Manager Management

REBECCA PROTHRO, SPHR, SHRM-SCP

Cell 281-***-****

*****.*******@*****.***

https://www.linkedin.com/in/beckyprothro

HEMPEL COATINGS A/S

June 2014 – April 2015

REGIONAL HR MANAGER, AMERICAS

Matrix reported to the Regional President, Americas, and Group VP HR, Communications and Compliance. Responsible for delivering HR strategy and practices in North and South America. Key responsibilities included recruiting, managing change, and achieving strategic goals through effective people management practices.

•Conducted HR guidance and due diligence for M&A.

•Managed recruitment, on-boarding, retention, training, exit interviews.

•Oversaw the payroll function and performed backup as needed.

•Negotiated and administered employee benefit programs.

•Researched best practice policies and procedures and assured legal compliance.

•Provided direction for employee engagement, employee relations and investigations.

•Acted as ombudsman for business ethics and code of conduct.

•Provided strategic oversight and direction to performance and remuneration practices.

•Monitored employment legislation developments, and legal compliance for each country.

•Drove development of employees and created cost-effective working and learning conditions.

•Analyzed and communicated relevant HR metrics and actions for continuous improvement.

•Responsible for monthly corporate reporting and the department’s P&L.

Layoff – position moved out of city after merger.

TAIT COMMUNICATIONS

January 2013 – June 2014

REGIONAL HR MANAGER, AMERICAS

Matrix reported to the Regional President, Americas, and Global Chief People Officer. Accountable for the formulation and implementation of agreed business strategies, tactics and plans, for providing professional advice to management and for making a major contribution to the Tait Americas Region and Global Managed Services Function.

•Managed M&A due diligence and integration initiatives. Planned and executed reductions in workforce.

•Recruited to assure appropriate staffing levels. Provided oversight of compensation, benefits and compliance.

•Served as a coach and advisor. Conducted investigations, performance actions and worked with counsel as needed.

•Led the planning and implementation of performance management and training programs.

•Maintained knowledge and expertise of HR policies and best practices.

•Led change initiatives with functional/regional/global leaders including employee communication and engagement.

Resigned to join more financially stable organization.

CLARIANT CHEMICALS

January 2012 – December 2012

REGIONAL HR MANAGER, NORTH AMERICA

Reported to the RBM Oil and Energy and Head of HR North America. Provided strategic HR leadership within the Oil & Energy Chemicals Division.

•Managed organizational change and effectiveness to assist business to respond quickly and effectively.

•Responsible for recruiting, training, compensation, benefits, employee relations, HRIS activities.

•Ensured that employee relations' issues and all matters of company policy and practice were administered in an equitable manner with special attention to those areas regulated by state and federal laws.

•Guided the training, education and development of employees consistent with career plans and business strategies.

Organization reduction-in-force; my position eliminated.

UNITED TECHNOLOGY CORP. (Fire & Security Division)

November 2010 – January 2012

HR MANAGER, U.S. CENTRAL/EASTERN REGIONS

Reported to the Director of HR - World Headquarters of this manufacturing and service organization. Managed multi-state HR initiatives including field training and development, succession planning, and recruiting.

•Led field performance management, salary planning, and leadership development programs.

•Performed multi-state reduction in force initiatives, investigations, employee relations and compliance.

•Led Employee Engagement Team; including annual survey process, quarterly newsletter, and action team programs.

•Special projects as assigned by World Headquarters.

Resigned for another opportunity as division was being sold.

SENECA RESOURCES CORPORATION

April 2007 – May 2010

REGIONAL HR MANAGER

Reported to the President of this $2 billion exploration and production organization. Conceptualized and led various recruiting, retention, succession planning, training and development plans resulting in the successful retention of key talent, an increase in quality new hires.

•Led project implementation; intranet portal, document management, HRIS upgrades, a performance management system and contractor tracking system.

•Managed the HR aspects of the $231.8 million Canadian subsidiary sale; uninterrupted operations.

•Led reduction in force of Timber Division resulting in effective re-distribution of human talent.

•Moved the organizations’ technical workforce from a non-competitive total compensation position to a mid-range level.

•Conceptualized, obtained executive management approval, and launched an electronic performance management system resulting in significant efficiencies and increases in company performance.

•Reviewed and updated policies and programs to comply with Federal and State Law.

•Worked with the HSE Manager to update and rework the manual, safety documentation, DOT drug testing procedures, and safety sensitive gas plant protocols.

Layoff – my function was moved out of state.

NORSK HYDRO ASA

February 1997 – April 2007

HR MANAGER, COMPETENCY & DEVELOPMENT

Reported to the VP HR of the U.S. business unit of Norsk Hydro ASA (a Fortune 500 Company with $1.2 billion in sales)

•Identified competency needs, analyzed gaps, and initiated training and development plans

•Led the leadership development program and other performance management initiatives

•Performed recruitment and talent management and sourced, recruited, and selected qualified candidates. Strategized recruiting and branding initiatives and college internship programs. Implemented and reported on HR plans for the organization’s business plan, prepared budgets and annual key performance indicators.

•Responsible for HRIS processes; payroll, data reporting, intranet, integration portal, disclosure database.

•In 2005, Spinnaker Exploration, a publicly traded oil and gas independent, was acquired by Norsk Hydro. From 1997 – 2005, reported to the CEO and managed all aspects of HR including EEO and AAP, benefit administration, budgeting, payroll/HRIS, employee relations and intranet communications. Previously managed investor relations functions including press releases, annual reports, launched two websites, community relations, energy insurance, administrative assistance to the CEO and road show presentations.

EDUCATION

BBM Human Resources, Magna cum Laude, 2000; LeTourneau University – Houston, TX

TRAINING

SHRM – SCP Certification

SPHR Certified

CPR Certified

Norsk Hydro Leadership/Facilitation Training Program (6 mo. international training program)

Microsoft Office, Various HRIS, ADP Payroll, ADP HR Profile, Illustrator, Photoshop, various graphics programs

FOREIGN LANGUAGES

Portuguese – Language Proficiency Certified by Berlitz

Minimal Spanish

ACHIEVEMENT AND AFFILIATIONS

Member, Society for Human Resource Management, HR Houston

Level I Certification, LOMA Insurance Education Program

ACSR, Commercial Lines, TIAA

Prudential Quality Service Award

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