigning LA Region HR / Operations business support platform.· Reduced full year turnover costs by 11% ($2.3M) with new Latin America Management Regional Sourcing Program.

HR Leadership Roles for Asia and Latin America. Responsible for helping manage 38% of Pepsi International Global Sales

Total Human Resources responsibility for 17 country, 4000 employee franchise / bottling business. Supported 3 Regional Vice Presidents, President Japan Bottling Business, and President of Philippine Bottling / Concentrate Business.· Reduced International Assignment costs 25% ($8.5M) by designing / implementing regional compensation plan. Utilized primarily Asian talent and skills to grow business. Approach was adopted by Pepsi on a worldwide basis.· Provided HR, staffing, strategy and OD support for first company joint venture start-up

Managed total HR function and reorganization responsibilities for 6,000 employee 100 million case / year soft drinkmanufacturing and sales organization. Professional staff of 40 and support staff of 235 managing three plants.· Reorganized and rebuilt company franchise business in 18 months, following $70M inventory shortage.

Directed HR function for 4,000 employee snack food sales/marketing organization in 25 Northeast cities. Staff of five HRProfessionals and five line support people. Staffed six high potential people into Zone Sales group. Managed 2 major unionnegotiations and 5 Teamster de-certifications in 18 months. Helped grow sales 27%

Promoted 6 times from HR Trainee in Fiber Drum Division to Regional Director of Northeast US Can Business. ReorganizedMid Atlantic Region. Consolidated Three can divisions into one managing 32% of US Can business in a single organization.

Managed Northeast and Mid Atlantic Manufacturing Regions covering 16 States

Managed Northeast US and Mid Atlatic Manufacturing Regions. Responsible for 15 locations in 12 States

Education record

Education record

Bs Human Resources, Business

Adjunct Professor, Human Resources

Mba, Management

Bs, Human Resources