Assumed full human resources responsibility for U.S. and Canadian tile and stone sales operations with more than 250 stores, showrooms, and distribution locations with 2,500 employees. Provided full human resources support of multiple corporate functions, including operations, finance, IT, marketing, customer service, and R&D totaling 500 employees. • Revamped performance management process to reduce time and complexity for managers and employees, leading to a 96% completion rate and… Show more Assumed full human resources responsibility for U.S. and Canadian tile and stone sales operations with more than 250 stores, showrooms, and distribution locations with 2,500 employees. Provided full human resources support of multiple corporate functions, including operations, finance, IT, marketing, customer service, and R&D totaling 500 employees. • Revamped performance management process to reduce time and complexity for managers and employees, leading to a 96% completion rate and improved performance accountability across the business unit. • Conducted first succession planning initiative across sales business unit to identify high-potentials, low performers, organizational gaps, and slating lists. • Performed calibration sessions and tracked development plans for high-potentials.• Worked with leadership to restructure departments and organizations to leverage head count and grow identified talent.• Spearheaded creation of Daltile COVID response protocols and resources, tracked changing federal state and local mandates to ensure compliance, and conducted training for managers to ensure alignment of approach across enterprise.• Worked with multiple sales verticals to redesign variable pay plans to accelerate growth and margin goal attainment.• Right-sized workforce during pandemic through reductions, federal RTO program, and regular turnover opportunities.• Launched program to bring awareness and accountability to safety initiatives. Show less

Assumed full human resources responsibility for ten U.S. manufacturing locations covering 1,700 employees. • Provided functional support for greenfield manufacturing facility, including site selection, culture definition, wages, and organizational structure. • Fostered cultural turnaround of USW-organized facility, which led to union withdrawing representation. • Negotiated USW contract which converted employees to company benefit plans.• Supported integration activities of two… Show more Assumed full human resources responsibility for ten U.S. manufacturing locations covering 1,700 employees. • Provided functional support for greenfield manufacturing facility, including site selection, culture definition, wages, and organizational structure. • Fostered cultural turnaround of USW-organized facility, which led to union withdrawing representation. • Negotiated USW contract which converted employees to company benefit plans.• Supported integration activities of two competitor acquisitions. • Rolled out engagement survey to identify areas of opportunity to improve culture and reduce union vulnerability.• Negotiated successful decision and effects bargaining requirements to close manufacturing facility in Olean, New York; final agreement came in under budget and ahead of schedule with no disruptions to quality or delivery to our customers.• Retooled hiring process across U.S. locations for compliance and alignment with new systems.• Worked with organizations across enterprise to realign structures and manage performance to capitalize on opportunities to streamline processes and top-grade talent.• Jump-started technical intern program to build pipeline talent for new and existing locations.• Piloted new hourly selection and assessment process to ensure compliance, upgrade talent decisions, and reduce turnover and workers’ compensation costs. Show less

Held responsibility for functional global direction and support to Cooper’s senior executive leadership team and its staffs. Reported to vice president of human resources and directly supported CFO, CIO, corporate general counsel, chief marketing officer, and VP of Operations.• Partnered with department heads on organizational design initiatives to better align resources after significant reductions. • Standardized roles and compensation structures within global IT and sourcing… Show more Held responsibility for functional global direction and support to Cooper’s senior executive leadership team and its staffs. Reported to vice president of human resources and directly supported CFO, CIO, corporate general counsel, chief marketing officer, and VP of Operations.• Partnered with department heads on organizational design initiatives to better align resources after significant reductions. • Standardized roles and compensation structures within global IT and sourcing organizations. • Led compensation planning and calibration process for the executive leadership teams• Managed global functional succession planning process across divisions for final presentation to CEO. Show less

