Larry Norman Email & Phone Number

Washington D.C. Metro Area

Senior HR leader for HR Operations responsible for building, leading and developing a leadership team tasked with directing their respective functions to produce “best in class” performance. Drove efficiencies and pursued continuous process improvement in the delivery of HR technology and shared services for Amtrak. Amtrak operates a nationwide rail network, serving more than 500 destinations in 46 states, Washington, DC and three Canadian provinces on more than 21,000 miles of routes, with more than 20,000 employees. Primary Responsibilities:Customer Support• Provided support on a wide range of HR related topics with a goal of first call resolution.Benefits• Provided operational support for Amtrak’s Benefit and Welfare and Total Rewards Programs.Talent Acquisition Support • Provided efficient and effective support to the Talent Acquisition Team in the hiring cycle enabling Amtrak to hire and on-board candidates per business demands. HRIS (Human Resources Information Systems)• Leveraged technology to reduce cost, improve effectiveness, maximize efficiencies and ensure data integrity.• Managed the operation of the HR Information Systems (HRIS) to support HR functions.Transaction Processing and Records Management • Managed the maintenance of all employee personnel files and HRIS records for Amtrak’s employees. Established procedures to maintain required records in compliance with all federal and state laws and Amtrak policies.Leaves of Absence• Provided administrative support for Amtrak’s Leave Programs. Ensured compliance as it relates to employee leave laws to include FMLA, union contracts and other types of leave.

Washington, Dc

Business Unit (BU)/HC Planning and Execution• Through a deep understanding of the unit’s business needs and objectives creates long term business specific HC strategies to drive the successful completion of business unit/Amtrak goals.• Translates strategic objectives into a workforce strategy to ensures the right people, with the right capabilities, are in the right place, at the right cost. Organizational Effectiveness• Provides counsel and lead organization optimization including restructurings, realignments and other methods for optimizing the people resources. • Identifies strategic talent needs, risks and gaps; creates a plan to build, buy and/or develop employees and leaders using talent management tools and resources. • Partners with internal or external partners on the identification and implementation of solutions to cultivate talent at all levels of the organization. Performance Management• Drives the integration of the performance management philosophy into strategic business plans to set expectations for business results; leverages corporate systems and philosophy to align performance with rewards. Change Management• Identifies and assesses need for change initiatives; consults on impact of process improvement initiatives. • Brokers with partners to provide the right resources for the initiative to ensure successful outcomes. Compensation & Benefits• Consults with leaders on the HC levers that impact labor costs to effectively use them in compensation planning and execution.

High Point, Nc

Senior HR leader for the 1200 employee Wood Coatings Group of Valspar; included division offices, sales/service force, research & development group, color design center, and manufacturing sites (California, Washington, North Carolina, South Carolina and Canada). Valspar is a 10,000 employee global coatings manufacturer.

St. Peters, Mo

Provided HR leadership and direction to the corporate staffs; included Technology, Customer Operations, Product Planning, MIS, and Finance organizations. Also designated as the Equal Opportunity Affairs Officer. MEMC is an 8,000-employee global manufacturer of silicon wafers to the semiconductor industry.

St. Peters, Mo

Tasked with building a corporate HR Group to oversee the global human resources function. • Hired and developed the HR team. • Implemented new protocol, standardization and processes for the management of 200-employees and family members on assignments in China, Italy, Japan, Korea, Malaysia, Taiwan, UK and the US. • Managed a budged of over $4.5MM; achieved 10% reduction in expatriate costs.

Spartanburg, Sc

The HR Leader for a 1,200-employee silicon wafer manufacturing facility and sales force with offices in Boston, MA; Dallas & Austin, TX.