Management Development

Sheri Tiernan

**** *********** *****, ****, **. *6123

Phone: +1-317-***-**** : ******@*****.***

Summary

Accomplished HR leader with a solid record of success supporting complex, global union and non-union organizations

ranging from 3,000 to 40,000 employees across as many as 16 countries. Strong business acumen skills, pragmatic and

highly collaborative. Able to think strategically and translate strategy into actionable plans with measurable results.

Leads and develops successful customer facing HR teams that are focused on functional excellence.

Work Experience

Corporate HR, Compensation and Benefits Director April 2013 to Current

Quest Specialty Chemicals

Quest Specialty Chemicals was established in 2003 by chemical industry veterans to become a leader in specialty chemicals and

coatings and is the largest privately held specialty coatings manufacturer in the United States. Reporting directly to the CEO and CFO I

am the head HR director for this private equity owned company.

• Manage health and welfare plan design, actuarial analysis and Affordable Care Act compliance for the entire

Quest organization including regulatory filings (5500’s), discrimination testing and IRS submittals.

• Developed holistic benefit strategy, which reduced costs by 17% in 2014 with greater diversity in benefit

offerings.

• Developed overall compensation strategy for Quest business that incorporates broad banding for all roles,

associated job titles and incentive compensation schemes.

• Developed contract negotiation strategy which led to early ratification with USW achieving cost and strategic

objectives and year over year savings on wages and benefits.

• Business consultation with executives and leadership teams in the area of performance management,

succession planning and compensation.

• Extensive recruiting and talent management execution in all areas of the business from plant operations to C-

level positions.

• Successfully closed on a major acquisition within a six week time period with no impact on employee pay and

benefit status. Built an HRIS front-end system, negotiated benefit plans for a 200-person union and non-union

employee base, managed payroll and HR integration.

Senior HR Business Partner/Director September 2010 to March 2013

CHEMTURA CORPORATION

Chemtura Corporation is a global specialty chemicals company with 4,300 employees in 31 countries and leading positions in

diversified markets. Major industries served include agriculture, building & construction, electrical & electronics, consumer,

general industrial and transportation. Annual revenues totaling $3B.

• Managed multi-site global HR team to successfully deliver on commitments and exceed customer expectations.

• Global process owner for talent acquisition team to source "A" players, reduce overall recruiting spend,

introduce best practices and revitalize college recruiting programs.

• Designed and implemented calibration methodology across the company to better define and evaluate

individual and team performance.

• Consult and advise business executives on HR policy matters and make necessary headcount and organization

adjustments to protect business and commercial interests.

• Analyze global compensation programs across the business including sales incentive programs.

• Full-time engagement in corporate due diligence and integration actions for an acquisition in India. Significant

time spent in country preparing for Day 1 transition including payroll, insurance and benefits for 300+ employees.

Talent Development and Recruiting Manager February 2009 to September 2010

ROLLS ROYCE – Indianapolis, IN

Rolls Royce is a global manufacturer providing integrated power systems for use in commercial and military aerospace,

marine, energy, and nuclear markets. Annual revenues exceed $10B with +38,000 employees located around the world.

• Developed and executed talent management strategies in the US and UK aligned with global business

objectives in the civil aerospace and engineering area to ensure perpetuity in talent pipelines.

• Increased high potential talent in the US by 30% for all pools - early career, technical and leadership.

• Developed predictive selection and assessment processes; monitored progress of pool members and

measured effectiveness of accelerated learning and development against organization needs.

• Captured technical/behavioral competencies across the Engineering function for incorporation in RR learning

management system to improve individual capabilities and enhance organizational effectiveness.

• Ran internal assessment centers for critical need hires and college recruiting programs.

Corporate HR Director - Start up role January 2002 to October 2008

ENPRO INDUSTRIES – Charlotte, North Carolina

Diversified industrial products & services manufacturer with 4,500 employees in Americas, Europe and Asia and revenues over $1B.

Start up company after spin-off from Goodrich in 2002.

• Implemented ‘blue sky’ HR strategies for a Fortune 500 start up company after spin off from Goodrich.

Using core values created talent development, acquisition and assessment programs for the global

organization.

• Supported due diligence on several global acquisition targets and led pre/post acquisition HR integration

initiatives and processes in order to successfully integrate the newly acquired businesses into the company

structure. Successfully launched a shared service center in China to include staffing and on-boarding.

• Partnered with Queens University to design curriculum and launch the EnPro Executive Institute for global

leaders across the organization. Worked closely with the executive team to identify impactful cohort projects.

• Responsible for designing effective succession/organization planning processes within the corporation

to identify high potentials and create focused and aligned development moves.

• Developed and deployed Global Performance Management System that incorporated tiered competency

models, 360-degree review and focused development planning.

HR Director January 2000 to January 2002

HILLENBRAND INDUSTRIES

Hill-Rom is a leading manufacturer of medical technologies and related services for the healthcare industry. Annual revenues

over $1B with 10,000 employees worldwide.

• Utilized strong generalist background to support a myriad of operational activities in the human resource

area including staffing, training, employee/organization development, ethics investigations and downsizing.

• Integrated “Top Grading” assessment and interviewing approaches for key searches and development of senior

level executives to build and identify “A” players.

• Built strong relationships with European operations to globalize, improve and enhance HR offerings and

delivery in core functional areas.

Early Career

Newell Rubbermaid – HR Leadership development program participant with a variety of roles in 4 different union and

non-union plant sites in California, Tennessee and Ohio.

Education

Indiana University Bloomington, Indiana

Bachelors of Art, Economics

Queens University Charlotte, North Carolina

Executive Leadership Development

Systems

SAP, ADP, PeopleSoft, Plateau, MS Word, MS Excel, MS Powerpoint. LinkedIn, Monster, Sharepoint

Contact this candidate