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HR Executive

Location:
Stamford, Connecticut, United States
Posted:
August 31, 2017

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DIANE BABALA

*** **** **. **** #* Stamford, CT **907 203.***.**** www.linkedin.com/in/diane-babala ac13q0@r.postjobfree.com Proven Executive Human Resources professional with deep global experience in financial services, consumer products and industrial sectors. Strategic partner in making HR a key element in business priorities and successful in building relationships across matrixed organizations. Sought out resource as team member with senior executives transforming organizations to create high performing business units. AREAS OF EXPERTISE

ORGANIZATIONAL TRANSFORMATION / ACQUISITION INTEGRATION / RESTRUCTURING / TALENT MANAGEMENT / EMPLOYEE RELATIONS / MANAGERIAL FINANCE / CHANGE MANAGEMENT / TRAINING & DEVELOPMENT / LEADERSHIP COACHING & DEVELOPMENT / STAFFING E X E C U T I V E H I S T O R Y

2009 to 2016: GE-Capital – HR Leader-Risk

Designed multiple reorganizations and created new organizations to address business and regulatory requirements. Supported and staffed build-out of Regulatory infrastructure with over 300 hires. Moved quickly from aggressive staffing environment to business sale activities, effectively addressing employee concerns and morale.

Developed and launched training structure, Risk Management Program (RMP), for undergrads. Re-calibrated summer internship participation to improve candidate pipeline for RMP.

Served as Project Co-Lead to develop Risk Capability Guides for Lending and Analytics, defining expectations on job requirements, skill development and promotion thresholds. Sought out inputs from senior leaders, ensuring buy-in from senior management.

Requested to provide on-going analysis of compensation and personnel planning, identifying $10M budget variance. 2006 to 2009: GE-Capital Commercial Finance – HR Leader-Risk, Marketing & Industry Leaders

Led major Reduction in Force efforts during financial crisis and developed efficient structures for the go-forward organization. Coached managers on handling employee discussions and co-led difficult/volatile employee discussions.

Designed and launched interim review process addressing employee satisfaction survey concerns, resulting in greater focus on recommended training, performance assessment and improved dialogue between managers and employees.

Created strong degree of trust with Senior Management based on my ability to assess and address employee performance issues quickly with minimal cost to the company. Trusted advisor based on demonstrated finance skill set and thorough understanding of business/functional activities and personnel.

Mentored new HR hires and assisted with assimilation into the business unit and GE. 2005 to 2006: GE, Stamford, CT – HR Leader-Global Corporate Tax

Working with GE Officers, initiated and facilitated cross-unit talent assessments. Ensured maximum organizational effectiveness through detailed organization structure reviews, succession planning and talent pipeline identification.

Integrated Financial Services and Industrial Federal Tax teams. Re-aligned compensation structures and planning to ensure fair representation. Re-aligned reporting structures for organizational efficiency.

Identified employee concerns through surveys. Actioned improvements by re-vitalizing the Management Award process and performance management discussions. Effectively counseled out poor performers without financial impact to company.

Established summer internship program to develop hiring pipeline for highly technical/specialized roles. 2003 to 2005: GE-Capital, Stamford, CT – HR Leader-Capital Tax, Regulatory Affairs and Global Risk

Expanded staffing activities in the high-growth Tax department across 20+ countries. Reviewed personnel, reporting structures, and organizational effectiveness, identifying gaps and establishing cost effective organizational structures/locations.

Launched hiring effort for newly established Regulatory Affairs and Global Risk functions. Identified needs, designed organization structure and quickly addressed staffing/hiring requirements.

Identified effective Preferred Recruiters and established consistent contractual agreement conditions, lowering hiring costs and improving candidate hit rate.

DIANE BABALA

584 Hope St. Unit #1 Stamford, CT 06907 203.***.**** www.linkedin.com/in/diane-babala ac13q0@r.postjobfree.com 2001 to 2003: GE-Capital, Stamford, CT – HR Manager-Executive Finance Staffing

Working with GE Officer-CFO, created metrics to evaluate and define Executive Level Finance roles in expanding global Capital businesses. Implemented standard evaluation process to ensure positions were regularly reviewed. Staffed ~100 Executive level positions per year.

Strengthened candidate evaluation and placement by transforming assessment process into more personalized review. Increased senior level management participation resulting in greater knowledge of the potential candidate pool and better placement success. Improved talent development and networking by implementing Executive Level mentoring program and cultivating increased interaction during Finance Council meetings.

Led global EFLP selection process for Financial Services businesses resulting in 70%+ hit rate.

Evaluated/assessed acquired businesses’ talent for successful placement and maintained employee motivation during transition periods. 1997 to 2001: GE-Capital Europe, London, UK – Manager-FMP Capital Europe

Launched Pan-European program, collaborating with business CFOs, to determine staffing needs, recruitment strategies, participation and appropriate rotation scope. Expanded program from 20 to 100+ FMPs on localized compensation and built program office. Published Operating Procedures and launched Website to improve communication and process understanding.

Designed and delivered Assignment Leader Training to address performance feedback and roles/responsibilities concerns.

Forged relationships with top European Business School placement offices and Pan-European Recruiting Event coordinators. Participated in panel discussions which broadened message and understanding of the FMP Program and GE career opportunities. Early Career

Strategic Planner, PepsiCo/Yum Brands, Louisville, KY 1996 - 1997 Sr. Financial Analyst and Experienced Financial Leadership Program (EFLP) participant, GE-Appliances, Louisville, KY 1994-1996 FP&A Analyst, GE-Lighting Europe, London, UK 1993 - 1994 FP&A Analyst and FMP Program Manager, GE-Tungsram, Budapest, Hungary 1992-1993 Financial Management Program (FMP), GE-Aircraft Engines, Cincinnati, OH and Wilmington, NC 1989-1992 EDUCATION & VOLUNTEERISM

BBA (International Finance and Accounting) – Stephen M. Ross School of Business-University of Michigan, Ann Arbor Treasurer, Oxford Court Homeowners Association

Trustee and Cantor, Church

Performance Management and various HR Processes

Employee Relations

Leadership and Employee Counseling with Innovative Solutions shared as Best Practices across the Organization Employee Support, Retention

Compliance Policies and Procedures

Strategic Partner, Business Strategy

Collaborates across all levels of the organization Human Resources Management

Organizational Design

HR Business Partner with Proven Track Record to Influence and Drive Business Leaders with Professionalism and a Confident Influencing style



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