AREAS OF EXPERTISE

Human Resources

International Business Transformations

Operational Efficiency

Sales and Marketing

CAREER SUMMARY

A dynamic executive with over 20 years of success in all areas of Human Resources, Business Operations, Consulting, and Sales across multiple global markets and industries. Largest track record of success is partnering with other executives to translate the overall strategy into operationally flawless execution throughout all levels of the organization(s). HR expertise includes large scale global transformations initiatives spanning M&A’s, Insourcing/Outsourcing, Divestitures and creation of JVs. Global HR experience spans labor relations, staffing, training, and large scale HR generalist and business partner leadership. Operations experience includes designing and implementing technology improvements or enhancements, driving efficiencies, metrics and measurements, policy/procedure development, and setting/delivering service levels and project plans. Management skills include motivating and engaging both local and global teams. Sales and Financial Management strength includes negotiating HR Terms and Conditions for contracts in excess of $600M, excellent financial management including direct responsibility of annual P&L centers in excess of $10M including both volume based revenue and cost plus contract structure.

PROFESSIONAL FOCUS

Business Strategy & Execution

Financial Management

Service Level and KPI management

Enterprise culture development paired with market facing impact

WORK EXPERIENCE

Hewlett Packard Enterprise

Director, Human Capital Consulting

Nov 2008 to Present

Plano, TX

Responsibilities:

Direct a global team who lead internal and external clients by developing, designing and implementing holistic business strategies encompassing all HR challenges in their business transformation, whether their business is adapting to a changing marketplace, expanding via organic growth or through an acquisition or merger, or streamlining their business based on core business activities. Responsibilities include creation of practice and/or product offerings and enterprise-wide HR best practices, managing sales pipeline, directing all marketing activities, driving data operations and analytics, tools and system development, and project management professionals.

Accomplishments:

Led all HR related activity surrounding restructuring and client account closures. Largest restructuring project to date involved market estimated $1B yearly revenue and over 4800 employees insourcing back to a manufacturing client in over 50 countries. Negotiated out of $285M from potential cost for HPE, managed all phases from HR terms negotiation, due diligence of employment terms per country, risk mitigation, financial impact of transfers, legal implications per each CBA and local applicable legislation, communications and Management of Change, project planning and implementation of employment transfers.

Created and managed corporate-wide program to manage RCOW during significant revenue loss. Program spanned greater than 70 clients, impacting over 18,000 employees, and resulted in over $183M in cost avoidance. CEO directly praised the program’s success at multiple analyst meetings.

Creating strategy, design, and implementations for automation of all tools and sales material to increase the HR consultant’s ability to support increased amount of outsourcing pipeline while continuing to focus on value propositions for each potential client.

Developed organization from the ground-up including development of service levels, operational effectiveness, best practices, all organization tools and systems and robust reporting tools. Achieved organizational productivity increase of over 300% within first 2 years.

Created new tools and/or best practices in the following areas: RFP responses, due diligence, risk mitigation, project management, governance, workforce planning, market and client facing collateral, cost modeling, competitive intelligence, transitioned employee engagement, Management of Change, 60+ country legal framework surrounding customized needs for diverse employee populations, and thorough training curriculum for both internal team and Sales Executives.

Created new market facing HR offerings as new revenue generation stream

Organization averages 272 sales pursuits, 63% Win Rate, TCV Supported $34B, 12,000 employee scope annually.

PERSONAL SKILLS

Inspirational Communication

Leadership & People Development

Client & Customer Service

CONTACT INFORMATION

Christine O’Connor

6817 Harwood Dr.

Plano, TX 75074

Mobile: 214-***-****

E: acxp6u@r.postjobfree.com

Electronic Data Systems, Global HR Business Development

HR Consultant

Sep 2003 to Nov 2008

Chandler, AZ

Developed HR strategies for potential outsourcing partnerships, mergers, acquisitions, and divestitures

Demonstrated HR solutions for potential clients by responding to RFPs, representing EDS HR with the key decision makers, aligning corporate cultures, harmonization of salary and benefit plans for multiple countries, develop change management programs, forecasting HR costs for contract lifespan, drafting and negotiating contractual employment terms and conditions.

Develop and execute HR strategies, programs and initiatives that directly align with business plans and strategies

Champion the companies journeys toward becoming recognized as a great place to work.by fostering a high-performance culture focus that delivers high quality patient care and excellent patient experience

Acted as a valuable business partner and high performing member of the client(s) leadership team, including problem solving, decision support and leadership development

Deliver core HR services including recruiting, employee relations, employee health/safety, employee learning/development, and HR legal/regulatory compliance in conjunction with any collective bargaining agreements and/or European Works Councils.

