MELINDA A. FABIANO, SPHR

319-***-**** . abmumm@r.postjobfree.com . 2232 OakLeaf Street . Iowa City,

IA 52241

HUMAN RESOURCES DIRECTOR

Employee Relations . Talent Management . Organizational Effectiveness

Transformative Human Resources Leader with sharp business acumen honed from

partnering with outstanding Leadership Teams. MSILR degreed with

manufacturing and technology HR Generalist experience. Excels in customer-

centric businesses and inspires trust, teamwork and commitment. A natural

coach to all levels of the organization. Diplomatic, 'hands on', and

strategic with a focus on HR initiatives linked to creating business value

and profitability.

AREAS OF EXPERTISE

Performance Management Mergers & Acquisitions

Leader Development

Risk Assessment HR Metrics/Benchmarking

Compensation & Benefits

Staffing & Workforce Planning Lean Manufacturing

Employment Law Compliance

Multi-Site-Union & Non-Union Project Management

Succession Planning

PROFESSIONAL EXPERIENCE

IMPACT Group, Inc. ? St. Louis, MO (Independent

Contractor) 2009-Present

Privately held WBE-certified company, is a recognized leader in career

management services specializing in outplacement, spouse employment, and

family relocation.

EXECUTIVE TRANSITION COACH

Coach clients on job search and career development, including personal

assessments, career strategy, resume development, marketing plan/tools,

communications strategy, networking, social media, interviewing, refer-

ences, compensation negotiation and on boarding.

CIVCO Medical Solutions (Division of Roper Industries, Inc. $4B) ?

Kalona, IA 2006-2009

$40M manufacturer of diagnostic procedures for ultrasound, urology and

radiation oncology applications.

SITE DIRECTOR, HUMAN RESOURCES

Drove 25% business growth at headquarters and non-union manufacturing

facility with 250 Associates.

? Doubled headcount in 2 years with focus on Associate relations, union

avoidance, innovative communications, risk management, compliance, health

and safety, and leader coaching/development.

? Attracted and developed 80 'A' Players across all functions with 100%

retention after 1 year.

? Increased site productivity by 15%, enhanced customer service by 10%,

and controlled HR expense with

strategic staffing and creative on-boarding initiatives.

? Ramped up a weekend CleanRoom shift; reducing mandatory overtime during

business spike.

? Launched and facilitated 'Sense of Oneness' Team, improving

communications between Kalona and newly acquired Orange City

facilities.

BorgWarner, Inc. ? Auburn Hills, MI

2004-2006

$5.2B global manufacturer of highly engineered automotive systems &

components for power train applications.

MANAGER, ORGANIZATIONAL LEARNING

Led global leadership development and talent management programs, executive

staffing, and transition communications.

? Steered enterprise-wide learning programs that drove employee,

leadership and organizational performance e.g. Talent for Tomorrow, Talent

Leadership Program, and BorgWarner Production System.

MELINDA A. FABIANO, SPHR ?

http://www.linkedin.com/in/melindafabiano Page 2

? Facilitated five Talent Review Programs for 250 participants in U.S. and

Europe that included: 360 feedback, simulations, leader assessments and

development plans for high potential leaders.

? Partnered with the Manufacturing Council to define its Lean mission,

strategy, and goals. Spearheaded and implemented a learning platform for

BorgWarner Production System best practices.

? Designed and coordinated "Global Meeting-Taking HR to New Heights" for

80 HR Leaders from union and non-union plants. The 3 day event focused on

business education, diversity, and leading change initiatives.

Crane Valves Company ? Washington, IA (Independent

Contractor) 2003-2004

$2.6B diversified global manufacturer of highly engineered industrial

products.

DIRECTOR, HUMAN RESOURCES

Member of Senior Team at a turnaround plant that exceeded its production,

scrap and inventory turn goals by 30%; while transferring valve fabrication

to China and perfecting kitting operations.

? Coached line and executive management in best practices, resulting in

improved employee relations, 22% reduction in employment litigation and

minimal grievance activity.

? Managed major restructuring initiative following significant downsizing,

including creating new job descriptions and removing redundancy in job

responsibilities; creating a leaner, more productive organization with 10%

fewer staff.

? Supported a Lean change initiative to create more customer-focused,

efficient behaviors on the part of staff, creating accountability where

none previously existed.

Superior Essex ? Fort Wayne, IN

2001-2003

$600M OEM wire and cable manufacturer serving the auto, electrical, and

electrical power markets.

