Responsible for the strategic direction and operational activities of the Human Resources team within the organization.• Developed a new organizational model for the HR team to best serve our locations• Drove process changes to improve the employee experience during Annul Enrollment• Implemented Succession and Development Planning process to identify and grow internal talent• Created an exit interview process to gather valuable feedback to help lower turnover

Organization-wide talent management programs and processes; Global training and development activities. Organizational development projects such as change management, team development and organizational planning, employer branding.• Engaged in a refresh of employer value proposition and brand• Developed blended learning curriculum to support team communication and alignment • Enhanced the talent development process by requesting and receiving talent needs analysis from senior leadership• Maintain a dual role as HR Business Partner for the Global Information Technology Team

Key Accomplishments:• Tailored a new structure to the demands of the Mexico and US markets, providing each site with a dedicated regional HR to coach HR Site Leaders, and improving the service model to support customers. Resulted in a higher service level and a stronger partnership of Plant Managers with HR in providing solutions to customer problems.• Instigated a competitive, consumer-driven health plan (HSA) that retained its value and controlled costs, resulting in a higher level of employee satisfaction and a 3.5% increase over a three year period. Invested in preventive care, encouraged preventive care visits, and allocated funds to employees via HSA and HRA contributions each year with zero rate increases. • Implemented a performance bonus on predefined metrics and streamlined the compensation strategy to remove old, ineffective production bonuses. Enhanced satisfaction, camaraderie, and increased retention rates by 25% of those promoted in the field. • Led a global team of HR, IT, and Communications professionals to provide the infrastructure, communications, processes, and facilities which led to the successful rollout of the first company-wide engagement survey. The survey was completed by 75% of the population; approximately 200 action items were developed to address areas of improvement.Major Responsibilities:• Lead a regional team of 22 people to solve business problems with HR solutions.• Provide each location with a high level of competence and enthusiasm by supporting associates at all levels.• Collaborate with business leaders to drive a culture of innovation, leadership, and integrity.• Spearhead talent management initiatives, including training, development, and succession planning that include coaching business leaders and leadership teams.• Implement business strategy, strategic imperatives, and functional goals to deliver outcomes. • Identify organizational talent needs, gaps, and define talent implications in business strategy.

Key Accomplishments:• Researched internal and external best practices to design a program. Presented the concept to the executive leaders within each regional Business Group. Worked through numerous questions and ideas that arose from the presentation to develop and sell a regional engineering rotational program across Business Groups. The initiative was participated by three business groups composed of full-time interns and resulted in the creation of a second class.• Led the regional steering team to develop and improve the group's healthcare collective. Partnered with benefits consultants and the regional steering team to offer healthcare and welfare plans that allowed all business groups, large and small, to operate as a single, large employer group, saving costs, improving offerings, and streamlining compliance topics.• Formed the Group’s 401(k) collective by collaborating with the regional steering team to identify an external retirement plan consultant, determine the requirement for a regional 401(k) plan, develop a full RFP for a new record keeper, and workout the compliance detail for multiple-employer plans and control groups. Successfully implemented the new plan, saving participants costs, simplifying compliance, and offering exclusive services to large employers of BG.• Spearheaded the integration of Mexico in Group-wide activities with other functional leaders in the region to host a collaborative working session with Mexico colleagues across the Business Groups. Major Responsibilities:• Primary contact and project manager in North America for all Global Corporate HR programs, requiring the global implementation of projects, including HR systems, short- and long-term variable compensation plans, global grading, employer banding, and talent management.• Initiated the HR service harmonization within the United States, Mexico, and Canada, while establishing healthcare, 401(k), mobility, and training services.

