Human Resources Manager

MELINDA A. FABIANO - MSIR, SPHR, PCC

Iowa City, IA ? 319-***-**** ? **************@*****.*** ?

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

HUMAN RESOURCES MANAGER

Accomplished HR LEADER with 13+ years experience partnering with senior

leaders to identify, develop, and implement the people strategies needed

to grow both business and individual capabilities. Consistently deliver

high quality processes and services that contribute to profitability.

Collaborative and tactical with progressive HR functional and diversified

industry experience. Authentic passion for people - inspiring trust,

teamwork, synergy, and commitment at all levels.

AREAS OF EXPERTISE

Recruiting / On Boarding

Positive Employee Relations

Team Building / Coaching

Conflict Resolution

EHS / Health / Safety

Compensation Plan Development

Continuous Improvement / Lean

Metrics / Service Delivery / Budgets

Employment Law

HR Best Practices & Policies

Union Free Environment

Organizational Development

EXPERIENCE

IMPACT Group, Inc. ? Iowa City, IA

10/2011 to Present

A global human capital service provider supporting Clients with high-touch

/ high-tech solutions in talent development, employee mobility, and career

transitions that improve individual and organizational performance.

CAREER / TALENT STRATEGIST

Use a Solutions Focused Coaching Model and an e-learning platform to

deliver talent development services for Fortune 500 Clients including:

personal assessments, marketing strategy, social media / branding, resumes

/ cover letters, networking, interviewing, salary negotiation, and on

boarding / assimilation.

. Assigned and engaged 550+ Candidates; securing and delivering $825K+ of

coaching business.

. Candidate Evaluation Return Rate of 60% exceeds 40% Target.

. Candidate Satisfaction Index of 4.3 exceeds 4.0 Target.

. Recognized by CEO for 'Warm Lead Incentive' and 'Stories with IMPACT'

contributions.

RR Donnelley ? Eldridge, IA [Plant Closure]

8/2009 to

10/2011

Global provider of integrated communications with 55,000 employees, $10B in

sales, and 60,000 customers.

HUMAN RESOURCES MANAGER

Reported to VP Operations. Led HR Team at ISO registered printing facility

with $55M annual sales and 450 employees. Managed staffing, benefits

administration, salary planning, employee/labor relations, safety,

training, and compliance. Built relationships with senior leaders by

influencing HR related-decisions and coaching them to maximize their

leadership effectiveness.

. Member of Team that negotiated 4 year concessionary Teamsters labor

contract with $1.43M targeted savings.

. Recalibrated and raised employee expectations regarding safety,

ergonomics, productivity, and team work with targeted communications,

involvement, problem solving, and training initiatives.

. Implemented cultural and procedural changes that reduced safety

recordable rate by 14%.

. Led all business closure activities including employee communications,

WARN Act compliance, the coordination of state and local resources,

outplacement, a successful employee job fair, and securing a $650K Trade

Adjustment Act Training Grant. Redeployed key talent to other plants;

ensuring uninterrupted work transfer.

CIVCO Medical Solutions / Roper Industries, Inc. ? Iowa City, IA

4/2006 to 7/2009

$40M medical device manufacturer / distributor of ultrasound, urology, and

radiation oncology diagnostic products.

SITE DIRECTOR, HUMAN RESOURCES

Reported to VPHR at combined headquarters/manufacturing facility with 250+

non union employees. Proactively diagnosed HR issues/opportunities and

developed HR solutions/programs. Immediately staffed and launched a clean

room 'weekend' shift; reducing overtime expense and increasing capacity and

sales. Managed hiring practices, total rewards, associate relations, issue

resolution, performance, compliance, and corrective action. Consulted

business leaders in the identification of annual HR goals and drove towards

their successful execution.

. Recruited, assessed, and on boarded 90 'A Players' using Topgrading with

95% retention in first year of employment.

. Introduced the Caliper Assessment to assess candidates and identify

behavioral tendencies needed for job success.

. Introduced union free 'strategy' with focus groups, huddles, and training

plans; improving employee engagement.

. Developed new 'Discretionary Bonus' focusing hourly employees on core

values, safety, and innovation.

BorgWarner Inc. ? Auburn Hills, MI

9/2004 to 4/2006

$5.2B global manufacturer of highly engineered automotive systems and

components for power train applications.

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

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CORPORATE MANAGER, ORGANIZATIONAL LEARNING

Coordinated and delivered high-potential development programs that

maximized global leadership talent. Tools and processes included:

assessments, individual development plans, classroom / online training, on-

the-job activities, action learning projects, simulations, coaching, and

mentoring.

. Increased employee learning and performance by steering various learning

programs e.g. Talent For Tomorrow, Talent Leadership Program, and the

BorgWarner Production System.

. Facilitated 5 Assessment Centers in US and Europe for 250 High

Potentials.

. Aligned Executive Council to define its Lean Manufacturing mission,

strategy, and goals. Launched an e-learning

'Best Practices' portal for roll-out of 5 Priority Tools i.e. 5S, Kaizen,

Error-Proofing, Operator Licensing, Audit Systems.

