Human Resources Director

Aubrey K. Williams, CCHRD **** Devonport Court, Glenn Dale, MD 20769 I 301-***-**** I akwilliams1a

*@***.***

SENIOR HUMAN RESOURCES EXECUTIVE

• Strategic Human Resources Planning

Senior Human Resources Business Partner, • High Performing Talent Acquisition

who has shaped high-performing cultures at Training Development & Facilitation

•

Fortune 500 and 1000 major growth brands • Change Management & Reengineering

with progressive technical resources, prolific • Succession Planning & Development

communications and robust development • Performance Compensation Programs

programs that bring double digit revenue Merger & Acquisition Restructuring

•

growth. Develops executable strategies that Field & Corporate Office Collaboration

•

motivates teams individually and financially to • National Employment Law Expertise

exceed the corporate objectives through Employee Relations, Diversity & Inclusion

•

various economic cycles. Possesses advanced

• Performance Management Systems

experience and expertise in high volume global

• Budget Development/Management

enterprise staffing using a variety of high

• Policies and Procedures

impact recruitment methodologies for staff

• Vendor Management

retention, new hire processing, orientation and

employee relations.

PROFESSIONAL ACHIEVEMENTS & EXPERTISE

I

LIFEBRIDGE HEALTH Baltimore, Maryland

2012 -

Present

Magnet rated regional healthcare system with 2013 revenues of $3.22 billion, 7 major locations, 40 physician practices and

8,000 employees.

Director, Human Resources and Employee Relations (2012 - Present)

• Serve as a key member of HR Leadership Team and HR Leader to corporate headquarters with dual

reporting to President and SVP, HR. Provided leadership coaching and professional development to all

management.

• Devised staffing and human resources practices that allowed LifeBridge to achieve an average of

9% revenue growth since 2012 with 20% less locations and 10% less employees, yielding

improved revenues per location/empl oyee. Worked collaboratively with Legal, IT, Finance,

Operations and Patient Care Services.

• Managed a team of 3 HR professionals to cultivate a unified, values- based culture and brand.

• Improved employee workflow productivity by 15% by creati ng successful merger and

acquisition assi milations using effective organization design, change management and

recruitment strategies.

• Oversee $4 Million G&A budget annually directing recruitment and admini stration for the hospitals,

long care facilities and physician practices.

• Implemented corporate val ues identified by senior leadershi p that transformed a passive

workforce into a performance-based workforce that produced more revenues for the healthcare

system and more income for themselves.

I Havre de Grace, Maryland

CYTEC ENGINEERED MATERIALS

2004-2012

Fortune 1000 global adhesive, composite, carbon fiber and prepreg manufacturing company for the aerospace industry with

annual sales of $3.10 billion and has employees in nearly 46 countries.

Director, Global Human Resources – Cluster II

• Orchestrated daily HR functions supporting 2500 employees with three HR managers and two

HR generalists and served as the HR Business Partner to the Operations SVP and the

leadership team of this high growth business unit.

• Assimilated 7 acquired plants into the culture, business and performance processes in various

locations.

• Improved compensation programs that were proven to drive revenue growth by 21% by devising

an enhanced bonus and gain-sharing structure with the compensation team that rewarded for

productivity growth and enhancements.

• Created and developed work policies, prepared and maintained the employee handbook.

• Streamlined talent management, leadership development and performance-based compensation

processes across operation teams in 11 plant offices in the US and Europe.

• Travelled to all regional offices with senior leadership to connect with employees and develop

our great place to work strategy and positive employee engagement survey results.

I ************@***.***

Aubrey K. Williams -page 2 301-***-****

1994-2004

SIGMA SYSTEMS, INC. I Capitol Heights, Maryland

Parent company of packaging equipment manufacturer with plants in the United States, Asia, Europe and South America with $750million

in revenues.

2001-2004

Manager, Talent Acquisition • Served as the HR Business Partner to the EVP of Sales and Operations senior team advisor on all business deals.

• Partnered with regional HR directors and sales managers to identify key attributes, development

assignments and performance metrics to ensure high potential candidates grew in development roles.

• Implemented a national, high potential development feedback system that showcased talent to senior

leadershi p that ensured these leaders were promotion-ready within 18 months.

• Managed processing of semimonthly and monthly sales and operations commissions and bonus

payrolls. Evaluated and implemented and maintained the HRIS system.

• Participated in the HR Taskforce that developed a human resources service call center in Atlanta, GA to

support 1,500 - US employees. This was the fir st shared services for staff on HR inquiries, benefits and

payroll.

• Co-facilitated annual succession planning and organization review sessions with the management team and

developed tools and development assignments to revitalize the high-potential leader program.

• Advi sed on change management initiatives transi tioning 700-employees from Maryland to Atlanta.

• Instituted and facilitated a 360-degree feedback session for each senior leader within sales and marketing

which involved subordinate and manager-level feedback to create executable developmental plans.

1994-2001

Manager, Human Resources • Designed high-performing strategies and executable solutions to support organizational design performance

management, recruitment, compensati on, leadership development and employee engagement.

• Achi eved a 38% increase in minority and women hiring by partnering with management to design and

implement a strategic diversity plan focused on talent, succession and performance management.

• Promoted cross company assignments for high potential staff, increasing global placement by 20%.

• Cultivated an HR business partnership with the plant management, six plant managers and two general

managers globally where one did not exist prior.

1989-1994

TELEFLEX, INC.I Frederick, MD

Pioneering technology firm in 28 countries with 14, 200 employees and revenues of $2.4 billion. Worked in the marine division during tenure

which was sold to HIG Capital in 2011.

Manager, Recruiting (1991-1994)

Human Resources Generalist (1989-1991)

• Developed HR Business Partner Roles leading to organizational change, leadershi p development, succession

planning, recruitment, employee relations and compensation p lans and implementation.

• Guided and advised management in developing strategi c plans on organi zational and staffing issues.

EDUCATION & CERTIFICATI ON CREDENTIALS

American Academy of Project Management – Master Project Manager 2012

Cornell University, New York, NY – School of Industrial & Labor Relations Certification 2006

Bishop College, Dallas, Texas – B.S., Business Administration 1982

PROFESSIONAL ASSOCIATIONS

SHRM, Society of Human Resources Management, Membership 2008-present

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