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| Desired Industry: Human Resources |
SpiderID: 20099 |
| Desired Job Location: Midland, Michigan |
Date Posted: 3/17/2008 |
| Type of Position: Full-Time Permanent |
Availability Date: 05/01/08 |
| Desired Wage: 225k |
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U.S. Work Authorization: Yes |
| Job Level: Management (Manager, Director) |
Willing to Travel: Yes, More Than 75% |
| Highest Degree Attained: Masters |
Willing to Relocate: Yes |
Objective:
A global Human Resource Director role that will utilize my extensive HR expertise in workforce planning, client consultation, performance management, employee relations, and organizational development.
Experience:
Workforce Planning Leader -Global Resource Management Center (GRMC), Dow Chemical Midland, MI
2006 - Present
Responsible for development and implementation of all global policies, processes and special projects within WFP. Eight direct reports
Key accomplishments:
• Improved the utilization of Dow’s applicant tracking system through streamlining of hiring process and standardization of process steps. System is now implemented and utilized globally allowing for global visibility to up-to-date hiring activity. Recognized by vendor as one of few premier global users of capability
• Established first every global WFP Metrics. Developed 5 key global WFP metrics that establish the overall status of hiring activity at Dow
• Developed Strategic Staffing Modeler. Working with local university, developed and implemented a dynamic simulation modeler to conduct scenario planning as part of SHRP process. The product has been licensed by Dow and has been established as a best in class process for strategic staffing
• Negotiated contract with new local-hiring vendor resulting in a 20% reduction in per hire cost, as well as, realized resource synergies.
• Developed and implemented a global on-boarding process. Within the first 6mths of launch, improved on-boarding satisfaction for new hires by 20% and hiring manager satisfaction by 36%
Workforce Planning Leader NA / LA, Dow Chemical Midland, MI
2004 - 2006
Workforce Planning Leader for North America and Latin America. Responsible for all workforce planning related programs and activities including: Workforce Planning data and trend analysis (attrition, demographics, etc), external and internal staffing, New College Graduate and Co-op programs, and Corporate Succession Planning. Six senior and six junior direct reports.
Key accomplishments:
• Redesigned the corporate succession planning process moving away from a supply based model to model focusing on demand for key talent and experience needed to be successful. Enabled company to have better knowledge of leadership pipeline needs and identification of leadership gaps.
• Developed and implemented a corporate wide strategic staffing plan. Moved company away from a decentralized replacement based model to an attrition and demand based forecasted model. This plan is reconciled by business, function, and geography and is aligned with the budgeting cycle to enable agreement on affordability
Senior Global HR Business Partner, Dow Chemical Midland, MI
2001 – 2004
Senior HR Business Partner for two global plastics businesses supporting 2000 employees worldwide with a combine revenue of 1,400 MM. Responsible for all HR related programs, policies, and procedures. Employee population is spread roughly 33% Americas, 33% EU, and 33% Pacific.
Key accomplishments:
• Co-lead facilitation of Portfolio reorganization effort resulted in 30% reduction in Sales and Marketing workforce.
• Developed and implemented global workforce composition targets by function for each business. Enabled business to include composition targets as key element of ongoing succession planning and strategic long term staffing.
• HR representative of key business divestiture.
• Designed and facilitated global HR Leadership Development Forum. Responsible for the design and planning of virtual forum that was attended by 145 HR leaders from around the globe.
Regional HR Manager EU / PA, Intel Corporation Albuquerque, NM
2000 – 2001
HR manager responsible for all HRD related activities for 1400 person Information Technology organization for the Asian and European geographic regions, 13 geographic locations throughout Asia and Europe. 2 direct reports. One in England and one in the Philippines.
Key accomplishment:
• Co-lead reorganization team responsible for moving Asia and Europe regions from geographic/regional structure into global functional alignment. Utilizing open systems model of organizational assessment, facilitated process to evaluated current structure and identify necessary structural and work assignments changes required to move to global functional alignment.
Regional HR Manager – Asia, Intel Corporation Albuquerque, NM
1999 - 2000
Greater Asia Regional HR manger responsible for all regional HR and workforce development related activities for 800 person Information Technology organization with 7 geographic locations throughout Asia.
Key accomplishments:
• Implemented system to evaluate employee performance on a regional basis. Similar positions at all geographic locations evaluated in relation to one another.
• Centralization of training systems - training systems aligned regionally to better assess training and employee development needs across the region and better utilization of training resources.
• Conducted regional based job analysis. Lead effort to evaluate all job descriptions across region and rewrite descriptions where necessary. This included an assessment of each job’s level responsibilities and a reallocation of work where necessary, conducted job market analysis based on new regional responsibilities.
• Implemented succession-planning process for region and facilitated development of department level skills matrices and depth level matrix. Key positions (75 total) across the region had successor identified and individual development plan in place for him/her to be prepared for position.
• Administered Transition Management training for entire region. Trained HR staff in Bridges “Transition Management” principles and developed and executed training program to train entire region on transition management. 9 sessions conducted covering all sites and a total of 360 employees.
Startup Human Resource Development Manager, Intel Corporation San Jose, Costa Rica 1997 - 1999
Expat HRD Manager of 8 person department. Responsible for the development and implementation of HR policies, procedures, and systems across two-factory Greenfield site.
Key accomplishments:
• Implementation of Intel policies and procedures in alignment with CR labor law. Consulted with local CR labor attorneys and Minister of Labor representatives to ensure Intel’s common employee practices could be implemented within the country. Participated in rewriting of two sections of CR labor code to update CR labor law to better support high volume manufacturing (women working nights and 12 hr work day).
• Recruited, selected, and developed entire HRD department. Developed HRD organizational structure, roles and responsibilities of all members, and process to bring org to high performance. Filled all positions per timeline and executed on each development plan. Was able to end Expat assignment 4 months earlier than official end date as a result of team’s effectiveness.
• Implemented annual performance evaluation process. In one full cycle (annual and midyear) moved entire site to local ownership and administration. This involved training on the philosophy of Intel’s approach to performance evaluation, as well as, training on the process logistics. Class material was developed, instructors trained, and classes conducted to cover entire site population.
• Project coordinator for the implementation of Intel’s performance management system at its newly acquired manufacturing site. Trained the site HR staff by utilizing interactive training materials. As a result of this training the site HR staff was able to facilitate the training of the entire site population and was prepared to administer the process.
Education:
1990 - 1992 Michigan State University East Lansing, MI
Master Degree Labor and Industrial Relations
Emphasis in Employment Law
1984 - 1988 Michigan State University East Lansing, MI
Bachelor Degree in Communications
Skills:
Key Words:
International Human Resources, Management Development, Employee Development, Organizational Development, Transition Management, Policies and Procedures, Human Resources Startup, Succession Planning, Staffing, Performance Management, Employee Relations, Human Resources Management.
Additional Information:
Awards received:
• Corporate recognition for implementation of corporate wide Performance Management system
• Special recognition award for divestiture work
• Divisional recognition award for participation in the successful staffing of factory ramp
• Divisional recognition award for implementation of the Annual Performance Evaluation process at Costa Rica Greenfield site
• Divisional recognition award for implementation of the Annual Performance Evaluation process at newly acquired site
• Factory recognition award for implementation of Peer Feedback system for 900-person factory with 100% participation rate
• Site recognition award for participation in implementation and communication of payday switch program.
Candidate Contact Information:
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