Customized system solutions for industrial applications

•Transformed HR function from a purely administrative focus to one fully engaged in driving the business, adapting to changing market conditions or business imperatives while rapidly scaling up or down to meet the organization's needs •Collaborated with the Compensation Committee to completely overhaul all elements of executive compensation. Put in place new succession planning model. •Drove implementation of cost effective tool allowing leaders to better manage human capital through direct access to real time data and analytics. Manager dashboards facilitated workforce planning, cost containment, early issues identification•Implemented a Global Talent Management System supporting performance management, succession planning, recruiting/on-boarding & compensation processes. Introduced a Learning Management System to provide 24/7 training & customer required skills certification tracking. Led transition to a self-service environment allowing leaders and employees easy access to data and reducing administrative burden•Partnered with CEO and executive team to develop an execute strategy around global talent needs. Instituted new performance mgmt., succession planning & quarterly talent calibrations to better leverage talent pool. Continuously evaluated external labor markets for top tier talent•Led HR & corporate communications due diligence for all acquisitions & divestitures, directed integration efforts to ensure smooth transitions•Worked with leadership to evaluate organization design effectiveness & identify opportunities for improvement. Effort resulted in multiple functional & geographic realignments that optimized cost containment & performance •Key part of Sr. Leadership team that successfully managed multiple businesses through historic industry downturn while retaining key talent & remaining cash flow positive

Established the Human Resources, Corporate Communications and philanthropic functions & provided strategic leadership as part of Boardwalk's executive team •Drove migration of culture to merge disparate business units into one collaborative organization by leveraging communications, technology, leadership coaching & policy alignment•Implemented business driven goal setting & accountability tools, strategy workshops & operational review framework that significantly improved leadership team performance •Spearheaded comprehensive workforce planning initiative, projecting five year hiring needs based on demographic & turnover trends within context of anticipated business efficiency gains. Created proactive hiring plan to facilitate knowledge transfer & cultivated new talent sources. Brought the recruitment function in house, reducing budget from 1.2MM to 300K, creating greater staffing efficiency & improving key recruitment metrics•Developed competitive executive compensation programs & collaborated with the Compensation Committee to secure support & approvals. Put in place comprehensive employee compensation structure to ensure market alignment & incentivize desired outcomes •Launched corporate-wide employee survey identifying 3 key areas for improvement and orchestrated targeted strategies to address. Two year re-survey revealed significant improvement in each area•Designed & introduced first-ever succession planning & robust talent identification programs. Introduced competency-based training & performance management programs. Implemented company’s first Learning Management System resulting in enhanced course options & lower costs•Led HR due diligence to successfully integrate multiple acquisitions & directed all workforce reorganization & office consolidation initiatives•Launched corporate communications function responsible for internal communications, collateral development, corporate events & philanthropy.

Built and managed team to provide full spectrum of Human Resources, corporate communications, philanthropic and facilities services for leading energy services provider (formerly AGL Resources)•Instrumental in building new division leadership teams & managing rigorous development programs•Created market based salary & incentive compensation programs for commercial/support employees. Drove performance segmentation program to encourage differentiation for career path & pay purposes•Led intensive succession planning & talent identification exercise for all divisions on semi-annual basis. Introduced comprehensive employee training, 360 degree feedback & coaching programs•Managed aggressive staffing ramp-up & talent high-grade for multiple start-up & rapid growth businesses

Restructured and led Global Human Resources team supporting 2,300 technology professionals tasked with providing tech innovations for the world’s leading change management consulting firm •Overhauled infrastructure & processes, provided client support, professional development, leadership coaching, process management. Developed international Global Career Development Model

Human Resources Director•Led team to provide HR support for diverse client groups with 4,500 employees spread across 50 locations in the Western region•Directed employee relations, union avoidance, and leadership development efforts. Successfully implemented company-wide Alternative Dispute Resolution programNational Staffing Manager • Built first-ever centralized staffing function. Upgraded sales force from 70 to 230 sales representatives. Sales productivity rose by 20%