Human Resources Manager

Randy Longo ********@*******.***

*** ********** ***, ******* *******, PA 19425

Home 484-***-**** Mobile 484-***-****

Accomplished Human Resources executive with demonstrated and diverse HR experience. Considerable

strength enhancing talent management programs, leading HR acquisition due diligence/integration and

managing growth. Innovator of HR solutions in rapidly changing fast paced environments with experience in:

• •

Mergers and Acquisitions Talent Management

• •

Union contract negotiations Compensation and benefits management

• •

Employee engagement and retention HRIS development and implementation

• •

Employee and labor relations Process Improvement

Professional Experience:

FXI, Inc., Media, PA October 2011 – October 2012

Vice President, Human Resources

$800 million foam manufacturer with 16 US and 2 Mexico plants (1600 staff). Recruited to lead the HR function

during a time of significant transition.

• Contemporized the Health and Welfare programs to yield over $1.5 million in annual savings and

enhanced employee choice

• Lead cost savings effort to save greater than $5MM annually to right size the organization and

redeploy people assets in the consumer marketing space

• Developed and implemented a standardized job titling framework to facilitate market pricing and

leveling

• Enhanced the talent assessment and succession planning process

• Lead 3 union contract negotiations

• Implemented two tier wage framework for direct labor workforce in manufacturing locations which

were significantly above market in wages to reduce labor costs prospectively

TE Connectivity (Formerly Tyco Electronics), Inc., October 2009 – October 2011

Berwyn, PA

Director, Corporate Human Resources

TE is a $14 billion manufacturer of connectivity products. Provide global support for the corporate function

senior executives reporting to the CEO. These functions included: Worldwide Operations/Supply Chain,

Research and Development, Finance, HR, IT, Legal, Strategy and the Communications group. The corporate

functions employed 3500 staff worldwide.

• Co led the organizational design process for a $1.2 billion acquisition of ADC into TE

• Successfully led synergy process for the corporate functions related to the ADC acquisition

• Co designed and implemented rotation programs for the Technology and Human Resources

functions to facilitate leadership development

• Implemented worldwide patent award process

• Directed Human Resources staff of 8 (Director, Manager and HR Advisor level staff)

• Facilitated talent assessment process for Technology, Legal, IT and Human Resources functions

worldwide to identify top leaders and individual contributors

• Led talent acquisition searches for 15 Vice President and Director level staff in the corporate

functions

• Facilitated worldwide merit, equity and bonus programs for the corporate functions

Resume of Randy Longo

Page 2

Ametek, Inc., Wilmington, MA August 2005 – Oct 2009

Vice President Human Resources, Aerospace and Defense

Aerospace and Defense group was comprised of three divisions with 2009 sales of $600 million employing 2500

staff in 13 US, 8 European and 1 Mexican manufacturing locations. Ametek is a global manufacturer with

revenues of $2.5 billion in 2009.

• Designed, developed and implemented global talent review process to enhance management

assessment and succession planning

• Successfully led HR due diligence and integration of 7 acquisitions (5 US and 2 international - $180

million in sales)

• Created benefits/compensation costing templates for target acquisitions enhancing quick and

seamless transition of benefit structures with significantly less disruption to employees

• Successfully led negotiations for 6 union contracts exceeding goals for total cost of contract

• Designed and implemented division wide monthly headcount, forecasting and organizational staffing

model to enhance decision support in planning and staffing

• Designed and developed college hire Leadership Development Program, COOP Initiative and

College Hire Programs to increase diversity of future talent

• Implemented career ladders and market pricing program to provide meaningful market data for the

salary planning and hiring process

• Managed global Human Resources staff of 10 (Director and Manager level field HR staff,

compensation/benefits and recruitment)

Axcelis Technologies, Inc. (Formerly Eaton Corporation) July 1998 – July 2005

Beverly, MA

Manufacturer of capital equipment for the semiconductor industry with annual revenues of $350 - $700 million.

Axcelis completed its spinoff from Eaton in December 2000. Employed 1800 staff worldwide

Director of Human Resources (2004 2005)

Division Human Resources Manager – Product Development (2003 2004)

World Wide Sales and Services Human Resources Business Partner (2001 2003)

Human Resources Business Partner – Ion Implant Division (2000 2001)

Promoted to successive levels within the HR function. Direct reporting relationship to the COO.

Managed 15 person global HR Team (manager level field HR staff, recruitment & immigration

support).

• Selected as team leader for employee engagement council to develop and implement

engagement tools and activities. Turnover declined from a high of 20% to less than 5%

• Developed and implemented Technology Fellow Program to reward and recognize senior

technologists for retention of key technology talent

• Developed and implemented award programs for technology staff which encouraged IP

development, which facilitated increased patent applications and patents issued

• Designed and implemented career ladders program to provide development paths for

employees, toolkits for managers which increased career planning and reduced turnover of key

staff

• Designed and implemented monthly worldwide employee pulse values survey to provide data

collection and reports for senior management strategic planning

• Enhanced and standardized talent review process for better alignment with corporate values

• Developed reporting templates for headcount metrics to provide historical analysis and trend

data for decision support in extremely cyclical industry

• Established Short Term Employment Program (STEP) in support of 20% variable labor model

• Developed worldwide HR goal planning process, balanced scorecard and human capital metrics

to ensure alignment with company goals

• Developed expatriate guidelines and processes for new assignees reducing cycle time for

assignment cost from 2 months to 5 days

• Implemented long term assignment guidelines to transition current expatriates to long term

agreements saving 30-50K per assignee

• Member of IPO transition team, team leader for HRIS/payroll systems (I mplementation

completed 2 months ahead of schedule) and member of 401K implementation team

Eaton Corporation Navy Controls Division Danbury, CT. July 1998 – May 2000

Plant Human Resources Manager

Designer and manufacturer of distributed control systems for use in commercial nuclear power plants,

nuclear powered submarines and aircraft carriers as well as flat panel display systems for rugidized

environments (80 million in annual revenue).

• Partnered in strategic planning, employee relations, annual succession planning, six sigma, lean

manufacturing techniques, staffing, salary administration and training

• Implemented competency based hourly manufacturing performance evaluation and Lominger

360 feedback tool (LSA and Voices facilitator)

Apria Healthcare White Plains, NY/Hartford, CT. January 1996 – June 1998

Largest US provider of respiratory and infusion services as well as durable medical equipment with over 1.2

billion dollars in annual revenues.

Branch Manager and Interim Regional Vice President January 1998 – June 1998

Promoted to Branch Manager and interim RVP. Responsible for the New York Region (approximately $40 million in

sales) and College Point Branch (annual sales $7-$10 million). Full P&L responsibility for College Point Branch

• Successfully turned branch from break even to gross profit of $1.8 million

• Supervised staff of 37 exempt, non exempt and union employees

Regional Human Resources Manager January 1996 – December 1997

Responsible for human resources activities of two regions with 28 field locations employing approximately 1000 non-

union and union staff.

• Lead negotiator for union contract with the teamsters

YAI, Inc., New York, New York March, 1991 January 1996

Human Resources Manager

Christian Herald, Chappaqua, New York April 1989 March 1991

Director of Human Resources

Speadmark Inc., (A&S) Secaucus, New Jersey August 1986 April 1989

Personnel Manager

Education

Master of Science Cornell/Baruch MSILR Program

Industrial and Labor Relations

Bachelor of Arts Moravian College

Industrial/Organizational Psychology

Selected Accomplishments

Member, Board of Directors at the Lord’s Pantry http://www.lordspantryofdowningtown.org/

Six Sigma Green Belt

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