Human Resources Management

Denise DeThomas

**** ******** **. *****, ** ***** *********@*****.*** 419-***-**** (C)

Human Resources Executive

Dynamic, results-oriented human resources leader with an established record of partnering with leaders to improve organizational performance and results by aligning business and people strategies. Highly effective at creating and leading teams, driving organizational effectiveness and efficiency, with a strong customer focus. Effective communicator and collaborator with employees at all levels. Demonstrated accomplishments and experience in:

- Business Strategy & Planning - Talent Acquisition/Management - Certified DDI Program Mgr

- Organizational Effectiveness - Leadership/Executive Coaching - Certified Gallup Strength Coach

- Six Sigma & Lean Principles - Merger & Acquisition/Integration - Change Leadership

- Performance Management - Succession Planning - Compensation & Benefits

STERIS CORPORATION ($2 .6B revenue/14K employees) – Mentor, OH • 2014 - Present

(Global leader in infection prevention, contamination control, surgical and critical care technologies)

Director of Human Resources – Surgical Solutions

Senior leader and contributor responsible for all aspects of Human Resources for the Surgical Solutions global division. Responsibilities include: organizational effectiveness and design, acquisition integration, talent management/succession planning, talent acquisition, compensation, performance management, leadership development/coaching, employee engagement and training. Direct responsibility for leading a team of 5 HR business professionals (multi site).

Partner with executives to develop business strategies to maximize return on investment and increase efficiencies.

Developed and implemented the organizational re-structure/design of this global division.

Responsible for all HR aspects of integration of a newly acquired specialty business.

Developed and implemented enterprise-wide talent acquisition strategy, including development of job family competency models for talent selection and development.

oDelivered training and certification to 40 company HR professionals in Targeted Selection Interview Training (behavior based interviewing).

Aligned leaders and employees on performance management tools that increased accountability and engagement.

Analyzed employee engagement data to adjust and align manufacturing pay structure.

Responsible for succession planning and growth plans for key roles and executives.

Selected to lead enterprise-wide talent management design for new human capital management system.

TERADATA ($3B revenue/10K employees) - Indianapolis, IN • 2012 - 2013

(Global leader in data warehousing and analytic technologies)

Director of Human Resources (Strategic HR Business Partner/Generalist) – Teradata Applications

Strategic business partner providing HR leadership and counsel for all divisional Sr. Leaders and their teams ($200M/1400 employees). Responsible for all aspects of human resources including, business and people strategies, talent acquisition, business integration, performance management, compensation/benefits. Direct management responsibility for a team of eight HR professionals.

Strategy and Leadership – Partnered with Division President to define and institute a leadership structure to support and drive a rapid growing, innovative, technical organization.

Change Leadership & Restructuring - Assisted in creating a shared service marketing organization to effectively align talent and increase customer experience. Direct responsibility for oversight of the communication and project plan.

Talent Acquisition – Developed and institutionalized a talent acquisition process including recruitment, assessment, selection and hire utilizing behavioral based interviewing methodology.

Succession Planning – Responsible for the preparation and presentation of the division succession plan.

Restructured and aligned HR team to partner with business leaders and developed team members.

Independent HR Consultant - OH/IN • 2010 – 2012

Utilized extensive HR experience and skills to assist companies in several areas including: Change Leadership, Leadership/Organizational Development and Training, Talent Acquisition/Management/Development, Leadership Coaching and Mentoring, Performance Management and Succession Planning.

DANA CORPORATION ($5.8B revenue/23K employees) - Toledo, OH • 2009 – 2010

(World leader in the supply of driveline products, power technologies and service parts for light and heavy manufacturers)

Sr. Manager, North American Talent Acquisition

Recruited by VP of HR to initiate and implement enterprise-wide talent acquisition strategy. Led team of 11 (1-proj manager, 2-internal/8 outsource recruiters). Partnered with senior management to develop recruiting programs that enable the company to deliver on business goals.

Worked with key executives in the overall talent assessment process, including active involvement in key interviews. Responsible for establishing and managing a $3M annual recruiting budget. Worked with CIO to develop IT recruitment strategy and provided training of IT leadership team relative to assessing and selecting talent by utilizing behavior-based interviewing techniques.

