abif1b@r.postjobfree.com

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

813-***-****

Tampa, FL 33634

CORE COMPETENCIES

-Sixteen years organizational -Global HR/Business professional

design/improvement experience

-Patent pending at Ford Motor Company for -Relied upon as a business professional to

succession elevate the HR

planning/workforce analysis tool function

-Translating strategic business objectives -Strong technological skills used to

to HR Deliverables streamline HR processes

-Relied upon as subject matter testimony -High level platform abilities (Board of

in litigation Directors)

PROFESSIONAL EXPERIENCE

Human Capital/Business Operations Consultant

2007 - Present

Tampa, Florida

Served as a strategic talent management HR/Business consultant for the

healthcare,

transportatio

n and

manufacturing

industries primarily focused on workforce planning, compensation,

health/welfar

e benefit

analysis and

execution

processes in multiple domestic locations.

< Successfully re-designed 17 medical practices and collectively

avoided $13m in unnecessary costs while raising net income.

< 2010 Corporate Investment and Community Impact Award (Click

hyperlink to view article in Trade and Industry Development Magazine

2010 CiCi Award - Community Impact Top 15 - Trade & Industry

Development )

< Executed large scale multi-site operations integrations (closing,

relocating and ramp-up facilities).

< Proficiently circumvented a 60% health care premium increase through

utilization analysis, exponential smoothing and wellness program

incentives.

< Generated workforce demographic analysis and launched entry-level

development program in partnership with targeted academic

institutions.

< Prepared leaders for organizational change through employee

relations training programs and engagement toolkits.

< Assessed workforce demographics and generated talent sourcing

execution plans.

Ford Motor Company - Dearborn, Michigan

1999 - 2007

Ford Motor Company is a global automotive vehicle manufacturer generating

$172b in revenue (Fortune #7) and has 213,000 employees worldwide.

Ford Motor Credit Company

Senior Human Resources Business Operations Manager - Global Information

Technology, Organizational Effectiveness and Specialty Call Centers

(Three HR Roles -Global multi-site) - Dearborn, Michigan

August, 2006 - June, 2007

Ford Motor Credit Company is the financing arm of Ford Motor Company

generating $18b in revenue, 12,000 employees and operates in four regions

(North America, Europe, Latin America and Asia Pacific).

< Successfully facilitated a global $40m variable and fixed cost

reduction IT group initiative in North America, Europe, Asia Pacific

and Latin America.

< Redesigned salaried personnel incentive program that aligned with

decreasing volume presented and approved by Board of Directors.

< Restructured compensation program aligned with new business model

and performance management for 8,000 domestic employees.

< Streamlined the IT function resulting in a 25% voluntary personnel

cost reduction (600 employees).

< Developed a fully integrated "real-time" process for succession

planning involving 9,000 domestic employees.

Ford Motor Credit Company

Organizational Effectiveness Manager - Dearborn, Michigan

April, 2004 - July, 2006

Facilitated the transformation of Ford Credit North America from 178

locations to eight common service call centers involving the severance of

6,000 employees (Global multi-site).

< Prepared and presented six phase restructuring initiative that

included: revised job posting processes, relocation, compensation,

exiting employee presentations, severance packages, key speaking

points for leaders, brand business structure and cultural

integration that aligned with new business model.

< Implemented 2005 Fair Labor Standards Act changes, review of 160 key

salaried exempt/non-exempt positions and subsequent mandatory

training encompassing 1,500 management level employees.

< Assisted in the development of new business model and revised

incentive compensation program based on forecast.

< Designed a global intranet based succession planning system

(compatible windows based HRIS) resulting in an 89% cost savings for

the company. This system is currently being researched for

patentability by Ford Motor Company parent.

< Exceeded expectations by serving dual roles as the Commercial

Lending Human Resources Manager integrating a $10b receivable base

into Ford Credit North America (10 locations).

< Developed the "Ford Credit Global Human Resources Balanced

Scorecard" based on operating objectives, policy deployment and

succession planning cycle plans resulting in an annual Board of

Directors Review.

< Designed the financial division's human resource intranet portal

including the development of 260 position descriptions and

corresponding sample career paths/core competencies.

< Developed and globally launched the "Employee Development Survey"

for the business.

Ford Motor Credit Company

Corporate Personnel Relations Representative (Internal Resolution -

Employee

Relations -

Global-multi-

site) -

Dearborn, Michigan

January, 2002 - March, 2004

Served as one of three key personnel advisors to the division's Executive

Leadership Team.

< Final approval authority for internal global employee/labor

relations issues regarding company policy, employment/labor law,

strategy, compliance, employee investigations, disciplinary actions,

site closure/integration to 22 Human Resource Managers and 76 Human

Resource Associates while monitoring/diffusing potential media

exposure.

< Appointed as subject matter expert in all legal proceedings,

depositions (400+) and settlement negotiation (if applicable) while

cultivating strong rapport with the EEOC for objectivity and

fairness.

