Human Resources Management

Janis D. Shaw

*******@*******.***

*** ********** ******

412-***-**** (Cell)

Pittsburgh, PA 15216

EXECUTIVE PROFILE

Results driven, energetic, strategic executive with more than 25 years

Employee Relations experience in the manufacturing, energy, transportation,

architecture/engineering, and information technology consulting industries

with a proven high performance track record. Solid executive management

and leadership competencies with a strong orientation towards

organizational development, operational excellence, and culture

development. Seeking a challenging, high energy, high growth environment.

RELEVANT EXPERIENCE

Draeger Safety, Inc. - NAFTA Business Center

101 Technology Drive - Pittsburgh, Pennsylvania January

2009 - Present

A $120M manufacturer of personal protection and gas detection technology,

and a supplier of safety systems for the fire services, oil and gas

exploration, mining and petrochemical, and law enforcement markets. The

NAFTA Business Center operates in Canada, Mexico and United States with 360

employees and is a privately held legal entity of Dr gerwerk AG, located in

L beck, Germany.

Vice President of Human Resources

Key Human Resources Executive responsible for planning, leadership and

decision making. Design and implement policies and programs encompassing

all aspects of human resources and central services including staffing,

human resources development, compensation/benefits, and reporting as well

as safety and facilities management. Accomplishments include:

. Responsible for Human Resources and strategic initiatives, as a member of

the Senior Management team.

. Created and incorporated company Guiding Principles to communicate and

promote new culture expectations.

. Developed and implemented the Good to Great Model to create transparency

throughout the company to ensure team members and managers understood new

performance expectations.

. Designed a strategic health care program, as a member of the Healthcare

Project team, which realized a $2.2M savings and an anticipated $7.5M

savings over the next 3 years.

. Implemented a panel interview and individual assessment program as part

of the recruiting process.

. Identified 38 change management initiatives, as a member of the Senior

Management team, which focused on process efficiencies and new programs

as it relates to increasing profits, customer satisfaction and company

growth.

. Implemented a robust staffing plan realizing an overall 5 percent

increase in headcount (170 hires and 135 reductions, of which 65 percent

were involuntary, long-term matters) over a 30 month period.

. Incorporated a dynamic Talent Management process, including Succession

Planning.

. Developed the Draeger University learning concept for all new hires and

continued learning for all employees.

. Implemented a robust training program with the development of a training

catalogue with 14 trainings offered including the Miller Heiman sales

training for total investment of $224,000 up 22 percent from prior years

with 190 individuals participating in training.

. Interact with human resources counterparts at other divisions, daughter

companies and corporate.

. Manage staff of four human resources professionals and two facilities

staff members.

Strategic Energy, LLC

Two Gateway Center, Pittsburgh, Pennsylvania

February 2002 - June 2008

The company was a $2B supplier of electricity, natural gas, and

environmentally preferred products and services, operating in 11

deregulated states in the US with 275 employees. Primary markets included

large, multi-site commercial, industrial, institutional and small/medium-

sized businesses.

Executive Vice President of Human Resources & Corporate Services

Key Human Resources Executive responsible for strategic planning,

leadership, and decision making. Designed and implemented policies and

programs encompassing all aspects of human resources and corporate services

including leadership, succession planning, compensation, recruiting,

benefits and payroll administration, employment, training, employee

relations, organizational development, EEO/diversity, security and safety,

travel, purchasing and facilities. Accountable for successfully leading

and directing:

. Human resources and strategic activities, as part of an Executive team

responsible for collective short- and long-term profitability and goal

attainment, realizing yearly bonus and long-term incentive payouts at or

above target, placing the company as the 4th largest national retail

power provider.

. $3.6M budget and staff of 9 professionals in Human Resources, Training

and Corporate Services.

. $2.5M benefits budget for health, dental, vision, 401(k), HSA, FSA, life

and disability programs.

. $500K corporate learning investment for 22 Vice Presidents and Directors,

54 Managers and 270 team members ranging from technical to compliance

training, including preventing Workplace Harassment, Code of Business

Conduct & Ethics, and Antitrust.

. Company-wide diversity and inclusion initiative for 30 departments,

including behavioral assessments and training.

. Company-wide Organizational Health Survey based upon 11 dimensions with

40 action items identified across the company ranging from conducting

effective meetings to increasing communication.

. Corporate change, including promoting cultural change through IDEAL

Principles and ethics compliance.

