Management Continuous Improvement

SUSANNE ZUNK

**** ****** ***** ****: 419-***-****

Perry, OH 44081 acxpjd@r.postjobfree.com

CAREER SUMMARY

Experienced, results-oriented, well-rounded, customer-focused, HR, Talent Management, Training & Development, Change Management and Organizational Development & Effectiveness leader who provides services to various levels and locations: executive, management, teams and individuals in union and non-union work environments. Builds strong relationships, analyzes current state, and collaborates to leverage, design and recommend processes that lead to improved employee and business results. Cross-functionally experienced and accustomed to working with corporate, plant level, operational, technical and regulated stakeholders.

Talent Management/Succession Planning

Behavioral Change Consultant

Regulatory Compliance Oversight

HR Leader Dedicated to Team/Company Success

Performance Management Lead

Workforce Planning/HRIS: ADP,SAP,PAYCHEX

Design / Drive / HR Policies & Processes

Alignment to Business Goals

Strategic Business Partner

Employee Engagement

Design / Coach Interventions

Extraordinary Customer Focus

Entrepreneurial Thought Leader

Communications Strategist

EDUCATION

Graduate, HR University, ERC – 2014

MBA, Lake Erie College – 2011

SPHR Course, North Central State College – 2003

MSODA, (Behavioral Science/OD) Case Western Reserve University – Weatherhead School of Management – 1995

BSBA, Heidelberg College – 1992

CERTIFICATIONS/AFFILIATIONS

HR, Organizational and Talent Assessment, Development & Coaching: CPI 260 and Watson Glaser Leader Assessments; Lominger Leadership Architect Suite: Leadership Architect and Voices 360 degree Feedback Survey; MBTI; DiSC; Thomas-Kilmann Conflict Resolution; Instructor/Facilitator Development Dimensions International (DDI) / Targeted Selection and Systems Administrator; LEAN Process Improvement /Management/Mapping; DuPont Safety Leadership, Project Management; Situational Leadership; Change Management Human Synergistics/TOSAN, GRID Leadership; Mentoring; Performance Appraisal; Fundamentals of Supervision; Leadership Development Academy; Certified Professional Coach; Safeguard Security Clearance. Member of (SHRM) Society of Human Resource Management, (ODN) Organization Development Network and (ASTD/ATD) Association of Training & Development.

WORK HISTORY

Ricerca Bioscience, LLC – Sr. HR/OD Director & Business Partner 2013-2014

Reporting to the President and CEO, I was responsible for creating and implementing Human Resources strategic and operational vision through thoughtful decision making and leadership of Human Resource practices abiding by all applicable HR, Safety & Environmental laws and regulations. Providing guidance, counsel and full service support to the senior business leaders, managers and supervisors for goals and objectives. Lead for Talent Management life-cycle with full management and accountability including talent acquisition, fostering employee relations, retention, recognition and rewards, training and development and the oversight of employee benefits, being a privately-held, investor owned, self-insured 200-employee company, created “wellness program” as it was critical to work with the vendor to keep healthcare costs reasonable and balanced as possible for the Company and employee contributions). Reviewed and updated: employee policies, handbooks, job descriptions, compensation for hourly and salary, benefits, record-keeping and retention strategy, EAP and 401K programs. Saved $260,000.00 in recruiting fees. Had successful EPA audit. Success in DOL audit. Conducted opinion surveys and implemented improvements, consistently looked for ways to save on budget and maintain projections. Reduced Worker’s Comp. lost time. Wore the Environmental, Health and Safety Director hat until direct reports in the field could be identified and hired. Had successful EPA audit. Success in DOL audit. Created an Employee’s Voice’s committee. Conducted opinion surveys and implemented improvements, consistently looked for ways to save on budget and maintain forecasted projections. In addition, participated on a team to best utilize SalesForce as a database to track customers and help with trade shows and a team to refresh the Company Website, editing and working with IT on modifications and other branding and promotional materials.

FirstEnergy Corporation – Sr. Business Partner, OD & HR Service Delivery Specialist 2005-2012

Partnered with Senior Management, Functional Business Unit Managers to align HR, Talent Management, Training and OD strategies to focus on promoting the success of business plan initiatives and KPI indicators. Assessed, planned and implemented customized solutions and interventions for succession planning, performance management, employee career development and mentoring programs to increase bench strength. Tracked, trended and reported on the advancement of high-potential talent and critical knowledge holders to improve people processes and systems. Brief snapshot below:

Designed and implemented change and employee engagement surveys and initiatives based upon assessment of business requirements and customized solutions to improve employee commitment.

