Human Resources Manager

MONICA Y. STURGIS

** ******** ***** • Moreland Hills, Ohio 44022 • 216-***-**** Cell • 440-***-**** Home • *********@*****.***

WORK EXPERIENCE

Independent Consultant (Pharmaceutical Industry), Moreland Hills, Ohio January 2012-Present

Providing consultative leadership on business challenges and associated people and organizational implications.

Conducted organization climate and effectiveness surveys for major pharmaceutical company

Consultant on developing and implementing acquisition and divesture strategies and programs that optimize the

performance of an organization. Design results-driven strategies that connects to the corporation’s business strategy and the

performance of senior leaders

Boehringer-Ingelheim (Ben Venue Laboratories), Bedford, Ohio

Associate Director Human Resources September 2010-December 2011

Provided consultative leadership on business challenges and associated people and organizational implications. Influenced and led

human capital planning, change management, organizational consulting & designing, diversity, inclusion & engagement initiatives

while utilizing business process principles. Provided strategic thought leadership with a global perspective and championed the

values and culture of the organization. Reported to Executive Director, Human Resources.

• Led site wide talent acquisition strategy to up skill talent while optimizing talent acquisition process. Talent Acquisition

metrics improved 50% or more in every category

• Core team member of global talent strategy redesign for global implementation

• Supported Quality Department, Project Management Office and Contract Manufacturing Services 600+ exempt and non-

exempt colleagues

Pfizer Inc, Highland Hills, Ohio

Senior Manager-Lead, HR-Manager Operation Support October 2008-September 2010

Provided consultancy and subject matter expertise to Business and HR Leaders within the newly designed business unit structure

and Human Resources Manager’s Operation Support Division (5000+ colleagues.) Responsible for providing leadership to ensure

manager self service initiatives and practices are embraced by new business leaders and embedded in the culture. Led two global

teams totaling 12 employees directed to rollout new corporate policies and initiatives throughout the organization. Reported to Vice

President.

• Global Training and Education Lead for the Employee Record Information Management Project-global rollout to all Pfizer

colleagues, vendors and contractors

• Led HRSOURCE Feedback Team with goal of providing a mechanism to deliver areas of improvement to HR Operations

Team

• Led differentiation process during reduction in workforce that resulted in 43% reduction of US sales organization

• Led the development and monitoring of annual EEOC/AA Plans for multiple Sales Offices (8500+ employees)

• Oversees Department of Labor, Office of Federal Contractor Compliance Programs (OFCCP) Audits

• Served as a team member on the CAAMs project design team that will oversee the development of Affirmative Action

Plans in all Pfizer sites

• Coached senior sales leadership in the areas of performance management, leadership effectiveness, team effectiveness,

Open Door complaints/investigations, compensation administration, change management, talent planning, talent and career

development and broad human-capital strategy execution

Lead-Field Sales Force Diversity & Inclusion Organizational Transformation, New York, New York April 2007-October 2008

Organization Development Lead. Responsible for strategic Diversity & Inclusion planning, building organizational and employee

capabilities, facilitating change, and building effective working relationships with employees, customers and suppliers to increase

revenues, profit and colleague engagement. Worked on strategic global initiatives to drive cultural change and impact Diversity &

Inclusion goals. Improved colleague engagement measured by Gallup Survey. Reported to the Divisional Vice President of Human

Resources Worldwide Pharmaceuticals Operations and Senior Vice President Diversity & Inclusion. Directly supervised a staff of

six Pfizer colleagues and external consultants (Deloitte & Touche Consulting Firm).

• Designed and communicated the context of the Diversity & Inclusion Strategy for 10,000+ colleagues

• Managed large-scale project management of diversity focus areas: education, talent planning: minority development,

Women in Sales Leadership, Sponsorship/Mentoring Program and Diversity Council

• Developed Sponsorship Program to aid in the development of identified high potential minority colleagues

• Partnered with internal stakeholders to ensure a successful integration of top performers in talent planning with appropriate

HR team and leader engagement which resulted in an increase of women in senior leadership positions

• Developed an effective partnership with the D&I Community of Practice to ensure focus areas are in scope with enterprise

wide strategy

• Assisted with the design and implementation of tool to track placement and attrition of colleagues

• Supported an inclusion of eight Diversity & Inclusion questions with the Gallup Q12 Survey

o Achieved a mean increase on Gallup Q12 from 3.83 to 4.04 (WPO-Sales) 3.65 to 3.81 (Overall Pfizer)

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• Led team responsible for designing, developing and delivering Diversity and Inclusion Awareness Education. 1,800

colleagues attended this education session

• Drove continuous improvement through process discipline and innovation. Identified ineffective or non-existent processes,

analyzed organization impact and took action to build or strengthen.

