Tom Applegarth Email & Phone Number

Saratoga Springs, Ut, Us

Salt Lake City, Ut, Us

Top HR Executive for Preferred CFO and lead the People/HR outsourcing practice.Lead the People/HR function for several companies in the following industries: Healthcare, Banking, Financial Technology, Education, Consulting, Internet Start-up, Staffing, Space Exploration & High-Tech Manufacturing.Increase the growth of Preferred CFO by redesigning the recruiting function to more efficiently and effectively recruit CFOs, Controllers, Accountants, and Financial Analysts

Lehi, Utah, Us

Reporting to the CHRO, manage the Compensation & Benefits team for the Company. The Company was $2 billion in revenue with employees in 18 countries.

CHRO reporting to the CEO. Responsible for the HR Function for the Company. Potter was $250 million in revenue & 750 employees in China, Mexico, Ukraine, U.K., and the U.S.

St. Louis, Missouri, Us

Various HR Leadership roles including:Strategic human resource leader for CFO, CIO, General Counsel, and other Corporate Officers and employees. Led Compensation and Benefits team globally for the company ($2.5 Billion in revenue, 8,000 employees). Facilitate executive compensation strategy development. Prepare, manage and present the agenda and material for each quarterly meeting of the Compensation Committee of the Board of Directors.Led human resource function for Broadcast Division ($1B in revenue) with 3,000 employees globally. The division manufactured / sold cameras, switchers, routers, connectors, and cable. Directed HR due diligence and integration of a company with $300M in revenue and 1,000 employees in 10 countries.Led human resource function for the Specialty Division consisting of sales, marketing, engineering, finance, and 5 non-union manufacturing plants in the U.S. and Mexico.Selected Accomplishments:Partner with the CFO/Finance Leaders to put process in place that increased the number of positions with “Ready Now” successors by 40%.Create succession planning / talent management process, increasing the number of associates ready for promotion into senior management 35%.Improve employee development and other retention strategies, decreased high potential employee turnover by 10%.Decrease benefit cost 5% through wellness initiative, changing key vendors, market assessments and other initiatives.Redesign long-term incentive plan, better aligning equity awards with strategic plan.Revitalize recruiting, attract talent into the organization including VPs, key leaders and associates who were promoted into senior roles such as Division President.Increase organizational capabilities by aligning strategy, culture, practices and behaviors through improved management processes.

Akron, Oh, Us

Lead HR function for business unit with $1 billion in sales, 8,000 employees, 750 retail stores, sales, marketing and distribution centers. Manage recruiting function and personally recruited VPs and other senior executives. Selected accomplishments:Drive cultural change. Change organizational structure, reward systems and training. Employee turnover decreased 15%.Top-grade talent. Increased recruiting of high potential employees by 20%.Recruit VPs, General Managers, Director of Sales, Director of Advertising, District Managers, Brand Managers, and other key executives. Lead the complete reorganization of the sales and marketing function. Redesign work processes. Goodyear Market Share increased 10%. Conduct job evaluation and market pricing process.Collaborate with senior management to establish direction/strategy, drive leadership learning, and develop fundamental changes in management style.

Irving, Texas, Us

Flowserve was a company with $4 Billion in revenue and 9,000 employees.Held various HR positions of increasing responsibility. Select accomplishments:Manage the recruiting team and personally recruit key leaders including CFO, COO, CIO, and other key VPs. CFO and COO subsequently became CEO of Flowserve.Lead negotiations with the United Steelworkers, Pipefitters, and Machinists Unions, decreasing benefit costs by 10%.Successfully manage the creation of a European Works Council and minimized its impact on the business results.Effectively develop and implement strategy for keeping 90% of U.S. plants union free and increasing employee engagement. Manage team handling all Affirmative Action Plan Audits, EEOC charges, Department of Labor investigations and other Government inquiries. Manage the relocation program and global mobility policy for the company. Increase satisfaction and decrease costs by 15%.

Miami, Florida, Us

Payless ShoeSource was a company with $2.5 billion in revenue and 25,000 employees.I held Various HR positions including:HR Director for the Southwest Division (Arizona, California & Nevada) with 500 Stores and 4,000 employees.HR Director for the Distribution Center in Topeka, Kansas. 1,000 employees, 800 represented by the Teamsters Union. HR Supervisor and then HR Manager in both the Stores and the Distribution Center.

Amoco was an oil company with $19 Billion in revenue and 50,000 employees.

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