< Circumvented three union organizing efforts and developed an "Early

Warning System" to assess potential

vulnerability for all domestic locations.

< Detected unemployment errors and initiated an outsourcing program

resulting in a $1.6mm annual ROI for the

business.

Ford Motor Company

Human Resources Manager - Mergers, Acquisitions and Divestitures (multi-

site -

internati

onal and

domestic)

Marketing, Sales and Service - Dearborn, Michigan

November, 2000 - December, 2001

Launched four majority owned joint ventures focusing on Ford product

licensing and subsequent acquisitions in the United States, Sweden, Italy,

United Kingdom and China.

< Double promotion to HR Management

< Directed Global Human Resource Business Planning including systematic

financial due diligence/risk, start-up recruiting, compensation

programs at all levels, executive contracts, healthcare benefits and

defined contribution plans.

< Developed incentive compensation programs aligned with each venture's

business model.

< Served as Human Resource Business Advisor to each of the Joint Venture

Board of Directors.

< Created automated succession planning process for the "Marketing,

Sales & Service Executive Personnel Planning Committee" encompassing

250 executives and then appointed as HR Lead.

< Received Ford Motor Company's Executive Vice President of Human

Resources "Innovation Award".

Ford Motor Company

Human Resources Associate - Worldwide Direct Market Operations (multi-site

-

internati

onal and

domestic)

Marketing, Sales and Service -Dearborn, Michigan

October, 1999 - November, 2000

Provided Global HR consulting and administrative expertise for two

marketing and sales organizations of 400+employees in 11 different

countries. Facilitated all personnel processes including compensation

planning, employee development, performance management, international

service administration and separation programs.

< Led compensation-planning process for over 800 management-level

employees worldwide.

< Assisted with the facilitation of the Marketing, Sales & Service

Executive Personnel Planning Committee.

< Initiated and developed Peoplesoft query instructions for the HR MS&S

function (post launch).

< Addressed international employee/dealer concerns throughout the world

and represented the company at various United States Embassy events.

< Identified job function redundancy and facilitated Global re-

engineering project resulting in a $2.6m cost savings.

Johnson Controls, Inc. - Sterling Heights/Plymouth, Michigan

The Becker Group - Corporate Employee Relations Manager

December, 1997 - October, 1999

Johnson Controls HR professional (double promotion) tasked to integrate

post-acquisition processes for a Tier 1 Plastics Automotive Supplier

responsible for 8,000 employees with 12 union and non-union locations.

< Responsibilities included Recruitment, Training/Development,

Performance Management Programs, Succession Planning, Labor Relations,

Employee Investigations and subsequent Disciplinary Actions.

Johnson Controls, Inc. - Human Resources Supervisor

Human Resource Supervision (#2 site HR professional) of 700 employees in a

complete seat manufacturing facility (non-union) on a three-shift

rotational coverage basis, which generated $470m in sales.

< Developed detailed functional programs and procedures including:

Family and Medical Leave Act of 1993 - Tracking and Training

Program resulting in a

30% absenteeism decrease, Affirmative Action Planning and

coordinated OFCCP on-site audit, negotiated a 46% reduction in

temporary labor costs, managed the PeopleSoft HRIS Database and

Certified Trainer in various JCI Manufacturing Training

Programs.

Magna International, Inc. - Howell, Michigan

Human Resources Administrator

June, 1994 - November, 1997

Human Resources Administrator for a Tier 1 automotive interior trim

manufacturing facility (non-union) operating three shifts with 600+

employees.

< Responsible for staffing, managing temporary service employees, policy

development, employee relations and benefits administration.

< Launched the Magna "Fairness Committee" process (i.e. Peer Review)

which emulates a five-step grievance process but is ultimately

reviewed by the complaining employee's peers.

PROFESSIONAL EDUCATION

Lawrence Technological University Master's of Business

Administration. July, 2007

Southfield, Michigan Concentration(s): Human

Resources and Finance

GPA: 3.88; "With Distinction"

Traditional MBA program

Michigan State University Bachelor of Arts Degree.

December, 1993

East Lansing, Michigan Major(s): Organizational

Psychology/Law

Concentration(s): Business Law and

Industrial/Organizational Psychology

Traditional undergraduate program

Lectures, Certifications and Professional Memberships

Healthcare Financial Management Association Member (#8497992)

Senior Professional Human Resources (SPHR)

Six Sigma Greenbelt

Professional Membership - Society of Human Resources Management

Senior Lecturer (2007 - Present) at Wayne State University and Lawrence

Technological University - "Building Strategic HR through Measurements,

Succession Planning and HR processes"

Patent Pending - "PDC Track" - Succession/Workforce Planning System

developed at Ford Motor Company

LANGUAGES

English, Spanish (Advanced), French (Beginning/Intermediate), Japanese

(Beginning)

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