Margie Wright-Mcgowan Email & Phone Number

Lakewood, OH, US

Strategic business partner and inspirational leader proven to deliver results in large, global, publicly held and family-owned companies, and a government institution. Influential leader and advocate who aligns people strategy to achieve business goals and positively impact cultures. Resilient change agent capable of making difficult decisions with a.

Cleveland, Ohio, United States

• Human Resources Officer responsible for HR, Strategic Planning, Performance Reporting, Communications, Public Information, Program Management, and Law Enforcement with a staff of 300 and a multimillion-dollar budget..
• Selected by COO to improve strategic plan creation process and with participation from all key functional leaders. Plan included SWOT, long term forecasting, and positioning Cleveland as COE for workforce development.
• Created cultural change in management accountability, employee empowerment, and leadership accessibility. Implemented the “Lead from Where You Are” concept.
• Key leader and trusted advisor shaping SOHR System initiatives. Improved teamwork and effectiveness across the System.
• Introduced innovative programs including talent management, performance management, compensation, succession planning, diversity and inclusion, and external engagement. Co-sponsor of the 2019 Women’s Conference.
• Developed extensive return to bank plan, standing up multiple work streams with diverse membership to provide input.

Cleveland, Ohio, United States

• Top HR leader and Diversity officer responsible for HR operations including Talent Management, Total Rewards, Talent Acquisition, and Diversity and Inclusion programs with a team of 30 and managed a multimillion-dollar.
• Transformed HR function in 6 weeks; aligned structure to the business, maintained high levels of employee engagement, reorganized functions, and created greater efficiency.
• Optimized Talent Acquisition improving all metrics. Recruited new leader, established service level agreements, and filled 82 positions within 6 weeks. Expanded Talent Acquisition across the System; now seen as the.
• Instituted a “Talent Broker” model to identify emerging talent and create career paths for high potential individuals.
• Designed and rolled out a new Variable Pay Opportunity (VPO) program for all employees. Focused on pay for performance metrics, realigned budget, and created new communication plans for managers and employees.
• Migrated existing benefit program to a PTO system with robust communication and change management plan.

Cleveland, Ohio, United States

• Chief Human Resources Executive with accountability for developing and delivering HR strategy and business partnership for global organization. Report directly to CEO.
• Developed a 3-year Global Benefits roadmap. Chose a new broker, rolled out plan choices, and saved $1M in first year.
• Developed employee profit sharing plan and long-term incentive plan (LTIP). Presented new strategic initiatives to Board of Director Compensation Committee for approval and quarterly updates.
• Created international HR support model, ensured compliance with local contracts, and rolled out new UK pension model.
• Integrated outside sales organization into parent company. Realigned territories, compensation, and management structure within 6 months.
• Created employee engagement strategy for an organization in decline; conducted quarterly employee pulse checks and focus groups. Improved aggregate engagement results 29% in the first year while reducing workforce 7%.

Tarrytown, New York, United States

• HR Executive responsible for the CAI Business Unit of Siemens Healthcare Diagnostics (DX) and strategic business partner to the Chief Executive Officer (CEO). Largest business unit within the Siemens Healthcare Sector.
• Developed organizational model for new Business Unit structure and collaborated with senior leadership managing organizational transformation. Partnered with CEO to quickly assess incumbents and determine future roles..
• Turned around Global Marketing and Global Quality Management through risk analysis, leadership changes, and a cascading communication strategy to minimize disruption and ensure employee engagement.
• Created workforce plan aligned with a 2-year productivity strategy. Established KPIs, consolidated 2 US sites into 1 plant, restructured 2 sites in Europe improving customer service, reducing redundant costs, and.
• Partnered with Chief Executive Officer to create a 3-year roadmap for CAI organization and the continued alignment into the Siemens Business Unit fully integrated P&L structure. -Created development plans for leaders.

Deerfield, Illinois, United States

• Dual role as the strategic business partner to the Executive Vice President of Global R&D / Marketing while also serving as the Head of Learning and Organizational Development. Reported to SVP Human Resources and.
• HR leader integrating Dade Behring into Siemens Diagnostics Division completing project on time and on budget.o Advisor to Sr. Vice President of Human Resources during the integration.
• Supported selection and change management process. Completed key leadership assignments within 3 months.
• Partnered with Siemens HR Strategy Department to integrate key organizational development process for DX division.

Tarrytown, NY/Cleveland, OH

Siemens AG is a global innovation leader and Siemens Healthcare Diagnostics is a division of the Healthcare Sector comprised of over 14,000 global employees. The division was formed through the acquisition of three diagnostic companies; Diagnostics Products Corporation (DPC), Bayer Healthcare and Dade Behring.

Deerfield, Illinois, United States

• Led Global Learning and Development, Global Staff Functions, and Global Supply Chain and Manufacturing. Managed a team of 11 global HR generalists and specialists. Reported to the Sr. Vice President of Global Human.
• Assumed responsibility for Global Instrument Manufacturing and Supply Chain Organizations and led organizational realignment and restructuring. Created a new procurement “commodity manager” structure to drive cost.
• Created a 5-year learning and development roadmap, developed, and implemented an organizational competency model and a talent management strategy with targeted retention goals and rotational KPIs.
• Built a new team, developed a new strategy, and accomplished full year initiatives in 3 months.
• Revamped global training based on business and employee needs by conducting quantitative and qualitative study.
• Created communication toolkits for HR and managers for performance management and succession planning processes.

Deerfield, Illinois, United States

Reported to Vice President Human Resources- Global Customer Management with accountability for all sales, service and marketing employees (approximately 1200). Managed a global team of 7 HR professionals. Improved turnover 4%. Led the integration of Latin America sales, service and marketing employees into the new Americas organization.Additional roles.

Bachelor Of Arts - Ba, Political Science

Activities and Societies: Delta Gamma, Student Alumni Board, Greek Program Board

Strategic Management Program

Human Resources Development Program