P. Eric Perry, (He/Him/His) Mba, Sphr, Hceo Email & Phone Number

Sunnyvale, Ca, Us

• In my role leading the HR function for manufacturing operations, supply chain, workforce operations, and quality in North America, I set strategic targets. I developed a roadmap to optimize talent acquisition, retention, and organizational design. My leadership has driven transformation initiatives, using Danaher Business Systems (DBS) continuous improvement, aimed at driving a hyper-growth people strategy, enhancing employee experience, and championing Diversity, Equity, and Inclusion (DEI) efforts.• One of my proudest achievements is establishing corporate-wide best-in-class HR practices and developing strong teams to support key manufacturing sites. During the COVID-19 pandemic, I ensured that our HR function remained closely aligned with the organization's goals and targets. Recognizing the challenge of temporary worker attrition during the pandemic, I developed and implemented a strategy using DBS solutions tools to identify and address the root causes of attrition.• I held regular cadence meetings to set priorities and create alignment on recruiting efforts, compensation direction, and resource allocation. This included engaging in the process of backfilling the vacant VP position. I refined our existing retention bonus structure and implemented a program that recognized and rewarded length-of-stay milestones for our employees.• To address the need to retain manufacturing talent, I expedited over 200 high-priority initiatives, significantly reducing the completion date to fill vacancies by 75%. By implementing a 50% increase in temporary worker employment, introducing a comprehensive pay increase plan, and leading HR efforts to enhance the employee experience, I successfully reduced “no-shows” to 5% from 15%. I cut attrition by 18% over one year. My approach has been characterized by a strategic vision, and a commitment to enhancing employee satisfaction and organizational effectiveness.

El Segundo, California, Us

• As an HR business partner, I developed a comprehensive Diversity, Equity, and Inclusion (DEI) program during high-profile external racial tensions. It was crucial to foster a more inclusive and understanding workplace culture, and the main challenge I needed to overcome was balancing the varying expectations of cross-generational stakeholders considering the complex and sensitive nature of the issues we were addressing. • I also built a training curriculum to address deficiencies and gaps in middle management skills, particularly the unique challenges posed by the COVID-19 pandemic precautions. I created a practical and engaging curriculum, which led to successfully establishing a ready-made curriculum that fostered cohort connection and adoption. The training was well-received, with content relevance scores of 4.5 out of 5 for execution, content, and experience, a testament to its effectiveness and relevance.• The training curriculum initiative was met with a high completion rate, with a 94% completion rate among managers. Additionally, 100% of our executive team enrolled in the executive training focused on rebuilding foundational managerial skills.

El Segundo, California, Us

• I partnered with various stakeholders to establish a strategic HR vision to propel our business forward. I focused on positioning HR as a strategic partner within the organization, which involved developing strategic HR initiatives and processes to enhance the employee experience. • A key achievement in this role was driving a 55% rise in client satisfaction scores, which I accomplished by rebranding and repositioning our talent acquisition team. This initiative improved our recruitment processes and enhanced our employer brand.• I also championed a more agile workforce, which created significant savings for the company by clarifying the role of human resources and aligning training programs to address specific gaps. A notable outcome of this strategy was the reduction of attrition rates, particularly for employees within their first 90 days. By identifying and addressing these early-stage attrition factors, we were able to retain more talent and build a more robust, more committed workforce.

El Segundo, California, Us

Director, HR (Technology Division)2017 – 2018• I led the human resources components supporting our transition into a digital toy company. This involved managing a substantial budget of $150M and assisting 1,000 clients. My team included one direct report and six dotted line reports, a structure that enabled effective collaboration and streamlined decision-making.• This resulted in a significant 70% increase in the tenure of VP candidates as I focused on screening VP candidates to ensure diversity. This strategy enriched our leadership pool and resonated strongly with our commitment to inclusive representation. Female leadership representation increased by 42% within the company.• Additionally, I was crucial in leveling gender pay equity, achieving 85% parity. This accomplishment was particularly fulfilling as it demonstrated our company's dedication to fairness and equality in the workplace.Director, HR (North America Division)2013 – 2017 • I stewarded the HR function and integration of product technology and IT groups in alignment with evolving business goals after multiple complex restructures and transformations. • Additionally, I restructured existing policies and processes to meet the needs of the newly formed groups. Directed a workforce reduction initiative across sales, customer marketing, and retail services.

El Segundo, California, Us

Partnered with CIO to drive a three-year strategic change initiative focused on delivering improvements for the underperforming Global IT team. Designed and executed on strategy for bringing team from lowest survey scores to company average across six global regions.• Created cultural turnaround program addressing low survey scores, which resulted in 8% engagement increase, 14% confidence in management increase, 10% communication effectiveness increase, and 9% rewards & recognitions increase. • Enhanced executive-level recruitment and candidate screening strategies to staff open leadership team positions, yielding a 65% increase in executive-level new hire retention.

Glendale, California, Us

• In my career spanning over seven years, I was promoted three times from a consultant to a bonus-eligible role where I served as a trusted advisor to the leadership team of multiple client groups, collectively valued at over $25B. • A significant achievement in this role was driving a 50% improvement in the time taken to fill critical positions. This efficiency gain directly resulted from my strategic approach to talent acquisition and recruitment processes. By streamlining these processes and implementing innovative recruiting strategies, I significantly reduced the time-to-fill metric, enhancing our organizational agility and responsiveness to talent needs.• Additionally, I led the development and implementation of a work-from-home program, which resulted in a notable 35% lift in employee engagement.

Master Of Business Administration - Mba, Management & Organization

Master Of Arts - Ma, History Of Art

Bachelor Of Arts - Ba, Art, Minor: Black Studies