GLENN GRINDSTAFF

*** *** *******, *********, ********** 93010 805-***-****

ablj66@r.postjobfree.com

http://www.linkedin.com/in/glenngrindstaff

Executive Level Human Resources Management

Skilled Global Human Resources executive with 20 years of progressive

experience in promoting successful and innovating HR efforts with global

strategic planning and organizational development and design emphasis.

Known for performance and talent management abilities, employee relations,

and recruitment and retention record.

Global HR Expertise ( Performance & Talent Management ( Executive Coaching

( Organizational Development & Design ( Mergers & Acquisitions ( Policy &

Procedure Development ( Recruitment & Retention ( Employee & Labor

Relations ( Compensation ( Succession Planning ( HRIS ( Results-Driven (

Union & Non-Union Environments

PROFESSIONAL SYNOPSIS

POWER-ONE, INC. (Nasdaq: PWER) ( September 2008 - September 2009

($550M revenue, 5,000 employees worldwide; a global leader in the design

and manufacture of energy-efficient power conversion and power management

solutions for alternative/renewable energy, routers, data storage and

servers, wireless communications, optical networking, semiconductor test

equipment, industrial markets and custom applications)

Vice President, Global Human Resources: Drove global HR efforts, led

strategic planning activities, and directed talent acquisition and

retention throughout North America, Latin America, Asia, and Europe.

Directed integration of recent merger/acquisition personnel, managed labor

and employee relations, and oversaw compensation. Crafted improved

succession planning and performance management systems to increase

efficiency and effectiveness.

. Promoted improvements in corporate performance and profitability with

initiatives including top-grading of executive and senior leadership

positions, restructuring of organizational design, restructuring of

Management and Sales Incentive plans to incentivize personnel to meet

corporate objectives, and reengineering of long term stock incentive

plans.

. Designed and implemented global compensation model after researching and

comparing current plans to market and realigning compensation for top

performing personnel.

. Achieved 15% ($3.5M) cost reduction in collective bargaining unit

negotiations with Italian labor union.

. Accomplished 40% (2.5K) reduction in workforce without litigation through

global site consolidations.

. Improved benefit offerings while reducing costs 20% and enhancing

profitability.

. Attained 95% employee participation in implementation of 401K plan with

matching company contributions

. Regularly engaged and interacted with Board of Directors and

Compensation Committee on all Human Resources and Executive Compensation

related matters. Led Compensation Committee meetings.

PRATT & WHITNEY (NYSE: UTX) ( June 2007 - September 2008

(Rocketdyne Division: $1B Revenue, 3,500 employees) A world leader in the

design, manufacture and service of aircraft engines, industrial gas

turbines and space propulsion systems. The Rocketdyne Division has been the

key engine provider to the U. S. space program since its inception..

Director, Human Resources: Oversaw human resources for California

operations with 2.5K employees. Sourced talent, promoted engagement and

retention, managed employee and labor relations, and drove training and

development and succession planning efforts. Directed outsourced and

contract labor, and supported growth and expansion strategy development

with establishment of satellite offices.

. Implemented leadership and employee development programs resulting in

higher performance and profit

. Incorporated Lean and Six Sigma principles, methodologies, and best

practices, including value stream mapping and continuous process

improvement

. Spearheaded streamlining of recruiting and selection processes, with

significant reduction in hiring times.

. Launched motivational retention and inventive program designed to attract

key personnel in order to successfully complete NASA Space Shuttle

program requirements and timelines.

. Architected satellite design center solely to leverage the ability to

recruit specialized design engineers in order to facilitate timely and

successful completion of complex design systems.

GLENN GRINDSTAFF ( Page 2 ( ablj66@r.postjobfree.com

SPIRENT COMMUNICATIONS (LSE: SPT.L) ( September 2003 - December 2006

($500M revenue, 3,500 employees; a global provider of testing and service

assurance solutions that enable the development and deployment of next-

generation networking technologies)

Senior Vice President, Global Human Resources: Directed global human

resources activities and efforts in North America, Asia, and Europe. Led

organizational design and development, strategic planning, talent

recruiting and retention, and personnel management, motivation, and

acquisition integration efforts. Promoted cross-functional teambuilding,

reviewed compensation matters, and utilized coaching and mentoring skills

to improve performance.

