Human Resources Leader

Dana Montanari

206-***-**** Edmonds, WA ****.*********@*****.***

EXECUTIVE PROFILE

Accomplished strategic and metrics-driven HR Executive with 15+ years experience in leadership positions from mid-size

to Fortune 1000 US-based companies with employees worldwide. Proven track record of identifying opportunities in

business, people, and systems that impact business growth and improved performance. Approaches HR and business

challenges with objective reasoning, steadfast efficiency, and enthusiasm. Brings a strong and well-established record of

positive HR impact focusing on executive partnership and coaching; building meaningful relationships with division and

department leaders; leading and managing cost-effective and efficient HR departments; solving complex employee

relations issues; developing a thoughtful culture change methodology; and developing and implementing performance

management solutions.

PROFESSIONAL EXPERIENCE

ALERE WELLBEING (ACQUIRED FREE & CLEAR IN 2009), Seattle, WA

2003 – 2014

$2B public company specializing in medical devices, diagnostics, and behavior change services serving employers, health plans, and state governments.

Known for its scalable service quality, dedicated account management, continuous improvement, and transparent reporting of measurable outcomes;

12,000+ globally dispersed employees.

VP – Human Resources 2007 –

2014

Senior Director – Human Resources, Culture, and Performance 2005 –

2007

Director – Human Resources and Administration 2003 –

2005

Recruited to Executive Team, reporting to COO/CFO and President, to build and sustain all components of Human

Resources including strategy and direction; executive team coaching; organizational development; HR benefits, programs,

and processes; HRIS selection and setup; talent acquisition program; HR employee services; and developing a team of

highly qualified HR professionals. Managed team of 7 HR staff.

Executive Leadership – Built, led, and sustained HR function in a rapid growth startup; developed and cultivated strong

partnerships with C-level and Executive Team; served as executive coach to SVP/VP-level and Sr. Management Team

with a focus on culture development, business performance, and improving leadership competencies.

Talent Management – Developed, in partnership with Executive Team, talent management strategy to support organic

company growth from $0 to $75M and from 140 to 800+ employees. Led recruiting team, balancing local recruiting

support with more cost-effective national delivery model; reduced recruiting conversion fees to $0 over 8+ years and

eliminated use of recruiting agencies resulting in$1.7M savings. Upgraded recruitment practices and improved attraction,

acquisition, and retention of talent through use of highly predictive selection process (Adler and PI tool).

Culture Development – Developed employment brand strategy that positioned company as employer of choice; received

Honorable Mention in Best Businesses to Work For (Working Woman and Puget Sound Business Journal). Led

development of diversity and inclusion strategy focused on increasing company’s ability to continue its rapid growth in a

global setting.

Performance Management – Created performance management strategy including no-rating performance reviews and

feedback training for enhanced performance. Implemented employee engagement methodology to enable business leaders

to make data-driven decisions regarding talent priorities. Implemented and leveraged metrics-driven performance

measures and SLAs to ensure alignment with and achievement of corporate strategy and business goals on a quarterly

basis.

Organizational Development – Introduced the use of 9-box methodology to determine high potential employees and

teamed with leaders to prepare development and retention plans. Partnered with global HR partners to create annual

HRBP survey and development plans for HR Business Partners at U.S. divisions; HRBPs received 3.8 rating on 5 point

scale and related development goals.

HR Operations – Led and deployed practical HR strategies that aligned with business needs while ensuring effectiveness

of HR provision of services to over 350+ U.S.-based remote and 450 Seattle-based corporate employees. Reduced and

Dana Montanari

206-***-**** Edmonds, WA ****.*********@*****.***

maintained benefits program costs to less than 2% increased over 5 years during a period of 20% annual increases.

Implemented metrics tracking and reporting enabling Alere Wellbeing to reduce turnover by 20% in year one. Managed

employee relations claims expertly, resulting in less than $100K claims payouts over 10 years.

MONTANARI HR CONSULTING, Seattle, WA 2002 –

2003

Provided HR expertise in human resources strategy and programs.

Principal & Consultant

Provided broad range of HR consulting services to the health care industry; primary client: Group Health Cooperative.

Conducted HR needs assessments, provided management consulting, and executive training. Change management lead for

company acquisition. HR operations and project management consulting to aid in improved business processes.

ZYGO TERAOPTIX, Westborough, MA 2000 –

2002

Publicly held manufacturer of high-end optical systems and components for macro- and micro-optics; 600 employees.

Human Resources Manager

Senior HR executive reporting to COO/CFO, member of executive team. Recruited to build HR infrastructure, systems,

and processes following acquisition by parent company, Zygo Corp.

• Coached and advised senior executive team on effective management of the firm’s human capital

• Established HR strategy and direction, evaluated and selected benefits program, set recruitment and staffing

direction

• Created and implemented performance management program and related compensation guidelines

• Built and populated HRIS database in ADP’s HR Perspective

WELLINGTON MANAGEMENT, Boston, MA

1994 – 2000

Privately held global institutional investment management firm with $890B assets under management; 1,700 employees.

Human Resources Generalist 1998 –

2000

MBA Program Manager 1997 –

1998

Recruiter 1995 –

1996

HR Administrator 1994 –

1995

Over 6 years of progressive achievements and promotions culminating in HR Generalist role reporting to Vice President of

Human Resources responsible for MBA program management, talent acquisition, employee relations, policy and

procedure management, and HR administration. Key accomplishments included:

• Created and managed MBA summer internship and hiring program; worked primarily with Harvard, Dartmouth

(Tuck), University of Chicago, Northwestern, and University of Pennsylvania/Wharton School

• Built first applicant tracking system using MS Access

• Managed and facilitated international and domestic relocation for executives and families

PUBLICATIONS

Montanari, D. “Me, My Weight, and I.” We Came Back to Say, An Anthology of Memoir. Ed. Theo Pauline

Nestor. Lake Forest Park: Third Place Press, 2012. 50 - 57. Print.

Montanari, D. “My Take.” Human Resource Executive. Forecast 2009. Print.

McAfee, T., Montanari, D. “Tobacco Cessation Programs Can Prevent Billions of Dollars in Health Care

Costs.” Employee Benefit Plan Review, July 2005. Print.

McAfee, T., Montanari, D., Tifft S., Zbikowski, S. “Preventing Premature Death: Tobacco Treatment Services

for Employees.” Employee Benefits Journal, March 2004. Print.

Dana Montanari

206-***-**** Edmonds, WA ****.*********@*****.***

EDUCATION

M.F.A., Creative Writing, Goddard College, Port Townsend, WA – expected June 2016

B.S., Business Administration, Northeastern University, Boston, MA

Certificate, Professional Coaching, University of Strathclyde, Glasgow, Scotland UK

Certificate, Memoir, University of Washington, Seattle, WA

Certificate, Human Resources Management, Boston College/NEHRA, Boston, MA

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