Drive efficiency in overall HR operations, including implementation of HR enterprise services, oversight of salary/wages/benefits and performance on HR operations scorecard/metrics

Proactively assess future workforce needs and develop plans to recruit, develop and retain qualified talent within the client(s) practices

Supported the sale of over $2.4B in new contracts

Met and/or exceeded all financial targets and contractual milestones

Electronic Data Systems, All Business Units

HR Director

Nov 2001 to Sep 2003

Chandler, AZ

Directed all HR activity for employee populations in excess of 20,000, supporting multiple industries, in all IT, Customer Service, Applications, and corporate functions with 100+ locations throughout the West Coast, United States.

Led an organization of 20 direct reports and 43 indirect reports spanning HR generalists, HR business partners, employee relations, recruitment, and training.

Created new HR delivery organization including comprehensive training, retention, and operational metric strategies giving all HR team financial objectives to meet for respective business partners.

Partnered with senior executives in developing a matrixed reporting structure, strategy for each business unit for workforce implications, and financial targets for all accounts.

Electronic Data Systems, Business Process Outsourcing Division

HR Director

Sep 1999 to Nov 2001

Phoenix, AZ

Managed all recruiting, training, and HR generalist functions for the call centers and distribution facilities in the West Coast.

Directed a staff of 22 supporting an employee population of 5,000.

Excelled at leadership development, recruitment and retention initiatives, and workforce strategy.

Reduced people related expenses for region by 27%

Negotiated multiple contracts with temporary agencies and contracting firms to reduce recruitment expenses by 78%

Electronic Data Systems, Toshiba Computer Systems Division Account

Head of Operations

Jun 1998 to Sep 1999

Irvine, CA and Oakridge, TN

Managed the EDS Customer Service and Sales Support, and Retail Support business for Toshiba Computer Systems Division.

Responsible for all service levels, contractual commitments, P&L, and quality levels for multiple Customer Service/Contact Centers, Distribution Facilities, and Fulfillment centers.

Excelled at client relationship and grew the existing business with Toshiba by 28%

Exceeded all revenue and margin targets

Led organization of over 200+ employees and contractors

Migrated call center and support services to lower cost locations without any service or quality disruptions

Electronic Data Systems, Toshiba America Account

HR Manager

Jan 1997 to Jun 1998

Irvine, CA

Managed and performed HR Generalist, Training, and Recruiting functions for multiple site locations.

Created an HR organization viewed as a benchmark of excellence for EDS to sell services to multiple clients including the Commonwealth Bank of Australia, General Motors, and Mitsubishi.

Completed market studies, developed strategy and launched 3 account restructures which resulted in $2.3M in annual savings.

Negotiated, implemented and administrated an HRIS system which resulted in a reduction of all overpayment of temporary worker invoices.

Created HR intranet which reduced training time for all newly hired employees by 2 weeks.

Created a multi-account succession planning and placement program throughout California, resulting in 30% reduction of recruiting costs and 95% reduction of severance payments via account restructures.

Electronic Data Systems, Various locations throughout the US

HR Implementation Manager/Account Start-Up

Mar 1996 to Jan 1997

Irvine, CA

Responsible for implementing all people activity to establish EDS accounts for various new client contracts including but not limited to Mitsibishi, Guthy Renker, Toshiba, Pepsico, Informix, and Phillip Morris

Managed all contract deliverables, P&L, and service levels related to account readiness of employees

Created all account and client specific policies and procedures

Designed and delivered all new hire and leadership development training courses

Developed job profiles, salary guidelines, recruited and hired for all organizational levels

Established a best practice “plug and play” account start-up guide

Electronic Data Systems, General Motors Service Parts Operations

Business Analyst

Sep 1993 to Mar 1996

Flint, MI

Responsible for operational service levels, quality, training, and supervising existing EDS contract for General Motors Service Parts Operations (GMSPO)

Created strategy for redesign of GMSPO Service Parts Assistance Center. Strategy designed, funding gained, implemented new method of operations for regional structure for the Service Parts Assistance Center. Project spanned redesigned of the Service Parts Assistance Center, developed and delivered all program aspects spanning technical infrastructure, system design, telephony integration, distribution channels, supply chain, staffing, and training. Created annual savings over $1.2M.

Represented GMSPO with North American parts department leadership, distribution facilities, and plants.

EDUCATION, AFFILIATIONS, AND CERTIFICATIONS

MBA in Global Management, graduated 2004, University of Phoenix

Bachelors of Science in Mathematics, Communications, and Theatre Arts, Graduated 1991, Heidelberg University

SPHR Certified 2002

SHRM member

International Women’s Leadership Association member

Nationally award winning public speaker

Advanced Microsoft Office user

SharePoint Designer

Salesforce.com

Workday

Phoenix Area Leadership Association- past President

References and Compensation requirements are available upon request.

Contact this candidate