Tracey Mccoy, Phr Email and Phone Number

Serve as human resources business partner supporting six senior executives in the Residential HVAC sales, marketing, finance, supply chain and legal teams.

• Acted as strategic Senior HR Business Partner for Purchasing & Human Resources functions reporting to the EVP, Supply Chain Management and HR, Americas, supporting 450+ employees.• Served as Project Leader, Global Indirect Purchasing - Organizational Transformation for US, Asia and Europe regions. • Served as HR Change Leader for Purchasing Operations Center pilot.• Led employee relations investigations on employee concerns and ethics claims. Advise managers on policy compliance, labor laws and appropriate disciplinary action.• Led significant recruitment efforts and filled 130 requisitions in Purchasing in 2012. Reduced time to fill positions by 50%. Implemented leadership culture change by using assessment centers to recruit for common roles (i.e. buyer, engineer, material planning, and supplier development). • Led workforce planning process for manufacturing engineering and supplier quality functions. Analyzed workforce trends, conducted gaps analysis and created talent pipeline strategy for addressing 2-5 year skill gaps.• Managed grading, culture change and coached line managers on implementation of Watson Wyatt Global Grading (Reward) structure.• Led development and execution of induction and role ready training plans for new employees in global purchasing roles (i.e. Buyer, Material Resource Planning, and Purchasing Manager).• Led senior level succession planning for RRNA Purchasing executive team. Responsible for consulting with managers to develop plans to accelerate high potential talent. Delivered individual development plan training to 100+ employees in Purchasing.

• Led integrated people strategies and execution plans for 140,000 sq. ft., 132 employee component manufacturing Greenfield start up facility in Prince George, VA.• Served as Integrated Program Team and People Workstream Program Leader to direct reward strategies, resourcing, learning & organizational development, risk management and Rolls-Royce Production System gate reviews.• Developed and implemented world class employee relations culture using robust communications, employee engagement, guiding principles, self-directed teams and leadership coaching principles. • Co-authored Human Resources Playbook that is being used as a global model for developing HR systems and creating world class manufacturing cultures for other global Rolls-Royce sites.• Designed and executed recruitment strategies for facility including behavioral testing and assessment center selection tools. Partnered with universities (Virginia Tech, UVA, Virginia State and John Tyler Community College) and military bases to increase talent pipelines for manufacturing roles. • Developed and implemented performance management processes for all roles including shop floor using 360-degree feedback to drive individual and team performance.• Served as Global Project Leader for design and implementation of three day Lean Manufacturing training program for new employees. • Partnered with Mercer Group to develop and implement diversity best practice strategy.• Implemented quarterly Variable Pay Plan with site metrics to drive facility and team performance.• Designed shop floor development progression structure.• Manage $2M training budget including design and execution of five day new hire orientation, technical role ready training plans and support for UK on-the-job and machine vendor training.

• Served as internal consultant to Operations, Civil, Finance and Energy businesses to increase performance and organizational capability by leading organizational effectiveness, talent management, leadership development and learning strategies. • Shaped leadership capability by increasing succession and individual development planning, growing high potential talent pools in North America and coaching managers on how to develop learning strategies. • Facilitated senior leadership talent development reviews. Utilized Performance & Potential and Bench Strength tools to assess talent and worked with leaders to implement development actions. • Led Process Excellence cultural change efforts by performing leadership behavior gap analysis, establishing role model behaviors, creating training curriculum, standardizing roles, performing market compensation studies and evaluating vendors to design leadership assessment tool. • Created and supported change management plan for RR Energy Houston start up facility including organizational design, role profiles, culture assessment, selection tools and on-boarding processes.• Program managed training needs analysis, global learning plans, program sourcing and $2M+ budget for Operations and Energy businesses. Partnered with General Physics vendor to resource training requirements and pilot new leadership courses.• Performed training needs assessment using ADDIE model for multi site Energy business.• Designed development cell (talent review) best practices toolkit to assist HR Business Partners with consistent application and delivery of development frameworks, tools and methods. • Partnered with DDI, led training design and executed “Operations Start of Shift” production training to enable operations leaders to better manage and drive daily production requirements.• Increased women’s leadership capability by serving as co-leader for North America Women in Leadership Conference planning team.

Various roles supporting Civil, Energy, Finance, IT & Engineering)• Served as strategic business partner reporting to executive business leader. Managed workforce planning, talent acquisition, diversity, employee relations, training and reward strategies. • Led successful change management plan, talent selection, leadership development and people alignment strategies for large-scale operations engineering re-organization (500 employees). • Recruited and selected top talent for over 50 engineering leadership and professional roles. Created and implemented Engineering College Graduate Rotation Program.• Managed and administered $2.5 million reward budget for engineering.• Strengthened employee engagement by administering survey, analyzing results and supporting employee driven action teams. Efforts resulted in an overall 75% satisfaction rating.• Project managed organizational design, talent selection, change management and strategic planning for North America Finance Shared Services. • Analyzed organizational climate and developed a comprehensive strategy to support effective performance management in the Civil Aerospace business.• Developed and implemented monthly HR Scorecard to report on people and performance metrics.