Manager Management

Kathy Strah, SPHR

**** * **** **., **

Rockford, MI 49341

616-***-**** (mobile) *******@*****.***

EDUCATION

Master of Human Resources, University of South Carolina, Columbia, SC

Bachelor of Science, Business Administration, University of South Carolina,

Columbia, SC

EXPERIENCE

L-3 Communications, Avionics Systems, Grand Rapids, MI

10/03 - Present

A global supplier of award winning on-board aircraft safety systems and

components for general aviation, business, and military aircraft with

annual sales of approximately $125 million. Parent company, L-3

Communications, is a FORTUNE 500 multi-national aerospace and defense

company with 65,000 employees and revenues exceeding $15 billion.

Senior HR Manager (01/06 - Present)

Responsible for management of HR operations at four US sites with up to 550

employees through 2-3 direct reports. Focused responsibility for

compensation and benefits, recruiting, employee relations, and compliance

programs.

. Manage two HRIS' to ensure accuracy of paychecks, position profiles,

management reports and SOX compliance. Led implementation of two

Applicant Tracking Systems to improve recruiting and AAP data

collection & reporting.

. Analyze compensation trends and prepare Executive Summary to make

annual merit budget recommendations to management.

. Manage $64k budget through four Employee Appreciation Teams to create

and maintain a positive, non-union work environment.

. Regarded by many managers and employees as the "Go To" person in HR

for solid advice and support. Conduct complaint and policy violation

investigations as appropriate. Consult with managers on difficult and

routine employee performance issues.

. Spearheaded the staffing of a new Engineering & Development site in

Phoenix, resulting in 38 direct hires in 6 weeks without using

placement firms or sub-contracted employees.

. Assigned responsibility for DOT/FAA Drug & Alcohol Program for 2

sites/Repair Stations, resulting in two successful Federal compliance

audits.

. Track data for and prepare annual Affirmative Action Plan and

supported OFCCP Desk Audit.

HR Manager (10/03 - 01/06)

(essentially the same as above - promoted)

Leica Geosystems, Grand Rapids, MI

07/01 - 10/03

Swiss-owned global manufacturer of self-leveling lasers and GPS guided

leveling machines for the construction industry with annual sales of $25

million.

Director of HR

Hired to manage all HR activities in two-person department six months after

the Company was acquired by Leica Geosystems.

. Coached American managers and new non-American managers to encourage

more effective collaboration.

. Developed and facilitated off-site team building meeting of the

Management team to identify operational improvement opportunities and

align values and strategic direction.

. Provided daily advice and counsel to Swiss management on US employment

laws and culture.

. Revised HR policies and Employee Handbook to reflect new managements'

style and expectations as well as employment law changes.

. Facilitated open communication and conflict resolution throughout the

Company.

. Selected by the Corporate Vice President of HR to participate in 2002

Leica Geosystems Global Management Meeting as one of just three

American HR managers.

Mann+Hummel Automotive, Inc., Kalamazoo, MI

10/97 - 07/01

Tier-1 automotive supplier manufacturing injection molded under the hood

components with annual sales of over $75 million.

HR Manager

Managed HR/Payroll department staff of five supporting 350 employees, with

an annual budget of $550,000.

. Managed day to day HR services including recruiting, performance

management systems, health and safety, benefits, compensation,

payroll, employment relations and compliance with state and Federal

regulations.

. Participated on the Executive Team in strategy development and

deployment.

. Partnered with new company President to drive culture change in

support of expected annual sales growth from $11 to $100 million in 5

years, while remaining union free. Designed and facilitated several

Management off-site meetings in collaboration with change management

consultants.

. Reduced annual voluntary turnover from 138% CY98 to 12% CY00,

eliminating the need for temporary labor within the first 9 months

(221 new hires CY98).

. Annually reviewed compensation program and made recommendations for

change in response to organizational changes as well as changing

market conditions. Reviewed labor portion of annual budget and made

recommendations to management.

Indiana State University, Terre Haute, IN

05/93 - 03/97

Assistant Director, HR

. Managed human resources for 1,850 faculty, professional and support

staff through a HR staff of seven (7).

. Responsible for compensation administration, employee relations,

recruiting and training.

. Participated in classification system redesign for 300 executive and

professional positions. Conducted internal and external equity

studies; trained and managed cross-functional job evaluation team and

led final implementation.

. Conducted supervisory skills needs assessment, resulting in the design

and implementation of a Supervisory Certification Program that is

still used today.

Adjunct Faculty member Spring 1994

Taught Introduction to Human Resource Management course in the School of

Business.

University of SC, Full-time Grad Student, Columbia, SC

08/91 - 05/92

SC Department of Corrections, Columbia, SC

12/86 - 08/91

Manager, Classification & Compensation Branch (9/89 - 08/91)

Responsible for salary administration and position management of 6,700

positions and 300+ job classifications, adding 700-900 new positions

annually. Effective management of classification process resulted in

approval by the State Division of HRM for expanded authority for 31

additional job classes.

Recruitment Specialist (12/86 - 9/89)

One of four recruiters, managed statewide hiring process for assigned job

classifications. Handled an average of 750 applicants per month for about

15 positions from posting to offer. Wrote 25-page employment reference

manual for managers and hiring authorities to improve selection decisions

and limit Agency liability.

COMPUTER SKILLS

MS Outlook, Excel, Word, PowerPoint; Lotus Notes

HRIS: Ceridian, Impresa (ERP), several proprietary systems.

Applicant Tracking software: Ceridian Resource Hire and Taleo

CERTIFICATIONS & MEMBERSHIPS

PHR 1994, SPHR 2003; SHRM since 1991 (attend local chapter meetings when

topic is relevant)

Professional References

Provided upon request.

Contact this candidate