Human Resources Sales
Resume:
HANS J. KUHLMANN – MS & PHR
Hackettstown, NJ 07840 ****.*********@*****.***
EXECUTIVE SUMMARY
Business Partner/Human Resources Professional with proven leadership and diverse industry experience. Proven expertise
within diverse work environments including Corporate Office, Research & Development, Sales Center, Manufacturing and
Distribution facilities. Provided strategic solutions and assisted organizations in meeting changing business needs. Track
record for creating a well-balanced work environment that attracts, motivates, develops and retains high caliber talent. Fluent
in German, Spanish and English.
Strategic Management Human Resources Development
Workforce Planning/Employment Leadership Development
Talent Management/Succession Planning Change Management
Compensation & Benefits Affirmative Action Program /EEO
Organization Design/Development Employee Relations
PROFESSIONAL EXPERIENCE
NOVARTIS PHARMACEUTICALS CORPORATION, East Hanover, NJ 2007 – Present
Director of Human Resources, Business Partner
A key business partner and advisor to the Executive Global IT Management Leadership team, directly managing a team of two,
a HR Generalist and a HR Assistant. Providing support to 350 employees of the Global IT Infrastructure in the region
(Canada, United States, Latin America & Switzerland) in nine locations across nine Business Units.
Managed and coordinated the outsourcing of the IT Infrastructure function to four major global vendors, resulting in
the company meeting its goals to increase overall organization effectiveness and efficiency. Assisted the business in
realizing a cost savings of over 110 million USD per year.
Led highly sensitive organizational initiatives related to the regional & local restructuring program as part of the IT
outsourcing initiative; implemented and managed the head count reduction from 350 to 80 employees in the region.
Met organization’s goal to reduce staff on target, limiting exposure and not generating any legal actions or EEOC
claims.
Participated in the re-design of the newly created Global IT Infrastructure Organization. Worked with the VP of IT
and the global HR team in the assessment and selection of the new leadership team. The global leadership team was
re-organized from 24 positions down to 9 global positions and the organization headcount was reduced from 1100 to
420 employees during a 6-month span. Saved the company 600K in severance payouts by locating new jobs for 8
employees.
Teamed with an outside vendor to develop Change Management training for the leadership, management and
associates. The program was successfully rolled out to all associates across the globe. Coordinated the
implementation of the Notification Training for the management team.
Active member of the regional steering committee leading and representing the Human Resources work stream for the
region. Identified key employees who need to transfer knowledge and be seconded by the vendors as well as
collaborated with Vendors’ HR associates in selection and transfer of 35 employees within the Americas.
Led the development, coordination and communication of the newly created performance development process for
420 global employees by providing ongoing and proactive coaching to the management team both local and global.
Conducted the global performance development cycle and delivery of performance development tools.
RECKITT BENCKISER, INC., Richmond, VA 2003 – 2007
Director of Human Resources, Pharmaceutical Division
Acted as an advisor to the General Manager (GM) of a start up business and led all aspects of the Human Resources function.
The Business Unit grew from 67 million to 350 million USD and employees grew from 37 FTE to 250 FTE, directly
supervised one HR Assistant. A key business partner and advisor to the Executive Leadership team providing support to
Sales, Marketing, Managed Care (Commercial & Public Segment), Medical Information Unit, Clinical, Scientific &
Regulatory Affairs (FDA & DEA), Finance, IS and Legal client groups.
Designed and implemented the Vision and Human Resources Strategies for the organization, the policies and metrics
that measure overall business performance for the new start up business which developed into a highly successful 350
million revenue/250 employee organization. Increased the workforce through four expansions from 37 FTE in 2005 to
250 FTE in 2007 and sales from 67 million USD to 350 million USD.
Implemented a 360-degree (Leadership Architect Competencies) feedback for the leadership management team.
Provided the feedback results, assisted in the development plans and recommended training needs to close the gap on
each individual.
HANS J. KUHLMANN – MS & PHR
Page 2
Reckitt Benckiser…(Continued)
Led the culture development of the organization by using Senn-Delaney Leadership tools and practices. Coordinated
the implementation of the workshops across the business. Conducted the initial survey to measure the company
culture profile and implemented four project teams to take corrective measure to change the culture.
Collaborated on the design of and administered two Sales Incentive Plans (SIP) for the sales team as well as an
incentive plan for the corporate employees. Developed a short-term incentive for Sales, retaining and motivating key
talent. Implemented a bonus target for each function by position across the organization.
Participated in the development and design of the career path for the Marketing group, developed the competencies
model and performance review document for the Sales workforce.
Manager of Human Resources, Consumer Division, Parsippany, NJ
Reported to the VP of Human Resources and led all aspects of Human Resources for 450-employees, directly managing the
Staffing department for the corporate office (1 Manager & 2 Recruiters). Provided support to three Global VP’s of R&D,
Senior VP of Finance, Global VP of IS, Senior VP of Legal, Regulatory Affairs and Safety (FDA & EPA), Finance, Legal,
Facilities and Human Resources. Provided support to employees in Great Britain, Mexico and the United States.
Partnered with the VP of R&D to model and shape the facility culture enabling it to become a high performance
center (Senn-Delaney Leadership). Influenced the acceleration of the performance of the lab, from the lowest
performance to the highest performance facility within a 15-month time span.
