Human Resources Management
Resume:
Resume of VINAY K. SINGH
Page *
VINAY K. SINGH Whitefish Bay, Wisconsin 53217
acp0o9@r.postjobfree.com
Summary of Experience
Experienced global human resources executive leading HR strategy and program
execution. Background in developing HR strategy and processes in areas of talent
acquisition, management, development, succession planning, plant & engineering
technical centers HR operations, employee engagement, rewards & recognition, HR
transformation, organizational capacity and capability building, developing leaders,
employee & labor relations, supporting M&A and leadership consulting/executive
coaching.
Currently a Green Card Holder i.e. Permanent Resident and getting US citizenship by
mid of 2015.
Vulcan Management Inc., Houston, TX, Vulcan
1/2014 to Current
Management is a Global Consulting Organization
serving diverse sector Service, Industrial/Non-
Industrial organizations towards “Enterprise Value
Creation” in the areas of Business Assessment and
Planning, Interim Management, and Business
Performance Improvement. Clients are in IT, BPO,
IT Enabled Services and Energy Sectors
Executive Vice President – HR Practices:
Leading and managing HR practices globally for
clients providing following services, a) Talent
Acquisition & Workforce Planning/Deployment, b)
Designing and Implementing HR Systems,
3/2013 to
Processes, Tools & Technology, Developing Policies
12/2013: & Procedures, c) HR Business Partnering,
Leadership Consulting and Executive Coaching, d)
supporting M&As plus integration, and e) consulting
on HR transformation and HR project management.
CIRCOR International Inc., Greenville,
South Carolina, A billion dollar revenue
global Engineering and Manufacturing
organization serving Energy, Oil & Gas and
Aero Space Industries with its highly
engineered product and services. It has
4,500 employees operating in 13 countries.
2002 to 2012
Group Director Global HR: Led global HR
strategy, programs and processes for its
one business group with operations in
Americas, Europe, Asia and Middle East.
Supervising 7 HR managers for 8
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manufacturing facilities and 3 technical
centers globally. Accomplishments: Org
Redesign, SG&A Cost Reduction Project
Management, Establishment of shared
services and HR transactional service
delivery in Malaysia for Asia Pac region,
Divestment of a BU and HR Due Diligence
for potential M&A.
Johnson Controls, Inc., Milwaukee,
Wisconsin
A Fortune 67 company and global market
leader in automotive systems and facility
management and control, with over
162,000 employees and revenues of $42
billion.
2011 Executive Director Global HR, Electronics
Group: Responsible for leading
to
Human Resources and Labor
2012 Relations for $2 billion business
unit in matrix organization, covering
over 19 countries with 6,500
employees. Led 8 HR
Directors/Managers with total HR
staff organization size of 61.
• Strategy: Developed and executed
global HR strategy, policies, and
organization for high-growth business
unit. Result: Improved internal
customer satisfaction and employee
engagement scores by 19% and 20%
respectively.
• Talent Acquisition: Built organization
capacity and capability by identifying,
targeting, and recruiting industry experts to
lead key management teams. Result: added
$153,000,000 revenue to high-growth
regions - China, India
• Workforce Planning: Created strategy and
rolled out initiative for cost-effective global
work-force planning and optimization.
Result: Produced annualized savings of
$27,000,000 through restructuring in
European high-cost countries and
increasing needed technical resources in
low-cost countries (China, India, Bulgaria).
• Attrition Management: Led team identifying
root causes of high attrition, prepared multi-
pronged strategy, and rolled out multiple
interventions to address issues. Result:
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Reduced employee turnover by 21% and
avoided additional hiring costs.
• M&A: Supported M&A activity in India with
due diligence, establishing Joint Venture
(JV) to expand business and global
technical center for product design.
Result: Created new business of
$33,000,000.
• Talent Management: Designed and
implemented policy and processes for
management of key leadership talents and
hi-potentials. Result: developed potential
successors as ready now-or-next, and
pipeline for senior leadership positions.
• Executive Coaching: Launched and carried
out strategic executive coaching and team-
building program for senior management
team. Result: Increased collaboration
among team members and achievement of
organizational goals.