Collaborated on the creation of and implemented a Leadership Academy; trained trainers and also facilitated modules.

Created change management “Transformation Teams” to support strategic business plan initiatives for industry top quartile.

Designed and facilitated new leader on-boarding sessions and conducted follow-up sessions to verify integration success.

Collaborated with HR, Recruiting and Hiring Managers in interviewing, administration and interpretation of staffing pre-employment and pre-promotion testing for hourly and salaried employees and developmental psychometric assessments.

Created and facilitated offsite sessions for leadership strategy planning, team building and alignment success.

Conducted effectiveness reviews of current performance management, assessment and developmental process and for leadership initial and continuing training to streamline areas for continuous improvement.

Conducted assessments and coaching services for employee development and performance improvement.

Conducted analysis and surveys that incorporated a strong safety culture into the design of all training.

Provided support for external vendor contracting, selection and service evaluation to verify commitments.

Drove multiple OD projects including all aspects of program execution, setting program schedules and budgets, preparing/communicating to internal audiences, evaluating results and verifying that modifications remained on target.

Point-of-contact for questions and concerns from employees and management and sought effective, confidential resolutions.

Lead a large scale change effort which took a failing business unit to a successful stand-a-lone profit center.

Created the first Ombudsman/Employee Concerns Program to bring resolution for ethical and business practice complaints, working with management and legal to make the right decisions for all parties and keeping a “pulse” on the outcomes.

Designed and facilitated roll out of yearly business plan for managers and above and conducted quarterly updates.

Lead team on the regulatory interpretation through to implementation of the Federal/State/DOT Fitness for Duty laws.

Created and advised First-line Supervisor Forum, Managers and Senior Leadership Alignment teams to increase

cross-functional alignment, promote effective teamwork behaviors and discuss and consistently resolve HR issues.

Abbott Laboratories/Hospira – Manager, Training and Organization Development 2000-2005

Lead strategic direction for T&OD by partnering with site and executive management to promote leadership development and improve Company performance. Brief snapshot below:

Directed the selection, design, implementation and tracking of regulated (FDA/OSHA/CAPA) Ethical and developmental training programs for plant salaried and hourly personnel aligning with core competencies & WCM and cGMP practices.

Created The Abbott Ashland University and a separate “Virtual University” for distance learning for high-potential traveling sales reps., managers and above.

Created and lead development team to implement a multi-level employee recognition and rewards program.

Partnered with QA to analyze probable cause and root cause and drive down returned product back log to zero.

Created and produced first ever Plant communications strategy and employee newsletter publications.

Designed first mentoring program; cultural change initiates; and product quality evaluation approach.

Lead continuous improvement team to reduce production costs by $451,154.00. Largest goal ever challenged and achieved.

Created and lead cross-functional Idea Generation Team (I-Team) developed a proposal on how to generate ideas for new products designed a process, proposed the results to leadership ahead of schedule and 10 percent under budget. The “Bright Ideas” suggestion program was implemented.

Advised Director of HR and Labor Relations Manager on confidential employee matters and potential union contract resolutions. Alternate for both of these positions during incumbents’ absences.

The Timken Company – Principal Consultant, HR, Training & Organization Development 1996-1999

Involved with all aspects of alignment with Company goals and objectives and integrated HR and Training strategies working with all levels (CEO-hourly employees) to address both short and long-term business plan initiatives to increase organization effectiveness in the Corporate, Bearing, Steel, R&D, Sales and Operations divisions. Brief snapshot below:

Facilitated strategic objectives sessions for “horizon three” strategies for the R&D Business Unit.

Collaborated on the design and implementation for a Timken University of learning for supervisors-CEO aligning with competencies. Also lead innovative “Virtual” leadership training via satellite; Created program and trained expatriates for successful cultural integration for international assignments.

Created interview survey questionnaire to collect data and analyzed to provide appropriate change management effort for focus group and team building sessions between leadership and hourly employees which increased employee cohesiveness and performance for the Columbus Rail Bearing Plant and Canton Bearing Plant.

Collaborated with local career college to create hourly employee apprenticeship certification program.

Collaborated with recruiters to streamline recruiting and on-boarding process.

Coached senior leadership on declining sales and overall effective performance management strategies.

Researched and implemented 360 degree assessment for leader development.

Developed tangible continuous improvement plans for workforce planning with Canton Bearing supervisors.

Partnered with HR and management on the design and integration of a confidential international merger acquisition.

Assessed competency design for salaried associates; and designed and facilitated Leadership development and high-potential succession-planning programs for the Steel Business Unit managers to increase bench strength.

Zunk & Associates – Principal Business Consultant 1999-Present

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