Established a new talent pipeline by implementing a recruitment and assessment process ensuring the development of
future leadership for scientist talent pool. Developed a rotation program and an internship program for Finance.
Utilized succession planning, identified, interviewed and successfully recruited 20 global candidates across the client
groups. Conducted interviews in Europe as part of talent identification for the client groups. Launched and
coordinated a coaching/mentoring program for R&D, Finance and Information Technology client groups.
Initiated and spearheaded a college and professional recruitment strategy that has been adopted by the company while
working with customers to identify and meet hiring related goals including attraction, retention and diversity.
Recruited twenty-five graduate students (PhDs and Masters) from the top 25 universities and saved the company over
175k on recruitment costs while doing so. Implemented an Applicant Tracking System (ATS) and saved the company
over 800k per year on recruitment cost by doing so. Led the Staffing department for the corporate office.
COCA-COLA ENTERPRISE, INC., Carlstadt, NJ 2000 – 2003
Manager of Employee Relations
Reported to the Sales Center Manager, managed the human resources functions for a 550-employee Sales and Marketing
facility ($180M in sales), directly supervising one HR Assistant. Provided consultation to senior management in all aspects of
human resources. Administered the collective bargaining agreement (CBA) for the operation.
Managed the branch’s Human Resources functions including: staffing, compensation, health and welfare benefits,
retirement plans, labor relations, performance counseling, training, safety, EEO/Affirmative Action Programs,
Worker’s Compensation and Disability claims, job posting/advertising, on boarding, and exit interviews.
Partnered with management to lead structure and execute succession planning and professional development plans
that ensure business continuity. Assist management by identifying skills and recommending solutions to capability
gaps within the Organization and implementing action plans.
Collaborated with senior management to identify future leaders at all levels in the organization whose leadership and
professional qualities should be developed for key positions.
Coordinated and administered all Worker’s Compensation and Disability claims and interfaced with internal and
external stakeholders. Participated actively in the monthly Safety committed meeting.
PHELPS DODGE CORPORATION, West Caldwell, NJ 1997 – 2000
Human Resources Specialist
Reported to the Plant Manager, managed, and maintained all human resources functions for 475 employees in three
manufacturing facilities, directly supervising one assistant. Led the implementation of PeopleSoft 7.0 & 7.5 for the facility.
Analyzed and recommended a formal wage structure to senior management to be presented as part of the (CBA) union
contract negotiation process. Was actively involved in union contract renegotiations.
Performed and implemented the execution of the operation restructuring managing RIF affecting 300 employees and
closing two manufacturing facilities over a 9-month span. Administered the WARN ACT notification to employees as
well as communicated with the necessary parties, legal counsel, local officials and department of labor
representatives.
HANS J. KUHLMANN – MS & PHR
Page 3
Employee Coordinator
Introduced a new Benefit Plan (HMO) as part of the of the union contract negotiations proposal for the hourly workers
in the manufacturing sites. Verified the calculations of the monthly premiums statements for all group insurance
policies and maintained statistical data relative to premiums, claims and cost.
Partnered with management team to create the job descriptions, selection, training and implementation for five work
teams as part of the new cell manufacturing process implementation. Developed competencies and pay scale for each
lean manufacturing unit.
GT INTERACTIVE SOFTWARE CORPORATION, Edison, NJ 1996 – 1997
Employee Relations Representative
Provided Human Resources leadership during a period of operational growth from one facility with 70 employees to two
facilities (Manufacturing & Distribution) with 600 employees. Recruited over 600 employees during 18 month time span.
Human Resources Coordinator
Led the recruitment efforts in the newly created manufacturing site. Staffed the manufacturing site on a 90 days
notice from start to finish. As part of the company growth, recruited 45 new employees in a 30-day span for the third
shift operations. Administered the Collective Bargaining Agreement (CBA) for two operations.
EDUCATION
Rutgers, The State University of New Jersey, New Brunswick, NJ
Master of Labor and Employment Relations, School of Management & Labor Relations, Graduated with Distinction
University of Delaware, Newark, DE
Bachelor of Science, Business Administration, Alfred Learner College of Business & Economics, Management Concentration
PROFESSIONAL CERTIFICATION
PHR, Professional in Human Resources as certified by (SHRM)
Leadership, Teambuilding & Culture Change - Senn Delaney Leadership
Leadership Architect Competencies -Lominger International
Leaders Creating Positive Work Climates - Hay Group, Inc.
Emotional Intelligence Accreditation - Hay Group, Inc.
Climate Improvement -Hay Group, Inc.
Situational Leadership II -The Ken Blanchard Companies
Leading Global Projects - Thunderbird School of Global Management
Building High Performance Teams - Wilson Learning
Coaching For Success - DDI
Targeted Selection Interview - DDI
Project Management - Change First
Base Pay Management - Word at Work
Mergers & Acquisitions - Word at Work
PROFESSIONAL ASSOCIATION
American Society for Training & Development - ASTD
Society Human Resources Management - SHRM
World at Work
American Bar Association – ABA
COMPUTER SKILLS
Proficient in PeopleSoft 7.0, 7.5 & 8.0, Microsoft Office, Kenexa BrassRing 10.0,
and the following Operation Systems: Windows 2000 and XP.
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