• Led the engagement and development of Employee Networking Groups to increase retention rates of colleagues from U.S.

sites

Manager / Senior Manager, Human Resources, Highland Hills, Ohio January 2001– April 2007

Responsible for an employee population of 1000+ colleagues. Developed and implemented Human Resources standards for

regional office and successfully established function as internal consultant to management. Supervised all aspects of staffing,

training, compensation, policy administration, employee relations and talent planning. Counseled and developed management

development processes and incentives. Directly led a staff of three Human Resources professionals. Reported to Director/Team

Leader of Human Resources.

• Launched field office HR team supporting 1000+ colleagues spanning Michigan, Ohio, Indiana, Kentucky and Western

Pennsylvania in a human resources generalist capacity

• Coached senior sales leadership in the areas of performance management, leadership effectiveness, team effectiveness,

Open Door complaints/investigations, compensation administration, change management, talent planning, talent and career

development and broad human-capital strategy execution

• Coached HR Team: Generalist-promoted, Recruiter-Sales Leader, Coordinator-Sales Representative

• Increased management capability and leadership competencies through the design, develop and delivery of performance

management and leadership competency based curriculum

• Managed Regional Recruiter and Recruiting Team to ensure open territories were filled both timely and optimally reducing

the time-to-fill and cost per hire by 50%, hired an average of 120 colleagues annually

• Reduced EEOC charges and employee open doors by 65% over prior years

• Supported two large-scale organizational changes designed to optimize talent and maximize sales productivity and profit

potential – managed internal placements and exits for United States sales force

• Designed and co-facilitated a number of workshops covering, manager and colleague transition during mergers and

downsizing, managing change and leading through difficult times. This enabled us to maintain our turnover rate of 6%

• Provided HR support to senior sales leadership during Pfizer’s Warner Lambert and Pharmacia acquisitions; developed

and implemented post-acquisition integration strategy

• Developed and monitored annual Affirmative Action Plans (Regional Plan including 1200+ employees)

• Developed and implemented a results-oriented performance management process that focused on building employee

capabilities and aligning employee goals with business objectives

o Team member on the global design teams for capabilities and career ladders

• Managed change management, organizational effectiveness, team development, assessment, performance management and

compliance issues to foster a conducive work environment through employee relations and communication

Human Resources Service Delivery Initiative (HRSDI)-Secondment 12 Month Assignment

Developmental assignment on team that was tasked with developing a global initiative aimed at integrating and optimizing Human

Resources service delivery systems, processes, practices and information in the wake of the Pharmacia acquisition. Led the

manager improvement delivery. Team made up of cross-divisional, global Human Resources Representatives and external

consultants (IBM Consulting)

• Served as human resources field liaison on the design of new employee service center (HRSOURCE)

• Played a key role in the design, development and implementation of new services being introduced by providing

recommendations for process/project improvement;

• Conducted organizational assessment, developed strategies for delivery and structured information for senior management

approval to implement the Manager Desktop program and Global Shared Services

• Identified areas of improvement and process efficiencies (functional and technical) within existing systems as well as

opportunities to migrate additional processes to the new HRSOURCE Center

• Led Human Resources on the concepts and practices of the new HRSOURCE Center that reduced HR support 25%

• Introduced alternatives to traditional business and HR practices to thoughtfully transform the HR function

THE PILLSBURY COMPANY – World Headquarters-Minneapolis, Minnesota

Monica Y. Sturgis

45 Windrush Drive • Moreland Hills, Ohio 44022 • 216-***-**** Cellular • 440-***-**** Home Telephone• 440-***-**** Fax *********@*****.***

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Human Resources Representative / Senior Human Resources Representative August 1999-December 2000

Responsible for all aspects of Human Resources policy administration, position management and compensation for 1500

employees within the Bakeries & Foodservices Division. Provided one-on-one executive coaching and consulting to senior

executives during acquisitions and downsizing, to grow and maintain business operations, accelerate recovery, engagement of

colleagues and increase business effectiveness. Managed a staff of three Human Resources professionals. Reported to

Director of Human Resource.

