Human Resources Manager
Resume:
**** **** **** ** *****, Ok ***36
**********@*****.***
SUMMARY: A Human Resources leader with experience in High Tech
and Chemicals industries, Large
and Small companies, and Corporate, Divisional and Plant
positions. Demonstrated skills including:
. Human Resources Functional Leadership
. Organization Development to achieve Strategic Results
. Creating Innovative Solutions to Business Problems
. Developing Relationships at all levels
. Leadership Development and Executive Coaching
EXPERIENCE:
SUN MICROSYSTEMS INCORPORATED, Burlington, MA
2001--- 2009
$13B Computer Systems Manufacturer
Senior Human Resources Business Partner- Global Sales Industries
Apr 06-Aug 2009
HR leadership for six global industry sales lines of business
including Financial Services, Communications
and Media, Education, Global Government, Web 2.0, and Health
Care Industries, which generated $5B
. Drove the ongoing process to create and implement solutions
recommended in the yearly
employee opinion survey that improved the Recommend
Sun Index by 2%
. Designed and implemented an organization assessment process
that focused the mission of the
Global Sales Industries on five major areas. Business
results measured weekly on those five areas.
. Consulted with the VP of the newly formed Web 2.0 industry
to build a strategy and management
system that generated $250M in its first year.
. Created and implemented a responsibility matrix to define
decision making for industry focused
sales business and clarified charters with other
organizations
. Designed the first year long Global Sales and Service
Leadership Institute for 24 high potential
Directors, as a planning team member. 20% of the
Directors were promoted to VP in one year.
. Led the Leadership assessment, Succession planning, High
Potential identification and
Development planning processes for all levels of
management. This built business continuity,
bench strength and employee engagement
. Collaborated with HR specialists in Compensation,
Recruiting, Employee Relations and other HR
Functions to deliver solutions to business problems
related to the Global Industry Sales teams.
Senior Human Resources Business Partner- $1B US Government Sales
Organization Jan 05-Apr 06
HR and Organization Development Leadership to turn around a
declining business that lost revenue and
Contribution margin for six consecutive quarters
. Created and led an organization design process that
restructured the division and consecutive
quarters of revenue at 107% and 110% of goal and year
over year growth of 6% and 8%
. Coached the new COO on how to establish business strategy
sessions, business segment reviews,
and consistent performance management processes, which
created a predictable management
system focused on results
Senior Human Resources Business Partner- Network Storage Engineering
Oct 01-Jan 05
Business Partner for the Storage Systems, Software and Chief Technology
Officer's organizations
responsible for improving business results through HR leadership
. HR lead for the acquisition and integration of a 115 person technology
company that delivered the
anticipated business results and retained 100% of leaders and
engineers for 18 months.
. Designed and led a process which improved time to market of Storage
Software products
. Founding member of the Technology Steering Committee that focused the
technical direction
of the division and built a community among the senior
technical leaders
. Led the Executive High Potential identification, Succession Planning
and Development processes
MAXTOR CORPORATION-formerly Quantum Corporation, Shrewsbury, MA
1999- 2001
The $6B worlds largest Hard Disk Manufacturer
Director, Human Resources for the $700M High End Storage Division
Overall business and 500 person site responsibility for driving Human
Resources activities
Led the HR function, managed a staff of professionals and provided business
partner expertise for the GM
. Led the strategic planning process which created the three year
business goals
. Coached the leaders of cross functional product teams that delivered
high quality products
. Developed and monitored the division's internal communications
strategy which enabled
Quantum's listing in Fortune's 100 best companies to work for in
America in 1999 and 2000
Manager, Human Resources for the High End Customer Engineering Organization
Managed HR for the bi-coastal function responsible for qualifying new
products, resolving customer
quality concerns, and managing the end-of-life of a disc drive generation.
. Facilitated decision-making among time to market, performance, and
margins of new products
. Designed the process and coached management to lead the strategy that
re-skilled 25 engineers
to match technology shifts with 100% employee retention.
CABOT CORPORATION, Boston, MA
1988-1998
A $1.8 B specialty chemicals manufacturer with 50 manufacturing plants in
26 countries.
Organization Development Manager, Billerica, MA
1996-1998
With senior management teams in Pacific/Asia, Europe, and North America,
designed and facilitated
strategies to align business unit performance with corporate objectives.
Developed actions that:
. Doubled the capacity of a pilot chemical plant in 12 months
. Facilitated a process to improve innovation in the business unit in
India
. Streamlined organizational processes to improve productivity in an old
fumed silica plant
. Facilitated the integration of seven business units into one Region in
the Pacific
. Improved relations between union and management that raised
productivity in a tantalum plant
. Coached over 200 executives and managers worldwide to enhance
performance
Human Resources Manager, Cabot Corporation Corporate Office, Boston, MA
1988-1996
Designed and facilitated processes to eliminate redundancies which
resulted in 20% fewer staff
employees, saved $6 million in operating expenses, and improved
service to the divisions
. Drove a redesign of the incentive compensation system to create closer
linkage to financial results
. Developed new HR policies and practices that improved consistency of
people management
. Implemented programs to improve employee communications (opinion
surveys, lunch programs
with senior management, quarterly business communications, and new
employee orientation)
. Built the corporate performance management system that prepared senior
managers to plan
individual performance, assure development, coach employees, and
measure performance results
SHIPLEY COMPANY, Marlboro, MA A $200M chemical division of Rohm and Haas
1984-1988
HR Manager-Manufacturing
Responsible for Coaching Management, Employee Relations, Exempt and Non-
exempt recruiting, FLSA,
ADA, and plant HR policies
APPLICON, Burlington, MA A $100M CAD/CAM division of
Schlumberger 1981-1984
Corporate Organization Development Manager
DIGITAL EQUIPMENT CORPORATION, Maynard, MA
1977-1981
Division Management Development Manager
EDUCATION:
Long Island University, C.W. Post Campus, MS Counseling
Boston University, BS Business Administration
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