Michael Keating Email and Phone Number

„Jedem Anfang wohnt ein Zauber inne“, sagte schon Hermann Hesse.Für uns heißt das: Am Anfang steht das Interesse.Ohne Interesse keine Beziehung – das gilt für das Privatleben wie für das Geschäft. Am Anfang steht das Unbekannte – und nur durch Interesse wird es zum Bekannten.Jauss HR-Consulting interessiert sich für Sie und Ihr Unternehmen: Ihre Strategie, Ihre Ziele, Ihre Kompetenzen. Und nur durch dieses grundlegende Interesse sind wir in der Lage, Ihre Bedürfnisse richtig einzuschätzen: In Personal- wie in strategischen Fragen.Denn aus Interesse erwachsen die richtigen Ideen – Ideen, um Ihr Unternehmen weiter zu entwickeln:Beraten aus Interesse.Ihr Unternehmen verändert sich – unser Interesse bleibt.Herzlichst,Ihr Erich G. Jauss

EMEA HR Director, NSK Europe, 40880 Ratingen (HQ); Germany (Sales €1.0 B, 4600 employees, 10 countries. Reporting to CEO. HR Team: 8 reports)•Serve as the HRBP working in close cooperation with the European leadership team•Improve standardisation of key HR process – C&B, Performance & Talent Management•Launch Organisation Capability Audit process to understand current People & Organisation issues and implement action plans to address critical personnel / business impact actions

(Sales €980 M, 5500 employees, HR Team: 7 indirect reports)

(Sales €900 M, EBIT €100M, 2700 employees, HR Team: 10 direct reports, 15 indirect reports)MANPOWER PLANNING & WORKFORCE MANAGEMENT*Negotiated creative agreements with IG Metall to ensure workforce flexibility and capability- Absenteeism Management, Early Retirement, Short Time, Extension of Fixed Contract Periods*Developed new pay for performance systems linked to SQDCM & productivity cost reduction*Implemented new standardised work & competency matrices for new Andon production system LEADER COACHING & LEADERSHIP TEAM DEVELOMENT*Concentrated on recruiting the right kind of leaders and developing them in a way to become change agents *Improved the effectiveness of the Leadership Team through better decision making and more effective meetings based on setting the right team agenda and use of pragmatic tools*Developed and implemented large scheme of leadership development modules to develop more inspirational leaders with better communication and change management skills CHANGE AGENT & HR FUNCTIONAL EXCELLENCE *Co-managed with CEO the transformation to a culture which is characterized by respect for people as one of the major foundations for building up a continuous improvement culture *Developed and implemented appropriate talent management, succession planning and training activities that was aligned with operational excellence improvement goals*Secured the professional, qualitatively excellent execution of all day-to-day HR processes with a more developed internal customer orientation and service mindset

(Sales €1.6 B, EBITDA €250M, 12,000 employees, HR Team: 10 direct/12 indirect reports)Mergers & Acquisitions*Designed and implemented various new policies and programs when Lafarge as a publicly listed company bought and integrated Redland Braas into their business*Managed HR data entry for Due Diligence process during the sale of Lafarge Roofing to PAI Cultural Integration *Led cultural change programme (Leader for Tomorrow) that focused on Customer Orientation, Continuous Performance Improvement, More Effective Organisation and People Development.Talent Management*Designed and Managed the Monier Leadership Program *Designed competency profiles for Sales Reps, Sales Managers and Products Managers supporting local BU roll-out globally*Developed and launched Young International Programme – 1 year assignments for 25-33 year old young high potentials Industrial Relations *Represented Monier Germany as Member of Employer Association (AGVSEHT) in particular during yearly tariff salary negotiations with the Trade Unions (IG BAU) in Germany Compensation & Benefit*Designed and implemented new Defined Contribution UK Pension Scheme for 1000 employees managing the many legal and ER issues with changing from a DB Benefit scheme*Managed the expatriation moves for 30 leaders and experts per yearCo-ordination country activities for Germany (2.700 Employees)*Led a common approach in defined areas of Human Resources (e.g. Compensation and Benefits, Pension Plans, Manager Participation schemes, Performance Management, HR-Marketing, Training & Development, legislation needs etc.)Conflict Management*Provided expertise to CEOs on difficult people decisions to ensure win-win situations for Business Units and persons involved*Acted as "bridge" between local HR Managers and SVP HR where there was a mismatch between local and global perspective on HR issues & decision

· Led a common approach in defined areas of Human Resources (e.g. Compensation and Benefits, Pension Plans, Manager Participation schemes, Performance Management, HR-Marketing, Training & Development, legislation needs etc.)Conflict Management· Ensured the right kind of talent at Group Corporate functions so as to ensure constructive conflict between the Corporate functions and the local Business Units· Provided expertise to CEOs on difficult people decisions to ensure win-win situations for Business Units and persons involvedEmployee Communication & Relations· Created and launched the first Lafarge Group Job Market (internal and external) due to recognised expertise in this area· Worked closely with Group Communications on employee communications to include email, website and paper communications in particular those in conjunction with global change programmes and senior announcements.· Re-designed Group HR websites and portals portraying our new quality positioning internally and externally due to our recent divestment and name change; TC Budget: 37M, Employees: 560, HR Team ­ 6 direct, 8 indirect reports)Organisational Development· Implemented necessary Human Resources & Organisational changes, to ensure synergy between the BU business strategy and the HR plan· Created appropriate comp & benefit systems that attracted, retained and motivated new talent.· Negotiated arrangements for formal working relationships with Unions and Works CouncilsCompetency Development· Led "Roofing Masters" Industrial Competency Project - Designed competency profiles for 30 industrial positions from blue collar to plant manager · Subsequently designed and put in place a centralised technical training offer to improve the industrial know-how within the plants and increase productivity· Promoted the values and principles of the Lafarge Group and the Business Unit's own individual working culture that provided a competitive advantage.

· Provided complete HR Support to a pan-European cross-functional organisation that included a manufacturing, customer service, technical support call and repair centre.

· Helped streamline the JIT delivery of parts to the front assembly line and to Volkswagen distributors anywhere in the world.

· Manager for various HR functions to include Performance Improvement, Career Management & Development, Expatriation and various HR strategic projects

Team leader for various HR functions to include Recruitment, Relocation, Performance Appraisals, Induction and Manpower Planning.· Led a mobile, "Greenfield" HR Team in Brussels, Morocco, Spain, Turkey and Zagreb, providing on-site HR services for employees temporarily relocated to these areas.

· Supervised a staff of three providing administrative support and customer referral to over 1500 employees.