Human Resources Manager
Resume:
I would like to be considered for the Director of Human Resources
opportunity. I've highlighted some of my key experiences below based on the
job description:
.Over 15 years of broad and progressive generalist human resources with
over 10 years of management experience. Well-versed in operating in a
matrixed and comfortable with virtual operations. Experienced providing HR
leadership in a team-based environment with multiple sites both within and
outside the US.
.Industry experience. Proven HR leadership experience in diverse industries
and customer domains for companies representing a broad range of
businesses. Extensive operational experience in energy-related markets
dealing with business development, research and development, material
processes, hardware manufacturing, delivery and client support.
.Trusted Advisor. Executive level experience serving as a partner,
consultant and coach on strategic HR with a keen understanding of the
business context. Provide Human Resources leadership at the business
executive levels to complement the business direction and provide the
necessary resources for business growth. Excellent communication and
influence skills with all levels including corporate executive and BOD.
.A seasoned change agent. Extensive experience with change management
during an appointment by the president to create an ethics and compliance
function. Address regulations, ethics and sustainability on a global level
to minimize legal and reputational risk. Developed systems, tools and
processes with common operating principles that encouraged customization
for cultural norms.
.Experienced HR practitioner. Well-grounded in core HR functions as a
practitioner, manager and leader. Direct and lead traditional HR areas
such as staffing, employee and labor relations, talent management and
development, compensation, benefits, diversity, HRIS, and related
functions.
.Experienced Program Administrator. Managed a variety of benefits and
compensation programs, with a focus on compensation. Areas of expertise
include executive compensation, incentive strategies, and program
implementation. Responsible for the alignment of these programs to
business strategy and the annual review and implementation of these
processes.
.Experienced in union environments with multiple unions with maintenance
activities such as contract administration, and dispute resolution as well
as contract negotiations strategy planning and conduct. Able to manage and
maintain non-union status at union free sites through proactive employee
relations, effective communications and employee involvement.
.Talent champion. Key resource and driver for talent acquisition to ensure
that the right people with the right skills sets are in place at the right
time. Extensive experience broadening and deepening the talent pipeline to
increase pool and develop potential candidates. Lead talent acquisition,
management and employee engagement strategy and execution activities.
Leverage resource planning processes to identify business needs and gaps to
align initiatives that will address them.
.International exposure. Experienced with international operations
associated business considerations and HR implications. Provide HR support
for internationally, including selection, preparation placement and return
from overseas assignments. Establish global programs and processes
providing advice and guidance to local operations to drive a common
foundation. Specific countries where operations have been located include
North and South America, Europe, and Asia.
.Constant proponent for diversity and inclusion. Lead EEO and AAP efforts
with particular attention to leadership buy-in an ownership. Align systems
to supporting process to reinforce and encourage a diversity focus as a
competitive advantage. Adept at leveraging the collective experience of a
diverse group through an inclusive approach to encourage understanding, buy-
in and creation of more innovative solutions for HR issues and needs.
.Strong people orientation and participative style. Strong ability to
connect with people and develop relationships based on trust and mutual
respect throughout an organization to maximize ability to influence. Able
to leverage the collective experience of a diverse group through an
inclusive approach to encourage understanding, buy-in and creation of more
innovative solutions for HR issues and needs.
.Highly adaptable and a quick study. Assimilate easily into the business
to identify HR opportunities to improve the bottom line. Successfully
orchestrated the HR aspects required to implement major business changes
including M&A activities, development of new functions, and organizational
restructuring.
.Broad business perspective. Operational experience leading other
functions that broadens business exposure and provides a strong client-
focused philosophy and bottom-line orientation to HR.
I look forward to discussing your business challenges and how I may be able
to help you address them. Please feel free to call me on my cell,
Tracy Sendrick
Tracy E. Sendrick
1639 Walkers Crossing Drive
Forest, VA 24551
434-***-**** *********@***.***
Professional Summary
Proven human resources leader with a track record of successfully creating,
developing and managing organizations with an emphasis on human resources
functions. Business-focused perspective coupled with a broad generalist
skill set provides a solid foundation to leverage HR and drive business
success. Practical experience in diverse industries and customer domains.
Ability to quickly build relationships with business leaders to provide
counsel on a wide range of issues, from leadership development to complex
workforce and organizational challenges. Adept at understanding the
organizational mission and strategically aligning HR systems to drive
business direction. Results have been achieved by building strong HR teams
with concentrated focus on HR as a business enabler, client support, talent
development and engagement strategies. First hand experience in risk
management with respect to operational compliance including HR to
proactively identify and mitigate potential liabilities. Demonstrated
initiative, flexibility, creativity and ability to interact with all levels
of individuals. Progressive experiences in HR and related functions have
further strengthened a strong technical aptitude and the ability to quickly
assimilate into a business environment.
Strategic HR Planning Program/Project Diversity &
Management Inclusion
Workforce & Leadership Process International
Development Improvement/Quality Operations
Talent Management Performance Ethics and
Management Sustainability
Career Accomplishments
Led/Implemented Change in an Organization
. Orchestrated major re-alignments transforming the nature of the
business. In one instance, restructured HR by working with the
organization to drive client-oriented focus. Implemented an enterprise-
wide HRIS platform to shift to a shared service model. Adoption of the
new approach created a business partner focus and resulted in
streamlined HR services with a 12% increase in customer satisfaction and
reduced HR operating costs by 1M.