• Performance Management: Improvised and
expanded the performance management and
feedback systems towards high-performing
work culture. Result: Improved
communication and performance feedback.
Sales exceeded 31%, quality metrics
improved 23% and purchasing saved
$17,000,000 with key suppliers.
• Supported HR transformation and lead it for
Aautomotive business group for Asia, Latin
America and Europe including establishing
Shared services center in Singapore.
2002 Director Global Compensation, Benefits,
to HRIS & Global Mobility, Automotive
2011 Group
Corporate & Global Compensation
Manager, Analyst, Corporate:
Responsible for global compensation,
benefits, HRIS and expatriates
management for $20 billion business unit.
Led staff of 5.
Added HR business partner role for
Electronics business from 2009.
• Created and rolled out global grading
architecture and process for senior
executives and 4,500 employees.
Result: Improved consistency in
leveling and administration of
compensation process across global
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regions.
• Managed expatriates with innovative
programs such as “Expat Lite” or “Local
Plus” package for expats. Result:
Reduced costs by up to 40%.
• Automated HR processes and
organized delivery of on-line systems
including salary planning, expatriate
management, and headcount approval
through global web-based tools.
Result: Increased process efficiency
and completed tasks on-time.
• Validated and implemented pay ranges
for over 50 countries. Result:
Achieved market competitiveness and
talent retention of over 94%.
• Simplified business operating standards
and work instructions for organization
design and restructuring, and rolled out
globally. Result: Minimized confusion
in organization and improved change
management process.
• Completed global grading for 120
positions and top executives in different
regions based on standard global
benchmark job descriptions. Result:
Brought consistency in role-
responsibility across organization.
• Managed processes for competitive
compensation and approvals of new
hires and new promotions including
equity adjustments. Result: Achieved
99% offer acceptance.
• Administered salary budgeting and
merit increase processes for corporate
employees globally. Result: Delivered
merit increase to employees on due
dates.
2000 to 2001 Compro Services, Inc., U.S.A., Iselin, New Jersey.
A global IT consulting company with
headquarters and 2 development
centers in India.
Director, Human Resources:
Responsible for leading Human Resources
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functions for U.S. office, India HQ, and 2
software development centers.
• Restructured HR organization and created new
service delivery model to support business
globally. Result: Increased revenues by over
10%.
• Revamped compensation structure with LTI for
senior talents. Result: Improved market
competitiveness to attract and retain talent.
1998 to 2000 ALSTOM, New Delhi, India
A $20 billion French multinational company
employing 92,000 people in 100 countries.
General Manager– Human Resources:
Responsible for leading HR and labor
relations functions for transformer business
unit in India that included 2 manufacturing
plants and 4 regional sales and business
development organizations.
• Negotiated, finalized and signed 2 collective
bargaining agreements with labor union in 2
manufacturing facilities. Result: Achieved
higher productivity and improved employee-
management relationship.
• Implemented delayering project with
organizational redesign including assigning
employees into new structure using assessment
center approach with MBTI, FIRO-B and other
psychometric tests. Result: Optimized work-
force with leaner hierarchy and higher
motivation and productivity.
• Recruited skilled and high quality sales and
business development employees. Result:
Propelled business growth in 4 regions with
new business awards.
• Designed and conducted customized
compensation surveys. Result: Adjusted
compensation structure with market and aligned
employees’ salary with industry competitive
market. Achieved higher employee retention
and engagement.
Prior to 1998 Deputy General Manager HR with Indo
Rama Synthetics Ltd.,a Textile Co.
Divisional Personnel Manager with Max
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and Ranbaxy, a Pharmaceuticals
company
Deputy Chief Personnel with USAID, an
International Development Agency
Senior Officer Personnel & Administration
with Eicher Motors, an Automotive
Company,
Education: Master’s Degree in HR & Labor Relations, University of Wisconsin 2003 –
Milwaukee, WI
Certified Compensation Professional (CCP): 2011-14
Society of Human Resources Management (SHRM)
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