Reported to the Senior Director, Global Services for North America. Responsible for leading the human resources function for the North American Operations of a Danish manufacturing company. Responsibilities included: Employee Relations, Organization Development, Compensation and Benefits, Talent Acquisition, Payroll, HRIS and Performance Management.Played a leadership role in the turnaround of the Global Services’ customer service rating. For 2014, the North America Customer Loyalty… Show more Reported to the Senior Director, Global Services for North America. Responsible for leading the human resources function for the North American Operations of a Danish manufacturing company. Responsibilities included: Employee Relations, Organization Development, Compensation and Benefits, Talent Acquisition, Payroll, HRIS and Performance Management.Played a leadership role in the turnaround of the Global Services’ customer service rating. For 2014, the North America Customer Loyalty Index posted an improvement of 79%.Achieved a significant improvement on the annual Danfoss Performance Management Survey. From 2013 to 2014, the HR Department score increased 21% and my direct reports gave me a 96% rating. This score was the highest in the worldwide Global Services Division.Led several initiatives to reduce health insurance costs. Implemented a High Deductible Health Plan and a Wellness Program. Led the development and implementation of an Automated Benefits Self-Service System.Oversaw the implementation of projects to improve data integrity and recruiting performance. Over eighteen months, the North America data integrity score improved from 79% to 92%. Show less

Reported to the Executive Director. Responsible for leading the human resources function for a non-profit organization providing education, leadership and social network programs for Jewish high school students. Responsibilities include: Organization Development, Employee Relations, Compensation and Benefits, Talent Acquisition, Performance Management, and Succession Planning.Led teams by instilling ownership, accountability and performance management focused on results. Led the… Show more Reported to the Executive Director. Responsible for leading the human resources function for a non-profit organization providing education, leadership and social network programs for Jewish high school students. Responsibilities include: Organization Development, Employee Relations, Compensation and Benefits, Talent Acquisition, Performance Management, and Succession Planning.Led teams by instilling ownership, accountability and performance management focused on results. Led the development and implementation of a new Performance Management System. As part of the new process, introduced Behavior Profiles for each position.Developed a Career Band Compensation Structure; Initiated a Position Audit that brought BBYO into compliance with the Fair Labor Standards Act;Transitioned BBYO’s 403(B) Plan to a new Third Party Administrator; Introduced a Short Term Disability Insurance Program;Led BBYO’s campaign toward becoming the “Employer of Choice” in the Jewish community; provided leadership in BBYO’s effort to launch a Work/Life Balance Initiative. Show less

Provided Employee Relations, Organization Development/Assessment, Compensation, Benefits, Talent Acquisition and Performance Management support to clients in aerospace, manufacturing, technology, not for profit and healthcare sectors. Clients that I supported as a consultant included: Sensata Technologies, the World Energy Forum, St. Elizabeth's School, Norsk Hydro and the European Aeronautic Defense and Space Company (EADS). • Conducted an organization assessment for a high tech… Show more Provided Employee Relations, Organization Development/Assessment, Compensation, Benefits, Talent Acquisition and Performance Management support to clients in aerospace, manufacturing, technology, not for profit and healthcare sectors. Clients that I supported as a consultant included: Sensata Technologies, the World Energy Forum, St. Elizabeth's School, Norsk Hydro and the European Aeronautic Defense and Space Company (EADS). • Conducted an organization assessment for a high tech company looking to increase market share and profitability through the development of a high performance organization. As part of this project, the client had me travel to China to review the company’s Asian Operation.• Provided on-site human resources support for an aerospace company during their pursuit of a multi-billion dollar US Government contract. This assignment required human resources strategy planning/development in addition to performing “hands on” generalist duties.• Gave a presentation on Executive Development to a group of Chinese executives participating in an Organization Development program sponsored by the United Nations. • Providing talent acquisition and policy development for a healthcare company start-up. Show less