DIRECTOR, HUMAN RESOURCES

Partnered with OEM Business President. Executive Team member driving

business restructuring strategy and implementing programs and processes

aligning 2500 Associates with company direction in 12 plants and 25

warehouses; with distribution in US, Canada, Mexico, Europe and Asia. Led 3

HR Managers and 1 Generalist.

? Managed projects to close Rockford plant and integrate $40M multi-site

acquisition. Hit time and budget targets realizing over $8.8M annual cost

savings on labor related issues. Saved additional $200k by convincing 7

technical experts to relocate; thereby, filling existing requisitions while

minimizing expense.

? Orchestrated rapid searches finding finance executives, saving over

$275k in consulting fees.

? Concluded labor negotiations at 4 different plants with 4 different

unions (IBEW, IAM, PACE, Teamsters), with no work stoppages. Renewed

contract agreements below authorized costs with 12% savings.

? Slashed Call Center lost time expense by 20% with ergonomics training

and inexpensive corrective actions.

? Assessed HR Team and implemented development plans; increasing Client

satisfaction by 25%.

CenturyTel a.k.a. Qwest Communications Intl. ? Denver, CO

1998-2001

Drove HR realignment at $19B global leader in broad Internet-based data,

voice, and image communications.

DIRECTOR, HUMAN RESOURCES

Partnered with VPHR and three Operations & Technology EVPs supporting

10,800 employees in central offices, service, planning and research centers

across 15 states. Led 5 HR Managers, 6 Consultants and 1 Analyst.

Provided customized interventions to align strategy, structure, systems,

skills and culture to achieve superior results. Advised and directed

clients on administration of corrective action and interpretation of HR

policy.

? Coached leaders on unacceptable performance, achieving 100% completion

of action plans for marginal performers within 60 days; increasing

productivity and morale by 30%.

? Orchestrated the recruitment process to fill 1,100 high level technical

openings within 5 months meeting salary and budget guidelines.

? Identified and leveraged exemplary Network Planning Project Managers;

creating a competency model and behavioral interview guide that improved

hiring success and productivity rates by 20%.

MELINDA A. FABIANO, SPHR ? http://www.linkedin.com/in/melindafabiano

Page 3

? Championed "9 cell" succession planning process increasing key talent

bench strength.

? Seamlessly supported internal Clients 24/7 while deployed to Omaha for

strike duty during a CWA work stoppage lasting 63 days.

Alliant Energy ? Cedar Rapids, IA

1995-1998

Designed and implemented HR strategy at $3B global energy company.

MANAGER, HUMAN RESOURCES & BENEFITS

HR Executive Team member performing merger HR due-diligence assessments.

Led process redesign teams, and successfully restructured and merged 3

utility companies with 8500+ Associates in 4 states. Led benefits,

staffing process, and HR policy/procedure integration projects with 3

direct reports.

? Combined multiple benefits programs to align with new business strategy,

financial goals, and HR best practices. Transitioned union groups to flex

benefits plan with annual savings of $350k.

? Redesigned staffing process and trained managers in behavioral

interviewing; minimizing legal exposure and improving candidate quality and

efficiencies.

? Deployed competency based recruitment and performance management

processes; improving productivity, efficiency and morale.

? Spearheaded disease management, smoking cessation and weight loss

initiatives; increasing annual participation by 18% year over year.

EDUCATION

Master of Science in Industrial & Labor Relations

Iowa State University, Ames, IA

PACE Fellowship Scholar ? Magna cum laude

Bachelor of Arts in Industrial Psychology

University of Connecticut, Storrs, CT

Phi Beta Kappa & Phi Kappa Phi Honor Societies ? Magna cum laude

AFFILIATIONS ? AWARDS ? CERTIFICATIONS

Senior Professional in Human Resources (SPHR), Human Resources

Certification Institute

Toastmasters International - Chapter President & Competent Toastmaster

(CTM)

Caliper Corporation - Caliper Profile - Hiring and Employee Development

Development Dimensions International Training Programs e.g. Behavioral

Interviewing

Discovery Learning - Denison Leadership Development Survey, Decision Style

Profile, Change Style Indicator

Crane Corporation - Operational Excellence - Yellow Belt

Understanding Financial Concepts & Resource Allocation - BorgWarner

Honored with the President's Club Award - USWest/Qwest - Santa Barbara, CA

Big Brothers Big Sister Program Mentor

Measuring Human Resources Effectiveness - Saratoga Institute - San

Francisco, CA

9th Human Resources World Congress - Mexico City

Featured HR Expert on Human Resources Focus Group

http://www.focus.com/function/human-resources/

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