Lawrence D. Hart

*** ***** *****, *********, ** *6825

Home: 203-***-**** Cell: 203-***-****

Email: abgow2@r.postjobfree.com

Vice President/Human Resources

Executive Profile

Results driven Human Resources executive proficient in managing

organizational transition and culture change. Accomplished business partner

able to foster collaborative relationships, streamline processes, deliver

best practices and provide exceptional customer service. Respected for the

ability to meet challenges by quickly assessing situations, rapidly

crafting solutions, building teams, organizing actions and creating

efficiencies. Recognized by Company leadership and peers as smart,

tenacious and a decisive leader and visionary. Directed the Human Resources

function as a value added contributor, not as a cost center/resource drain.

Career History

January, 2011 to Present: Regenicin, Inc.

Human Resources Consultant (2011 to present)

Consulted on all Human Resources activities with this start up publically

traded Bio Medical company currently in the product development/clinical

trial and fund raising stage in order to maximize the strategic use of

human capital.

Developed Human Resources policies and procedures, recruited staff,

formalized job descriptions, implemented Business Code Of Conduct policies,

reviewed and recommended benefit plan options and developed compensation

policy, structure and practices.

Partnered with the principals and employees in order to create, drive and

influence a winning culture.

Developed solutions to address complex Human Resources issues as they

arise.

Led and participated in a variety of projects, as assigned.

Ensured legal compliance with mandated Federal, state and local employment

laws.

September, 2001 to December, 2010: Fujifilm Medical Systems U.S.A., Inc., a

wholly owned subsidiary of the Fujifilm Corporation in Tokyo which is the

world's largest photography and imaging company consistently ranked among

the strongest companies by Business Week's global 1000 listing and

Fortune's top 400 a-list.

Managing Director, Human Resources (2001 to 2010)

Reporting to the Executive Vice President, directed all HR activities for a

$400 million leading provider of medical imaging and information products,

services and technologies for acquiring, processing, managing and storing

diagnostic images with over 1,000 employees in the United States.

. Served as a member of the Executive Leadership Team.

. Directed all HR activities during a period of explosive growth (350

employees in 2001) while maintaining staff levels significantly below

industry levels.

. Crafted the corporation's HR vision and values in conjunction with the

Company's goal to be the "employer of choice" in the highly competitive

Medical Imaging marketplace.

. Drove all aspects of corporate performance while directing cultural

transformations.

. Built strong and effective relationships with executives, managers and

individual contributors by eliminating non essential bureaucracy and

collaborating to develop effective HR solutions.

. Provided strategic, operational, expense/spending rationalization and

budgetary leadership while streamlining all HR operations contributing

note worthy savings.

. Designed and integrated HR practices in alignment with the short and long

range goals of the corporation.

. Authored contemporary HR policies resulting in upgraded corporate talent,

improved employee relations and reduction of employee litigation

activity.

. Established positive links between strategic business objectives and HR

initiatives to achieve bottom line results.

. Implemented large scale process and cost containment programs.

. Upgraded the talent level to meet current and future business objectives.

September, 1985 to August, 2001: Carl Zeiss, Inc., the United States

subsidiary of a large, German multinational manufacturer of high technology

equipment.

Vice President, Human Resources (1991 to 2001)

Director, Human Resources (1985 to 1991)

Reporting to the President and Chief Executive Officer, directed all HR

activities for a $500 million distributor of capital equipment employing

1,600 employees in North America.

. Created the organization's short and long range HR strategy that served

as the blueprint for the Company's HR actions.

. Guided cultural change resulting in improved employee relations and

individual and organization capabilities.

. Designed executive and management development programs and performance

appraisal systems.

. Implemented innovative incentive compensation and recognition programs

designed to support business objectives and reinforce desired culture.

. Reduced workforce by 400 employees and expenses by $25 million with no

legal ramifications and minimal morale impact. Replaced 80% of the

executive staff increasing management competency and creditability.

. Created comprehensive communication programs designed to articulate the

organization's "people" philosophy, maintain the Company's non-union

status and reinforce new business strategy and culture.

. Provided strong HR leadership in the acquisition of 3 companies resulting

in minimal employee turnover, significant culture change and reduced pay

and benefit program costs.

. Redesigned employee benefit programs consistent with long range benefits

strategy while reducing costs by 30%.

. Implemented flexible work programs that addressed employee's personal

preferences and needs while maintaining staffing levels necessary to meet

internal and external customer demands.

. Established remote site HR functions in the United States and Canada.

. Ancillary responsibility for the corporation's Facility and Fleet Leasing

Programs.

July, 1976 to August, 1985: Southern Connecticut Gas Company, a natural gas

distribution utility serving 300,000 customers in Connecticut.

Manager, Human Resources (1982 to 1985)

Supervisor, Human Resources (1977 to 1982)

Management Trainee (1976 to 1977)

Responsible for the HR activities for this $200 million and 600 employees

(70% unionized) organization.

. Managed the Company's employee benefit programs.

. Administered the organization's compensation programs.

. Supervised all employment, recruitment and placement programs.

. Crafted the organization's first HR Policies and Procedures Manual.

. Developed the Company's Affirmative Action Programs, addressed Equal

Employment Opportunity Commission charges and complaints, managed Office

Of Federal Contract Compliance Program audits and represented the

organization with community action groups.

. Participated in labor relations activities with the United Steelworkers

Of America.

Education

B.A. Education, Rollins College, Winter Park, Florida (1976)

References will be furnished upon request

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