. Variety of other executive-related tasks, including:

o Member of the Executive Committee, a team of seven Executives who

oversaw the Company's operations, business, and strategic planning.

o Chair of the Organizational Design Committee and member of the

Project 2-3-0 Steering Committee, an operational efficiency

initiative.

o Chair of the Investment Committee, a team of three Executives and

the Senior Manager of Human Resources who oversaw the Company's

401(k) investments.

o Chair of the Succession Planning Initiative, a team of seven

Executives who met quarterly to review succession

planning/staffing.

o Oversight of Human Resources strategy and Sarbanes-Oxley

compliance.

o Oversight of benefits contract negotiations, orientation period,

mid-year and year-end performance evaluations, and corporate and

sales office leases.

o Responsible for evaluation, retention, and management of outside

human resource and customer service vendors.

Quadrivius, Inc.

The Quad Center - Rochester, Pennsylvania June,

2000 to August, 2001

A $260M holding company comprised of Pittsburgh Logistics Systems, Inc.,

eflatbed.com, Inc., PLS International, LP, and Innerlink Strategic

Solutions, Inc. The company was a 200 employee, privately held, on-line

third party logistics, warehouse distribution, and communications service

provider and consultant.

Director of Employee Development

Reinforced overall corporate mission by directing all phases of human

resources including recruitment, selection, retention, employee relations,

compensation and benefits, organizational development, equal employment

opportunity, training, HRIS, and employee communications. Significant

accomplishments included:

. Created Human Resources Department, recruited, and managed staff of three

human resource specialists responsible for recruiting, benefits

administration, and training/orientation.

. Recruited and hired 40 percent of eflatbed.com staff, the Internet start-

up company.

. Hired 103 employees and terminated 96 employees within 14 months for all

companies.

. Executed staff reduction plan that resulted in an overall savings of

$4.3M in total compensation.

. Identified and implemented a new 401(k) plan, realizing cost savings and

increased fund performance.

. Designed and hosted roundtable discussions with employees and CEO to

discuss industry trends and company issues.

. Developed and directed a comprehensive new hire orientation program.

. Implemented a robust training program hosted by Robert Morris University

with 319 attendees.

. Negotiated and directed the implementation of an HRIS system.

Astorino Companies

227 Fort Pitt Boulevard - Pittsburgh, Pennsylvania

March, 1995 - June, 2000

A $20M holding company comprised of L.D. Astorino & Associates, Inc.,

Astorino Branch Engineering, Inc. and Astorino Branch Environmental, Inc.

The company was a 200-employee, privately-held architectural, engineering,

and environmental services provider and consultant.

Vice President of Corporate Services

Directed all phases of human resources and support departments.

Significant accomplishments included:

. Created the Human Resources, Corporate Records Management, Facilities

Management, and Copy Center Departments and recruited and managed these

departments.

. Negotiated new medical, dental, vision, 401(k) programs, realizing cost

efficiencies and increased program offerings.

. Increased headcount for all three companies by 60 percent.

. Ensured smooth acquisition of two architecture firms.

CISCORP

Penn Center West II - Pittsburgh, Pennsylvania

May, 1990 - March, 1995

The company was an $18M computer consulting and technical staffing company,

employing 250 staff and consultants.

Assistant Human Resources Manager

Managed all phases of the recruiting, hiring, retaining, and terminating

process as well as benefit programs and corporate communications.

Significant responsibilities included:

. Managed flexible benefits program encompassing health, vision, dental,

employee/dependent life insurance, long- and short-term disability and

COBRA.

. Performed orientations for new hires.

. Coordinated and facilitated training programs.

. Participated in college recruiting, open houses, and career fairs.

. Interpreted and communicated policies and procedures.

. Wrote and distributed monthly newsletter.

EDUCATION

Prosci and the Change Management Learning Center: Boulder, Colorado

Change Management Program - June, 2009

Center for Creative Leadership: Greensboro, North Carolina

Women's Leadership Program - November, 2007

Robert Morris College: Coraopolis, Pennsylvania

Degree: Bachelor of Science in Business Administration

Major: Management with a concentration in Human Resources Management

Graduation: December, 1994 with a GPA of 3.71 (Cum Laude)

MEMBERSHIPS

Society For Human Resource Management

Pittsburgh Human Resources Association

REFERENCES

Available Upon Request

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