Responsible for leading and implementing the HR strategy for corporate and manufacturing and leading the North America HR team. Responsible for leading HR Business Partnerships, HR Operations including Talent Acquisition, Payroll, Compliance, Learning and Development, Engagement and Continuous Improvement for North America. Responsible for leading a team of 11 direct reports and 20+ indirect employees

Responsible for leading and implementing the HR strategy for corporate and manufacturing and leading the US HR team. Responsible for balancing the unique needs of each facility and business division with a keen understanding of the broader organizational strategy. Guide and lead the HR team to foster a positive workplace culture and drive strategic HR initiatives that align with the CVG’s overall goals.

Serving as HR Business partner for Regional Vice President of Manufacturing and leading Manufacturing Training Academy responsible for approximately 10,000 employees. Driving strategic planning, deployment and execution with the help of 10 direct reports that service as Plant HR and Manufacturing Training Academy Leaders. Driving People Excellence initiatives for the manufacturing leadership teams that make and ship our consumer and commercial laundry, KitchenAid counter top appliances, refrigeration and dishwasher facilities in the US. Leading I&D initiatives for 9 US Manufacturing plants including a recently launched black equality pledge commitment to increase our black talent by 50% in 5 years.Serving as steering committee member and sponsor for our manufacturing and HR leadership development programs. Project leader for North America HR Learning agenda and Sponsor for Hourly Workforce of the Future Strategy Project

Leading HR Operations team across 9 US manufacturing plants and 5 distribution centers in 5 states. Responsible for leading a team of 18 HR professionals and 15 contractors who handle talent acquisition, workforce management, engagement survey administration, performance management, labor law and company policy administration, project management, continuous improvement and all other operational responsibilities.

•Reporting to the Executive Vice President (VP) of Human Resources•Provide direction and reporting responsibility for Global Talent Acquisition and Employee Relations•Responsible for Talent Acquisition strategy and processes (internal and RPO vendor management)•Provide employee relations, talent review/succession planning, talent development, employee engagement, onboarding and other support for all Corporate and Enerpac based Leaders and their teams across the globe•Lead AAP/EEO Compliance team to plan, develop, implement, and administer Affirmative Action Program and EEO1 reporting. • Responsible for Employment Law compliance and policy/procedure establishment, enforcement and updates•Responsible for Visa/Immigration strategy and process• Drive Social Responsibility initiatives including establishment of a Global Matching Gifts program

•Responsible for all early talent programs (co-ops, internships and 6 Management Development Programs [rotational] and Emerging Leaders (frontline supervisors)) across the globe.•Work with Executive sponsors to recruit, hire and develop college students or recent graduates identified to be high potential. •Partner with Colleges and Universities to identify top talent for summer internships and full time development program participants.•Create semi-annual training & development sessions for future leaders •Work with executives to design development plans for early talent program participants•Led Lean project to standardize process, tools and resources •Transitioned programs from business to corporate sponsored to create con pull versus push for talent.•Reduced number of schools - saving cost and increasing relationship with campuses

SENIOR HUMAN RESOURCE BUSINESS PARTNER (MILWAUKEE, WI & PLAINFIELD, IN) JCPENNEY SUPPLY CHAIN & CALL CENTER NOVEMBER 2008 - DECEMBER 2012• Handled Employee Relations, legal obligations and administer, designed and implemented policies and procedures• Administered benefit enrollment process• Conducted new hire orientation• Employee Engagement Survey - administration, assessed results and action plans• Administered local and company recognition and reward programs• Conducted investigations• Unemployment Hearings and other legal proceedings as needed• FMLA, Personal Leave, Medical Leave, Short-Term Disability • Case Management - Worker’s Compensation, work restrictions, etc.• Managed and assisted associates with Voluntary Early Retirement Program • Provided performance management guidance to front line to Director level management (differentiation, coaching, counseling, career development, disciplinary actions).• Drove Talent Management process for Group Lead to Sr. Manager level (identified performance gaps, created development plans, created tools to monitor performance and feedback sessions, and utilized data to identify key information for succession plan)• Conducted succession planning meetings alongside executive and line managers and translated plans into actions (identified opportunities for promotions, lateral assignments and identified any needs for an external talent search)• Managed reduction in force process for multiple units, including but not limited to, elimination of shift and unit closures.• Managed annual compensation/bonus communication

• Promoted from Corporate Recruiter to Executive Recruiter after one year in position (hourly recruiting to Executive level)• Responsible for full cycle internal and external talent acquisition for management (up to Director level) positions.• Recruited for 500 seat call center and all of the supporting functions for the entire Credit Card Division• Managed temporary agency relationship for peak season hiring (staffing levels, performance issues, etc.)• Participated in succession planning meetings alongside executive and line managers and translated plans into actions (identified opportunities for internal promotions, lateral assignments and identified any comings needs for an external talent search)• Provided performance management guidance for front line to Director level management (differentiation, coaching, counseling, career development, disciplinary actions).• Partnered with relocation team to develop relocation packages and assist candidate with the relocation process and acclimation to the community• Developed Divisional Internship Program - created program design (number of internships, mentors, candidate recruitment and selection process, etc.), job descriptions, attended job fairs, conducted campus interviews, and handle Onboarding.