John Haynes Email & Phone Number

Dublin, Oh, Us

As VP HR Business Partner, will serve as strategic people leader for CLO, CFO, and CHRO and their teams, and will provide the follow capabilities:• Provides strategic HR leadership for several Corporate Functions • Develops and deploys the HR strategy to enable enterprise and functional performance• Forms and leverages influential business partnership while serving as a strategist and coach• Leader of talent identification, succession planning, and targeted development strategies • Serve as a change leader• Culture steward responsible for leading the development & implementation of plans and actions to improve employee engagement, leader & team effectiveness, and support our diversity, equity and inclusion goals• Utilizes data and insights to influence business decisions• Partners with executive leaders to enable organization design effectiveness and strategic workforce planning• Collaborates with HR Centers of Expertise and HR Services/Solutions to execute enterprise-wide programs and solutions that meet business and functional needs• Leads merger, acquisition and divestiture projects

While seeking the next HR leadership role, currently serving as Consultant and Coach to organizations and emerging, in-position, and ultra-successful leaders to ensure that they are operating, developing, and transforming with maximum effectiveness, productivity, and potential. Projects have included: Co-Master of Ceremony for the Sustained Dialogue Institute’s 2016 National Dialogue Awards at National Press Club. Served as panel moderator on Saving Lives for Unity Christian Fellowship (UCF) 10th anniversary scholarship dinner in Gaithersburg, MD Career Coach and Panelist for BLACK44 Networking and Development Retreat serving leaders and appointees transitioning out of the Obama Administration in Washington, DC. Board meeting/retreat facilitator and coach for 10-year old non-profit based in Gaithersburg, MD. Panelist “Man-Up” Movement for faith/community-based organization in Chesapeake, VA. Panelist for Career and Leadership Conference for faith/community-based organization in Silver Spring, MD. Speaker and workshop provider on The Power of Networking: Connections for Hult International Business School, DC Alumni Chapter Coach for executive leader of multi-billion-dollar global communications company in McLean, VA. Facilitator and coach for day of team building with government agency client in Reston, VA. Speaker on HR leadership for Towson University Masters level HR course in Towson, MD. Speaker on Assume the Position for Increase Your Earning Potential Conference for faith/community-based organization in Bowie, MD Speaker on Issues Women Face in The Workplace: The Glass Obstacle in Bowie, MD for Women of Prince George’s. Workshop Facilitator for faith/community-based Daniel Leadership Institute in Silver Spring, MD.

Milwaukee, Wi, Us

Served as Board Member for Big Brothers Big Sisters of Metro Milwaukee for the betterment of children and families.

Milwaukee, Wi, Us

Overjoyed to have served as a Board member for Junior Achievement of Wisconsin, where they are focused on Career Readiness, Financial Literacy, and Entrepreneurship for our youth! The children are the consumer, and we aim to feed them applicable wisdom, learning, and connections that facilitate their economic empowerment while also serving our communities and partnering with people and organizations that do the same! Busy being the change we want to see in our children, neighborhoods, and in the world.

Cork, Ireland, Ie

Serves as strategic HR support, advising, and coaching to the corporate functional officers and their leadership teams at JCI, a $40B global organization, with focus on organizational design and development and transformation, workforce planning, leadership effectiveness, change management, and engagement.

Cork, Ireland, Ie

Serves as strategic HR Business Partner in support of a $2B Security and $4B HVAC Domains, working with the business units, functional, and executive leaders to develop and execute HR strategies that support the business units' and JCI's objectives. Leads and manages accountabilities across multiple HR disciplines including talent management, total rewards, organizational effectiveness, organization design, workforce planning, leadership development, and employee engagement.*Execute on the people strategy and other HR responsibilities by fulfilling the strategic business partner role and serving as key HR point of contact, trusted advisor, and sounding board to assigned leaders and their teams within the Retail organization.*Drive the people agenda by applying broad HR skills in the areas of organization design and development, change management, workforce planning, talent management, coaching, facilitation, and communication.*Drive and support best practices around culture integration to include values, vision and goal development while encouraging entrepreneurial, bold and prudent risk-oriented business activities.Consult, advise, coach and partner with leaders at all levels on people and organizational needs to facilitate meaningful change and improved organizational effectiveness

