Human Resources Customer Service

DARIO A. CRUZ

N**W***** Emerald Fields Court . Hartland, WI 53029

*********@*******.*** . H: 262-***-**** . Cell: 262-***-**** . Skype ID:

dcruz1960

BACKGROUND SUMMARY

In depth experience as a Senior Global HR Executive. Expertise in the

following areas: employee engagement, enterprise level strategic planning,

cultural transformation, change management, talent acquisition, talent

management, succession planning, executive assessment & coaching,

leadership development, workforce planning, labor relations, union

avoidance, learning management systems and technology, high performance

work systems, performance management systems, HR performance metrics.

PROFESSIONAL EXPERIENCE

ROCKWELL AUTOMATION, Milwaukee, WI 2/06 to 6/10

Fortune 500 technology company focused on the development of industrial

automation products, technology and software with sales of $5.5 billion,

22,000 employees.

Vice President Global Human Resources, Milwaukee, WI

Reported to the Chief Human Resources Officer/SVP HR. Served as the

senior human resources executive for Rockwell Automation's global

customer facing organization comprised of 7,000 sales, marketing,

technical consultants, field service and customer service employees

operating in over 70 countries. Responsible for leading a global HR

organization of 120 HR professionals and managing a $22 million global HR

budget. Direct reports included; HR Director - EMEA, HR Director - North

America, HR Director Latin America, HR Director - Asia-Pacific plus four

HR managers.

. Served as the executive sponsor for the Asia Pacific/Greater China

organization redesign resulting in better cross function

collaboration; clearer delineation of roles and responsibilities; and

improved alignment of compensation incentives. Post execution revenue

growth improved from 5% to 37%.

. Led the global cost savings and productivity initiative. Negotiated

with four European works councils and two unions in Latin America and

Italy to gain consent for cost savings yielding $40 million globally.

. Developed global HR vision and strategy. Reorganized and aligned HR

organization from a regional to a global operating model.

. Developed a balanced scorecard to align HR metrics with the business

strategy.

. Developed global business governance model and protocols.

INTERNATIONAL PAPER 1993 to 2006

Fortune 100 forest products company with sales of $26B, 75,000 employees.

Corporate Human Resources Director, Memphis, TN (2002 to 2006)

Served as senior staffing, organizational development, and training

professional servicing a global employee base of 75,000 employees.

Responsible for leading 14 consultants and the global strategy

development of the following areas: talent acquisition,

learning/training, leadership development training, change management,

and enabling technologies (learning management systems, applicant

tracking, selection instruments).

. Led the creation of a new department with enterprise process ownership

for training and organizational development. Staffed and developed

department vision, mission, operating model and strategy.

. Developed a global change management and training strategy and a

global workforce planning process.

. Developed and deployed enterprise leadership selection processes and

instruments.

. In-depth experience managing talent management processes and systems

used for enterprise wide talent identification, senior level

succession planning, and slating key leverage positions.

. Partnered with SVP of Sales and Marketing to lead the corporate Sales

and Marketing Talent Council.

. Served as an executive assessor and coach as well as a 360 assessor.

Division Human Resources Manager; Coated & SC Papers Business, Memphis,

TN (2000 to 2002)

Served as the HR business partner responsible for the human resources

function of a $2 billion, 3,500 employee division comprised of five pulp

and paper mills, a customer service center, field sales force, and

division headquarters staff.

. Led the large-scale integration efforts to develop a state-of-the-art

HR function derived from the acquisition of Champion International

Corporation.

. Developed and drove change management programs and processes to insure

successful integration.

. Developed business HR vision and strategy that was used as a model for

the entire corporation.

. Used the balanced scorecard concept to develop and align HR metrics

with the business strategy.

. Led the business SG&A reduction initiative resulting in $25 million in

merger synergies.

. Developed a business diversity strategy used as a model for the

company.

. Implemented the Gallup employee engagement model/engagement survey

(GES) process.

. Exceeded employee engagement metrics by 50%. (GES)

. Led the change management strategy for the deployment of the SAP based

payroll and employee self-service implementation. Utilization metrics

for the business were 98%, the highest in the corporation.

Manager, Human Resources, Health & Safety; Coated & SC Papers, Corinth,

NY (1998 to 2000)

Responsible for the human resources function for a 600 employee unionized

paper mill, represented by three PACE locals, and one ICFO local.

. Successfully negotiated the effects of the mill re-organization and

downsizing, resulting in an affirmative vote for the effects

bargaining agreement with no grievances or ULP's.

. Led the implementation of the salaried performance and development

management system.

. Fundamentally changed the union-management relationship from

adversarial to partnership.

. Led the VPP re-certification to Star status.

Human Resources Generalist; Printing Papers Business, Mobile, AL (1996

to 1998)

HR generalist business partner responsibilities for a 1,500 employee

unionized pulp and paper mill represented by four PACE local unions and

one IBEW local.

. Negotiated a six year labor agreement and led the implementation of

random drug testing.

Regional Human Resources Manager; Beverage Packaging Division, Raleigh,

NC (1993 to 1996)

Responsible for human resources function for four facilities and 450

union free employees.

. Hired to counter a union organizing campaign by the UPIU that was

overwhelmingly defeated.

. Introduced high performance work systems techniques resulting in a

new team based employee selection process, and the elimination of two

management layers and $1.5 million S&A cost.

BUTLER MANUFACTURING COMPANY 1989 to 1993

Human Resources Manager; San Marcos, TX

Responsible for the human resources and safety function for a 150

employee non-union facility. Maintained union free status by using

positive employee relations practices to include; gain sharing incentive

compensation plan, employee involvement, leadership development training

and team based problem solving.

Human Resources Supervisor; Terrell, TX

Responsible for employee relations, staffing, communications, EEO/AAP and

safety for a 400 employee non-union facility.

AMERICAN AIRLINES, LSG/Sky Chefs Food Service Division 1987 to 1989

Corporate Recruiter; Arlington, TX

Staffed positions from entry-level supervisors to general managements.

Hired 40 to 60 placements per year.

PEPSICO 1987

Production Supervisor; Phoenix, AZ

Responsible for safety, quality and productivity of two high speed

beverage manufacturing lines and distribution operations comprised of 25

employees. Maintained 93% utilization rate and a zero incident safety

record.

MILITARY

Infantry Officer, Captain - Federal Republic of Germany and Continental US,

United States Army. 1982 - 1987

Leadership positions included rifle platoon leader, company executive

officer, battalion personnel officer (S-1) and company commander. Graduated

from US Army Schools: Infantry Officer's Basic and Advanced courses,

Airborne School, and Ranger School.

EDUCATION

BS, Political Science, Arizona State University; Tempe, AZ, 1982

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