Jared P. Serff

Spokane, WA *****

509-***-****

acn428@r.postjobfree.com

www.linkedin.com/in/jaredserff

EXECUTIVE SUMMARY

Energetic and results oriented senior level executive with a highly successful track record of reducing costs, creating value and

leading organizational change. Unique combination of skills developed from years of significant experience in Human

Resources. Special skills and expertise include:

• Effective Leadership Skills – Member of senior executive team transforming a $300 million decentralized small cap into a

$2.5 billion mid-cap leader in its sector. Integrated corporate cultures and aligned growth strategies; led restructuring,

downsizing and outsourcing initiatives.

• Strong Planning and Execution Skills – Grew Company by 400% over nine years through reorganization and

regionalization of offices, positions and functions. Conducted Merger and Acquisition analysis and made recommendations

for strategic fit and future growth of business.

• Proven Negotiation Skills - Standardized specifications and business processes through the successful implementation of

enterprise wide HRIS applications resulting in improved service delivery and reduced labor costs.

• Expertise in Building Win/Win Relationships – Established effective working relationship with the Board through

quarterly Board meetings. Collaborated with Executive Compensation Committee to develop compensation, incentive and

productivity initiatives for executive and management teams.

• Sound Analytical Skills – Automated transactional business processes within Human Resources by implementing a single

enterprise wide Human Resources Information System. Established sound budgets and strong financial controls to manage

expenses effectively.

• Thorough Functional Knowledge – Developed a robust set of policies and procedures for a worldwide Human Resources

organization that support the needs of the business. Developed and executed plans to consolidate the HR functions resulting

in cost reductions, increased accountability and improved service delivery.

PROFESSIONAL EXPERIENCE

Itron, Spokane, WA 2004-2014

A $2.5 billion dollar global public technology company that consults, designs, manufactures, installs and services networks for

automatic meter reading. (NASDAQ: ITRI).

Chief Human Resources Officer

Section 16 Officer of a U.S. publicly traded company responsible for the global Human Resources function supporting

approximately 10,000 employees operating in 60 different countries and reporting directly to the Chief Executive Officer. I have

the overall responsibility for the strategy and delivery of all areas of human resources, including employee and labor relations;

organizational design, learning and development; change management, workforce planning; employee benefits and wellness;

internal communication; compensation, rewards, and recognition; HR systems; legal compliance; health, safety and

environmental; and mergers & acquisitions integration and planning.

• Compensation and Benefits – Developed and administered global benefit and compensation plans. Managed DB &

DC plans, health and welfare plans, ESPP, equity grants, short and long term incentive plans. Facilitated quarterly Board

Compensation Committee meetings and responsible for the CD&A in the proxy. Redesigned employee and executive

benefits structure during times of both high growth and business downturns. Consistently reduced employers cost and

effectively influenced buy-in from employees and management. Introduced several new executive benefit plans, including

a deferred compensation program, time vested and performance based restricted stock awards to attract and retain the

senior management team.

• Talent Management and Recruiting – Established recruitment function, including Request for Proposal (RFP) for

evaluation and launch of Applicant Tracking System (ATS). Implemented global recruitment process outsourcing model

in NAM, EMEA, APAC and LAM resulting in approximately $3 million of annualized savings and improved time to hire.

Implemented on-boarding and training programs for employees and new managers to increase success within designated

roles. Managed talent pool by conducting high level searches and closely aligning competencies to objectives.

• Training and Development – Implemented global Learning Management System (LMS). Contributed to the design

and delivery of legal compliance programs, soft and hard skill training programs, information technology, product

Jared P. Serff 509-***-**** Page 2

marketing, safety/environmental and communications training. Implemented global leadership and culture integration

program to approximately 4,200 exempt employees resulting in improved productivity and team effectiveness.

• Succession Planning – Implemented retention programs targeted toward key and high-potential employees, stabilizing

the organization even during the most challenging times.

• Health, Safety and Environmental - Developed and implemented Corporate Social Responsibility report using GRI

(Global Reporting Initiative) guidelines. Responsible Gold level LEED (Leadership in Environmental Excellence &

Design) for our corporate headquarters. Reduced U.S. occupational injury/illness rates by 15% against 2010 baseline.

Responsible for ISO 14001- certification in all US manufacturing sites. Increased risk assessment and investigation

progress with adoption of the corporate HSE compliance auditing program.

