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JOHN D. HORTH, SHRM-SCP

Cedar Rapids, Iowa

acvt35@r.postjobfree.com

319-***-**** (w), 319-***-**** (c), 319-***-**** (h) SUMMARY

Over fifteen years of increasing responsibilities in global human resource management with extensive experience in: Strategic HR Business Partnering Compensation & Benefits Mergers & Acquisitions International Human Resources Succession Planning Lean/Six Sigma Expatriate Program Management Talent Management Strategic Staffing PROFESSIONAL EXPERIENCE

ROCKWELL COLLINS (Corporate Offices - Cedar Rapids, Iowa) 1998 to present

$4.4 billion dollar global designer & manufacturer of avionics and communications systems Senior Director, Human Resource Business Partner- Government Systems (2014 to present) Senior Director, Human Resource Business Partner- International & Service Solutions (2010 to 2014) Director, Human Resource Business Partner- International Business (2008-2010) Director, Human Resource Business Partner Shared Services/International HR (2004-2008) Work directly with senior leadership in the development and implementation of human resource solutions to achieve objectives in both business unit and shared service organizations within Rockwell Collins. Support the development of both strategic initiatives and manage HR execution on a global basis in the areas of organizational design, mergers & acquisition, executive and non-executive recruitment, succession planning and all facets of talent management with special emphasis on leadership and employee development.

• Served as the primary HR business partner in the creation and implementation of a new international business model at Rockwell Collins. This strategic initiative included the organizational design of an international business structure, the recruitment and selection of key leadership talent, design and development of a new commercial and government sales and service organization and coordination of the overall change management process touching over 2,000 employees in the United States, Asia and Europe.

• Led the annual creation of detailed succession plans including the design and implementation of leadership and employee talent development plans; in 2013 achieved a 10 percent increase in overall leadership back-up readiness for International & Service Solutions business unit.

• Provided functional direction to over 30 human resource professionals in eleven countries and oversaw the administration of expatriate programs for over 250 expats.

• Successfully managed all facets of human resource due diligence and integration planning and implementation for acquisitions in the US, UK, Germany, Sweden and Canada.

• Successfully designed and implemented all of the human resource programs and services for an India engineering design center start-up including the development of reward programs, talent acquisition process, talent management programs.

• Led the development of an on-boarding /development program for sales & marketing talent globally resulting in increased retention and productivity.

Director, Human Resources - Regional (2001 to 2004) Reported to the Vice President HR Operations & Lean. Responsibilities include the implementation and administration of all human resource services and positive employee effectiveness strategies at all Rockwell Collins locations outside of the Corporate Office. Scope encompasses over 30 domestic and 15 international sites comprising over 5,000 employees and over 25 expatriates.

• Initiated the development and led in the implementation of leadership training and development courses focused on improving first and second level supervision in talent management skills such as conflict management, talent selection, and talent management principles.

• Maintained union free work environments by implementing annual employee effectiveness audits, proactively educating leadership on best practices with talent engagement techniques including issue resolution, performance and change management tools and high performance teams.

• Utilized lean/six sigma improvement processes and techniques to reduce administrative waste and improve overall human resource service delivery in recruitment, training & development, compensation & benefits administration and expatriate services.

2 John D.Horth

Manager, Compensation (1998 to 2001) Reported to the Director Compensation and Benefits. This position was responsible for global management of cash compensation & international benefits including management of international human resource activities. Responsible for the management of a professional staff charged with designing, implementing and administering cash compensation programs encompassing all facets of base pay management, short and long term incentive plans and alternative rewards programs for over 7,000 salaried and hourly employees at multiple locations throughout the United States.

• Improved the annual competitive assessment of total cash compensation at Rockwell Collins resulting in targeted salary adjustments and strategic changes in the cash compensation mix including the development and implementation of a middle management incentive pay plan covering over 1,000 employees.

• Developed and implemented a technical skill pay program to enhance retention and competitively compensate employees with critical skills at Rockwell Collins.

• Designed and implemented new reward strategies and programs for Rockwell Collins’ Information Technology group utilizing broad banding and a more disciplined annual market pricing effort.

• Developed targeted incentive/retention pay programs to foster greater alignment with short term operational goals such as program pursuits, sales incentives, SAP deployments and M&A integration efforts. THE TIMKEN COMPANY (Corporate Offices - Canton, Ohio) 1989 to 1997 Compensation & International Benefits Specialist (1997) Reported to Manager of Compensation Management for this worldwide manufacturer of bearings and steel ($2.3 billion annual sales). Responsible for providing technical expertise and leadership in the development of unique cash compensation programs and international retirement benefit plans. Provide leadership to other compensation analysts and support staff as the senior compensation professional.

• Managed the development of a global stock ownership plan covering over fifteen countries and utilizing an off-shore trustee and administration service provider. Required securing and coordinating legal, tax and human resource consultants as the global project manager.

Principal Compensation & International Benefits Analyst (1996 to 1997) Reported to Manager of Compensation Management with responsibility for the development and administration of both executive and non-executive compensation programs including job evaluation, annual compensation planning and the development of alternative pay plans. Responsible for the development and implementation of international retirement benefit programs at various units throughout the world.

• Coordinated major facets of executive compensation including the market pricing of executive positions, development of short and long term incentive awards and the preparation of the compensation section of the annual proxy statement. Developed presentations for the Board of Directors on compensation recommendations for executives and Officers of the Corporation.

• Led cross functional teams in the development and implementation of plant-wide incentive/gain sharing pay programs. Developed a completed green field facility-wide compensation program using skill based pay approach for base pay and gain sharing as a basis for team based rewards.

Senior Compensation & International Benefits Analyst, Sr. Compensation Analyst (1993 to 1996) Reported to Manager of Compensation Management with responsibility for development and or administration of both executive and non-executive compensation programs and the design and development of alternative pay plans and international retirement benefit programs.

• As part of a cross-functional team, developed and implemented a Company wide annual performance bonus plan covering over 5,000 salary employees globally.

• Developed and or administered compensation programs for approximately 3,000 US salary employees including competitive studies, job evaluation, annual merit programs and performance based pay programs. Business Economics Analyst, Pricing Process Analyst, Marketing Analyst (1989-1993) Responsibilities included conducting financial justification studies on major capital investments, developing and administering of product prices and specific projects focused on market research, pricing and distribution. EDUCATION

SPHR-SCP Society of Human Resource Management, Recertified 2014 CCP Certified Compensation Professional, WorldatWork, 1998. MBA Weatherhead School of Management, Case Western Reserve University, 1989 BA Valparaiso University, 1986; majors: Economics and Geography - Graduated with High Distinction

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