Assumed human resources responsibility for $750M business with 4,000 employees at 17 locations in ten countries with union and non-union locations. • Implemented organizational staffing and succession planning practices to ensure attraction and retention of employees with functional and leadership competencies required to support business. • Coordinated HR efforts for two acquisitions ($100M) and three divestitures ($250M) and subsequent realignments.• Directed decision and… Show more Assumed human resources responsibility for $750M business with 4,000 employees at 17 locations in ten countries with union and non-union locations. • Implemented organizational staffing and succession planning practices to ensure attraction and retention of employees with functional and leadership competencies required to support business. • Coordinated HR efforts for two acquisitions ($100M) and three divestitures ($250M) and subsequent realignments.• Directed decision and effects bargaining for three facilities, exceeding profit plan expectations.• Realized 10% improvement in Employee Engagement and 7% improvement in Managerial Effectiveness despite widespread reductions by implementing quarterly survey process on key engagement initiatives. • Implemented HR Business Scorecard to drive key metrics across the organization.• Improved safety case rates by 76% for lost-time injuries (1.5 to .35) and 57% for recordable injuries (2.8 to 1.2). Show less

Drove functional excellence in 39 locations in 15 countries by ensuring consistent application of policies and practices while transitioning plants from traditional to world-class workplace practices. • Implemented Employee Relations Center of Excellence to consistently assess facility practices for compliance with corporate philosophies, values, policies, and legal requirements. • Developed site audit and compliance tool integrated corporate-wide. • Reviewed workforce reduction… Show more Drove functional excellence in 39 locations in 15 countries by ensuring consistent application of policies and practices while transitioning plants from traditional to world-class workplace practices. • Implemented Employee Relations Center of Excellence to consistently assess facility practices for compliance with corporate philosophies, values, policies, and legal requirements. • Developed site audit and compliance tool integrated corporate-wide. • Reviewed workforce reduction activities worldwide and coordinated with legal on identified high-risk actions. • Managed PULSE site visit process to identify and address concerns to reduce union susceptibility.• Supplied labor relations support to union locations for grievance administration and contract negotiations. Show less

Developed and implemented compensation-related practices and processes for 39 locations in 15 countries with $2B in annual sales.• Implemented consistent Hay-based salary structure across group and coordinated corporate executive incentive and stock- option plans. • Assisted in the development and approval of local ranges and variable incentive plans worldwide and created template to streamline process and provide enhanced analytics between locations. • Co-developed sales… Show more Developed and implemented compensation-related practices and processes for 39 locations in 15 countries with $2B in annual sales.• Implemented consistent Hay-based salary structure across group and coordinated corporate executive incentive and stock- option plans. • Assisted in the development and approval of local ranges and variable incentive plans worldwide and created template to streamline process and provide enhanced analytics between locations. • Co-developed sales incentive program focused on current and long-term growth.• Completed WorldatWork Certified Compensation Professional (CCP) certification. Show less

Undertook interim division human resources manager responsibilities and assumed all HR strategic and leadership functions for operations in six countries with eight locations and $370M in annual sales. • Spearheaded human resources due diligence activities for division’s divestiture. • Managed annual succession planning process and implemented employee development plans. • Assisted in divisional reorganization to matrixed program and client-driven organization. • Managed… Show more Undertook interim division human resources manager responsibilities and assumed all HR strategic and leadership functions for operations in six countries with eight locations and $370M in annual sales. • Spearheaded human resources due diligence activities for division’s divestiture. • Managed annual succession planning process and implemented employee development plans. • Assisted in divisional reorganization to matrixed program and client-driven organization. • Managed head-count reductions, resulting in $4M in cost savings. Show less

Held responsibility for all HR-related functions at $40M UAW facility with 450 employees.including employee and labor relations, staffing, training, communication, and environmental health and safety initiatives. • Led all grievance activity and union relations and brought plant back into contract compliance. • Led decision and effects bargaining process on transfer of product lines to Mexico. • Implemented QS 9000 at plant within nine months.

Coordinated daily and long-range human resources initiatives in UAW facility with 400 employees. • Assisted in negotiations for a five-year contract term which laid foundation for securing new business to facility. • Conducted first two levels of grievance procedure.• Implemented environmental and health and safety policies to ensure compliance.

Administered plant policies and procedures in a manner conducive to maintaining non-union 350-employee environment. • Led employee involvement teams and initiatives. • Implemented ISO 9001-compliant processes and policies. • Collaborated with corporate, division, and plant management to avoid unionization during IBEW drive.