Reported to the President. Responsible for leading human resources and health, safety and environmental functions for the North America Division of an international aluminum company with 17 plants, 4,200 employees and approximate revenues of $1.8B. Duties included: Labor/Employee Relations; Organization Development, Talent Acquisition, Compensation and Benefits, EEO, Performance Management, HRIS, Payroll, Employee Communication and Health, Safety and Environment. Served as a member of the… Show more Reported to the President. Responsible for leading human resources and health, safety and environmental functions for the North America Division of an international aluminum company with 17 plants, 4,200 employees and approximate revenues of $1.8B. Duties included: Labor/Employee Relations; Organization Development, Talent Acquisition, Compensation and Benefits, EEO, Performance Management, HRIS, Payroll, Employee Communication and Health, Safety and Environment. Served as a member of the Norsk Hydro North America Management Team, the North America Board of Directors and the Hydro Aluminum International Human Resources Council. Chairman of the North America Pension and 401(K) Investment Committees.Served as a member of the Management Team that turned around the business from a -$19M EBITDA in 2002 to a +$26M EBITDA in 2006.Successfully integrated 3 separate businesses, including 2 acquisitions, into existing Business structure. Led the development and implementation of standardized Medical, Life Insurance and Retirement Plans, Company Values, Manager and Supervisor Development Programs, Employee Handbook, Payroll System, Career Band Compensation Structure and Bonus Programs.Reduced healthcare costs 15% through the introduction of a Consumer Directed Medical Insurance Plan. Lowered Worker’s Compensation costs 8%. Eliminated $2.8 million dollars of reserves by terminating the company’s Retiree Medical Insurance Program. These initiatives resulted in over $5M in cost savings.Introduced a Human Resources Review process, ensuring the enhancement of high potential employees and monitoring employees identified for performance improvement. The process resulted in 100% retention/promotion of high potentials and addressed 96% of the employees identified for performance remediation.Developed and implemented programs to support a safer work environment; these initiatives led to a 40% improvement in H2 (the company’s safety measurement) performance. Show less

Reported to the Chief Executive Officer. Responsible for leading the Human Resources, Training and Administrative Services Division, approximately fifty employees, for a full-service national mortgage company. First Nationwide had approximately 2,500 employees, five operations centers and numerous sales offices.Directed the development and implementation of the company’s Vision, Mission and Values. Led the design of several programs to promote this cultural change… Show more Reported to the Chief Executive Officer. Responsible for leading the Human Resources, Training and Administrative Services Division, approximately fifty employees, for a full-service national mortgage company. First Nationwide had approximately 2,500 employees, five operations centers and numerous sales offices.Directed the development and implementation of the company’s Vision, Mission and Values. Led the design of several programs to promote this cultural change initiative.Developed and implemented several analytical processes focused on improving employee retention. These initiatives supported a 26% decline in employee turnover.Introduced a centralized staffing process that was effective in lowering the company’s recruiting costs by 13% and reducing the time required to fill open positions. Initiated a management program to improve the diversity of the company’s workforce.Restructured the Human Resources Department and improved the organization’s credibility by emphasizing employee mediation and implementing an Appeals Procedure.Led several Organization Development programs including the implementation of a Management Development Program, a Mentoring Program, Employment Law Clinic and an Interview Skills Workshop for Managers. Show less

Reported to the Senior Vice President of Corporate Development. Led the human resource function for the largest North America division of the Norwegian State Oil Company. Statoil Energy was a fully integrated energy company (oil and gas exploration, power generation, trading and energy marketing services) with twenty-nine operations and sales offices primarily located in the mid-Atlantic region.Led the human resources due diligence process for 2 acquisitions.Renegotiated the… Show more Reported to the Senior Vice President of Corporate Development. Led the human resource function for the largest North America division of the Norwegian State Oil Company. Statoil Energy was a fully integrated energy company (oil and gas exploration, power generation, trading and energy marketing services) with twenty-nine operations and sales offices primarily located in the mid-Atlantic region.Led the human resources due diligence process for 2 acquisitions.Renegotiated the company’s medical, dental, life insurance and long-term disability insurance plans generating a 10% cost savings. Developed and implemented a Cafeteria Benefits Plan.Led the development and implementation of a company Manager Development Program.Developed and implemented a streamlined Performance Appraisal System, including the introduction of 3600 Performance Appraisal process. Prepared a proposal and selected a vendor for a Human Resource Information System. Show less

Reported to the Division General Manager. Led the human resource and administrative functions for sixteen non-union manufacturing, sales and distribution facilities.Led the development and implementation of Sales Incentive Compensation Programs and a new company automobile program. Successfully addressed a pension equity issue through the introduction of an enhanced 401(K) Program. By utilizing this option, the company saved approximately $650,000.Developed and… Show more Reported to the Division General Manager. Led the human resource and administrative functions for sixteen non-union manufacturing, sales and distribution facilities.Led the development and implementation of Sales Incentive Compensation Programs and a new company automobile program. Successfully addressed a pension equity issue through the introduction of an enhanced 401(K) Program. By utilizing this option, the company saved approximately $650,000.Developed and facilitated several training programs including classes on Workforce Diversity, Interview Skills and Sexual Harassment.Initiated restructuring initiatives, including the reduction of organization layers. Developed and implemented a streamlined Performance Appraisal Process. Introduced a management workshop on Conducting Effective Performance Appraisals. Show less