Reston, Va, Us

For an Energy Management organization of 150 employees (US/Canada/UK) and ~$50M in revenue, with an HR team of 3, served as key member, coach, and advisor of the executive leadership team, and leader of the HR practice overseeing the full generalist services to include: Talent Acquisition, development and management; Compensation & Benefits; Safety; Employee Relations and Compliance. Oversaw successful health plan review, redesign and change from traditional plan to new carrier and high deductible HSA plan resulting in savings of $100K for the new plan year; with deductible successfully being adopted and changed from individual/family deductibles of $1,000/$2,000 to $2,000/$4,000 for in-network benefits. Extensive re-education and communications regarding consumer-driven health care facilitated the change. Designed, recommended, and implemented new GridPoint benefits to increase employee engagement post-acquisition: 401K match; salary increases; and bonus structure; and served as Executive Sponsor for culture committee. Reduced recruiting costs by greater than 60% (+$300K) through decline and exiting of third party vendors. Facilitate the delivery of CEO communications to the organization on a quarterly basis covering: Employee concerns; senior leader department updates; organizational direction. Served on team (CFO/SVP, Sales EMS and SVP, Solar Sales) to redesign and implement sales commission plans for 2013 to drive collaborative and cross-selling between PV and EMS. Collaborated with Contracts/Legal/Payroll/Installation Management to develop a process for determining and paying Davis Bacon wages. Improved salary review process to ensure salary parity and utilization reporting to balance employee workloads. Served as part of the senior leadership team that facilitated the acquisition of GridPoint in October 2015, and co-led the post-acquisition organization transition plan (RIFs/Analyses/Communication/Action Plans/Scripts/Administration).

Frederick, Md, Us

Key member of the executive leadership team, company stakeholder and leader of the Human Resource practice overseeing the full generalist services of Human Resources to include: Talent Acquisition, Development and Management; Compensation and Benefits; Environmental Health, Safety and Risk Management; Employee Relations and Compliance. Serves as a trusted and key advisor to the executive and operations management teams including CEO, CIO, VP of Operations, Division VPs, VP of Sales, CFO and the Board and assesses the current state, provides recommendations, and develops/implements corporate Human Resource strategy and programs through a nationwide team of 10 in the HR practice, across 17 states and ~5000 employees. Established salary and wage review processes that brought equity, business case decision making and process rigor to Branch operations. Restructured severance policy bringing savings back into the organization. Facilitated the development and establishment of the current recruitment process and implemented reporting and metrics to measure talent acquisition process and success. Grew HR team to include Injury Counselor to address 300+ claims and bring cost into the organization while establishing efficient and employee-engaged focus processes to return Workers Compensation claimants to work. Developed and established Performance Improvement Plan and Coaching Plan processes which prompted leaders to close 2-3 year old poor performance issues and return management credibility.

Cork, Ireland, Ie

This key member of the leadership team, directs the design, planning, and implementation of Service organizational development (OD) programs, policies, procedures and strategic plan. Designs, leads, supports and delivers change management initiatives, employee engagement initiatives, and oversees organizational effectiveness programs. Oversees the goal of establishing the human capital of the organization as a critical component in accomplishing business goals. Serves as project manager, needs analyst, instructional designer, course facilitator, and performance consultant. Applies knowledge of learning, leadership development, coaching, change management methodologies in the creation and measurement of organizational development solutions.

Cork, Ireland, Ie

While reporting to the HR Director for North America and supporting the Regional VP & GM for the Mid-Atlantic, responsible for overseeing the HR team (HR Manager, two HR Assistants, two Recruiters), and ensuring top Talent Acquisition, promoting and increasing Employee Engagement by coaching and advising on capturing discretionary effort and motivating employees to remain with the organization, Managing Talent by way of training and developing employees, and collaborating on developing a value-added organizational structure and business with revenues of $150M, 1200+ employees, across multiple and diverse business lines. Facilitated the development of a Mid-Atlantic internal website to increase employee engagement and communication within as well as external to the region and corporation Developed Golden Rules for a Successful Branch Review, a continuous improvement communication to increase value and flow of financial business reviews Serve on a national project team which focuses on promoting and bringing further value to work/life opportunity and options for Johnson Controls employees and launching a regionally-focused wellness program Launched the Leadership Expectation Model (LEM) to the region in spirit of leadership greatness and operational excellence Served on the due diligence and integration teams for a mechanical contractor acquisition in Richmond, VA Developed Enhanced Coaching Plan (ECP) for region to increase focus on performance management, communication between manager and employees and mitigate the stigma of managing performance Serving as lead/co-lead for the following: African American Affinity Network Professional Development Team, Work-Life Balance and Wellness Team, Career Pathing Project Team  Developed You and Your Development Plan presentation for Affinity Network which was then presented to Building Efficiency division (800+ participants)

