Ryan Danley Email & Phone Number

Marysville, Ohio, United States

The HRBP serves as a partner and provides guidance to leaders to support organizational objectives and business strategies. The HRBP position is responsible for aligning HR programs and policies with business objectives within designated business units. The position serves as a consultant to management on human resource-related issues, acts as a change agent, and seeks to develop integrated solutions all the while working closely and in conjunction with other HR functions and CoEs.Key Accountabilities-Partner with business units / plants to integrate people strategies with overall organizational strategy. Address HR related trends and issues impacting the business and provide insights, recommendations, plans, tools, and develop forward thinking solutions. -Ensure HR programs, processes and services delivery are based on the business environment/strategy and talent implications by working with CoE’s, HR Ops, and HR Leaders. -Provide HR consulting services to business /plant leaders as it relates to human resources programs and policies, often encompassing all areas of human resources.-Analyze data to identify trends, gaps, and priorities, particularly in the areas of performance management, talent development, and workforce planning.-Counsel business leaders on people matters.

Marysville, Ohio, United States

Exempt level promotion of previous position

Marysville, Ohio

Responsible for strengthening ethical culture in Honda's North American Region.Successfully pitched the restructuring of our Compliance & Ethics Office which led to the development of the Strategy & Planning team to focus on broader initiatives while Operations focused on investigations and traditional "internal affairs"-like activities. How do you implement regional training across a broad, diverse manufacturing audience of 44,000 people? How do you train a large population of manufacturing associates who do not use computers, and work on an assembly line? How do you ensure parts centers, plants, commodities trading divisions, aircraft companies, R&D companies, credit union employees, salespeople, and suppliers all know and understand their roles related to C&E, and perform their associated responsibilities? How do you do that in English, Spanish, French, and Japanese – while having respect for the cultures in which those languages are spoken?That’s what I do. • Design regional ethics-focused communication campaigns using a variety of media and assets – have incorporated podcasts, video interviews, and more.• Create effective training materials for essential CC&E risk areas (antitrust, anti-corruption, COI, code of conduct, etc.) across a broad audience• Breaking down silos, I partner with divisions like Legal, Procurement, I&D, CSR, Regional Planning, and others to ensure our company initiatives are met, whether that means project managing the complete update of our Regional C&E Policy like I did in 2021, presenting at supplier conferences, consulting with and advising executives, doing lunch & learns for our Business Resource Groups, overhauling training courses and much more – all while ensuring we have a balanced budget. While I primarily deal in strategy, I support associate inquiries and matter management when needed. That and staying current on my CEU credits for my LPEC certification keep me in tune with associate relations.

As a Learning and Development Specialist, I was responsible for delivering corporate training across our North American Region. I traveled across North America from Canada to California and between, delivering training to a wide variety of people and cultures. I became a DDI Certified Facilitator in 2018, and was certified to teach many courses including Vital Smarts Crucial Conversations and Targeted Selection Behavioral Interview Training. I was selected to facilitate our early career leadership development course called Igniting Your Future when the original facilitator went out on leave, and received great reviews. I designed a course called Presenting with Confidence by myself after my project partner was terminated, and the course is still on the catalogue today. Partnering with our Inclusion and Diversity Office, I was selected as the main facilitator to roll our regional Mentoring Matters program. I loved this role and the only reason I left was to join the compliance & ethics teams to expand my associate relations and overall HR knowledge to position myself for more expansive HR roles in the future.

In a dual role as a Human Resources Generalist and Compensation Lead/Analyst, I managed all compensation related functions for over 2700 employees at Honda's Greensburg, Indiana Auto Manufacturing Plant. At the end of my time In this role, I was selected to lead our brand new Associate Resource Center - a dedicated associate training facility. I declined to accept a regional training role with Honda North America that I was offered around the same time.•Executed compensation analyses, including internal and external benchmarking for job offers and recommendations for equity adjustments and promotions utilizing tools such as Eprism, Companalyst•Conducted FLSA and points factor job analyses to ensure accurate job descriptions for positions within the organization and appropriate compensation level• Oversaw performance review process - conducted internal analyses working directly with senior management, provided all related training and managed our internal calibration process•Partnered with Associate Relations for performance review related dispute resolution and coaching, often having to navigate sensitive, difficult, and confidential conversations•Variable payment/Bonus calculation and administration•Created and maintained work instructions and standard operating procedures for compensation related processes - ISO document management•Trained on the Kepner-Tregoe Problem Solving and Decision Making process•Skilled in behavioral interviewing•Co-Leader of Associate Voice team – included monitoring trends in employee feedback and recommending effective countermeasures to address any concerns•Piloted a new performance management system with a 3 member team - I recommended we adjust our performance targets for promotional eligibility to better reflect career growth •Completed compensation salary survey data for local and national surveys•Honda Core Values trainer - selected as 1 of 20 out out of 2,700

Started as an HR specialist focused on compliance, which included managing our onboarding processes (I9 verification, drug screen, etc) and unemployment claims. Due to my focus on quality output, confidentiality, efficiency, and skill I was asked to take on our corporate compensation role once our compensation associate left for other employment. I was then responsible for all aspects of compensation - initial offers, equity analyses, negotiations, and more - for our corporate roles. I guided executives on compensation related matters.

B.A. in Science, Technology, and Society minoring in Business Administration

• Designed and presented a project plan consisting of a forum to serve as a training repository for customers.• Conducted a competitive analysis of a rival company.• Devised process improvements that were fully adopted and are still used in the company today. • Aided in software training for customers.• Was offered a full-time position upon the completion of my internship.

• Designed the business plan for ITI consisting of a 3-year strategic outlook• Presented to the Christel DeHaan Family Foundation resulting in the support of the Christel DeHaan Visiting International Theatre Artist (VITA) program providing a grant of $35,000/year for four years totaling $140,000. • Conducted a market analysis of the performing arts in the Indianapolis area• Analyzed quantitative and qualitative data about the performing arts industry