Human Resources Training
Resume:
Karen L. Cusimano, PHR
Akron, OH 44313
abnm9u@r.postjobfree.com
Experience
Honeywell/Novar Retail – Cleveland, Ohio 10/2004 - 4/2009
Novar is a $120 million division of Honeywell International, a $36 billion diversified technology and
manufacturing company, which specializes in building controls for multi-site retail facilities.
Human Resources Manager
• Manage all facets of human resources for 25 managers, 300+ employees in 3 U.S. and 2 International
locations for both salaried and hourly employees
• Strategic business partner with General Manager on Manager Resource Reviews, development of senior
staff, effective organizational design strategies, and leadership development
• Coach and advise senior business team on organizational performance, compensation, employee
relations, succession planning and other human resource needs.
• Drive human resource processes, including recruiting, hiring, performance management, succession
planning, employee relations, and restructuring
• Lead and facilitate performance management process providing training for managers and employees,
monitoring of annual and semi-annual reviews, and coaching leaders on development plans and
performance improvement plans.
• Develop strategic staffing plans to meet business needs (entry level to VP positions.)
• Perform market analysis to maintain equitable pay structure
• Work with third party vendors and in house council to maintain all local and government regulations
(AAP, EEO, STD, FMLA, Workers Compensation, etc.)
• Management advisor to Safety Committee
The Timken Company – Canton, Ohio 7/1998 – 10/2004
The Timken Company is a $5.2 billion dollar bearings and steel business.
Senior Human Resources Generalist 4/2004 – 10/2004
• HR Leader/partner to the Finance Organization, Communications Organization, and the Government
Affairs Organization (300+ associates, 40 Sr. managers domestic & international)
• Management coaching (i.e., performance management, organizational design, discipline, mentoring,
etc.)
• Drive performance management system
• Identify staffing needs, manage recruitment & selection (entry level to VP positions)
• Identify skill gaps and training needs and provide needed training and/or team building
• Create/approve internal communications
Senior Total Rewards Analyst 6/2002 – 4/2004
• Responsible for administering compensation for over 20,000 associates in over 20 countries.
• Administer annual salary planning process including merits and award payments for international
locations. Establish merit budget of over 10 million dollars. Take U.S. dollar budget and allocate to
foreign-based entities by utilizing exchange rates and market factors.
• Establish market structure for domestic and international locations.
• Designed and manage audit for international market structures and salary planning processes. Analyze
salary positioning including turnover rates, average associate salary compared to market, and local
versus national data.
• Created introductory materials and newsletter for new international associates eligible for participation
in the Company Stock Option Plan
• Established inflation management process for international locations with hyperinflation. Includes
monitoring monthly inflation and making salary adjustments to help maintain the local buying power of
associate salaries.
• Backup for immigration and relocation issues including visa applications, cost tracking, setting notional
salaries, hypothetical taxes, and goods and services allowance.
• Responsible for job evaluation processes for all senior professional level jobs and higher. Utilize the
Hay Group Job Evaluation process.
• Project leader for International Position and Associate Data collection for internal Human Resources
Information System. Includes collecting and loading into Legacy system all position data and associate
data from newly acquired international locations.
• Review New Hire Rates and establish company initiative for new hire rates for upcoming year.
Senior Human Resources Generalist 8/2000 – 6/2002
• Managed human resources and training needs of 950 associates in two union steel plants
• Developed training plans for hourly associate positions in conjunction with QS9000 standards,
maintained library of training materials, performed gap analysis of training needs, devised and
implemented gap-bridging strategies.
• Reviewed resumes for hourly job openings. Used behavioral-interviewing methodology to maintain fair
and consistent hiring trends.
• Managed accredited college training program for steel apprentices. Timken employed 180 associates to
be trained and developed into skilled maintenance journeymen. Negotiated class schedules and
established apprentice training goals.
• Redesigned Steel Apprenticeship training to reflect competency-based training based on interviews with
senior maintenance employees, maintenance supervisors, and maintenance managers.
• Administered the hourly labor contract. Responsible for monitoring internal moves, performed apparent
ability checks, participated in ADA investigations, performed EEO analysis of hiring procedures.
Human Resources Analyst 4/2000 - 8/2000
• Supervised the administration of all hourly associates' human resource needs.
• Developed and implemented more efficient scheduling procedures resulting in an annual cost savings in
excess of $500,000.
• Coordinated all steel business maintenance training including working with internal and external
maintenance experts to design and teach training courses.
Training Analyst 7/1998 - 4/2000
• Supported current QS/ISO 9000 quality standards for training and development for over 400 hourly
associates, 20 supervisors, and 8 managers. Interviewed managers to identify individual associates’
development needs. Identified training and resources to bridge the gaps and meet requirements of
QS9000 goals.
• Used Legacy software to monitor internal training surrounding technical and safety training needs of 342
hourly employees. Reviewed gap and trend reports with managers. Identified resources to bridge gaps
and improve trends.
• Helped managers to improve their interaction with coworkers by developing their delegation,
management, and organization skills using Development Dimensions International (DDI) technique and
training course. DDI Certified Instructor.
• Facilitator for Focused Improvement Group. Used interviewing skills to enhance communications
among technical steel production team with the goals of improving efficiencies in material movement
process. Resulted in streamlined movement of steel throughout the production process, elimination of
unnecessary steps within the process and improved just in time delivery of product to the customer.
• Benchmarked front line supervisor development against competitors. Redesigned the training to help
address gaps and weaknesses in existing training plans.
• Member of Reliability Leadership Team. Worked on benchmarking best practice plant maintenance
issues. Established goals and guidelines for the apprentices and journeymen and evaluated how these
positions could be utilized to improve maintenance processes.
• Member of Diversity Action Team responsible for identifying a corporate diversity initiative. This
included establishing training needs, hiring trends, and methods to improve corporate culture.
Education
The University of Akron – Akron, Ohio
Masters in Business Administration
Internships
The Timken Company – Canton, Ohio
The University of Wolverhampton – Wolverhampton, England
Ohio University - Athens, Ohio
Bachelor of Arts – English Major
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