Thomas Jefferson Email and Phone Number

Renewal by Andersen was established roughly 25 years ago as the vertically integrated,full-service direct-to-consumer “replacement window” division of Andersen Corporation,the largest and most reputable window and door manufacturer and brand in NorthAmerica with nearly 120 years in business.Renewal has nearly 3,500 employees across the United States, not including the additionalthousands of people employed within Renewal’s “independently owned affiliate network”.The company generates nearly $3Billion in gross sales annually across the USOne of my priorities as VP of Human Resources is to attract and retain diverse talent for RbA businesses in the areas of Manufacturing, Engineering, Finance, Sales and Marketing in order to drive strategic initiatives while delivering signature service to our internal and external customers. I am passionate about people, culture, and growth. My strategic priorities are Talent Management, Talent Acquisition and Diversity, Equity and Inclusion.

As the Chief Human Resources Officer i am responsible for developing and executing human resources strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team.

Manage strategic direction of the store to improve growth 25% year over year with a specific focus of identifying new market entry. Increase and sustain sale/design staff performance Provide oversight and consultation for Employee Relations, Talent Management, Policy/Performance Management for CDG group consisting of 28 stores in 15 states with revenue of 200 mm.. Directly Manage a team of 8 and responsible for day to day operations to include sales, customer fulfillment and logistics.

Directly accountable for driving robust talent management & diversity initiatives across the organization globally. This includes having an understanding of talent pipelines and building actionable and realistic succession plans for critical roles. Also, ensuring a diversity and mobility focus on talent related initiatives to achieve strategic plans for growthEstablished metrics to measure the effectiveness of the HR function in contributing to the bottom-line performance of the company and meeting the needs of constituents across the organization.Worked with Operations / Manufacturing leadership to diagnose, develop and implement company wide training and development programs coordinating all internal and external training efforts. Responsible for implementation of legal practices such as non-compete, retention and severance agreements to protect the companyConceived and direct the establishments of human resource policies and procedures and coordinates the interpretation and application of these policies through enterprise.Worked closely with operations and finance to direct the administration of wage and salary policies, develop policies to meet compensation objectives, participates in the design of front line, sales and executive compensation plans.Designs and recommends company strategy on all benefits (medical, dental, investment, voluntary, etc.) to ensure we target goals to address the entire employee population (hourly to executive).Developed and manage performance management systems to create performance mindset and clear accountability throughout the organization.Responsible for managing HR department budget and providing strong guidance to functional areas regarding talent and payroll management.

Strategic Human Resources (HR) business leader for Epoxy with experience driving strategies and initiatives associated with Momentive’s overarching strategy. Responsibilities included R&D, Plant leadership for 60 facilities domestic and abroad (China, Japan, Belgium, Spain, Netherlands, Germany).. An integral part of the Executive Leadership team, I provided operational and strategic vision across Momentive and viewed as a trusted partner with demonstrated agility, analytic reasoning, business acumen, collaboration, and interpersonal skills.

Conectiv Energy was an asset-backed merchant energy business using risk management tools, regional expertise, and intellectual capital to optimize the value of its unregulated power plants in the wholesale energy marketplace. Operating as a stand-alone operation, the business includes 4000+ megawatts of owned and tolled coal, oil and gas-fired generation plants.Planned, organized and implemented comprehensive talent strategies and processes to address organizational shortcoming to ensure we had the capabilities to execute human capital strategies. Directed activities related to but not limited to, employee relations, talent acquisition, learning and development, performance management, total rewards, HRIS, risk management and safety, change management, diversity initiatives and compliance.Prepares and presents meaningful HR metrics, reporting, and analytics to the senior leadership team, including the use of KPIs to measure performance.Translates the strategic and tactical business plans into HR strategic and operational plans.Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps as well as to create programs to allow for the training and development of associates to grow within the organization.Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries and markets. Enhances and/or develops, implements and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization.Evaluates the HR structure and team plan for growth and continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities.

Oversaw all aspects of Human Resources for a region with over $2B in revenue and 7500 employeesSpearheaded development and implementation of succession program for newly developed region consisting of eight divisions.Championed development of leadership program enabling executives and front line leaders to expand upon their leadership capabilities.Played key role in the development of organizational structure, compensation program and departmental guidelines for new Commercial Services program; hired 90 days ahead of target, increasing revenue potential by 20%.Led Adelphia Cable aquisition efforts for region

As Regional VP of Human Resources designed the regional infrastructure to support growth via Acquisition of AT&T, Jones InterCable, and Prime Communications and grew a customer base of 2.3 million and 2500 plus employees.Successfully built organization's HR infrstructure through the restructuring of management, the hiring of senior strategic business partners, and development of programs to support the growth of the region.Successfully led complex and system-wide organizational change that was a result of operating model transformation, mergers and acquisitions, business consolidation, etc.Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment, and satisfaction after M&A activity.Led a number of successful labor avoidance, and decertification activities and improved employee engagement and satisfaction scores 15 plus points on the employee index.