While reporting to the Chief HR Officer of AECOM and the President of DMJM H&N operating company (opco), and overseeing three HR Managers, an HR Assistant, and two Recruiters, serve as the human resources strategist and business partner 1200 employees (nationally and internationally). This role entails performing as a relationship builder between AECOM and opco and overseeing of change management, ensuring that the HR practice and presence are established and consistent with the company’s mission, vision, and strategic plan, and that risk is mitigated by effectively managing employee relations issues, and working to build a culture of employee engagement, accountability, attraction and retention of talent. Additionally, this role facilitates the global mobility and transitioning of company talent in the spirit professional and personal development. Increased efficiency of recruitment and utilization of the Employee Referral Program by branding efforts and decreasing payout from six to three months Increased operating company usage of BrassRing recruitment system Developed combined policy and procedure manual addressing variances between AECOM and operating company Served on team that developed the compensation philosophy and guidelines AECOM wide Promoted to operating company with greater employee base and revenue Defined and interpreted turnover for the operating company Interpreted and presented Employee Engagement Global Survey data and increased participation from 43% to 77% Served on three M&A due diligence teams as HR representative for AECOM Implemented CRI as the west coast recruitment source to increase recruitment performance, efficiency, and expertise Reorganized HR regional allocations to increase client service levels and operating efficiency of the HR team

 Served as Director of HR for Planning and Development Collaborative (PADCO), an international development operating company for AECOM (with offices and talent being deployed to locations in Africa, Asia, India, Middle East and Europe), prior to the promotion to DMJM H&N operating company. PADCO was responsible for deploying consultants across the USA and the globe and facilitated the planning of cities, governments, building of schools and roads and bringing warring factions together to establish regional infrastructure. The primary mission was to source (primarily through the use of DevEx – accessing 30,000+ consultants globally), recruit and deploy subject matter experts and consultants across the globe (often within 72 hours) while adhering to USAID and in-country laws and policies, as well as global mobility practices and laws. While in this role, I facilitated the increased use of Global Mobility to ease country to country and region to region transitions and handled various levels of in-country employee relations issues business circumstances including consultant deaths, in-country benefits, living arrangements, evacuations.

Us

In reporting to the Director of Contracts and Administration and to the executive leadership team, and in overseeing the HR Specialist and an administrative assistant, managed all day-to-day aspects of HR function, inclusive of the performance management process, HRIS reporting to senior management, maintaining compliance reporting, benefits management, facility and employee clearance issues, ensuring company’s wage and salary structure (also related to Service Contracts) was current, and mediation on employee relations issues. Implemented ChoicePoint, Inc. to conduct background and pre-employment investigations for government agency projects Established field office in Bethlehem, PA and hired 30 new employees to initiate pension project Streamlined year-end process for efficient executive decision-making  Educated and re-educated employees on making the most advantageous benefits-related decisions Instituted the use of salary surveys as a guideline for compensation decisions Interacted directly with and ensured positive client relations (CSC, PBGC, EPA, US Coast Guard) Established Metrocheck Program which increased timeliness to work when PBGC client site was relocated

In this start up environment, and reporting to the CFO, maintained relationship with Third Party Administrator (TriNet—PEO) and managed day-to-day operations of Human Resources, inclusive of and overseeing an internal Recruiter and contract recruiters onsite and assisting in due diligence efforts for potential strategic partner relationships, mediating on employee relations issues, implementing generational specific morale boosters, and coordinating performance management process, and managing and processing immigration issues, as well as facilities and administrative management, corporate purchasing. Increased morale by establishing game room and social area for employees according to employee demographic and benchmarking Training managers on the appropriate interview questions Transitioned HR function internally from PEO  Established “Who To See…” which communicated subject matter experts and department heads to new hires and current employees, which increased new hire acclimation and decreased current employee downtime Doubled the employee population from 35 to 70 and received incentive bonus for efforts Winner of TechTrader “Brain” Award for exemplifying core values of Perseverance, Team Work, Innovation

Full life-cycle benefits administration (inclusive of administering and reconciling medical/dental/life/disability plans and 401k program, researching and taking plans to the market to recognize cost impacts and ensure best rates possible, maintaining broker relationship) with periodical oversight of recruitment, training, and administrative efforts. Increased benefits options with the establishment of an office area for new mothers Assisted with the transition of insurance brokers Assumed responsibilities of HR Manager when absent (inclusive of Employee Relations, Policy and Procedure issues, Educational Assistance Approvals, mediation) Received President’s Award in recognition of outstanding performance

Full generalist role with responsibility for compliance reporting and associated issues, developing and instituting training, policy and procedure, and corporate departmental presentations, and performing life cycle recruitment, mediation counseling on employee relations issues (nationally and internationally), and administering benefits programs for HAI with operations in Bosnia, Germany and England.Managed the HR function for Silver Spring, MD site and promoted to corporation with job scope expansion to nation-wide and international issues

Bs, Psychology

Electrical Engineering

Life On Purpose Institute, Coaches Development Program

Education record

Diploma, General Studies