Throughout my HR career, I have been drawn to the areas of Talent Management & Acquisition, Learning & Development, Mentoring & Coaching. Now I get paid to do what I truly love! With over 30 years of business experience in HR, manufacturing & services, both large and small companies, I bring a unique perspective to the search process. I know what companies are looking for and where to find the talent they need and have a strong network from which to draw. I'd love to take on your challenging/frustrating/exciting search or project!

Global HR Executive | HR & Business Strategy | Talent Management & Leadership Development | M&A | Employee Engagement & Culture | Change Management

Oversaw HR strategy and initiatives in support of $900M business with over 20 manufacturing facilities and 26 regional branch offices across US, Canada, Mexico, and Brazil consisting of 3,600 employees. Served as key partner and advisor to both the COO and senior leadership team advising on topics, including business strategy, organizational structure and development, and upgrading of talent where needed. Led team of 40 HR professionals across US, Canada, Mexico, and Brazil, upgrading talent in multiple positions. - Integrated three acquisitions and led change management efforts for continued merger integration of Dorma and Kaba, including retention of top talent, consolidations, and expansions with hiring ramp ups.- Recruited and replaced 60% of the Senior Leadership Team, working with the COO to upgrade the leadership of the organization.- Restructured HR function to support business strategy, incorporating HR business partners, HR shared services, and centers of excellence for both talent management and total rewards.- Managed people aspects of three plant consolidations into other facilities, including communication coordination, labor planning, ramp down and ramp up staffing plans, severance, and WARN compliance with no major legal implications.- Led the restructuring of sales, marketing, IT, and finance organizations to include establishing shared services, regional sales structure, vertical markets, and global IT structure. - Implemented standardization of compensation philosophies and structures, including sales incentives, bonus structures, fringe benefits, and merit planning process. - Standardized monthly reporting and KPIs for HR to help drive business decisions. - Created vision and strategy for HR organization and reestablished trust and credibility for function with both leaders and employees.

Regional Human Resources leader supporting 21 manufacturing facilities and 5 sales offices across the US, Canada & Germany consisting of over 2,700 employees. Business Partner with VP of Operations and General Managers to build the people strategy for the region including strategic workforce planning, business planning, talent management, leadership development, employee engagement (culture), and organizational design & effectiveness.

Group staff level position for $3B global business unit to lead the design, implementation, monitoring and coordination of programs, processes, tools, and methods that support talent management, succession planning, career management, retention, talent acquisition, and selection within the Group. Completed interim assignment as HYD Group Asia Pacific Regional HR Manager, supporting growth of the business in Asia Pacific, spending extensive time in China, Korea, India and Japan conducting organizational design, strategic workforce planning, acquisition Integration, retention plans, etc.

$175M business unit, three locations & 750 employeesProjects/Accomplishments- Planned & coordinated the HR strategy, tactics & announcements for one large division restructuring, including closure of a facility, consolidating into another facility, Voluntary Reduction in Force, peoplecount planning, relocation of Division headquarters, plant expansion & customized severance packages

$50M business unit, three locations & 220 employeesProjects/Accomplishments- Organizational design activities with staff including Current/Future State organization, Make/Buy/Sell/Design analysis and breakdown, headcount walks, etc.- Successfully implemented new Performance Development process and coordination of reviews and merit increases to a July 1 review date.

First dedicated HR Generalist/Manager supporting Operations, Supply Chain & Finance with responsibilities for 2000+ union/non-union employees and staff of two direct reports. Served as primary point of contact for all HR related activities including compensation, staffing/recruiting, succession planning, and organizational effectiveness.

- Developed competency models and interview/hiring processes, including standard interview questions for five key high-volume positions, reducing amount of time spent by managers in hiring process and producing better candidates. - Reduced number of grievances by 15% and resolved 75% of grievances at first step.

HR Business Partner to functional area of 300+ employees.Provided counsel and guidance to employees and management on employee issues including policies, procedures, compensation, selection, etc. Assisted and advised management in performance improvement and disciplinary procedures.