JULIE L. GANIM

**** ***** **** acf60h@r.postjobfree.com

Brecksville, OH 44141 440-***-****

Executive with extensive Human Resources/Organizational Development and

Communication experience with a focus on working with business partners in

the areas of talent management and related business strategies,

facilitation of strategic and organizational change at all leadership

levels including C-suite interventions; design and implementation of

complex enterprise - wide projects, cultural transformation and OD

diagnostics, which include design of an enterprise - wide competency

development and computer based process.

Collaborated and facilitated training and information exchange by working

closely with HR partners, business leaders and end users; worked closely

with project team members to implement organizational change. Excellent

understanding of adult learning and training; developed an enterprise wide

computer based competency identification and development process/system;

recognized as a leader in the implementation of high performing work

systems, succession planning systems, talent acquisition and change

management in global Fortune 500 corporations, entrepreneurial and start-up

organizations. Specific areas of expertise:

Lean manufacturing/transactional Black Belt Succession

Planning/Development High Performing Work Systems Merger and

Acquisition analysis

Competency modeling Executive Coaching and Mentoring

Organizational Development Change Management leadership

Performance Management Systems Talent Acquisition

EXPERIENCE and ACCOMPLISHMENTS: Consulting practice includes two

transitions into full time employment for client companies: General

Electric plc (Picker International) and Omnova Solutions Inc.

VisionaryHR llc,

2004 - present

Consultant in the areas of training, executive coaching, High Performing

Work Systems, and leadership development. Strong recruiting expertise for

executive positions, technology and scientific staff and manufacturing

and administrative positions. I have designed and managed the

implementation of mentoring programs, facilitation leadership and

extensive experience in both tactical and strategic Human Resource

management.

. Designed and implemented benefits programs, compensation strategies and

other HR baseline processes

. Created and implemented tactical and strategic recruiting programs

. Designed and implemented competency modeling processes and identified the

training and development necessary to increase competencies for current

staff and for use in recruiting models

. Change Management Lead for HR integration project. Led team responsible

for direction and structure around communication and training for the

integration of approximately 10,000 employees into a corporate shared

services model. The services included payroll, employee services and

centers of expertise such as Training and Development, Compliance and

Recruiting.

. Designed enterprise level organizational development programs and

processes involving performance management and succession planning

. Designed and led team responsible for implementing Greenfield High

Performing Work Systems - achieved an outstanding level 1 status as

evaluated by outside assessment

Projects:

Nestl : Lead Change Management Consultant: 8 month assignment; Led change

management team across multiple business units, responsible for design,

development and implementation of communication strategies, creating

employee and manager communications, training of HR staff, acquiring

specific technical implementation information and working with subject

matter experts to ensure that all materials, communications and timelines

were accurate. The change management responsibilities covered benefits open

enrollment, 401(k)/pension, payroll, HR functions such as recruiting,

compensation, and other areas where we identified with the subject matter

experts the gap between current and future state.

Nano-Tex llc: 2 year assignment: created and implemented high volume

recruiting methodology for scientists and technology staff including

competency modeling, selection model interview techniques, set-up HR

structure and processes, executive coaching for management staff and senior

level scientific staff. Hired approximately 70 people, conducted training

for staff on behavioral interviewing, established a grading level system;

researched competitive compensation and designed compensation program.

Established all HR processes including legal compliance requirements.

Metro General Heath System: 4 month project: Research project focused on

best practices for public hospital systems of comparable size and funding

methodology.

City of Cleveland/Cuyahoga County Commissioners: 5 month project: Benchmark

and recommend job descriptions, salary levels based on research of other

cities of like size. Project output: recommendations for structure changes,

staffing levels, and compensation ranges and matrices.

Delta Systems: 1 year assignment: created job descriptions and recruiting

strategies. Designed and implemented training programs for behavior based

interviewing. Developed competency modeling and recruiting strategies for

senior level technical and manufacturing executives, compiled a short list

of recommended candidates., led the interview, offer and on boarding

processes. Created HR processes and measurement metrics for use throughout

the organization and for reporting to the board of directors. Conducted and

led lean black belt processing and lean manufacturing projects.

KEY CORPORATE POSITIONS:

OMNOVA Solutions Inc 2001

- 2004

$1billion Performance Chemical and Building and Decorative Products Company

Senior Human Resources Manager - Decorative and Building Products division

- Fairlawn, OH

Responsible for all HR leadership programs and initiatives within the

organization; day-to-day responsibility for all aspects of HR processes and

development for $550 million manufacturing and distribution business.

Transitioned from consultant to employee at client's insistence. Initial

focus was to complete installation of High Performing Work System; achieved

world-class status with lean technical/functional team; under budget while

meeting production standards and marketplace requirements.

. Conducted organizational assessment of division resulting in savings

of $350K

. Lean Manufacturing Black Belt - led team responsible for $800K in

manufacturing and transactional process savings

GENERAL ELECTRIC COMPANY, p.l.c. - London, England 1997 - 1999

$18 billion aerospace, telecommunications and medical imaging company.