. Developed strong partnerships with corporate to influence decision-
making. Participated with various stakeholders in the design of common
structures, systems and processes for HR related business processes that
would maximize use of corporate provided tools. In one instance,
defined requirements and implemented common performance and talent
management platforms for 15,000 across multiple locations based on this
model.
. Designed and implemented plant-wide organizational changes and
supporting programs to help the business with market expansion.
Facilitated further commercialization by establishing a business
development function for the organization that encouraged technology
transfer and expansion of the existing client base. Specifically, two
new capabilities, one medical and the other communications, were
developed within the first year and spun off.
Developed a Strategy/Set Direction
. Defined, set up and lead an effort to address engagement and retention
concerns. Lead the evaluation, re-alignment and implementation of
various HR systems and tools to achieve and maintain competitive
practices. Benchmarked and implemented/re-aligned career progression
process, compensation structure and incentive programs, training and
education, mentoring and coaching as well as feedback tools for an
employee population of 8,000. Once implemented, attrition rates that
had been trending up were reduced to single digits.
. Identified and evaluated and emerging business trends for growth and
improvement. Successfully influenced leadership's buy-in to adopt a
specific strategy for process improvement. Obtained funding and re-
allocated resources to launch an effort that became the pilot for a
larger business sector initiative. Improved productivity enabling
business expansion into an adjacent market.
Focused on the Customer
. Created innovative retraining and outplacement processes, resources and
programs that were designed and developed with a broad-based approach to
accommodate not only site employees, but also spouses/significant
others, customers and impacted suppliers. Program usage by all
populations was high, with a 90% participation rate. As a result, 95%
of the population participating in the effort made successful career
transitions.
Dealt with Crisis
. Successfully obtained funding and implemented site downsizing activities
allowing a smooth transition and closure of a production facility.
Funding levels at 4M were appropriated through government grants that
resulted in the successful transition of a 1,500-employee workforce with
no legal or EEO issues.
Made an Acquisition or Integrated a Business, Function, or Team
. Facilitated HR and compliance-related aspects of due diligence for
business mergers and acquisitions. Supported the successful integration
of several entities ranging from service-based business through high
consequence manufacturing operations. Participated in initial
investigation and negotiations, conducted high level and lead detailed
due diligence efforts. In one instance, completed a successful
acquisition and transition within a year.
. Lead multifunctional teams to manage planning and implementation of
transition strategies to integrate cultures, operations and people
efficiently and effectively. Program managed all HR aspects of an
integration to align with corporate structures and policies, transition
benefits and compensation, and put in place common platforms for
performance management and succession planning. Recently completed the
successful integration of an 11M business.
Worked Globally/Internationally
. Lead a multinational team to update an existing leadership development
model. This need was anticipated due to business expansion to
international markets, increasing product support requirements. Program
re-vamped using a team-based approach to facilitate a better
appreciation for other groups, encourage buy-in and align practices and
encourage consistency. As a result, leadership teams were established
to modify/add content to meet the needs of an international audience,
ensure that the program had local ownership, and that it would be
sustained.
. Selected by the president to establish an Ethics & Compliance function
for the business. Applied a rigorous approach to re-defining an
existing, high profile program for global introduction and application.
Successful expansion resulted in the integration of new technologies and
best practices with a consistent framework and principles that created a
highly adaptable approach for a complex technical and global business.
. Provided leadership for human resources, ethics and compliance matters
on a global level including corporate policy, regulations as well as
employee selection, preparation, placement and return from overseas
assignments. Established global programs and processes designed to drive
a common foundation while allowing for local customization to address
cultural and regulatory requirements. Specific countries where
operations have been located include North and South America, Europe,
and Asia.
Drove Revenue/Sales Growth
. Provided strategies for continuous improvement and implemented
initiatives to streamline and improve business processes. For example,
lead a cross-functional team to reduce span within a manufacturing line.
Improvements included operational aids, process streamlining, mechanical
and technical improvements, identification of key metrics and follow-on
process improvement initiative. Initial improvements resulted in 500K
savings annually.
Company & Position Highlights
Babcock & Wilcox (energy, sales & support, engineering): 2004 - Present:
HR Director-Strategic Business Partner, Ethics & Compliance Director, and
HR Site Manager
Lockheed Martin (systems development & integration, program management,
manufacturing): 1994 - 2004: Sector HR, Strategic Process Improvement
Manager, and Site Manager of Administration & HR
General Electric (aerospace, consumer products, government contracting):
1990-1994: Mgr., Organizational Effectiveness & Talent Management,
Diversity Programs & Staffing, Development Mgr., HR Generalist, and HRLDP
Planning Research Corp. (technology consulting, software development,
communications): 1986-1990 Training Lead, Systems Application Specialist,
and Trainer
Xerox (sales & marketing, customer support, electronics,): 1984-1986 HR Sr.
Consultant, Instructional Designer
Luzerne County College (training, education): 1981-1984 HR Program Manager,
and HR Specialist
Education
Human Resources Certificate, University of South Florida; Graduate
Certificate in Business, American University; Masters in Instructional
Technology, University of Virginia; BS, Education, University of Virginia
Other Qualifications
Lean-Six Sigma green belt certification and black belt candidate; Certified
Coach and Assessor; Senior Professional in Human Resources (SPHR); active
clearance.
Contact this candidate