. Improved retention and performance with development and introduction of

competitive global compensation model, performance management system, and

incentive plan.

. Created global leadership development and teambuilding system to promote

corporate goals and objectives while providing management with workable

tools, skills, and resources for success.

. Performed due diligence for acquisitions and led integration and

assimilation of acquired personnel into corporate culture.

. Increased SOX compliance and efficiency with introduction of integrated

global HRIS/Payroll system.

. Introduced global Applicant Tracking system to promote increased

recruiter efficiency and streamline talent acquisition processes.

. Reduced labor costs while increasing market presence with setup of China

and India operations.

. Regularly engaged and interacted with Board of Directors and

Compensation Committee on all Human Resources and Executive Compensation

related matters. Led Compensation Committee meetings.

EATON CORPORATION (NYSE: ETN) ( June 2001 - September 2003

(Aerospace Division) A diversified power management company with sales of

approximately $11B and 70,000 employees. Eaton is a global technology

leader in electrical components and systems for power quality, distribution

and control; hydraulics components, systems and services for industrial and

mobile equipment; aerospace fuel, hydraulics and pneumatic systems for

commercial and military use.

Director, Human Resources: Advised and counseled Senior Executive team on

strategic and tactical human resources matters including LEAN Manufacturing

- value stream mapping, succession planning, executive coaching and

mentorship, personnel management and motivation, and performance

management. Drove strategic planning efforts to align business goals,

objectives, and business plan with corporate culture and values.

. Enhanced employee retention, engagement, performance, and development

with market competitive compensation models, career progression paths,

performance management processes, cross-functional teamwork and

organizational development initiatives such as "High Involvement Teams"

and "High Results Leadership" development programs.

. Negotiated $500K contract for government reimbursement for training and

development programs designed to improve both profitability and

performance.

. Improved candidate selection processes with management selection

assessment tool to evaluate critical skills, competencies, and success

factors.

REYNOLDS & REYNOLDS CORPORATION ( January 1993 - January 2000

$1B revenue; 5,000 employees; the automotive industry's largest and most

trusted provider of automobile dealership software, services, and forms to

help dealerships improve business results.

Director, Human Resources: Monitored and managed Human Resources efforts

and activities across western US sites including sales offices,

manufacturing and printing facilities, and distribution and service

outlets.

. Managed integration of personnel as a result of several large mergers and

acquisitions and achieved increase in market penetration and revenue

growth while managing consolidation and facility closures as well as

related Human Resource activities.

. Led successful Union Avoidance campaign, negotiated collective bargaining

agreements, and managed grievance and arbitration procedures, and

"effects bargaining" with Labor Unions.

. Ensured compliance with federal and state regulations including

Affirmative Action, OSHA, Workers' Compensation, SB 198 /Cal OSHA Safety

Training, and SCAQMD Regulation XV (Rideshare).

GLENN GRINDSTAFF ( Page 3 ( ablj66@r.postjobfree.com

**Career Note: Served previous roles including Senior Human Resources

Representative, Fairchild Corp, Senior Human Resources Administrator, G & H

Technology, and Human Resources Representative, Hughes Aircraft Company.

EDUCATION

Bachelor of Art in Psychology

California State University, Northridge, California

PROFESSIONAL HONORS & SPECIAL AWARDS

Awarded "Human Resources Executive of the Year"

National Human Resources Association - Ventura County affiliate - 2005

Awarded "Eagle Scout"

Boy Scouts of America

PROFESSIONAL MEMBERSHIPS

Society of Human Resources Management (SHRM)

Professionals in Human Resources Association (PIHRA)

National Human Resources Association (NHRA)

Senior Human Resources Forum - Southern California

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