Director, Human Asset Development (Picker International, Inc. - Cleveland,

OH)

Designed and implemented leadership development programs aligned with

business objectives. Responsible for all individual and group behavior

assessment, modification and development; change management and

facilitation for this $1.5 billion manufacturer and distributor of medical

diagnostic imaging equipment and supplies with 5,000 employees.

Transitioned from consultant to full time regular employee

. Leader of team responsible for designing and implementing global employee

development and organizational effectiveness programs and processes.

. Led initiative and facilitated process for competency assessment and

modeling throughout the global organization.

. Leader of team responsible for attaining world-class levels of leadership

and human resource initiatives, utilizing Malcolm Baldrige criteria.

. Assessed employee satisfaction through employee survey process, utilizing

focus group team process

. Created and led cross-functional global team responsible for establishing

an employee directed development process.

THE BFGOODRICH COMPANY - Cleveland, OH 1993 -

1997

$2.1 billion aerospace and specialty chemicals company with 14,000

employees.

Director of Human Resources (Tremco, Inc. - $400 million division within

specialty chemicals. Global manufacturer and distributor of sealants and

coatings with 2500 employees.)

Senior Human Resources Executive responsible for global operations

including the design and implementation of strategies and programs aligning

the business direction; utilizing common platforms and company wide

competency modeling providing a basis for succession planning, performance

management, team building, talent acquisition and career planning. Served

as internal expert for organizational development needs within Specialty

Chemicals. Responsibilities also included management of Facilities and

Health and Safety functions. Reported to the President/CEO.

. Member of the executive operations team responsible for global business

operations, designed, communicated and implemented 3 year strategic

direction plan for the business including growth, change issues, mergers

and acquisitions. Implemented HR strategy in support of the strategic

plan.

. Directed the design and implementation of compensation programs including

sales compensation based on contribution margin, gain sharing, and

variable pay.

. Integrated competency assessment and analysis into: succession planning

process, recruiting and development planning.

. Managed consolidation of several sites onto one campus; completed the

project under budget.

. Created reward/recognition systems aligned to business needs.

. Designed union avoidance strategy; implemented training programs, lead

team responsible for designing strategy during union organization

attempt.

. Designed strategy for contract negotiations with the United Steel Workers

providing a more flexible union contract, (including continuous operation

clauses and elimination of pay for time not worked) while holding wage

increase to region competitive levels.

. Reduced workers compensation by $170,000 per year.

TELXON CORPORATION, Akron, Ohio 1985 - 1993

1985 - 1993

$350 million leader in design, manufacture and distribution of

microcomputer systems.

Vice President, Human Resources and Corporate Communications (1989-1993)

Senior level executive reporting to the President/CEO with global

responsibility for leading Human Resources, Investor Relations and

Corporate Communications. Member of the senior leadership team during a

period of significant growth and stock volatility.

. Served as member of cross-functional team working with McKinsey & Co. to

develop a process and conduct analysis of company strengths primarily in

Research and Development, and Marketing.

. Member of team responsible for designing and implementing TQM/ISO9000

platform including training and employee communication.

. Led the initiative with the Board of Directors to design and implement

executive compensation programs.

. Designed and implemented new benefit strategies, saving $200,000 with no

increase to employee contribution levels.

. Managed, as part of senior team, all aspects of assimilation of

acquisitions into corporate structure.

. Evaluated, selected and installed HRIS platform.

. Created a formal sexual harassment training program.

. Increased stock value from five to twenty-four by securing coverage with

specialty brokerage firms such as Hambrecht and Quist, and William Blair

& Company.

. Generated the design and content of 10K (business section), press

releases and award winning (Silver Tower, DESI, APTC) annual reports.

. Improved local and national press relations. Managed several crisis

situations involving decline of stock price and change of key personnel.

Acted as primary corporate spokesperson helping to rebuild company

credibility with Wall Street community and major investors. Resulting in

significant increase in stock value.

. Initiated new corporate program for internal and external communications,

such as employee newsletters and financial information.

Director, Human Resources (1985 - 1989)

Responsible for compliance and development of Human Resources programs such

as compensation, benefits, performance management, recruiting, training and

development.

. Saved $100,000 in temporary agency and search fees by developing a

recruiting strategy.

. Rebuilt HR organization to meet company's strategic needs and growth

without increasing staffing levels.

Manager, Benefits Planning and Recruiting

Manager, Marketing Services: Responsibilities included business

development, market research, trade show management, and literature/video

design and production

EDUCATION AND AFFILIATIONS

BA, History/Sociology and Secondary Education, John Carroll University,

Society for Human Resource Management, Program Director 1991-1992

HR Planning Society, Junior League of Cleveland, Women's City Club

Current and past service on several not-for-profit boards

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