Bruce Shaffer, Shrm-Scp Email & Phone Number

Findlay, Ohio, Us

Achieved a ten-point improvement in year two of asking engagement survey questions related to career support and growth. Focus on leadership and professional learning, development and career management. Our talented team is running 12 leadership and professional developing programs with nearly 100 subject matter experts and collaboration with two universities. Our Frontline Leadership Skills program was featured as “best practice” by the American Fuel and Manufacturing Association. We have created and are implementing a skills-based talent management strategy which begins with job architecture, essential skills and proficiency identification, the creation of learning maps and Workday integration to produce an AI/ML career and learning experience. Educating business leaders and professionals why and how experiential learning is a highly effective method of develop skills, higher levels of proficiency and career progression. Enhancing our leadership development strategy through the identification and integration of essential leadership competencies into our L&D and talent management practices.

Findlay, Ohio, Us

Corporate talent management consulting role for this $29.6B, Fortune #32 company with a dynamic 130 year history. Responsible for developing and implementing strategies and plans that foster contemporary career management approaches in support of the business. This includes career frameworks/models, competency identification, assessment and development, career advancement/mobility across the enterprise. Creating linkages to other talent management strategies and processes (i.e. talent acquisition, succession planning, performance management, L&D).

Partnering with the Talent IQ LLC team to serve our established, growing and diverse customer portfolio. Leveraging my knowledge, global expertise and pragmatic applications to help organizations of all sizes to define and achieve their business strategy, goals and objectives through smart investments in their people.

Houston, Texas, Us

Following the acquisition of Cameron and OneSubsea by Schlumberger, I was promoted to lead HR, Talent Management and Internal Communications for OneSubsea, the market leading subsea technology provider. I was proud to be part of a talented team of over 4800 employees in 16 counties who achieved #1-#2 in market share across all product lines and $2.0-3.0B in annual revenue.Lead the post-acquisition planning and complex global integration of the organization structure, compensation, benefits, other employment terms/conditions, policies, procedures and systems.Recognized by company leadership for building a strong and effective company culture and operational leadership effectiveness. Our employees were often selected for key leadership assignments throughout Schlumberger.Achieved high employee engagement levels by leading the creation and implementation of leadership and functional career development programs, post-engagement survey action plan management, improved 2-way performance and development feedback and a multi-channel communications strategy that touched all levels and geographies.Consistently achieved low annualized global attrition (3-5%) which ranked among the best in the parent company. Developed university relations and diversity strategies in the US and UK resulting in candidate quality improvement, 50%+ increase in engineering candidate gender diversity and 85% selection rate of summer interns for full-time rotational career development program.

Houston, Tx, Us

I was hired by Onesubsea (when it was a joint venture between Cameron International and Schlumberger) as the first Talent Management Director, responsible for employment cycle talent management strategy and execution. My accomplishments were recognized by the Cameron COO and Corporate VP HR and I was promoted and asked to create and lead the corporate learning and development function for Cameron International. In collaboration with many, I rapidly drove the development of a global learning & development strategy, organizational efficiencies and measurable return on investment. Project management revenue/margin generation and on-time-delivery metrics were improved through customized training in collaboration with subject matter experts. We fostered new business opportunities by developing and implementing a field service career ladder and training program which was key to achieving Safety and Environmental Management Systems (SEMS) certification; only the second ever awarded to service/supply contractors.I optimized L&D investment by: (a) establishing an instructional design CoE in India (60% cost reduction) , (b) producing $2.0M/year by developing and delivering training to external customers and (c) developing and implementing a plan to improve managerial effectiveness through customized classroom and virtual training modules at 50% of historical cost for over 600 managers worldwide. Lead design and implementation of the company’s first cloud-based competency management system. Improved subsea projects staffing, skill gap analysis and intervention. The system was adopted by the parent companies, featured at two external conferences, recognized by customers and quality certification agency as a best practice.Defined and established the OneSubsea employment brand. The success of the brand supported rapid business growth, quality recruitment and retention. The company (Cameron/OneSubsea) was recognized by Bloomberg and Glassdoor as “Best Places to Work”.

Houston, Texas, Us

Through M&A activity and organic growth, we expanded the U.S. business by 90% and produced 50% of Tenaris annual global revenue ($5.0B) in 3 years. The region grew from 100 employees and 1 location to 3800 employees and 10 locations during that time. I was the first external Director-level hire in company history. In collaboration with our talented business leaders and HR team, I lead the development of the HR function and the strategy, policies, processes and systems to support growth and sustainment of the U.S. business and influenced global HR direction and decisions. EEOC claims and turnover were reduced by 80% and 25% respectively in the largest U.S. plant by collaborating with local management, analyzing root causes and focusing on effective strategies and initiatives to transform the culture and work environment. We were recognized by The Houston Chronicle in an exclusive business section article about a successful workforce retention initiative in the Houston area.I led a multi-disciplinary due diligence team which researched, analyzed and recommended the strategic purchase of property and the design and construction of the largest state-of-the-art seamless tube mill in North America and nearby coastal port facilities. The $1.8B investment plan was reviewed and approved by the Tenaris Board of Directors, federal, state, county and local officials and is now the second largest employer in the area.One of the most rewarding accomplishments involved the establishment of an elementary after-school program in partnership with Community Affairs, local government and school board leaders and teachers. Results included significant improvements in standardized test scores, student wellness and safety and parental involvement.

Responsible for enterprise HR including Board of Directors and executive compensation strategy. The company was the largest Master Limited Partnership (MLP) interstate pipeline and storage company in North America. $4.B revenue, 3500 employees. The company was acquired by Enterprise Products Partners. I lead the complex unwinding of the TEPPCO pension plan to participants prior to leaving the company.

Charlotte, North Carolina, Us

Lead the start-up and development of global HR strategies, plans, programs and policies in support of Duke's North American and International natural gas fired power plants and commodity trading business. Rapid growth achieved through greenfield and asset acquisitions worldwide. Six months prior to transferring to TEPPCO (Duke Energy MLP), I was appointed as the first Chief Ethics & Compliance Officer for the commodity trading business. Conducted internal investigations and coordinated external (US government/SEC) investigations into trading practices which lead to significant changes in personnel, risk management, commercial positions and policies. The company received external recognition thereafter as an ethical business partner.

Harris County, Texas, Us

In support of Compaq's global supply chain and quality organization, built capability and capacity in talent management, employee relations and M&A integration during rapid growth. A career milestone opportunity here as I had the opportunity to work for and learn from Tim Cook who later left the company to become the COO at Apple.

Gained diverse, valuable experience in corporate, regional, field and special projects roles. Domestic assignments in Houston, Chicago and Denver included HR generalist for large oil/gas operations region, engineering talent acquisition, large-scale (25%) workforce reduction plan and OD consultant for complex business process reengineering project. In-country assignments during international expansion (Trinidad, Columbia, Argentina). Integration of Mobil's European crude trading business in The Hague (The Netherlands).

Us

Progressed through sales management training program into corporate and regional HR generalist roles across five locations. Youngest HR Manager in the company's history. These assignments and experiences served as my foundation for a career in Human Resources.

Auburn Hills, Michigan, Us

Business development, operations audits, accounts receivable and learned about running small to mid-sized businesses with 100+ clients across Texas. Promoted to Audit Supervisor.