• Provided generalist support to marketing and sales employees in 32 states and two Canadian Provinces

• Coached leaders on performance management, salary planning, team effectiveness, leadership effectiveness, compensation,

career development, job eliminations and organizational change

• Designed and co-facilitated workshops covering, manager and colleague transition during acquisitions. Turnover rate was

3% industry average was 7%

• Aligned sales incentive, reward and bonus plans to drive volume post two acquisition

• Developed a rollout plan and managed salary planning and performance appraisal development processes

• Provided communication processes to support acquisitions

• Developed college recruiting strategy and program. Increased organizational capability by hiring six colleagues in

advanced rotational program and by leading one-on-one executive coaching and executive team-level intervention.

• Managed contingency and retained search relationships with outside recruiting firms

• Recruited and supervised the on-boarding of new hires to the division including sourcing, screening, recommending

candidates for hire and salary development

• Tracked and communicated progress on diversity initiatives

• Developed and implemented results-orientated performance management process that focused on building colleague

capabilities and aligning colleague goals with business objectives

• Led taskforce that streamlined hiring process and determined strategy for behavior and value-based selection processes

Organization Development Specialist August 1998-August 1999

Responsible for assisting Organization Development Department with change management efforts post the merger of Grand

Metropolitan and Guinness to form Diageo. Conducted various change management analysis to assess areas of organizational

effectiveness. Reported to Senior Director of Organization Development.

• Partnered with Organization Development Director and Managers in the assessment, approach, design and

recommendation of business interventions in both domestic and international markets

• Managed vendors that delivered core management development courses for headquarters and US field locations

• Expanded and delivered “Pillsbury and Our Industry” course introducing essential business drivers to new hires

• Developed resource reference guide for the performance assessment/development process

• Managed outplacement service providers

• Designed, developed and managed intranet site for Organization Development Department

• Shared and leveraged good practices to drive change throughout the global organization

• Managed corporate wide mentoring program created by Menttium Corporation

Summer Intern

Selected as full-time hire from the Global Diageo Human Resources Rotational Program April 1997-July 1998

• Developed reward strategies and selection tools survey; collected data from 29 field locations on current/best practices,

analyzed/determined/reported impact of data, benchmarked best practices/competitors in the areas of reward strategies,

selection tools and compressed work weeks

• Provided generalist support to manufacturing sites in Woodbridge, New Jersey and Chanhassen, Minnesota

• Managed $65,000 budget and organized 1998 Alpha Kappa Alpha Sorority, Inc. and Pillsbury’s Leadership Fellows

Program including title sponsorship in national career fair

• Analyzed/summarized/reported impact of leadership program data to determine impact of corporate partnership

EDUCATION

UNIVERSITY OF MINNESOTA, Minneapolis/St. Paul, Minnesota June 1998

Master of Education Degree and Specialist Certification, GPA 3.53/4.0

Focus: Curriculum and Instruction and Human Resources Development/Organization Development

Monica Y. Sturgis

45 Windrush Drive • Moreland Hills, Ohio 44022 • 216-***-**** Cellular • 440-***-**** Home Telephone• 440-***-**** Fax *********@*****.***

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(Joint Program with Columbia University-New York, New York, 1995-1996)

TUSKEGEE UNIVERSITY, Tuskegee Institute, Alabama May 1996

Bachelor of Science in Elementary Education, magna cum laude, GPA 3.73/4.0

COMMUNITY LEADERSHIP & AFFILIATIONS

• Native Mississippian (Durant, Mississippi-Holmes County)

• National Biotechnology & Pharmaceutical Association-Co-founder and Vice-President 2010-Present

• Moreland Hills, Ohio Village Council Member-Elected 2009-4 Year Term

• Moreland Hills, Ohio Park & Green Space Commission, 2008-Present

• Board Member-Tuskegee University Board of Trustees 1998-2002

• Member-National Black MBA Association 1997-Present

• Member-Alpha Kappa Alpha Sorority, Incorporated 1995-Present

• Volunteer-Veterans Administration Hospital 1994-Present

Monica Y. Sturgis

45 Windrush Drive • Moreland Hills, Ohio 44022 • 216-***-**** Cellular • 440-***-**** Home Telephone• 440-***-**** Fax *********@*****.***

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