Sheri Tiernan

**** *********** *****, ************, **. 46123

317-***-****

abl9od@r.postjobfree.com

Key HR Competencies

Global Talent Management Framework Formulation of Global Competency

and Processes Models and 360 degree surveys

C-Suite & Line Management Employee Relations &

Consultation Communications

Global Recruiting Strategy and Leading and developing HR teams &

Initiatives (NA, Europe and China) organizations

Strong Generalist background in Compensation & Benefits

key HR functions Administration

Global Performance Management Due Diligence & Acquisition

Systems Integration

Business Process Reengineering - 3rd party Mobility and Relocation

Six Sigma Green Belt Programs

Professional Work Experience

2/2009 - Present Manager, Talent Management and Development

Rolls-Royce, Derby, UK and Indianapolis, IN

Rolls Royce is a global business providing integrated power systems for use

in commercial and military aerospace, marine, energy, nuclear markets.

Annual revenues exceed $10B with +38,000 employees located around the

world.

. Works collaboratively in a highly matrixed HR organization to develop

and execute regional talent management strategies aligned with global

business objectives. Includes identifying high potential talent;

develop selection and assessment processes; monitor progress of pool

members and measure effectiveness of accelerated learning and

development against organization needs.

. Capture technical/behavioral competencies across the Engineering area

for incorporation in RR learning management system to improve

individual capabilities and enhance organizational effectiveness.

. Leads/Facilitates global HR processes/programs such as performance

management, change management, project management and global grading.

2002 - 10/2008 Corporate Director, Human Resources

Goodrich/EnPro Industries, Charlotte, NC

Diversified industrial products & services manufacturer with 4,500

employees in Americas, Europe and Asia and revenues over $1B. Spun-off

from Goodrich Corp., in 2002.

. Partnered with and continuously built strong strategic, advisory

relationships with senior and mid-level business managers. Provided

counsel, guidance and solutions on organization issues/challenges and

associated legal and business implications.

. Supported due diligence on several global acquisition targets and led

post acquisition HR integration initiatives and processes in order to

successfully integrate the newly acquired businesses into the company

structure.

. Drove talent acquisition and development by designing/enhancing

programs to identify, recruit, develop, integrate and retain high

potential (internal &

external) talent across the company. Formulated innovative technical

fellowship and compensation programs to address attraction and

retention issues in R&D and engineering that included technical

ladders, career development, diversity and internship programs.

. Staffed Shared Service Center in Shanghai, China which included roles

in HR, IT, Finance and Supply Chain. Familiar with Chinese employment

practices.

. Responsible for designing effective succession/organization planning

processes within the corporate function to ensure continuity in key

positions. Developed and deployed Global Performance Management System

that incorporated tiered competency models, 360-degree review and

focused development planning. Designed and delivered companion

training and support materials to employees and managers.

2000 - 2002 Director, Human Resources

Hill-Rom, Batesville, IN.

Hill-Rom is a leading manufacturer of medical technologies and related

services for the healthcare industry. Revenues over $1B with roughly

10,000 employees worldwide.

. Utilized strong generalist background to support a myriad of

operational activities in the human resource area including staffing,

training, employee/organization development, ethics investigations and

downsizing.

. Designed and implemented a Global Performance Management system to

move the company to a pay for performance culture. Developed

companion training program for managers and employees using Zenger-

Miller Front Line leadership curriculum.

. Built strong relationships with European operations to globalize,

improve and enhance HR offerings and delivery in core functional

areas.

1993 - 2000 Progressive HR Management Roles and Experience

Newell Rubbermaid, CA, TN, and OH

Newell Rubbermaid is a global manufacturer of consumer and commercial

products with over $6B in revenue and more than 10,000 employees worldwide.

. Significant 'steep' time in core human resource functions such as

recruiting, compensation, labor relations, affirmative action

planning, and six sigma tools.

. Promoted through a series of advanced HR roles in 4 different union

and non-union plant sites in California, Tennessee and Ohio.

Education & Community Engagement

Indiana University, Bloomington BA, Economics

Queens University, Charlotte Executive Leadership

Society Human Resource Management Member since 1986

Junior Achievement Central Carolinas Board Member 2005 - 2007

INROADS Mentor

Contact this candidate