. Designed and coordinated a 3 day team building and skill development

conference for 80 HR leaders.

Crane Corporation ? Iowa City, IA

2/2003 to 9/2004

$2.6B diversified global manufacturer of highly engineered industrial

products.

MANAGER, HUMAN RESOURCES

Reported to the Director, Operations at union facility that 'turned around'

in 4 months to exceed its production, scrap, and inventory turn goals.

Developed strong and trusting relationships with business partners.

Challenged their thinking on people matters. Influenced their support of

HR activities and provided coaching to ensure leadership effectiveness.

. Cultivated a more positive labor relations climate with proactive issue

resolution Made safety #1 and reduced

safety recordable rate by 15%.

. Developed new job descriptions and cultivated a more efficient facility

with 20% fewer employees.

. Coached managers in the development of performance scorecards improving

employee engagement and productivity.

. Facilitated Operational Excellence Yellow Belt training; increasing

employee accountability and efficiency.

Superior Essex ? Fort Wayne, IN

3/2001 to 2/2003

$600M global wire and cable manufacturer serving the auto, electronic,

electrical, and industrial power markets.

DIRECTOR, HUMAN RESOURCES

Reported to the President, OEM Business. Member of the business unit and

HR leadership teams. Provided strategic HR planning, goal identification

and execution. Lead HR Consultant for 2500 union/non-union employees in 12

plants & 25 warehouses in North America, Europe & Asia. Oversaw and

provided daily HR Generalist support to large field HR Team related to:

complex employee issues, senior level recruiting, job evaluation /

movement, workforce planning / headcount management, policy /procedure

interpretation /guidance, structure changes, HR communications, and

compliance.

. Closed Rockford, IL plant realizing $8.8M+ annual cost savings on labor

related issues.

. Successfully integrated $40M, multi-state acquisition while averting

potential FLSA litigation and environmental risks.

. Conducted rapid searches for operations / finance executives and saved

$275K in budgeted consulting fees.

. Concluded labor negotiations with no work stoppages at 4 plants with 4

different unions.

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

3/1998 to 3/2001

$19B leader in internet-based data, voice, and image communications.

DIRECTOR, HUMAN RESOURCES

Reported to VPHR. Supported 3 EVPs (R&D, Network Planning & Network

Complex Services) serving as their trusted HR advisor. Member of the HR

leadership and 3 business unit teams. Developed strong knowledge of

business areas supported (goals/challenges, products/services,

structure/jobs, culture). Guided and advised a large field HR Team in

matrix structure. Provided HR services to 10,800 union/non-union employees

across 15 states. Partnered with other HR Leaders and Centers of

Excellence in the development/deployment of company-wide HR programs.

? Promoted from HR Manager to HR Director in 6 months. Recognized by

business units with President's Club Award.

? Increased region's productivity/morale by coaching managers on goal

setting and performance management.

? Filled 1100 technical and professional openings in 6 major cities

meeting all budget and time to fill targets.

? Increased leader bench strength by championing "9 cell" succession

planning process across assigned region.

EDUCATION

The University of Texas at Dallas Naveen - Jindal School of Management ?

Dallas, TX

Professional & Executive Coaching Program - March 2014

Iowa State University ? Ames, IA

Master of Science ? Industrial Relations

University of Connecticut ? Storrs, CT

Bachelor of Arts ? Psychology

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

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CERTIFICATIONS / TRAINING / TECHNICAL SKILLS

International Coaching Federation

Professional Coaching Certification (PCC)

Human Resources Certification Institute

Senior Professional in Human Resources (SPHR)

Toastmasters International

Watts of Talk Chapter President

Competent Toastmaster (CTM)

Development Dimensions International

Targeted Selection - Interviewer and Trainer

Bizet Human Asset Management

Activity Vector Analysis (AVA)

Saratoga Institute

Measuring Human Resources Effectiveness

RR Donnelley

Advanced Safety Observation Training - Trainer

CIVCO Medical Solutions

Bradford D. Smart - Topgrading

Caliper Corporation - Caliper Assessment User Training - Hiring and

Employee Development

Center for Business - Southeastern Iowa Community College - Value Stream

Mapping Workshop

BorgWarner Inc.

Denison - Leader Development Survey and Organizational Culture Survey

Discovery Learning - Decision Style Profile, Change Style Indicator, and

Press Time Simulation

Corporate ProfitAbility Simulation

Understanding Financial Concepts & Resource Allocation

LaMarsh Global - Managed Change

Crane Corporation

Certified Operational Excellence Yellow Belt - Trainer

Qwest Communications

Partners In Change - Performance Consultant Training

Lominger Ltd. Inc. - Leadership Architect Suite (Competency Model)

Myers-Briggs Type Indicator Step 1 and 2 (MBTI)

Technical Skills

MS Office, Outlook, Access, Lotus Notes, Visio, Project, OrgPlus, Wingspan,

Open Hire

HRIS & Payroll - PeopleSoft, Oracle, SAP, ADP Workforce, Plex, ABRA

Talent Management Systems - Taleo, Kenexa, Success Factors

Learning Management & Performance Management Systems[pic]

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