Reported to the Division General Manager. Led the human resource and health, safety and environmental function overseeing four unionized manufacturing facilities.Successfully negotiated a collective bargaining agreement that enabled the development and implementation of cellular manufacturing teams. Implemented a Career Band Compensation Structure. Served as Chairman of the company’s Gainsharing Development Committee.Improved communication through introduction of an… Show more Reported to the Division General Manager. Led the human resource and health, safety and environmental function overseeing four unionized manufacturing facilities.Successfully negotiated a collective bargaining agreement that enabled the development and implementation of cellular manufacturing teams. Implemented a Career Band Compensation Structure. Served as Chairman of the company’s Gainsharing Development Committee.Improved communication through introduction of an employee newsletter.Lowered benefit costs 10% by introducing a managed care medical insurance program and an insurance cost-sharing plan.Reduced Worker’s Compensation costs from $450,000 to $155,000. Lowered OSHA Recordable Rate by 15% and cut Lost Work Days by 30%. Show less

Reported to the Senior Vice President, Human Resources. Responsible for Human Resources and exempt compensation for GE's first joint venture. Serve as resource in succession planning, compensation plans, evaluation of personnel, organization design and policy interpretation. Provide support for Canada, Asia and Europe Operations.Recipient of GE Fanuc Management Award and two GE Fanuc Special Achievement Awards. In recognition of outstanding performance, presented GE Stock Option… Show more Reported to the Senior Vice President, Human Resources. Responsible for Human Resources and exempt compensation for GE's first joint venture. Serve as resource in succession planning, compensation plans, evaluation of personnel, organization design and policy interpretation. Provide support for Canada, Asia and Europe Operations.Recipient of GE Fanuc Management Award and two GE Fanuc Special Achievement Awards. In recognition of outstanding performance, presented GE Stock Option Grants. Show less

Reported to the Manager, Human Resources for the Components Manufacturing Operation. Responsible for Organization and Staffing for Casings and Rotating Parts Operation and Manufacturing Programs and Operational Support. Serve as resource in succession planning, compensation plans, evaluation of personnel, organization design, policy interpretation, training and communication.Recipient of the first GE Aircraft Engine Human Resources Award. The award was presented in recognition for… Show more Reported to the Manager, Human Resources for the Components Manufacturing Operation. Responsible for Organization and Staffing for Casings and Rotating Parts Operation and Manufacturing Programs and Operational Support. Serve as resource in succession planning, compensation plans, evaluation of personnel, organization design, policy interpretation, training and communication.Recipient of the first GE Aircraft Engine Human Resources Award. The award was presented in recognition for the implementation of Positive Leadership Development, a training program designed to improve the working relationships between supervisors and union stewards. Show less

Reported to the Manager, Human Resources for Refrigeration and Room Air Conditioning. Responsible for union relations, communication programs and employee involvement programs. Investigated grievances and administered employee discipline. Developed a communication plan. Participated in the development and implementation of proactive employee programs.Presented a GE Management Award in recognition of the development and implementation of GE’s first Supervisor-Steward Substance Abuse… Show more Reported to the Manager, Human Resources for Refrigeration and Room Air Conditioning. Responsible for union relations, communication programs and employee involvement programs. Investigated grievances and administered employee discipline. Developed a communication plan. Participated in the development and implementation of proactive employee programs.Presented a GE Management Award in recognition of the development and implementation of GE’s first Supervisor-Steward Substance Abuse Program. Recipient of a GE Appliances Special Recognition Award and GE Corporate Communication Award. Show less

Reported to the Manager, Professional Resources as a participant in the GE Human Resources Management Program. Served as the Human Resources Representative for 300 exempt and nonexempt salaried employees at the Vallecitos Nuclear Center. Performed research and special projects in support of the Professional Resources Section. Conducted interviews and prepared candidate slates.Graduate: GE Human Resources Management Program

Reported to the Manager, Union Relations. Participated in contract and grievance negotiations as a member of the Management Negotiating Committee. Investigated grievances and prepared briefs on the company’s position. Conducted various wage surveys and administered hourly wage management program. Performance research and analyzed date for contract negotiations. Performed recruitment for hourly, skilled trades and summer co-op positions. Prepared the Department Affirmative Action Plan.… Show more Reported to the Manager, Union Relations. Participated in contract and grievance negotiations as a member of the Management Negotiating Committee. Investigated grievances and prepared briefs on the company’s position. Conducted various wage surveys and administered hourly wage management program. Performance research and analyzed date for contract negotiations. Performed recruitment for hourly, skilled trades and summer co-op positions. Prepared the Department Affirmative Action Plan. Served on the Customer Service Council. Show less

Taught a graduate Marketing seminar and an undergraduate Management class.

Taught an undergraduate Management course. Member of the Academic Senate, Affirmative Action Committee.