Key Accomplishments:• Led the full cycle implementation of a project for ADP Vantage with the steering team by selecting and evaluating ADP Vantage as the new HRS platform for the Business Group. ADP Vantage was implemented after promotion to Regional Vice President for the corporate center.• Created and introduced a three-week-long benefits roadshow to ten locations across the US. Presented benefits to all US locations and all shifts to alleviate the misunderstanding of the benefit plans. The initiative resulted in a much better understanding of the benefits offered and its processes. • Recruited and mentored successor in a personalized approach to support a seamless transition. Ensured successor continued supporting the organization at a very high level.Major Responsibilities:• Led the design, implementation, and management of compensation and benefits programs for executives/non-executives and represented/non-represented employee groups for the Americas region such as Canada, the US, Mexico, and Brazil.• Designed, implemented, and oversaw the company’s compensation and benefits programs, including health & welfare plans, 401(k), voluntary benefits programs, and wellness initiatives.• Acted as a consultant to departments and plants on the planning, funding, and management of compensation and benefits.• Contributed to the ideation and implementation of plans as a member of the Freudenberg Regional Benefits Project Team.

Key Accomplishments:• Initiated the 401(k) communication roadshow with the 401(k) record-keeper to create and deliver a robust presentation to the entire US population in three weeks, covering six locations. The goal was to increase awareness of the tools offered and the need for retirement planning. The initiative resulted in a 400% increase in traffic to the provider portal and a 10% increase in participation. Won a business communication award for the presentation and results.• Developed a merit matrix tool that allowed more precise budgeting of the merit pay increase process; utilized the data from previous years to forecast the number of people who would fall into designated merit matrix areas. The initiative made the company spend less than 1% under budget during the development of the merit pay system.• Collaborated with the leadership and HR teams to personally meet the people at newly acquired businesses. Initiated the integration of employee data for three new businesses. Over 400 people were onboarded and integrated into the new parent company.Major Responsibilities:• Led a team of Specialists and Managers from Compensation, Benefits, Payroll, HR Systems, and Operations (six in the US and one in the UK).• Set goals and aligned work meetings with the HR Leadership Team to develop and drive strategies that were consistent with overall business needs.• Developed and executed integration strategies on compensation programs and value sharing, including three acquisitions on Payroll and Data Management.• Designed the strategic aspects of compensation from job pricing and merit planning to the development of annual and project-specific bonus plans, including long-term executive-level incentives, while maintaining an average compa-ratio of 98%.

Key Accomplishments:• Demonstrated efficient cross-functionality to grow a team from three to twelve to support 5,000 employees and over 300 new hires every month at a very high level. Hired and developed nine new HR staff to create a four-year resources plan that mapped out skillsets for employees to support the company's growth from under 1,000 employees to over 5,000.• Introduced and implemented a web-based, customized performance management system to transition from an Excel-based merit pay system. Identified and worked with a consulting firm to design and implement a custom performance and pay management system that evolved through three versions while directing. • Developed and launched an HR employee “helpdesk” to support continued growth and provide employees a single point of contact for all HR concerns during office hours. Used the tracked data to identify trends and monitor employee satisfaction.Major Responsibilities:• Worked directly as a leader to support the family of companies with the benefits, compensation, payroll, and HRIS functions.• Cultivated the team through the development and accomplishment of achievable and valuable goals while maintaining a positive environment.• Oversaw the administration of the HRIS system “UltiPro” and monitored the effectiveness of the existing compensation policies, guidelines, and procedures.• Provided advanced oversight to the administration of all employee health care and 401(k) benefit plans and developed the helpline for all HR-related questions.• Ensured business participation in accomplishing external salary surveys and the development of decision support tools.• Worked with senior management on establishing and enforcing compensation, benefits, and other HR-related guidelines.

Key Accomplishments:• Developed a compensation and benefits system for a start-up organization by collaborating with parent companies and outside consultants to establish all Comp and Benefits programs. The company had a competitive C&B system allowing us to attract and retain talented people, which were particularly critical for the start-up. • Created a custom, web-based benefits and employee self-service portal by researching options for a web-based enrollment solution, identifying a partner that was the right fit for the business, and working directly with the implementation manager to configure and roll-out the system. The system was online and used for open enrollment within six months, transitioning from a paper-based process to fully digital.Major Responsibilities:• Oversaw a 401(k) employee benefit program such as non-qualified deferred compensation, health, life, and disability plans, work/life employee programs, and other HR programs (i.e., COBRA, pre-employment screening, FSA, POP plans).• Implemented an open online enrollment and employee self-service benefits administration, which is widely utilized within the organization.• Created and maintained corporate compensation programs, including base, variable, and equity-based pay programs by using various compensation survey data.