• Business Operations

• Realigned HR functions, budgets and programs, eliminating unnecessary expenses, establishing clear

roles/objectives and mobilized a global staff of 165 in 50 countries to execute programs to meet changing business

demands.

• Employee Relations/Labor Relations – Strong background including; successfully handling layoffs, terminations,

performance issues, acquisitions, restructurings, and the successful resolution of day-to-day issues in the

workplace.

• Demonstrated ability to manage global initiatives and develop concise policies and governance.

• Direct experience in a transformative environment.

• Experience with M&A and integration.

• Thorough understanding of the business and how to apply value added HR services to meet the ever changing

needs of the organization.

• Implemented an internal 501(c)(3) non-profit public charity (Itron Employee Emergency Foundation).

• Ability to Relate with all levels and drives execution.

Schlumberger Electricity Inc., West Union, SC 1998-2004

1998-2004

Director, Human Resources, 2000-2004

Responsible for the development of a professional and accountable human resource function supporting approximately

1,000 employees globally. In addition, have multi-site responsibility to include facilities in, Canada (union), Mexico,

France and Taiwan. Responsible for the human resources function including strategic planning, staffing, organizational

development, employee relations, union avoidance, compensation, benefits, performance management, training, HRIS,

governmental compliance and litigation.

• Managed a structured salary program, ensuring internal equity and external competitiveness.

• Managed an incentive program for various levels of Management including manufacturing, R&D, Marketing and Sales.

• Helped develop successful sales compensation plans that resulted in driving the sales force to focus on high margin

versus territory revenue.

• Developed and conducted supervisory training programs for all supervisors.

• Worked closely with visa attorneys in processing expatriates as well as repatriating expats.

• Successfully implemented SAP for use as the primary HRIS and payroll system.

• Implemented on-line Performance Reviews as well as on-line benefit enrollment processes.

• Reorganized HR department and rapidly established credibility with department heads by developing an excellent rapport

and meeting their most urgent needs first.

SchlumbergerSema, Tallassee, AL

Manager, Human Resources, 1998-2000

Responsible for the human resource functions of a 600 employee non-union water meter manufacturing facility. Duties included

employee relations, compensation, benefits, staffing, performance management, training, HRIS, governmental compliance,

litigation, union avoidance, and succession planning.

• Limited employee litigation cost by being proactive and working closely with plant management to properly document

employee related disciplinary matters.

• Worked closely with the HRIS system (OPEN 4) to generate headcount reports.

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• Part of the implementation team to improve turnover by implementing ACT Work Keys pre-employment/Post Employment

hiring program.

• Launched and administered the annual hourly performance review process.

• Responsible for all facets of the hourly job bid system and compensation scheme.

• Responsible officer for company affirmative action plans.

• Provided hands on employee relations by being actively visible on the manufacturing floor.

Abbott Laboratories, AltaVista, VA 1994-1998

Human Resources Representative

Responsible for human resource function of a one million plus square foot pharmaceutical manufacturing operation

with over 800 employees in AltaVista, VA. Duties included employee relations, employment, affirmative action,

benefits, government compliance, training and compensation.

• Human Resource responsibility for a startup distribution center.

• Involved with providing various types of training to all levels of employees. Training included various modules and

certifications from DDI and Kepner Tregoe.

• Responsible for all aspects of the hourly job bidding system and benefit administration.

• Reduced the temporary labor cost by negotiating a lower percentage bill rate while increasing the quality of service

from the temporary agency.

Hershey’s Foods (Leaf Inc.) Memphis, TN 1992-1994

Human Resources Representative

Responsible for employee relations for this 1500 employee non-union confectionary manufacturing facility in Memphis,

TN. Duties included working with the multiple on-site temporary agencies, staffing, benefits, safety, hourly

compensation and employee relations.

EDUCATION

BA Political Science, University of Tennessee/Knoxville

AFFILIATIONS/ACHIEVEMENTS

Chairman of the Board – Spokane County United Way

Board Member for Red Cross – Spokane, WA

Fidelity Investments Client Advisory Board of Directors

Tocqueville Society

Society for Human Resource Management (SHRM)

Honorary Chairman for the March of Dimes – Oconee County, SC

Board Member for local SHRM chapter – Oconee, SC

Board Member for Oconee Memorial Hospital Physician Health Organization

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