Strategic HR responsibility for the following global functional organizations: Sales, Marketing, Channel, Strategy, Engineering, IT, Finance and Legal (approximately 1300 people worldwide)

Short-term International Assignment. Hired the first site HRBP to support the 500+ team members in Bucharest office.

(Position eliminated due to large scale RIF at Corporate Office)* Strategic HR business partner for the Corporate Functional Groups of the following executives: SVP, Chief Supply Chain Officer, VP, Information Technology and SVP, Chief People Officer (approximately 175 people)* Developed Succession Plans for key positions with the functional leaders* Partnered with HR counterparts to streamline processes & systems to create a more seamless HR organization* Worked across a highly matrixed global organization with competing priorities to drive key decisions and produce results acceptable to all parties involved* Worked closely with the Talent Management organization around Talent Development, Organizational Effectiveness and Talent Acquisition deliverables that directly impacted the lines of business under my responsibility* Focused on high touch approach in working with functional leaders and their employees in order to create strong partnerships and build trust

* Global HR responsibility for Corporate Functions (IT, Transformation and HR)* Proactively identified needed improvements to HR policies and processes; partner with HR counterparts to streamline processes & systems* Managed a diverse set of company-wide HR projects and initiatives as assigned.* Worked with Functional Leaders to staff current openings and conduct end to end performance management

Global HR Leadership responsibility for entire Sales & Marketing organization (approximately 400 people), Matrix reporting to SVP of Sales & Marketing• Partnered with Sales Leaders in Reorganization of Sales & Marketing Functions• Improved time to fill by driving accountability for staffing of Sales & Marketing employees globally (Use of standard job descriptions & use of recruiting partners)• Managed the yearly Performance and Compensation Review process for the Sales and Marketing Organization

Global Matrix HR responsibility for approximately 2200 Marketing employees, Matrix Reporting to Corporate Vice President of Strategy, Marketing and Business Development• Increased marketing and business acumen in the organization through management of the Strategic Marketing Program (a training/change management program) across all of Honeywell• Managed the Marketing Technical Skills Assessment process (MTS) globally each year • Improved top talent identification and development by designing and implementing the “Best Bets” program (yearly leadership succession planning event) for Marketing globally• Improved succession planning process by managing the Management Resource Review (MRR) process for Marketing globally• Drove accountability for staffing of Marketing employees globally (Use of standard job descriptions & use of co-source/recruiting partners)• Managed the yearly Performance and Compensation Review process for the Corporate Marketing Organization• Accountable for the Marketing function globally; Performed generalist activities for the Corporate Marketing organization

Global HR responsibility for Corporate Functions (HSE&R, Legal, Government Relations, Communications and HR), Matrix Reporting to Corporate Vice President of HSE&R• Performed generalist activities for the Corporate Functional Groups • Increased effectiveness of the HSE organization by driving the reorganization of the corporate site HSE team• Managed the PAC data for to Government Relations group• Worked with Functional Leaders to staff current openings and conduct performance management

HR Leader for Specialty Materials organization, Reported to Staffing Director with Matrix Reporting to VP HR of Specialty Materials Organizations• Developed, trained and rolled out new Specialty Materials Human Resources Policies• Led Staffing Process reorganization for the Universal Oil Products (UOP) Business• On-Site Staffing leadership contact for Engineering and Technology leaders, HR Managers and Staffing/Recruiting specialists• Improved Time to Fill metric as well as use of staffing process by driving accountability of processes with both Hiring Managers and HR leaders

Managed daily Compensation activities for Specialty Materials; Reported to Compensation Manager• Managed Reward and Recognition Programs for the Specialty Materials Division• Led implementation of Global Job Evaluation System for Specialty Materials Division (Member of all Honeywell Project team) • Managed the Sales Incentive Program for the business

HR Leader responsible for 700+ employee manufacturing plant; Matrix reporting to Plant Manager• Handled All Labor Activities – 6 Unions, 2 Collective Bargaining Agreements• Led Negotiation Preparation for South Side Contract (Expired April 2008)• Actively worked with Site Leadership Team to Staff Various Hourly and Salaried Openings

Plant HR Responsibility for approximately 300 employees, Matrix reporting to Operations Manager• Updated Policies and Procedures: North Side Absentee Policy, Progressive Discipline, Overtime and Grievance• Created Site HR Metrics – Turnover, Absenteeism, Grievance Tracking, University Relations Tracking• Managed Co-op/UR Process including updating and implementing hiring procedures and recruiting requirements for all 3 Richmond Sites

Performed Generalist activities for 5 client groups (approx. 150 people)• Green Belt Certification Project: Created a universal Unified Career Path Process• Performed a compensation analysis on the Phoenix Avionics ISC Department (approx. 800 people)• Worked to create an Integrated Supply Chain Development Program for all sites in the Phoenix area