OG Associate Level Certification through OGA.Currently pursuing OG Certified Level through OGA.

OG Associate Level Certification through OGA.Currently pursuing OG Certified Level through OGA.

Change Management Consultant

Reported to the CEO for TRUMPF, Inc. (subsidiary). Responsible for hiring, training and managing an HR staff of 10 employees in 5 locations, covering the following functions: Learning & Development, International Management, Employee Relations, Payroll/Systems, Recruitment, and Benefits.• Directed all Employee Relations and Learning and Development activities by: o Developed TRUMPF leadership Training Program for 24 newly promoted managers and mid-level managers. The program covered 12 courses over 12-month period and provided both new and established managers with the foundations of management skills and strong leadership components. o Managing all disciplinary or termination proceedings within the organization. Partnered with outside employment counsel when necessary.• Managed the integration of international management and key professionals to the NA Operations by: o Developing and implementing strategies for expatriate employment contracts, immigration requirements, tax compliance issues and short-term and long-term relocations. o Partnering with HQ in Ditzingen, Germany to identify 30 key positions within TUS that required specific expertise not readily available within the U.S• Proactively managed the recruitment process by: o Identifying and developing strategies to ensure adequate staffing for critical positions. o Developing targeted recruiting campaigns, including recruitment strategies for key positions in engineering, laser development, field service, and manufacturing.

Reported to the VP, Human Resources (Nuclear Measurements BU). Hired, trained and managed an HR staff of 7 employees in 4 locations. Key member of the management team; responsible for the strategic Human Resources initiatives, including talent management, employee relations and performance development.• Ensured the performance management and compensation policies were appropriately aligned by: o Providing the BUNM North America with the right organization and people. Anticipating and preparing the Business Unit for future challenges through competency and skills management. o Defining BG and Region competitive compensation and benefits policies. o Promoting mobility within the BU, region and group.• Responsible for ensuring the AREVA Policies were being implemented at the Business Unit level by: o Deploying the group’s HR policies within the region; defining and implementing action plans in line with the BU’s strategy. o Confirming HR management principles, processes and procedures were understood and implemented in all locations, entities and sites of the BUMN North America. o Ensuring legal HR and AREVA Values compliance while observing local rules and regulations.• Responsible for leading the HR Change Management Process for the impending divestiture from AREVA by: o Preparing the applicable information from an HR point of view, participating to the definition of the project, and evaluating social impacts/advantages of different scenarios. o Identifying new HR Department skills and actions needed to make the transition successful following the final signature.

Reported to the NA Human Resources Director (Nuclear Measurements BU). Key member of the management team; responsible for the strategic Human Resources initiatives, including training and development, employee relations and performance development.• Responsible for leading the AREVA Performance and Development Appraisal Process by: o Preparing the applicable information from a HR point of view, participating to the definition of the project, and evaluating social impacts/advantages of different scenarios. o Delivering Performance and Development Appraisal System training to 500 Managers and Professionals. Coaching managers to manage lower performers; assisting in the development of Performance Improvement Plans (PIP).• Responsible for the talent acquisition process for the Nuclear Measurements Business Unit. Drove the recruitment process of all local and temporary-based positions including requisition creation, development of the approval and interviewing process. Supported the transition of Corporate-based positions to Talent Acquisition by delivering AREVA Talent Acquisition Training.• Led the talent retention process for the Nuclear Measurements Business Unit. Worked with managers on Succession planning to ensure gaps were bridged by: o Promoting mobility within the BU, region and group. o Coaching managers on taking risks with internal promotions and/or appointments. o Promoting AREVA level mobility programs (i.e. Resources Program).

As Human Resources Manager, reported to Global Area Human Resources Manager for the Seal Group. Key member of management team, responsible for the Human Resources, including employee relations, training & development, and driving talent development for 3 locations.• Responsible for driving the performance management and training and development initiatives for employees in 3 locations. Responsible for the administration and management of the talent review including: performance assessments, key talent identification and succession planning. • Responsible for leading the Human Resources Team Improvement metrics initiatives for Division and Group level. Delivered training to all division HR Managers on the HR TIB process and was responsible for providing ongoing support as required. The following metrics were included in the HRTIB Process: Wages/Sales, Sales/Employee, Employee Fulfillment, Retention, Talent Management & Safety.

Key member of the Human Resources team, responsible for providing front-line HR support to Employee population (900 hourly and salary employees) and management on issues pertaining to HR including: training and development, compensation and benefits, staffing, performance management, payroll and employee relations.Reported to the Human Resources Client Manager. Key member of the Human Resources team, responsible for providing front-line HR support to employee population (900 hourly and salary employees) and management on all HR-related issues including compensation and benefits, staffing, performance management, employee relations and reward program inquiries.• Responsible for developing and leading the following Training and Development Initiatives: o Conducting skills assessments and gap analysis for entire hourly and salaried population; developing a comprehensive written program that captured the training needs within the timeframes. o Responsible for providing appropriate tracking reports to management regarding completion dates, costs and employee feedback for all training-related projects. o Served as key resource to FAA and major Customers for all major audits regarding training requirements. Led a verity of Corrective Actions identified gaps.• Responsible for active participation in HR Projects including: Annual Affirmative Action Plan, Data Analysis, Employee Communications and Job Postings. Supported staffing efforts by managing job connection system, screening candidates, scheduling and conducting interviews.