Implemented Recruiting Process Outsourcing (RPO) partner as well as contingency and retained search firms to drive performance while minimizing dependency.

Talent Management activities resulted in an IT team that was acknowledged by senior management to be vastly more capable within 12 months as part of an overall effort that changed out nearly 50% of the North American IT team with upgraded talent.

Implemented key performance metrics to drive talent acquisition efficiency. Within first 90 days provided visibility (creating a base line) into number of openings, time to fill, cost per hire, and recruiter activity.

Established structured behavioral-based interview process. Piloted with functional groups within first 60 days.

Recognized with a special merit award for accomplishments made within my first 90 days of employment.

OWENS ILLINOIS ($7.6B revenue/24K employees) - Toledo, OH • 2008 – 2009

(World’s largest glass container manufacturer)

Manager, North American Talent Acquisition

Developed and implemented innovative, cost-efficient recruitment strategies and practices for global manufacturer of glass containers. Managed and led Recruiting Process Outsourcing (2 project mgrs/10 external resources), contingency and retained search firms. Implemented core onboarding process and organizational recruitment dashboard for talent development.

Developed consistent recruiting, interviewing, and hiring process to improve candidate experience and gain hiring efficiencies.

oLed Kaizen events and delivered targeted training sessions to help leaders communicate message to the organization; resulting in a consistent structured process and reduced cycle time by more than 30 days.

Chosen as most qualified leader by executives to be HR link in transformation of Global Sales/Marketing organization resulting in a new competency model and organization structure that redefined product marketing.

OWENS CORNING ($6B revenue/18K employees) - Toledo, OH • 2001 – 2008

(Leading global producer of residential and commercial building materials, glass-fiber reinforcements & engineered materials for composites)

HR Strategic Business Partner (Generalist) – Insulating Systems Business (10/2006-1/2008)

Responsible for HR business needs for over 1,000 employees within the company’s largest business. Provided HR coaching to 4 Vice Presidents and 3 Directors. Developed comprehensive employee relations and HR strategies, policies, and practices. Recruited, assessed, developed, and retained talent throughout organization. Participated in key business initiatives and programs to support business growth (Six Sigma/Lean).

Developed and implemented talent review process that was deemed company’s ‘Gold Standard’ by CEO.

Collaborated with Director of Marketing to create 15-person marketing department that was replicated throughout the company.

Led organization-wide SG&A ($12MM) cost reduction takeout.

National HR Strategic Business Partner (Generalist) – Owens Corning Construction Serv. HOMExperts (7/2003-10/2006)

Provided HR leadership for emerging business with 4 regions, 26 locations and 1,000 employees. Counseled executives and directed and developed 4 regional HR Leaders. Implemented and managed Recruiting Process Outsourcing (RPO), hiring100 employees per month. Led culture change through communication and teamwork.

Built talent management processes that enabled 100% year-over-year business growth in complex, rapidly changing industry. Reduced turnover rate from 75% to 25% over 3 years. Conducted talent reviews to identify top 20% people leaders and completed retention analysis on each and developed corrective action plans for bottom 5%.

Developed intensive Line Leadership training program to deliver improved business results.

Talent Acquisition Leader (3/2001-6/2003)

Upgraded talent within organization by providing pre-qualified candidates to 5 functional areas. Led implementation of companywide job profiling. Formulated best in class processes to attract, recruit and hire candidates. Helped select and implement new applicant tracking system. Launched Employee Referral Program that increased hires by 15% in 2 years.

Selected by company executive team as the only employee to obtain DDI Master Targeted Selection Interviewing (TSI) Certification. Trained and certified 40 trainers.

PILKINGTON ($1B revenue)

(One of the world’s largest manufacturers of glass & glazing products for the building and automotive markets)

Various Human Resources Generalist Positions - Toledo, OH • 1988 – 1999

Education: UNIVERSITY OF PHOENIX, Phoenix, AZ: Bachelor of Science, Business Management

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